In the realm of human resources management, decision-making plays a crucial role in navigating complex issues effectively. This essay aims to assess various approaches to decision-making on complex issues, emphasizing the importance of taking ownership to remedy mistakes. Additionally, we will explore the strategies for handling complex issues, managing risk in decisions, developing these behaviors in others, and assuming responsibility when things go wrong. The discussion will draw references to the 7CO03 CIPD Module, which offers valuable insights into the topic.

Assessment of Decision-Making Approaches:

When confronted with complex issues, HR professionals must evaluate different decision-making approaches to ensure the most appropriate course of action. According to the 7CO03 CIPD Module, one such approach is a rational decision-making model that involves systematic analysis, evaluation, and logical reasoning. This model emphasizes collecting and analyzing relevant data, considering all possible alternatives, and making a decision based on objective criteria. By adhering to this approach, HR professionals can mitigate the risks associated with complex issues and arrive at more informed decisions.

Another approach to decision-making, highlighted by the 7CO03 CIPD Module, is the intuitive decision-making model. This model relies on experience, judgment, and instinct to make decisions swiftly in high-pressure situations. While intuitive decision-making can be effective, it carries inherent risks, such as biases and personal preferences influencing the outcome. Therefore, HR professionals should exercise caution and combine intuition with rational analysis to minimize potential errors.

Taking Ownership to Remedy Mistakes:

Despite the most diligent decision-making efforts, mistakes can occur. Taking ownership of these mistakes is a critical characteristic of effective HR professionals. Acknowledging errors openly and honestly demonstrates accountability and integrity. By assuming responsibility, individuals create an environment that encourages learning and growth, both personally and within the organization.

The 7CO03 CIPD Module emphasizes the importance of reflection and self-evaluation in remedying mistakes. HR professionals should engage in self-reflection to identify the root causes of the errors and assess the impact on stakeholders. This introspection helps in developing corrective measures and preventing future recurrences. Additionally, seeking feedback from affected parties and involving them in the remedial process can foster trust, transparency, and collaborative problem-solving.

Handling Complex Issues and Managing Risk:

Complex issues often involve uncertainty and inherent risks. HR professionals must employ effective strategies to handle such challenges and manage risk within their decision-making processes. The 7CO03 CIPD Module provides valuable insights into managing complex issues, emphasizing the significance of comprehensive analysis, stakeholder engagement, and strategic thinking.

To handle complex issues, HR professionals should adopt a systematic approach that includes identifying and defining the problem, conducting a thorough analysis, and involving key stakeholders. By considering multiple perspectives and involving those impacted by the decision, HR professionals can gain valuable insights and make more informed choices. Additionally, implementing risk management techniques, such as scenario planning, impact assessment, and contingency planning, allows HR professionals to anticipate potential risks and develop appropriate mitigation strategies.

Developing These Behaviors in Others:

In addition to mastering decision-making skills, HR professionals should strive to develop these behaviors in others. The 7CO03 CIPD Module emphasizes the role of HR professionals as mentors and facilitators in fostering effective decision-making capabilities among employees.

To develop these behaviors in others, HR professionals can create a culture that values critical thinking, innovation, and continuous learning. Encouraging open dialogue, providing training and development opportunities, and delegating decision-making authority can empower individuals to make informed decisions and take ownership of their actions. Furthermore, establishing feedback mechanisms and recognizing and rewarding sound decision-making practices can reinforce the desired behaviors within the organization.

Taking Ownership When Things Go Wrong:

When decisions lead to unfavorable outcomes, HR professionals must take ownership and respond appropriately. The 7CO03 CIPD Module highlights the importance of acting decisively, transparently, and responsibly in such situations.

HR professionals should promptly communicate the situation to stakeholders, demonstrating accountability and a commitment to finding solutions. Engaging in a thorough analysis of the factors that contributed to the unfavorable outcome and implementing remedial actions is vital. Moreover, HR professionals should learn from the experience, adjusting decision-making approaches, and sharing lessons learned with colleagues and teams to prevent similar occurrences in the future.


In conclusion, effective decision-making on complex issues requires a thorough assessment of different approaches, including rational and intuitive models. Taking ownership to remedy mistakes, handling complex issues, managing risk, and developing these behaviors in others are crucial aspects of being a competent HR professional. Referencing the 7CO03 CIPD Module provides valuable insights into these areas, enabling HR professionals to navigate complex challenges and contribute to the success of their organizations. By embracing these principles, HR professionals can foster a culture of accountability, continuous improvement, and effective decision-making.

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