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Evaluate two micro and two macro analysis tools or methods that can be used in people practice to explore an organisation’s micro and macro environment, and how those identified might be applied to diagnose future issues, challenges and opportunities

The decision making is one of the most important factors of the business organisation in order to implement any upcoming possible change in the work structure. The evidence-based practice is concerted on the need and demand of the market and the management of an organisation is bound to follow the present trend of the market followed by the preference and satisfaction factors of the consumers.

Two people practices include:

Being responsible in terms of doing their own work

To stay relevant to all the goals set by the organization

Two organizational issues resolved by EBP are as follows:

If any employee is being harassed at the workplace, then the matter can be resolved using EBP

Employee productivity issues can also be resolved by EBP

The consumers are the key stakeholders of any business organisation. It can be applied on the decision-making part of the organisation because the hierarchy of the organisation primarily evaluate the evidence of the previous cases in order to rectify the past errors which has been disturbed the profitability and sustainability of the organisation in the previous days (Astutiet al., 2018). The research and development department of an organisation collects all the negative impacts from the evidence of the respective organisation as well as the same scenario which had happened to the other organisations while walking in the same path. The concept of evidence-based practice can be evaluated as one of the most important route maps for the organisations to render flawless services. Realised the importance of the human resource management of the organisation in order to employ proper and capable managers to find out the flaws and shortcomings of a project in order to successfully implement it (Klingbeil and Gibson, 2018).

Evaluation of evidence-based practice

Evidence-based practise and methods in people management are the process and practise ofmaking the choices connected to the management and decision-making based on the notion of critical thinking and analysis of real-life scenarios and circumstances. It significantly emphasises on expert judgments and actual figures and facts instead of following theories and models that were established and postulated long ago. This idea is a wonderful technique to understand whether the procedures being taken in the company are obtaining the intended outcomes (Klingbeil and Gibson, 2018).

The quality of an organization’s decision-making may be improved by using evidence-based approaches. Taking the proper judgments for an organisation is a key aspect of people management to maintain its successful operation. Fresh ideas are essential to make the workplace perform better and effectively. Genuine-life difficulties deserve real love remedies and these workplace challenges too do not reflect from previously developed obsolete notions. This is where a reliance on research-based methods and strategies pays off (Astutiet al., 2018). A practise based on evidence is one that is based on evidence from the field. They show that these approaches have had a positive effect in the real world. Effective decision-making for a company may be achieved by using all available evidence-based approaches.

Advantages of EBP are as follows:

  • It is easy to produce
  • It is quite cost effective
  • Easy to adapt

Disadvantages of EBP are as follows:

  • Time consuming
  • Suppresses creativity
  • Increases risk of biasness

People practice issues


Reward management can be made effective by considering the evidences gathered from the workplace. For instance, of a worker is dedicated towards the work, creates healthy working environment as compared to other who is not interested in working then, the former employee’s work must be recognized.

Recruitment today’s business environment, every company must be familiar with a number of critical elements.

Businesses of all sizes have a monopolistic advantage in the marketplace. In the business world, there are a variety of adversaries to contend with. Competitors often use this strategy to keep tabs on the various items of their rivals. Smart TVs from Philips, Sony and Samsung are all in direct competition with one another. Rivalry b

Evaluating job outcomes is a key component of an evidence-based recruiting strategy. “Evidence-based” is a term we use since it is based on considerable study in the field of organisational psychology.

Organisational issues

Employee productivity

Creating or implementing changes on the basis of evidence also contributes towards solving organizational issues. Employee productivity is considered to be great organizational issues and thus, generating evidence which can help in understanding the factors that can enhance staff retention as well as their productivity levels.

Raising customer satisfaction

 Quarterly report and continuous feedback from customers are two EBP strategies that have been shown to improve customer satisfaction and perceptions at the time of buying. This also increases ratings from customers. These strategies incorporate feedback updates and explanations of events occurring during a customer’s visit or buying.

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Evaluate two micro and two macro analysis tools or methods that can be used in people practice to explore an organisation’s micro and macro environment, and how those identified might be applied to diagnose future issues, challenges and opportunities

In order to evaluate the organisational issues and challenges some theoretical frameworks are extremely important to be adopted by the organisations. For example if the organisation is suffering from the lack of employees’ satisfaction it is helpful to diagnose or identify the problems at first. Then applying the Maslow’s hierarchy the organisation can a very good work culture for the organisation which will satisfy the employees of the organisation by fulfilling the five most important needs of the employees that is job satisfaction safety and security e in an organisational structure acknowledgment and reward self authentication for getting respectful behaviour from the hierarchy and adequate supply of physical and psychological needs to fulfil the basic needs of the employees (Sörmanet al., 2022). This can be considered as one of the macro analysis methods in order to explore the macro environment of an organisation. 

Using a SWOT analysis, one may examine the macroeconomic environment’s existing and projected strengths, weaknesses, opportunities and threats.

Micro analysis of the external environment does not influence all companies in a sector the same way since of their differing sizes, capacities and capabilities. When it comes to major enterprises, automakers, for example, are more accommodating. When it comes to small businesses, the rules are less forgiving. Competitors are unconcerned whether a competitor’s business is small. It is safe to assume that the same management team would be very concerned if the competition was a well-known business figure. The micro-environments of firms in the same industry tend to be similar. In such a situation, it is feasible that various companies may respond differently to their micro-environment. In this case, the microenvironment will be examined using data from competitors and consumers (Peng, 2020). To be successful inetween brands needs competition of a different type. This might also be referred to as a product from competition.Profit-making businesses strive to satisfy their customers’ requirements. Profit is more essential to them than sales volume. Customer service is at the heart of every successful company’s marketing strategy nowadays. The success of a business depends on its ability to identify and appeal to a core group of customers (Hu, 2020). Thus, consumers have a greater impact on both the macro and micro contexts in which the organisation operates. Customer satisfaction is the most important factor in product sales.

Two macro tools are SWOT and PEST.


Identifying a project or organization’s strengths, weaknesses, opportunities, and threats (SWOT) is the goal of a SWOT analysis. An organization’s objectives, programmes, and capabilities are matched to the environment in which it works using this framework. Consider the inherent value-creating abilities or assets (or lack thereof) compared to the competing dynamics. Rather than being generated by the organisation, opportunities and threats are the product of the competitive dynamics induced by the market’s future gaps.

Advantages of SWOT are as follows:

One may undertake a SWOT analysis for little or no money if they have a good understanding of your company’s operations. Using a SWOT analysis may also be useful when the company do not have a lot of time to deal with a difficult problem. In other words, you don’t need to hire a consultant or business advisor to make improvements to your company.

Weakness of SWOT are as follows:

It’s important to remember that a SWOT analysis is only one step in the whole process of company planning. When dealing with increasingly complicated difficulties, one need to undertake more thorough study and analysis (Hu, 2020).

Keep in mind that a SWOT analysis only looks at things that can be classified as a strength, vulnerability, opportunity, or threat with a high degree of certainty. As a result, using a SWOT analysis to address aspects that might be either strengths or weaknesses or both is problematic (e.g. you might have a prominent location, but the lease may be expensive).


Organizations are subjected to PESTLE analysis in order to identify the most important external elements that affect them (Political, Economic, Social, Technological, Legal, and Environmental). Strategic decision-making by HR professionals and senior management may be aided by using this framework in a variety of situations. In order to be successful, a PESTLE analysis must be carried out on a regular basis. Doing so may aid in spotting trends before they become a problem, and so give organisations a leg up in the competition (Peng, 2020).

The results of a PESTLE study give context for a company’s strategic direction, brand positioning, growth objectives, and productivity threats (such as the emergence of another pandemic). Product and service validity may be determined and new product development can be defined by using this method. A PESTLE study may assist decide whether to join or exit a market, evaluate whether a product or service still fulfils a market demand, or when to introduce a new product. A PESTLE study may assist uncover business model disruptions that have the potential to have a significant impact on the future landscape of employment. It is able to identify new work positions, job reductions, or job displacements based on a person’s talents.

Strength of PEST is as follows:

  • It is a simple framework
  • It helps to understand the wider business environment
  • It enables the company to anticipate future results

Weakness of PEST is as follows:

  • Data collected is based on assumptions
  • Pace of change makes it difficult to anticipate results that might affect organizational future

Two micro tools include observation and interviews


Qualitative observations are made. It is used to gather information by watching the participants in their natural surroundings and then evaluating the data. It is based on the subject’s behavioural patterns, psychological character and attitudes and beliefs.

In order to observe anything, you must observe it by looking at it, listening to what it is saying, and touching it. The researchers use this strategy in an effort to get insight into the subject’s behaviour and personality (Sörman et al., 2022). As opposed to focus groups and surveys, it allows companies to watch prospective clients in a natural context, allowing them to get insights they would not have otherwise been able to obtain. It’s particularly true when study participants have a conscious or unconscious bias toward presenting their “best self” to a researcher.


As technology has advanced, recruiting managers’ methods for locating and vetting potential employees have also evolved. AI and other cutting-edge computers have taken over many of the tasks that used to be handled by human beings, such as reviewing paper resumes and contacting applicants directly to set up an interview.

Digital possibilities have significantly broadened the number of interview forms. Large organisations are increasingly turning to technology to speed up and improve the screening process for new hires. Artificial intelligence (AI) applications can even handle routine administrative duties like organising interviews (think of chatbots for instance). More than only time and money are saved by changing the way job hopefuls are interviewed. Before they ever sign an offer letter, prospects’ perceptions of your organisation and their sense of worth as prospective workers are shaped by this.

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