-86%
Solution
Table of Contents
1.1 Evidence-Based Practice Evaluation. 3
Methods for Applying Evidence-Based Practice. 3
1.2 Analysis tool and Analysis Method. 4
Method of Micro Analysis-Observations. 5
Relevance in Organisational Diagnosis. 5
1.3 Making Better Decisions by Applying the Rules of Critical Thinking. 6
Application to Individual Ideas. 7
Application to Other People’s Ideas. 7
Assisting rational and objective Debate. 7
Financial Performance Measurement: Cash Flow.. 10
Application by HR Professionals. 10
3.2 People practice add value. 11
Section Two- Quantitative and Qualitative Analysis Review.. 12
2.1 Interpretation of analytical data. 12
2.2 Key findings for stakeholders. 16
2.3 Conclusions and Recommendations. 20
Section One- Report
1.1 Evidence-Based Practice Evaluation
According to the CIPD (2022), EBP is a method for guiding professional practice that makes use of the most up-to-date and reliable information from a variety of sources. The state-of-the-art evidence-based practice (EBP) approach to human resources and organisational processes goes beyond traditional data analysis by placing an emphasis on the connection between HR decisions and the overall results of the company.
What makes EBP useful:
In their 2024 publication, Schmidt and Brown emphasise the need of evidence-based practice. Decisions should be based on evidence, and this system encourages that. According to EBP, choices should be grounded in evidence rather than guesswork for the best possibility of success.
Disadvantages of EBP
Delays in decision-making owing to time and expense constraints are one limitation of EBP. Reliable sources are hard to come by because of the abundance and quality of evidence. Possible further methods for EBP to capture HR practices and externalities are needed. Despite its limitations, EBP aids HR managers in finding solutions by providing data to contextualise possibilities. According to Marler and Boudreau (2017), minority viewpoints may be suppressed if EBP data does not include group experiences.
Methods for Applying Evidence-Based Practice
Two methods based on evidence—critical thinking and evaluating evidence from multiple sources—support effective decision-making.
Critical Thinking: Critical thinking and information evaluation are needed to establish HRM evidence-based practises (Birt, 2019). Each strategy has pros and cons. Critical thinking takes time and delays judgements, but it improves problem-solving and decision-making by challenging accepted knowledge and examining alternative ideas.
Evaluating evidence from multiple sources: Assessing evidence from surveys, standards, and assessments helps identify preventative tendencies and make data-driven decisions while minimising bias. Since data sources vary in quality and trustworthiness, integrating complex data while maintaining generalizability requires expertise. With these skills, human resources professionals can rethink L&D initiatives by assessing current training practices and incorporating engagement surveys, performance evaluations, and industry standards to better understand absenteeism. Birt (2019) claims this broad study illuminates patterns, causes, and remedies.
People Practice Issues
The logical structure of EBP can help make decisions concerning people’s practices, such performance and resources.
Management of Performance: HR can create accurate, fair, and relevant assessment systems by reviewing research findings on development programmes, feedback success, and performance appraisal (Schleicher et al., 2019). It improves performance management.
Resourcing: HR can use EBP for workforce planning, hiring and selection. Reviewing assessment methods, job fit policies, and retention strategies can improve hiring success and turnover.
Organisational Issue
Raising Level of Employee Engagement: Employee involvement should be considered when making HR choices. Human resources should study corporate environments, approaches to leadership, and recognition programmes to engage employees (Al-maaitah et al., 2021). This allows EBP-based programme modifications and staff participation efforts.
1.2 Analysis tool and Analysis Method
In today’s uncertain and unpredictable business climate, reliable analytical tools and methods are essential for survival. According to Singh et al. (2022), a company’s success hinges on its capacity to adapt on both a micro and global scale. The microenvironment consists of suppliers, participants, and consumers, whereas the macroenvironment consists of society, the economic system, and the government.
Macro Analysis Tool- SWOT
The SWOT (Strengths, Weaknesses, Opportunities, and Threats) framework is a useful tool for doing macro-level analyses. to evaluate the internal and external factors impacting a business, CIPD (2023) suggests doing a SWOT analysis. Weaknesses, opportunities, risks, and strengths of the organisation are all laid bare. The pros of using SWOT analysis for diagnosing organisational issues such as new legislation include that it provides a comprehensive overview of the internal and external factors, it is simple to conduct and helps focus strategic planning. However, the cons include that it relies on subjective assessment and does not provide solutions. For diagnosing organisational challenges such as new competitors, SWOT analysis pros are that it reveals threats and opportunities from the external environment, but the con is that competitors’ actions may be difficult to predict. When diagnosing organisational opportunities such as growth, SWOT analysis strengths is that it reveals internal capabilities to seize opportunities, but weaknesses is that it does not evaluate risks or provide an implementation plan. The SWOT analysis is an effective tool for guiding businesses in setting their strategic directions due to its adaptability and user-friendliness. Organisations can benefit greatly from using SWOT analysis to carefully examine these key variables. It helps them obtain useful insights into how to best leverage their advantages in the future.
Method of Micro Analysis-Observations
In order to fill in the blanks, micro-analysis methodologies watch the organization’s everyday interactions and activities. While informal channels might not be able to reveal hidden hotspots, communication patterns, or processes, careful observation might reveal them. Gupta (2011) argues that observations are crucial for putting numerical data into context and drawing attention to underlying processes. These tools allow HR professionals to address core issues that might be missed in reports or surveys. On the flip side, observers can influence what is seen. The pros of using observations for diagnosing organisational issues such as new legislation include that it provides rich contextual data and reveals hidden processes. However, the cons are that it is time-consuming and observers can influence behaviours. For diagnosing organisational challenges such as new competitors, observations strengths are that they reveal front-line interactions but weaknesses include that they have limited scope. When diagnosing organisational opportunities such as growth, observations pros are that they reveal cultural aspects but cons are that they lack quantitative data.
Relevance in Organisational Diagnosis
Human resource professionals might benefit from conducting a SWOT analysis to better comprehend the external factors influencing their company, according to Akman (2019). This is useful for addressing potential weaknesses, imminent dangers, outside opportunities, and internal strengths. One example is how HR strategies can focus on developing a company’s assets, such its exceptional team, when those qualities are acknowledged. Human resource professionals might benefit from conducting a SWOT analysis and observations to better comprehend the internal and external factors influencing their company and identify hidden processes, according to Akman (2019). This provides a holistic analysis for addressing potential weaknesses, imminent dangers, outside opportunities, and internal strengths to inform HR strategies. The impact of these elements on HR operations can be difficult to forecast using SWOT analysis. Certain situations may be beyond the control of human resources. By using both tools, HR gains a comprehensive understanding of the organization to develop targeted solutions.
By observing employees in action, human resources can gain insight into teamwork, interpersonal dynamics, and corporate culture. Human Resources keeps tabs on procedures and connections in order to give tailored answers to problems. Important details should be recorded regarding the observer’s emotional states and any biases in their opinions that may be unintended. By observing employees in action, human resources can gain insight into teamwork, interpersonal dynamics, and corporate culture.
1.3 Making Better Decisions by Applying the Rules of Critical Thinking
Reasonable conclusions can be reached through the process of critical thinking, which entails dissecting ideas logically to identify flawed reasoning (Haber, 2020). Making good decisions and overcoming tough obstacles require extensive, self-directed study. To completely understand complex issues and provide answers based on evidence, human resources professionals must possess strong critical thinking abilities. This aligns with the CIPD Profession Map, which highlights the importance of analytical skills and techniques based on evidence (EBP).
Principles
Critical thinking relies heavily on the ability to articulate thoughts in a way that is both brief and straightforward, ensuring that they are both well-defined and easy to grasp. Clarity and absence of ambiguity are fostered by this concept.
A key component of critical thinking is the ability to reason logically. In this procedure, we check and evaluate the logical conclusions and deductions, as well as the coherence and consistency of the arguments.
Critical thinkers that practise healthy scepticism probe claims for implicit biases and fallacious reasoning by questioning underlying assumptions. Strict theoretical analysis encourages thorough exploration of concepts.
Effective problem-solving is one of critical thinking’s primary functions. Included in this approach are deconstructing complicated problems into their component elements, tracing their origins, and developing practical remedies.
Critical thinking is built upon reasoning based on facts. To back up their arguments, these reasoning kinds can firmly establish facts and skillfully distinguish between subjective opinion and objective truth.
To be attentive, a critical thinker must be open to other points of view and refrain from allowing their prejudices to influence their decisions. Consequently, this role is ideal for encouraging imagination, critical thinking, and quick thinking speeds.
Application to Individual Ideas
One of my initial tasks upon entering the workforce was to develop a training programme with the aim of increasing employee engagement. Using the tools of critical thinking, I assessed the facts, defined the goals, and explored other perspectives on involvement. Thanks to the method’s ability to adapt its thorough training programme to each company’s unique needs, output and morale both increased.
Application to Other People’s Ideas
An excellent idea that would streamline and simplify the recruiting process came from a coworker during one of our group initiatives. As I continued my investigation, I looked for examples of both the positive and negative aspects of critical thinking. A longer discussion ensued as a direct consequence of this endeavour, and a more reasonable and effective proposition was born.
Assisting rational and objective Debate
Analysing and reasoning are at the heart of reasonable and objective speech. To avoid letting bias cloud their judgement, people should be unwavering in their convictions and support them with evidence. Insightful debates that result in practical recommendations are the product of these discussions. Thorough fact-checking and intelligent debates lead to better decision-making when people think critically.
1.4 Explaining the Decision-Making Processes in People’s Practice…….
Please click the following icon to access this assessment in full
