Solution

Table of Contents

Section One-Report. 2

1.1 Evidence-Based Practice. 2

1.2 Analysis Tool and Method in People Practice. 3

1.3 Critical Thinking. 4

1.4 Decision Making Processes. 6

1.5 Ethical Theories. 7

3.1 Measures of organisation’s performances 8

3.2 Value of People Practices. 9

Section Two- Quantitative and Qualitative Analysis Review.. 10

2.1 Analytical data using appropriate analysis tools and methods 10

2.2 Key findings from stakeholders 12

2.3 Justified recommendations. 13

References. 16

Section One-Report

1.1 Evidence-Based Practice

Evidence Based Practice

According to Young (2022), EBP serves as a decision-making framework in several fields, including healthcare, education, and management. Using the finest available data, expertise, and personal beliefs to determine the best course of action. Results and services can both benefit from EBP since it integrates theoretical and applied knowledge. Professionals are urged to consider the limitations of research, adapt the findings to specific situations, and consult with relevant parties before making decisions  as evidenced by CIPS (2023).

People Practice Issues

For Leaderssoft, resourcing and reward management are key people practice issues that affect employee performance and organisational success.

Resourcing – Leaderssoft struggles to allocate and manage human resources. Staffing data, performance metrics, and market trends can help inform decision-making with evidence-based practises. Data helps Leaderssoft predict employee demands, identify skills gaps, and expedite recruitment. According to Peters (2021), analysis of attrition rates and employee satisfaction surveys can help retain employees and maintain a stable staff.

Reward Management- Leaderssoft struggles to deliver fair and compelling awards. Young (2022) further states that evidence-based practises examine incentives and performance outcomes. Data on employee engagement, performance reviews, and benchmarking against industry standards can help Leaderssoft design reward programmes that motivate and retain top personnel, improving performance.

In both circumstances, evidence-based practises inform decision-making. By collecting, analysing, and interpreting data, Leaderssoft may make informed decisions that support organisational goals, employee satisfaction, and performance, resulting in long-term success and competitive advantage in the IT Consulting sector.

Organisation Issue

Need to raise the level of employee engagement.

Increased staff engagement is a major organisational issue in  Leaderssoft concern. According to Whittington et, al (20217), evidence-based practise can help solve this problem by using data to make decisions and judge.

The Leaderssoft may measure employee engagement quantitatively and qualitatively through surveys and appraisals. This evidence can show engagement gaps in communication, recognition, and work-life balance. Identifying these pain spots helps Leaderssoft target interventions. Evidence-based practise evaluates employee engagement programmes (‌Bailey et, al 2015). The IT Consulting can measure the results of flexible work arrangements, training programmes, and mentorship programmes. The organisation can determine which interventions increase involvement by comparing their results.

1.2 Analysis Tool and Method in People Practice

PESTEL

A useful macro analysis method in people practise is PESTEL analysis to examine external influences affecting an organisation. PESTEL means Political, Economic, Social, Technological, Environmental, and Legal aspects as evidenced by CIPD (2023a). This tool helps HR professionals identify issues, challenges, and opportunities:

Recognising External Influences- HR professionals use PESTEL analysis to determine how external influences affect their people practises. Political policies can change labour rules and regulations, prompting HR to adjust compliance methods.

Trend forecasting- Economic indicators can help HR predict recruiting, salary, and benefits trends. Economic downturns may require cost-cutting, while growth may stimulate hiring.

Societal Trend Analysis- HR practitioners use social elements to assess demographic, value, and workplace changes. Talent acquisition, diversity and inclusion, and employee engagement require this understanding.

Advances in technology-Technology presents HR automation, digital recruitment, and upskilling opportunities to keep workers competitive and nimble.

Environmental and Legal Issues- Environmental aspects promote sustainability, altering workplace practises, whereas legal factors notify HR of compliance and hazards.

Effectiveness- According to Indeed Editorial Team (2022), PESTEL analysis helps HR professionals modify their people practises, align strategy with external circumstances, and capitalise on opportunities while minimising risks. It provides a complete workforce planning and decision-making framework.

Strength-PESTEL study helps businesses analyse external factors in an organised way. Its capabilities include identifying opportunities and dangers for strategic planning. It shows macro-level affects holistically.

Weakness-  PESTEL has limits. It may oversimplify complicated issues, lack prioritisation advice, and preclude the future. Data accuracy is crucial, yet several variables make it difficult to get.

Micro Analaysis Tool

Exit Interviews

People practise uses exit interviews as microanalysis tools to learn from departing employees. Direct input from their experiences helps organisations identify issues, difficulties, and possibilities. According to ‌ Boatman (2022), HR experts can improve the workplace by addressing reoccurring concerns like bad management or training through exit interviews. Additionally, they suggest improving employee perks and retention techniques.

Effectiveness- The tool’s usefulness is further reduced by organisations’ inability to analyse and act on input as shown by ‌Acuity (2017). While departure interviews are retroactive, their firsthand perspectives provide real-time feedback to help HR professionals improve employee engagement, retention, and organisational success.

Strength-Exit interviews can reveal employee experiences, difficulties, and improvement prospects. They offer honest comments and can improve organisational culture and processes. They underpin actionable changes.

Weaknesses- Exit interviews have limits. Employees may lie to avoid repercussions or damage. They also provide retrospective data that may miss existing difficulties.

1.3 Critical Thinking

‌Doyle (2020) point out that Critical thinking entails analysing, evaluating, and synthesising information to make educated conclusions. The key critical thinking principles:

Evidence-Based Reasoning- According to CIPD (2023), when drawing conclusions or making decisions, critical thinking emphasises using empirical data and verifiable facts. It fosters questioning assumptions, sources, and information reliability. This principle reduces prejudice and unsubstantiated judgements by ensuring conclusions are founded on strong reasoning and data.

Objective Analysis- Critical thinking encourages impartial evaluation of facts and arguments as evidenced by ‌Peak Performance Centre (2023). It helps people set aside prejudices, emotions, and preconceptions to evaluate ideas objectively. Critical thinkers can better evaluate different viewpoints and make sensible conclusions by being objective.

Logical and Systematic Evaluation- Problem-solving through critical thinking involves logic and structure. It requires simplifying difficult topics, discovering linkages, and using logic to draw conclusions (CIPD,2023). Instead of making snap judgements, this approach encourages systematic, step-by-step analysis, which leads to more solid and defendable decisions.

Rationale

According to the CIPD People Professional Map, people professionals must use critical thinking skills and mindsets (‌CIPD, 2023b). It helps HR professionals make evidence-based personnel management, employee engagement, and organisational growth decisions. HR can spot trends, evaluate policies, and adjust tactics to suit changing workforce demands by critically analysing data. Fairness and equity are promoted through objectivity in managing difficult employee relations situations. Systematic analysis helps build effective learning and development programmes and ensure legal and ethical compliance. These skills and mindsets boost HR professionals’ credibility and effectiveness, helping them strategically advance organisational success and employee well-being.

Application of critical thinking in my own work

I used critical thinking to improve new hire onboarding at Leaderssoft. To explore recent hiring pain points and issues, I conducted questionnaires, interviews, and data analysis. I identified issues including unclear training materials and a mismatch between HR and departmental onboarding using this evidence-based approach.

Next, I objectively assessed solutions’ practicality, cost-effectiveness, and impact. After breaking down the problem and researching possibilities, I suggested a complete onboarding revamp that linked HR and departmental systems, improved training materials, and included feedback mechanisms. Therefore, critical thinking helped me make well-grounded proposals that addressed genuine challenges and realistic restrictions. This improved Leaderssoft onboarding process, boosting employee satisfaction and lowering turnover.

Application of the principles in others’ work

I used critical thinking to evaluate a colleague’s customer service overhaul proposal at Leaderssoft. Setting aside assumptions, I carefully listened to their thoughts. I then objectively assessed the proposal’s pros and cons. I sought actual evidence and team feedback to build a balanced view. I found the proposal’s merits and weaknesses using this methodical evaluation. I used critical thinking to provide constructive comments and work with my colleague to improve the proposal to meet Leaderssoft aims and client needs, resulting in a more effective implementation.

Critical Thinking and Rational/Objective Debate

According to Kim (2019), critical thinking anchors ideas and arguments in evidence, promoting logical and objective debates. Critical thinkers use empirical data and reputable sources to reduce emotional or biased claims in disputes. They carefully assess argument strength, logic, and evidence. This rigorous approach encourages discussions based on facts rather than assumptions. Critical thinkers challenge assumptions and consider other perspectives to fully examine the topic. This dedication to evidence-based reasoning fosters polite discourse, collaborative problem-solving, and sound, evidence-based solutions.

1.4 Decision Making Processes

According to CIPD (2021), HR professionals use numerous decision-making procedures to achieve success. Three notable methods are:

The Decision Matrix

Please click the following icon to access this assessment in full