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Solution
| (AC1.1) Evaluate the concept of evidence-based practice including how it can be applied to decision-making in people practice.
Short references should be added into your narrative below. Please remember to only list your long references in the reference box provided at the end of this section. Word count: Approximately 450 words |
| Implementing the evidence-based practice in making decisions in people practice professionals include use of detailed research, information and knowledge from organisation and professionals respectively. According to CIPD (2024), this is attained by integrating different sources for enhanced decision making, success in organisation operations and aligned with organisation objectives. The outcome of this is achieving best results which make an organisation competitive and dominate their industry.
Usefulness of Evidence-Based Practice (EBP) Through an embrace of EBP, facts and legal relevance of all decisions is assured since it is anchored on research, data and benchmark data rather than individual views (Cardoso et al., 2021). Hence, EBP is useful in evaluation of different available strategies and improve decision making quality hence benefitting in achieving sustainable organisation outcomes. Weaknesses and Limitations According to CIPD (2024a), an embrace of EBP is cost intensive as it takes immense time for implementation. Also, issues with data quality are prevalent owing to the complex nature of data being used. In line with CIPD (2024), the EBP often lacks effectiveness in facilitating change in demand since data outcomes could be ineffective in integrating all personal issues or employees input hence decreasing organisation fitness to demands. People Practice Issues Reward Structure– In my experience working in Riyad Bank, EBP had noted need for total rewards to be advanced to employees. According to CIPD (2024b), through the embrace of EBP, there was a possibility of improving decisions on rewards. This was informed by outcome data, reviewing best strategy and comparing organisation operations to that of others. A case example is where rewards to credit officers was informed by how they attract more people to source for credit, satisfaction with banking and assessment of other banks strategy. According to CIPD (2024), the effectiveness of EBP in this scenario is eliminating self-serving bias and motivating individuals towards linking personalised performance and organisation objectives. Learning and Development (L&D)-For this people practice area, the function of EBP is facilitating active decision making through clearly defining weak areas or development needs in each role core for organisation success. According to Cardoso et al. (2021), the application of factor data offer information on staffing patterns, banking customers benchmarking and capacity development outcomes held in anonymity and assisting in initiating programs for solving prevailing issues. In line with CIPD (2024b), the use of EBP makes sure that costs invested in capacity development improve skills which impact customers services, employee’s retention and hence productivity. Organisation Issue- Increasing Employees Engagement Taking into account of Riyad Bank, enhancing employee’s engagement is core for their customers satisfaction. By embrace of EBP, CIPD (2024) note that it can assist to gather surveys or questionnaires data, exit interviews and performance-based indicators. These are core since a review of feedback pertaining to work environment, support process offered by leaders and workload facilitate appropriate decisions on relevant interventions. Also, a benchmark on how other banks is approaching the process of employee’s engagement is essential for identifying best strategy. Hence, EBP harness the entire employee’s engagement strategies anchored on facts to guarantee their sustainability in enhanced morale, reduced turnover and overall satisfaction in workplace.
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