Solution

Section 1: Report

Introduction

This report will evaluate the concept of evidence-based practice (EBP) and how it can be applied to decision-making in people practice. It will start with defining EBP, then assess two approaches to implementing EBP considering their strengths and weaknesses. Finally, an example will be used to demonstrate how EBP can be applied to address an organisational issue.

1.1 Evidence-Based Practice (EBP) Evaluation; Application

An organised method of making decisions supported by the most recent and reliable information from several sources is known as evidence-based practice (EBP), as stated by the CIPD (2022). Embracing a fresh perspective on HR and organisational operations, EBP moves beyond simple data analysis to highlight the correlation between HR decisions and business outcomes.

Two key approaches to implementing EBP are critical thinking and evaluating evidence from various sources.

Critical thinking requires verifying information, challenging norms and providing unbiased analysis. A strength of this approach is that it leads to more well-rounded decision-making by considering multiple perspectives. However, a weakness is that it can be time-consuming and make quick decisions difficult. Critical thinking aims to lower biases but risks slowing down the process.

Evaluating evidence from various sources uses data from internal surveys, research, performance measurements and benchmarking. A strength is that bringing together different sources of data allows for more informed choices by identifying patterns in the evidence. However, a weakness is that data quality may vary, integrating information can be difficult without proper tools and experience, and generalizability may be limited by adequate sample sizes. While using various sources comprehensively considers more factors, weaknesses in data collection and analysis could undermine decisions.

1.2 Analysis Tool and Method

Trustworthy analysis tools and methods are essential for businesses to successfully traverse the complex environment of challenges, obstacles, and possibilities. Brockbank (2016) argues that the ability of an organisation to change on a macro and micro level is what ultimately defines its success. Suppliers, competitors, and consumers make form the microenvironment, whereas the government, economy, and society comprise the macroenvironment.

Macro Analysis Tool- SWOT

One useful tool for macro analysis is the SWOT (Strengths, Weaknesses, Opportunities, and Threats) framework(Mind Tools ,2022). Using SWOT analysis, one may see the internal and external factors affecting a company in a straightforward yet insightful manner. It lays up the company’s advantages, disadvantages, growth prospects, and threats. One of SWOT analysis’s strengths in assisting businesses in developing strategic orientations is its simplicity and practicality. On the other hand, the intricate relationships between these factors could be missed by SWOT analysis. It may oversimplify complex situations and need other strategies to capture all the complexities.
Method of Micro Analysis-Observations

Micro-analysis studies an organisation’s everyday activities to fill in the gaps. Careful observation may uncover informal procedures, communication patterns, or hidden friction spots that official channels miss. Observations can contextualise numerical data and reveal processes (Gupta, 2011). They provide HR with a means to tackle important problems that are omitted by reports and surveys. But spectators may affect what they see. In light of this, you should use caution in trying to comprehend them. The intricacy of direct observation techniques could cause problems for the company.

Organisational Diagnosis Application:
Human resource experts may gain a comprehensive understanding of the company environment by utilising the SWOT analysis, as stated by Phadermrod et al. (2019). It is useful for spotting weaknesses, potential dangers, opportunities, and strengths. As an example, after an organization’s strengths, such a talented workforce, are identified, HR strategies may be focused on talent development. Nevertheless, the impact of these elements on HR operations may be beyond the scope of SWOT analysis. Human resources may not be able to influence all factors.

Observation is the key for human resources when it comes to understanding team dynamics, employee actions, and collaboration. By keeping tabs on processes and interactions, HR is able to craft problem-specific interventions. Properly documenting the observer’s emotional states and inadvertent biases in observations may be required.
1.3 Principles of Critical Thinking and its Application in Decision-Making
Skills You Need (2011) indicates that critical thinking allows one to evaluate issues to discover incorrect reasoning and make sensible conclusions. Independent research is needed to solve complicated problems and make good choices. Critical thinking is essential for human resource professionals who seek to comprehend challenges and find evidence-based solutions, since the CIPD Profession Map emphasises analytical services and EBP actions.
Principles

Clarity: One of the most crucial elements of critical thinking is the articulation of ideas in a clear, succinct manner that maintains concepts distinct and simple to understand. This concept facilitates effective communication and eliminates any potential misunderstanding.

Logic: Critical thinking is built upon the tower of logical perceptive. This entails categorising and assessing logical deductions and conclusions as well as the coherence and consistency of the arguments.

Scepticism: A strong scepticism requires critical thinkers to question assumptions in order to reveal implicit biases and flaws in the reasoning of arguments. Deep conceptual exploration is encouraged by this kind of thinking.

Addressing problems. This entails dissecting intricate issues into smaller, more manageable components, investigating the root causes of issues, and developing practical solutions.

Evidence: Critical thinking is built on the foundation of fact-based reasoning. These are the sort of thinkers that can deftly distinguish between objective fact and subjective opinion and back up their arguments with solid data.

Open-Mindedness: Individuals who are critical thinkers shun stereotypes, approach concepts with an open mind, and are receptive to differing opinions. The development of innovative thinking and cognitive flexibility is encouraged in this role.
Human resource professionals need to be able to think critically, according to the CIPD Profession Map (2022). This level of competence ensures that HR policies and processes are based on facts and not speculation. By using their critical thinking skills, human resource professionals may assess the many facets of people management with better precision and efficiency.
Use in the Realisation of Personal Ideas
I had the early-career task of developing a training strategy to increase staff participation. In order to clarify the goals, assess the available facts, and consider other perspectives on engagement, I used the principles of critical thinking. Because it was customised to meet the unique needs of the company, this method’s thorough training programme increased morale and productivity.
Relevance to Other People’s Ideas:
One of my coworkers came up with an innovative strategy to speed up the recruiting process when we were working on a group project. I persisted in my investigation, looking for proof of the pros and cons of critical thinking as I went. An in-depth discussion ensued as a result of this effort, and a better and more practical idea was born.
Function in Reasonable and Objective Debate:

To have a rational and objective discussion, critical thinking is essential. Participants should strongly back their opinions with objective data to ensure that prejudice does not impact their thoughts. These discussions promote in-depth analysis, which leads to practical suggestions. In order to make better decisions, critical thinking promotes in-depth factual examination and sparks in-depth, considerate conversations. Incorporating reasonable counterarguments and exploring alternative points of view promotes a comprehensive understanding of complex subjects.
1.4 Exploring Decision-Making Processes in People’s Practice

Tannenbaum and Schmidt (2017) state that in order to accomplish their goals, humans engage in decision-making, which entails selecting one of many possible actions, including doing nothing. Having an in-depth understanding of the necessary tools and processes is crucial for completing this rigorous process successfully. When making decisions, experts consider future pace, ideal fit, and the De Bono six hats approach.

Best Fit
The best-fit algorithm rates solutions using criteria and goals. The approach requires quantifiable goals. Next, each solution is assessed for meeting these requirements. This technique allows for well-informed, contextual, and organisational decisions. When picking a new ERP system, experts considered how well it would fit with the present setup, how much it would cost, how much space for extension, and how much capabilities it would give. All parameters were considered and the best option was picked.
Future pacing

At its core, future pacing is result anticipation. Visualising the possible outcomes of each option and evaluating their impact on all parties involved requires long-term planning. In order to make a wise decision, this model lets you consider the benefits, drawbacks, and risks. Avoiding risks and achieving business goals are both helped by thinking about the effects on the chain of events. Decision makers may improve their odds of success, for instance, by anticipating future buyer views, brand image, and rival responses when choosing a promotional technique.

De Bono Six Hats

Kivunja (2015) says De Bono’s Six Thinking Hats encourage imaginative decision-making. distinct “hats” reflect distinct views or mental processes. Black hats symbolise scepticism and worry. The white represents objective analysis. Red conveys sentiments and intuition. Blue represents strategy and direction. Yellow is upbeat. Methodically considering several views and methodologies yields complete, efficient answers. This shows unconventional perspectives and stimulates creativity in solving complex problems. Helping teams or stakeholders overcome their prejudices, take measured risks, and trust their intuition is essential to making educated decisions that address many issues.
1.5 Ethical principles

When making ethical decisions, the CIPD (2022) recommends keeping in line with principles that take into account both business regulations and professional norms. These are influenced by three moral theories: utilitarianism, communitarianism, and altruism. Understanding various ideas provides the groundwork for resolving conflicts in a way that is consistent with one’s professional responsibilities, rights, and benefits. Judgements that take into account several priorities are therefore balanced.
Utilitarianism
Utilitarianism focuses on achieving the greatest amount of good for the greatest number of people. From a utilitarian perspective, the right action is the one that produces the most benefit and least harm. For example, a manager may decide to temporarily lay off some staff during economic downturn to save the majority of jobs even if it causes harm to those laid off. While utilitarianism aims to maximize benefits, determining what will produce the most benefit can be subjective. This perspective could also risk harming individuals for the sake of the majority.

Communitarianism

Communitarianism places importance on the community and sees individuals as interdependent. According to this view, the needs of the community should take priority over individual interests. For instance, a community may value collective ownership of resources over private property rights. However, privileging the group over individuals runs the risk of neglecting minority rights and could allow the oppression of certain groups. Striking a balance between individual liberty and the common good can be challenging.

Altruism

Altruism revolves around prioritising the interests and welfare of others over one’s own. Through the cultivation of empathy and compassion, this ethical perspective urges individuals to make choices that will contribute to the welfare of other individuals or groups. For example, a teacher may voluntarily take on an additional class to help an overburdened colleague, even though it means taking on more work. While altruism promotes a more compassionate society, it may run into problems when individual needs are at odds with the common good. Finding a happy medium between selfishness, practical considerations, and personal interests can be difficult.

Evaluation of Ethical Theories
Understanding these different perspectives is crucial for ethical decision-making as it provides various lenses through which to analyze situations and consider alternative viewpoints. By critically examining the pros and cons of utilitarianism, communitarianism, and altruism, decision-makers can make well-informed judgments that account for multiple priorities. This helps achieve balanced outcomes that do not neglect important factors like rights, relationships, and consequences.
3.1 measuring performance

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