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Solution
Table of Contents
1.1 Evidence-based practice; application. 2
Types of Evidence-Based Practice. 2
Importance of accuracy of data. 3
Quantitative and Qualitative Data. 4
1.6 Policies and procedures inform decisions. 4
2.1 Creating value for people, organisations and stakeholders. 5
2.2 Customer-focused, standards-driven. 6
1.4 Employees leaving each department each year. 6
1.5 Findings, issues of data. 9
Section One
1.1 Evidence-based practice; application
Definition- In modern business environment, evidence-based practice (EBP) assists in making effective decisions. This is by selecting the most reliable, trusted solution. This is as opposed to relying on outdated wisdom, fads or superficial quick fixes (CIPD, 2024).
Application
The areas of application of the EBP entail;
Issues categorised and appropriate questioning– Since organisations have to handle multiple issues as part of their operations, EBP is appropriately used (Schaefer & Andzik, 2021). A case example included Saudi Aramco organisation employees encountering challenges with demotivated employees. The outcome of EBP had recommended implementation of total rewards for improving their wellbeing.
Data Sourcing– By using EBP, in an organisation such as Saudi Aramco, it is possible to source quality data used in making critical decisions in the organisation. According to Margherita (2022), the data is used to define the future of the organisation and pursue a common direction/strategy.
Use of Evidence– According to Benevene and Buonomo (2020), evidence is used in establishing complex issues. In Saudi Aramco case, operating in onshore and offshore, they use EBP in identifying areas for improvement and risks management. The obtained evidence is employed in coming up with policies and procedures for promoting organisation operations.
Outcomes assessment/results– In line with the different expectations, EBP is used to evaluate the outcomes. This is by successfully pursuing performance evaluation with feedback evaluation and reviewing.
Types of Evidence-Based Practice
Research—The research process ensures that the best published research is applied objectively to inform principle-led judgements. According to Duff et al. (2020), this is applicable in a specific area of interest in people’s practice.
Business metrics– In line with Kalita and Das (2022), this evidence-based practice entail use of quantified measures to track and assess the status or performance of a specific business function. This positively impact decision making improvement with entire factors merged.
Observation-By using EBP, it is possible to implement it in the active working hours of a staff. By use of these observations, there is a possibility of acquiring relevant insights on performance, challenges faced and recommendations on most appropriate strategy to improve their functions. The outcome of this is principle-led judgements making with success (Boswell & Cannon, 2022).
1.2 Data in organisation
The data which are used in entities are critical for organisation success. The rationale of this is that they offer relevant insights in regard to performance of an entity, clients demands, market trends and employees inclusion. In the CIPD HR professional Map, people analytics is a specialist knowledge and entail use of data in addressing business issues (CIPD, 2023). The importance include;’
Informed decision making– By use of data, the decision made is with finality. In Saudi Aramco, post COVID-19, Exit interview data are used to identify lack of total rewards as causing the increased turnover. As a result, a review of employee pay and offering toral rewards contributed to reduced turnover.
Solving challenges– By use of the data, all organisation problems are identified with appropriate recommendation of their mitigation used. According to CIPD (2024), the entire relations are visualised with their relationship in departments and systems considered.
Performance management– Data is applicable in evaluating the individual employees and organisation performance over time. This is by identify what to improve and track how they progress with time through coming up with targets of performance and outcomes measurement.
Importance of accuracy of data
For the identified use of data, it need to be accurate to avoid making inappropriate decisions. Any inappropriate decision made would be cost intensive to the organisation due to the errors made (Boswell & Cannon, 2022). Also, for performance management data, it need to be accurate in order to ensure that performance is aligned with organisation strategy. The rationale of this is that performance management data revolves around aspects of remuneration, reappraisal and employees termination/redundancy. All these areas have a direct implication on wellbeing hence need for accuracy.
1.3 Data measurements
Quantitative and Qualitative Data
The quantitative data is inclusive of numerical values whose measurement and analysis is by use of mathematical and statistical methods (Macchi Silva & Ribeiro, 2021). However, qualitative data entail views, opinions which are not measured or numerically expressed.
Qualitative Data Examples
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