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Solution
Table of Contents
1.1 Concept of evidence-based practice. 2
Application to People Practices. 2
1.2 Analysis tools and methods. 3
Analysis Tool- SWOT Analysis. 3
Application to Others’ Ideas. 5
1.4 Decision -making processes. 5
3.1 Measuring financial and non-financial performance. 8
Gross Profit Margin (Financial) 8
Customer Satisfaction (Non-Financial Measures) 9
3.2 Measure impact and value of people practice. 9
People Practices Adding Value to Organisations. 9
Methods of Measuring People Practice Impact 10
Briefing Paper: Part 2; Quantitative and Qualitative Analysis Review.. 11
2.1 Interpretation of data. 11
Performance review judgement. 11
Bonuses due for the Employees in Every Quarter 12
Feedback from Line Managers. 13
2.2 Key findings for stakeholders. 15
Briefing Paper- Part One
1.1 Concept of evidence-based practice
Evidence-based practice (EBP) is identified as an undertaking meant to identify, evaluate and incorporate pieces of evidence actively for solving encountered challenges with outcomes enhanced (CIPD, 2024). Also, using EBP means being impartial, accountable to their decisions while maintaining consistency in managing goals and objectives.
For limitations, having been anchored on existing evidence, it often led to conflicts with modern approaches which can contribute to resistance from some of the stakeholders in supporting outcomes of the process. As a best recommendation, CIPD (2023) identify it as an appropriate strategy core for increasing likelihood of coming up with appropriate decision in phenomenon requiring a flexible and well-informed decision with sustainable successful attained.
Assessment of EBP
Critical Thinking- This entail information analysis, trends identified, challenges and how valid different sources are evaluated. According to CIPD (2024a), using critical thinking means bias is avoided in making decisions as all steps are prioritised on decision making with the final outcomes being acceptable to the entire organisation. The limitation of this approach nevertheless includes immense time being spent with the need for embracing analytical skills which lack effectiveness particularly when urgent decisions need to be made.
Rational Decision-Making Model– This is a systematically implemented through identification of an issue, data collection, analysis of potential outcomes. A guarantee of appropriateness and detailed nature of the decision therefore reducing likelihood of an error.
For negatives, it is sequentially implemented hence reducing its flexibility to apply it in growing environments with agility essential (Uzonwanne, 2023).
Application to People Practices
Critical Thinking– An example of issue handled by use of critical thinking is absenteeism. According to CIPD (2024a), this assists to assess records, recognise patterns and appreciate the most appropriate strategy. By ensuring they challenge any prevalent assumption and assessing all options including flexible working and mental health strategies, a specified and realistic approaches in managing absenteeism are pursued.
Rational Decision-Making Model-This is identified in Bhui et al. (2021) to be used to address employees’ skills gaps. The rationale of this is to resolve shortage of skills. The exiting competency of the employees are assessed, likely capacity development strategies and to select most appropriate method. For example, experts can come up with specified capacity development initiatives informed by data of their skills hence guaranteeing affordability and relevance of managing an entity expectations hence efficient improvement of workforce success.
1.2 Analysis tools and methods
Analysis Tool- SWOT Analysis
This is a tool used for diagnosis of strengths and weaknesses of an organisation, threats and opportunities (CIPD, 2024b). The analysis tool put into account of strengths and weaknesses of the organisation (internal environment) and opportunities and threats (external environment).
For a people practice professionals, SWOT analysis assists in identifying internal factors inclusive of compliance challenges. All threats are determined inclusive of competition levels and areas of changes by organisation. Part of the tool outcome is identifying how to leverage on new markets which have not been put into consideration.
For the strengths, this tool is easily used and applicable to discuss strategies by various organisation levels. For drawbacks, findings are only obtained when the method use appropriate and objectivity. Failure for a people practice professional in being thorough in comparison of laws in place and competition level, a weak summary is obtained. The findings are not prioritised which is a challenge in making a holistically acceptable decision (Benzaghta et al., 2021).
To identify opportunities and threats, an organisation having a dilemma on if to handle compliance issues or seizing growth opportunity, SWOT analysis is relevant. By integrating it with different tools, an analysis is successful with decision made holistic.
Analysis Method- Employee Surveys
This is a method broadly embraced in gathering information on current workforce needs while identifying issues, challenges and opportunities. According to CIPD (2024c), surveys are relevance to collect data from multiple sources.
For example, to diagnose issues linked with ability of employees to comply with flexible working legislation, awareness scope is identified using a survey. To identify threats/challenges, competing with newly joining organisations in a market, the surveys would be relevant for identifying areas of preference by employees in form of strengths and weaknesses (Hoffman & Tadelis, 2021).
The opportunities are identified by using surveys in identifying likelihood of embrace of innovativeness and growth areas in workforce. Nevertheless, for credibility purposes, surveys must be executed appropriately and pursued with high-level responses. The likelihood of misleading queries leads to ambiguity or skewed results with low responses leading to inadequate representation of entire population. Additionally, CIPD (2024c) note that the feedback provided could be candid when there is a possibility of issues particularly when sensitive data need to be sourced. Appropriate evaluation of the results from a survey make sure best action is taken which represent eventual survey intention.
1.3 Critical thinking
Definition
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