(Solution) Oakwood International 5CO02 Section One –Report

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Evaluation of Evidence-Based Practice

EBP is an organised and systematic approach to decision-making that aims to avoid frequent mistakes, such as basing judgements exclusively on intuition, gut feelings, or prior experiences (CIPD, 2023) It entails a mindset that combines data and evidence to get well-informed judgements. Organisations may make simpler, fair, and efficient choices that help both people and the organisation using critical thinking and the best available information. One advantage of EBP is that it improves organisational performance and efficiency by using validated and proven EBP practices. However, it necessitates training and implementation resources, which can be costly and time-consuming in the short run.

Approaches to Evidence-Based Practice

Metrics, Key Performance Indicators (KPIs), and performance data gathered inside the organisation are examples of organisational data that may offer helpful insights into employee performance, engagement levels, and other important factors (Pietrantoni et al., 2023). Analysing this data makes finding patterns, trends, and opportunities for improvement in people’s practises possible. Additionally, various information and discoveries on different people’s practises, and organisational challenges may be found in scientific literature, including credible publications and research papers. By consulting this literature, decision-makers may get the most recent research and evidence-based solutions to problems. Expertise and judgement of experts is another strategy. Internal subject matter experts have important insights into the organisation’s particular difficulties and environment. Involving these professionals in decision-making processes enables a more thorough comprehension of the effects of various actions. Finally, stakeholder engagement promotes a more inclusive decision-making process by involving stakeholders interested in and influencing the decisions. Organisations may make well-rounded and knowledgeable choices by embracing the viewpoints and expertise of different stakeholders.

Practical Application – People Practice:

Adopting a new performance management strategy, such as implementing a 360-degree assessment system, is one real-world example of applying EBP to people’s practices. In this case, data from organisational performance measures are combined with information from internal specialists, scientific research on successful performance management techniques, and stakeholder input. The new performance management plan will be evidence-based and in line with the organisation’s goals thanks to this all-encompassing approach, which will enhance employee performance and boost overall organisational success.

Practical Application – Organisational Issue:

Evidence-based practice may help solve organisational difficulties like raising employee engagement levels to boost productivity (Mohammed & Aly, 2021). Decision-makers may create a data-driven engagement plan by looking at organisational engagement statistics, evaluating pertinent scientific research, consulting internal experts, and involving stakeholders. With this approach, the problem of low engagement will be more effectively addressed, resulting in a more motivated and effective staff.

Talent acquisition and recruitment are key issues in human practice. Making informed decisions in this field relies heavily on evidence-based practice. Using empirical evidence to choose the proper employees can considerably improve the selection process (Mohammad, 2020). Analysing historical data on successful individuals inside the organisation, for example, can assist in identifying the important talents, qualities, and qualifications that correspond with job performance. Furthermore, studies on effective recruitment tactics, such as organised interviews or psychometric evaluations, can help inform decision-making. Evidence can be taken from various sources, including internal performance data, external research, and industry benchmarks, to build a solid framework for evaluating job applications. By implementing evidence-based practices, employers can make better hiring decisions and achieve better long-term performance results (Reid, 2023).

The Definition of Evidence-Based Practice (EBP)

EBP is an approach that is used in improving decision-making where the people apply the best available data from a variety of relevant sources judiciously, conscientiously and explicitly, to make sure that the decisions have an increased likelihood of rendering the desired outcomes (CIPD, 2023). People professionals are advised to consider a minimum of four sources of data which comprise scientific literature, organisational data, expertise and judgement of professionals and stakeholder values.

An Evaluation of EBP

EBP is considered important to people practice because it ensures data-driven, systematic and consistent decision-making bringing effective and sustainable decisions (Boatman, 2024). This is by using reliable data to eliminate influences by natural bias, and short-term fads to design unbiased solutions. EBP is also important because it allows effective risk management because data allows one to forecast happening and adequately prepare for issues and opportunities. CEBMa (n.d) states that the limitation of EBP is that the required reliable evidence may not be available to make credible decisions, for instance when deciding on matters to do with new HR technologies.  Also, this practice is limited by the fact that the process is time-consuming.

How EBP Can Support Sound Decision-Making and Judgement for;

1. People Practice Issues

Learning and Development – Outdated Learning Programs

When using EBP to solve this issue, organisational data is gathered from the workforce and the management to identify what learning programs are outdated, and the preferred solutions.  The people professionals may then consult scientific literature to identify how other studied organisations resolved the matter. Then, finally, the people practitioners consult experts to identify the modern solutions being used in contemporary workplaces like the use of e-learning, allocating more time for CPD, social learning and personalised learning programs, where the most effective solution for the organisation is selected.

Resourcing Issue – Staff Skill Shortage

When resolving staff skill shortages, people practitioners gather organisational data from the management and the employees on the skill gaps in the organisation. Then, they could consult recruitment experts to conduct a situational analysis of the labour market. All the data sets are analysed, and the development of the most feasible alternatives to resolve the skill shortage such as introducing trainee programs, improving employee retention and training the existing workers follows, which are evaluated before implementation.

1. Organisational Issues

Resolving Low Productivity Issues

When an organisation experiences low productivity, the management should first gather organisational data and stakeholder views through surveys and interviews, where the causes of low productivity could be established to be the lack of certain equipment and technical skills.  The relevant stakeholders could consult experts and brainstorm alternatives for the organisation where they would consider getting more resources to acquire the equipment needed for higher productivity or enrol the employees in learning institutions to help them acquire the required skills.

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PESTEL analysis is a crucial macroenvironmental instrument enabling organisations to evaluate and comprehend the external factors influencing their operations. This method evaluates the Political, Economic, Sociological, Technological, Legal, and Environmental factors affecting a business, enabling leaders to identify prospective issues, challenges, and opportunities in the market environment (CIPD, 2023). PESTEL analysis is distinguished by its systematic approach and exhaustive scope, which provide a holistic view of the external factors influencing the business. The method’s adaptability permits its use in various situations, influencing strategic decision-making for market entry, product launches, and regulatory changes.

According to Buye (2021), It enables organisations to adapt their strategies proactively by anticipating emergent trends and challenges. For instance, a pharmaceutical company can modify its product launch plans based on PESTEL-identified imminent changes in healthcare regulations. PESTEL analysis has limitations, however. It disregards internal aspects, such as the organisation’s assets and weaknesses, in favour of a singular focus on external factors. Moreover, reliance on future predictions introduces uncertainty and the possibility of inaccuracy. Conducting a PESTEL analysis requires gathering and analysing data for each factor and evaluating their impact on organisational goals (Anwar et al., 2021). Afterwards, strategic decisions are made based on the gained insights. For instance, a tech company investigating a new market entry may encounter favourable economic and technological conditions but legal obstacles due to data privacy regulations. With this information, the company can devise strategies to capitalise on opportunities and overcome legal barriers.

PESTEL analysis is a valuable technique in People practice, particularly for tackling the difficulties and opportunities associated with external factors affecting an organisation’s workforce (CIPD, 2023). Understanding the impact of political issues on people management is one area where PESTEL can be used. Changes in labour laws, rules, or government policies, for example, can directly impact recruiting, compensation, and employee relations. Using PESTEL analysis, HR professionals can examine how changes in political climates may affect their plans and policies. Furthermore, economic issues can be crucial in workforce planning. A changing economy can affect compensation structures, benefits, and staff expansion plans. PESTEL aids in the identification of these economic trends and develops measures to avoid risks or capitalise on opportunities (Ray, 2020).

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 Learning Need Analysis;

The Learning Needs Analysis (LNA) is a structured procedure organisations use to determine the required knowledge, skills, and behaviours for effective job performance (Symonds, 2022). Its primary objective is to identify performance gaps aligned with business requirements and to resolve them with targeted training initiatives. LNA is distinguished by its systematic and comprehensive approach, which includes data acquisition via surveys, interviews, and performance evaluations to identify areas where employees may lack essential competencies. This ensures that training efforts are targeted, enhancing employee performance and overall organisational effectiveness (team, 2022).

LNA’s ability to tailor training programs to specific requirements, thereby maximising the return on investment in training and development, is one of its advantages. A retail company might, for instance, identify sales teams with inadequate product knowledge and customer service skills following an LNA. With this information, the company can design customised training to improve these areas, resulting in higher sales and greater customer satisfaction. LNA can be time-consuming and resource-intensive, necessitating considerable effort, particularly in larger organisations.

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