You are required to prepare a report to senior managers at their forthcoming annual meeting. The report needs to:
• Provide evaluation of the concept of evidence-based practice and assess how evidencebased practice approaches can be used to provide insight to support sound decision-making and judgments for people practitioners across a range of people practices and organisational issues. (1.1)
• Provide evaluation of one appropriate analysis tool and one method that might be applied by organisations to recognise and diagnose current and future issues, challenges, and opportunities. (1.2)
• Explain the main principles of critical thinking and describe how these might apply to individual and work colleagues’ ideas to assist objective and rational debate. (1.3)
• Assess a range of different ethical theories and perspectives and explain how understanding of these can be used to inform and influence moral decision-making. (1.4)
• Explain a range of approaches that could be taken by people practitioners to identify possible solutions to a specific issue relating to people practice. (2.3)
• Appraise one approach an organisation can take to measure financial and non-financial performance. (3.1)
• Explain how a variety of people practices add value in an organisation and identify a range of methods that might be used to measure the impact of a range of people practices (3.4)
The costs for recruiting an employee up until 2018 was £2065 however this rose to £3012 from this date onwards.
• Present the costings for each year across each of the three departments.
• Represent the turnover per year as a percentage of the total number of employees in each department
2. Presented below are two sets of data that has been collected from two departments during exit interviews. Table 1 shows the feedback that has been elicited from employees in production and table 2 is from payroll.
Solution
5C002: Evidence-Based Practice
Task One: Briefing Paper
Introduction
As evidenced in the CIPD HR Professional Map 2018, achieving an evidence-based practice is a category of core knowledge (CIPD, 2021). This is by prioritizing on using evidence and data insights, problems solving and generating good ideas with their impacts appropriately measured. As a people professional strategy, it is relevant integrating ethical strategies to harness successful decision making, conducting research, relevant insights of various stakeholders and professionals. According to (PersonnelToday, 2019), for risks management and financial implication for managing people professional issues, the best practice is attained. The determinant of success of an organization objective is dependent on success of people professionals.
Evaluation of Evidence-Based Practice Concept, how evidence-based practice approaches can be used to support sound decision-making and judgements, range of people practices and organisational ISSUES (AC 1.1)
Concept of Evidence-Based Practice Evaluation
As evidenced in CIPD HR Professional Map 2018, an evidence-based practice is defined as an appropriate practice to leverage on prevalent evidence and data. This is for creating appropriate insights, solving issues, and coming up with appropriate ideas and measuring entire impacts (CIPD, 2021). According to (McMenamin et al., 2019), evidence-based practice originated from Gordon Gyatt in medicine and based on the concepts of conscientious, explicit, and judicious application of appropriate decision making and evidence. In this regard, its popularity is in clinical practice and patients care in healthcare and medical sector. The application of this concept in people professional’s roles is evidenced by presenting the capacity of using available sources to establish the best practice in executed job functions. According to (Briner, 2019), evidence-based strategies and relevant structured strategy is applicable through an evaluation of the evident skills.
Figure 1: Evidence-Based Practice Strategies
In line with figure 1, by following the identified stages, an integration of high-level quality evidence is achieved with appraisals of different sources in place. As affirmed by (CIPD, 2021a), through the application of the different phases in place, it is possible for people professionals to ensure obtained evidence for high quality level, embracing trust and relevance. Entirely, posed questions were placed in this case would as shown in figure 2.
Figure 2: Evidence-Based Strategy Appraisal Process
Source: (CIPD, 2021a)
As evidenced in the (CEBMA, 2014), a set of approaches are used to offer evidence for relevant sources of information, facts, and data to support/contradict claims, hypothesis evident and evident assumption. Using a personal experience independently is not sufficient for an organization and employees gain for integrating an evidence-based practice.
There are immense sources for evidence-based data for people practices (see figure 3).
Figure 3: Evidence-Based Strategy Approaches
Source: (CEBMA, 2014)
Scientific literature– This entails use of a set of academic journals. Generally, people professional’s subjects including psychology and sociology are accessed in this type and applied for solving most of the problems impacting people professionals and management.
Organizational data– The source entail customer problems (satisfaction and retained), employees (retention and status). The best practice entail evidencing problem cause, results and implementing turnover scope and being productive.
Professional expertise– Different professional knowledge are obtained with time by an active reflection and to act with appropriate and specialized knowledge and set activities.
Stakeholder Values and Concerns– This is internal, external, and connected stakeholders impacting an organization successful decision making. The success of this is achieving direct and indirect results prioritization. As a best practice, all issues are highlighted and referenced to generate successful analysis evidence.
Approaches of Evidence-Based Practice
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