Solution

1.1 Evidence-Based Practice; Application in Organisations

Evidence-Based Practice Definition

This is identified by CIPD (2022) as a strategy applied to make decisions by using evidence. The importance of evidence is for achieving business results. In line with the CIPD HR Professional Map (CIPD, 2022), evidence based practice (EBP) is a professional knowledge and include ensuring appropriate decisions, informing actions with a direct implication. This is to leverage on critical thinking and use of evidence.

Application

The areas in which EBP could be used include;

Identify all issues and questioning– As evidenced in Tauringana (2020), the EBP is important for managing all issues facing an entity. Considering my practice in MNGHA in KSA, since COVID-19 pandemic, they were being affected by challenges with ineffective systems of health and wellbeing. Therefore, as a future-best practice, MNGHA is actively adopting total rewards for future-based health and wellbeing initiatives.
Data Sourcing– Through an influence of EBP, it is simple souring data informed by scientific research pursued and stakeholders inclusion. This is identified by Fernández-Domínguez et al. (2020) as MNGHA ensure that they benefit from leverage on clear purposes and common direction process.
Evidence use– The evidence is defined in Cleary‐Holdforth et al. (2021) as used to guide establishment of an elaborate hypothesis. For MNGHA for example, they are used in guiding the best practice to manage risks and establish core areas to be improved.
Assessing Outcomes/Results– The EBP is appropriately adopted in assessing outcomes informed by their different expectation. Feedback is effectively evaluated and reviewed for successful performance evaluation in detail.

Evidence-based practices types

Resourcing Approaches– The EBP is used for guiding application of various resourcing strategies. A case example is in MNGHA which follow psychometric tests and recruitment centers successfully.

Employees Recognition– The relevance of this is promoting the likelihood of recognising value, improvement of employees motivation and satisfaction and at the same time boosting productivity. In MNGHA, by use of total rewards, the organisation is able to adopt an evidence-oriented approach for gaining motivation, commitment and employees performance.

Performance management– According to CIPD (2022b) being a collective strategy for supporting the capacity and success of the different employees. For MNGHA, they have a sustainable organisation culture for success in performance level. This is achieved for ensuring a leverage on success in performance management approaches.

1.2 Data Importance, Accuracy

Basically, according to CIPD (2022c) people analytics presented in the CIPD HR Professional Map is a core knowledge and entail use of data to solve business challenges. The relevance of use of data entail;

Informed decision making– Taking into an account of an organisation currently having an issue with turnover, the exit interviews data could be used in making appropriate decisions. In Wang (2021) tis is to calculate breakdown of turnover data and hence redundancy-linked or resigning. This offer a guidance in ensuring decisions on various people practices are attained.

Solving encountered challenges– Through an application of data, entities are well placed to identify all causative factors of problems. This is to visualise relations of their occurrence in different areas, department and system. In COVID-19 pandemic period for example, infections and prevalence rates in organisation was applied in establishing of they are closing or facilitating remote working.

Use of strategic approach– In line with Cleary‐Holdforth et al. (2021), the data positively impact an increased efficiency. This is by offering direction on resources (scarcity) to where they are demanded. A case example is an organisation making a decision on prioritising training as opposed to staffing.

Tracking events occurring– This is another importance of data which is used in creating an appropriate possibility to set baseline, benchmark and achieve goals which are futuristic. The data is similarly important to facilitate organisation to initiate SMART goals and manage their success.

Importance of accuracy of data

Considering CIPD (2022b) past report findings, it hypothesised that in organisations which operate with inaccurate data, they suffer 20% of their entire revenues. A case example is in Oracle which was noted to loose $5 billion quarterly due to use of inaccurate data. Therefore, through an improved data accuracy, an organisation gains positively both in short and long-term basis. Further, sufficient time is saved as there is a necessity for pursuing clear and appropriate data through cross-referencing of information. Further, in MNGHA, in year 2022, they encountered challenges which were characterised by patients customers being dissatisfied with quality of services offered. From sourcing accurate and clear data, miscommunication was the major cause of the challenge. After this, by sourcing accurate data, the customers were offered an opportunity for increasing the trust-based relations in the organisation.

1.3 Quantitative and Qualitative Data Measurements

Quantitative Data Measurements

In line with Pak et al. (2019) findings, this s quantified and objective data with their examples including employees number and the average age presented in a numerical way.

The different measurements applied are;

Retention- This is important for identifying employees number operating in particular timelines

Salary- Comparison of different benefits offered for various employees categories

Hours of Overtime at work- The hours number involved in working by the employees are noted clearly in contract of employment

Age– The staff are categorised into various age groups. This entail the Millennials, Generation X and Z and the old population.

Qualitative Data Measurements

This is noted as relevant to describe the qualities noted by a person and subjective in their characteristics. An appropriate example of using qualitative data include performance appraisal and exit interviews.

The various measurements which could be applied for people professionals would entail;

The rationale of employees stay or leave an entity
The scope of supervisors input in employees management
The extent of supervisors management of employees issues
Whether different retirement benefits are worth to pursue
How they are comfortable in their office setting
Teamwork success level

1.6 Agreed Policies and Procedures in informing decisions

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