Today, organisations practices working in the contemporary environment impact successful integration of evidence-based practice to make decisions. My placement in Saudi Aramco Saudi Arabia (KSA), I intend to evaluate evidence-based practice. This is to come up with best decisions on areas of people practice and business operations. Also, managing risks, progress, financial/non-financial aspects of decision making are also considered.

1.4 Evidence-Based Practice, sound decision-making and Judgements

Evidence-Based Practice Concept

On the basis of the CIPD HR Professional Map, “evidence-based practice is informed by purposes and values (CIPD, 2022). Specifically, it represent the practices followed to make decisions influenced by evidence available from different sources to come up with the most appropriate decision. Also, the best practice entail being able in leveraging on techniques to diagnose, evaluate, analyse and synthesise obtained data. Further, as explained from the provided Avado Notes learning sessions, the evidence-based practice involve critical thinking and resources used for best evidenced. To achieve evidence-based practice, the phases are illustrated below;

Figure 1: Evidence-Based Practice Phases

Further, this is identified in Horntvedt et al. (2018) as a process of sourcing data relevant for integrating entire resources with uniqueness of their source evident. Considering the role taken by different people practice professionals, a set of skills and knowledge are core to achieve an evidence-based practice. To achieve this, figure 2 below represent the sources of evidence;

Figure 2: Evidence-Based Practice by People Practice Professionals

Further, evidence-based practice is noted to have its origin from the medicine sector (Chow et al., 2018). This is further explored in Halalau et al. (2021) as inclusive of “Gordon Guyatt concept published during his placement in McMaster University Programming Director in 1990s”.

Sources

Stakeholders Data- This entail different stakeholders working to reflect on what they belief on importance and relevance of relationships to obtaining best outcomes in organisation operations (Quanbeck et al., 2018).

Professional Players- Professionals are different in every sector starting from business, finance, procurement among others who offer core data and information.

Internal Organisation Data- This is noted in CIPD (2021a) as including the set of policies which are initiated in different organisations, managing various programs, set practices guiding organisation success.

Scientific Literature– This best evidence the scope of adoption of written and reviewed works in various databases focusing on various areas.

In regard to Saudi Aramco organisation case study, when COVID-19 pandemic emerged and the negative implication affecting economy, contracts review had been consistently important. I always adopt the Mendelow Matrix analysis to achieve relevant gains for the contracts success. Appropriate recommendations for remote working have been made to save costs.

Making Sound Decisions

Rational Approach Model- This is defined as a process entailing the capacity of noting entire assumption, selection of the most cost-effective approach with optimum gains achieved. The advantage of this for instance in Saudi Aramco is ensuring that COVID-19 pandemic prevalence is mitigated. Also, this promote the capacity for noting entire issues faced, appropriate solutions to be obtained and importance. Alternatives existing are also set as a priority with most appropriate outcome obtained. Its disadvantages nevertheless entail cases of irrationality prevailing hence inaccuracy of sourced data (CEBMA, 2021).

Bounded Rationality Approach- This entail various human-oriented decision-making practices which prioritise on satisfaction as opposed to optimised practice.

The merits linked with this in Saudi Aramco case study entail cognitively decision making with any imperfection managed on time. Conversely, the disadvantages entail COVID-19 pandemic prevalence has lowered success in making decisions with input of experts required while effective decision making achieved.

Individual Vs Group Thinking– This is noted as a strategy where people tend to use intuitiveness and perceptions of making decisions. As evidenced in Thakore et al. (2021), groups follow many perceptions and appropriate strategies with heir outcomes inclusive of improved decisions made. In my organisation Saudi Aramco, decisions are made after considerations of entire aspects affecting their operations.

1.2 Analysis Tool, Methods for Recognising and Diagnosing Today and Future Issues, Challenges and Opportunity

Analysis Tool

For the best practice, Porter’s 5 forces tool has been selected (CGMA, 2013). The tool is relevant and used in recognising and diagnosing prevalent and potential challenges, occurrences and opportunities. In figure below, analysis tool is used to note profits and scope of market dominance.

Figure 3: Saudi Aramco Porter’s 5 Forces

Considering the phenomenon in Saudi Aramco, by use of the tool, there is a possibility of noting main forces in their practice and interest segments of active practice.

Method

Survey method has been identified in this part. As evidenced in Chapel and Wang (2019), this approach is appropriate for ensuring current and future issues are diagnosed, challenges and opportunities noted. The rationale of this is to use statistics are quantitatively adopted. A case example is whereby appropriately using surveys, questionnaires are appropriately shared to note on the level of employees turnover are noted for remote working.

Advantages of using the method entail harnessing the prevalent chances to mitigate faced challenges in using the best HR strategy. This successfully ensure that in the modern organisations, the retention is achieved, and effective work environment gained. Their disadvantages are being hesitant to take part in various surveys. Also, simplification of manipulating the results directly influencing issues faced, recommending best practice to be leveraged.

1.3 Critical Thinking Principles, Individual and Colleagues Ideas use

Critical thinking is defined by Raflee and Halim (2021) as a critical skill for HR teams and people practices harnessing capacity for thinking appropriately and objectively while reflecting on their ideas, set opinion and arguing with rest. Importance of this is solving a lot of issues, decision making successfully from aspects in place and to increase likelihood of success. Put distinctively, Ulger (2018) highlight critical thinking is core to note, analyse and solve overall issues systematically affected contrary to instinctively and intuitive. To attain critical thinking holistically, a set of phases are core to follow by people practice.

Figure 5: Approaches adopted in critical thinking

Principles of Critical Thinking

Principle of critical thinking are evidenced in Rahman (2019) as “process adopted in questioning, highlighting issues incurred, evidence examined, analysed and avoidance of emotionally based reasoning”. The principles are;

Information Search (Detailed)– Before successfully implementing critical thinking, for this principle, Wechsler et al. (2018) highlight on the concept of information literacy. This evidence information sourcing successfully, interpreting and integration of critical thinking. An example is the Saudi Aramco where since the time COVID-19 pandemic came, total reward system is used to recommended for the employees. The rationale of this had been informed by my critical thinking to this idea.

For the ideas of other people, they were actively engaged to develop the best remuneration system fitting for their employees with best practice set as a priority. In regard to Saudi Aramco case study organisation, representing the most appropriate approach, stakeholder analysis is used for evaluation and to analyse solutions. Also, a detailed market research was pursued in a holistic manner highlighting on mutual issues on various stakeholders. The best pay-out, total reward system with employees priority on various interests noted.

Application– Setting the priority to be pursuing flexible working in Saudi Aramco, the use of different information source including journals, available paper works and appreciation of the correlation of the organisation best practice.

For other people ideas, I tend to use the causative and effect diagram (Coccia, 2018) with the intention being to associate the causes with the prevalent issues and to mitigate all the challenges.

Synthesis– In working on critical thinking, the best practice include inputs identified and outcomes set with information background pursued.

For using other people ideas, there is a need to evaluate the financial and non-financial rewards aspects (Hains, 2018). For instance, in the case of Saudi Aramco, by reflecting on other people views, I make sure that I am evaluating the total reward system implications. This is basically as a consequence of coming up with appropriate plans for success in project implementation. As an active process, I make sure I am achieving the best practice.

Action Taking– A successful synthesis lead to necessity for prioritising different practices with best criteria followed. Considering my ideas presented to Saudi Aramco, I make sure that I am prioritising on the aspects of saving on costs, increased resourcing as a priority. To other people ideas, the important and detailed planning in resourcing best plans, engagement of stakeholders for interests attainment is evidenced.

1.4 Ethical Theories and Perspectives, Understand, influence Moral Decisions

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