(Solution) 5C002 evaluation of the concept of evidence-based practice and assess how evidence-based practice approaches (AC 1.1)


Type here… Evidence-based practice As defined by Young (2022), evidence-based practice refer to the concept of making informed decisions by combining the best available evidence with critical thinking. CIPD Profession Map states that people professionals should be evidence-based. This means using evidence from different sources such as organisational data, scientific literature, practitioner judgements and stakeholder concerns. However, in order to make better decisions using evidence, people professionals should follow key steps (Young, 2022): Asking – translate a problem into an answer Acquiring – Look for evidence from different sources Appraising – check source validity and reliability Aggregating – weigh the evidence Applying – use the best evidence in decisions Assessing – evaluate the impact of the decision Advantages and disadvantages of EBP Evidence-based practice helps people professionals to make informed decisions supported by evidence. It prevents decision makers from relying on anecdotes, personal experiences and received wisdom (Young, 2022). Organisations can achieve better results when all decisions are based on evidence. Its disadvantage is that past evidence may not be applicable in the current management environment due to changing business world. It is also noted that the best evidence is not always available, for example, an evidence to support usefulness of new technology may be limited (CEBMa, 2019).   People practice issues Some people practice issues that need to be supported by evidence include learning and development and rewarding decisions. When making decisions related to these issues, HR manager can use rational approach to evidence-based practice. Rational model involves using facts and taking step by step procedure to analyse these facts and any other evidence available (Xu et al., 2022). For example, when introducing L&D programme, HR need to conduct learning need analysis to identify skill and knowledge gaps and use HR dashboard to compare individual capabilities. In regard to reward decisions, performance management data and scientific literature can be appropriate to support the decision on the best reward system to introduce. Rational model reduces potential errors and decisions that are based on assumptions or biases. However, people professional might be constrained with insufficient evidence and facts when using rational model. It is also time consuming as it takes step by step procedure to analyse facts.   Organisational issues Organisations like customer satisfaction and declining productivity require a great deal of evidence to support decisions. When deciding the type of strategies to improve customer satisfaction and boost productivity, group decision making approach to evidence-based approach can help gain useful insights. Group decision making approach is about getting employees to work as a team, wear different hats and help to find best possible solutions (Kertzer et al., 2022). Employees are encouraged to brainstorm ideas to help improve customer satisfaction and productivity. These ideas are then used to design strategies and policies to help organisation achieve its goals. Group decision making takes the advantage of wide range of perspectives and improve teamwork and contribute toward positive relationships. Its disadvantage is potential for conflicts in groups which can delay decisions.  
Evaluate a range of analysis tools and methods including how they can be applied to diagnose organisational issues, challenges and opportunities. (AC1.2)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. Wordcount: Approximately 400 words. 447

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