(Solution) Assessment ID / CIPD_5CO02_22_01 5CO02 Evidence-based practice


Task One Report

You are required to prepare a report to senior managers at their forthcoming annual meeting. The report needs to:

Evaluate the concept of evidence-based practice including how it can be applied to decision-making in people practice.  (AC1.1) 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 450 words.
In the CIPD HR professional Map, Evidence-Based Practice (EBP) is categorised as the core knowledge. According to CIPD (2022), this include the use of evidence and data to create appropriate insights, solve issues, come up with ideas and evaluate/measure impact. It is relevant in making decisions since it include application of evidences sourced from various sources for attaining appropriate business result. Further, according to AIHR (2022), this process promote the ability to diagnose, evaluate, analyse and synthesis the provided information. The strengths associated with use of EBP include effectiveness in decisions making. This is at the same time making sure that people practice professionals practices are in alignment with organisation strategic goals. The drawbacks of this on the other hand include a lot of challenges limiting its development. This is since EBP make sure employee voice and stakeholders are prioritised. This undertaking potentially lead to sourcing of skewed data.
People Practice Issues Rewards– According to the guidelines in CIPD (2022a), through an effective use of internal data to review the implication of rewards, most fitting decision results. The importance of EBP in this issue is guaranteeing holistic research pursued, analysis, evaluation and source of stakeholders perceptions/views. Considering the case in MNGHA organisation in Saudi Arabia (KSA), by embrace of EBP, it is possible to establish strategic and performance-based rewards contrary to using the benchmarking process as a strategy for EBP and effective decision making process. Learning and Development (L&D)– For the sake of ensuring that the most appropriate L&D strategy is pursued which align with organisation objectives, it ought to be reflective of organisation needs, skills demand and impact of training. Considering MNGHA operations, for the most appropriate decision of L&D, benchmarking is involved as a process of EBP decision making.
Organisation Practice Issues Increased customers satisfaction– In line with the findings in Nunan et al. (2018), there exist direct link of EBP and the customer satisfaction initiatives in an organisation. The relevance of this is guided by the view that by successfully embracing EBP, there is a possibility of noting their weak areas, threats presented and opportunities.
Employees retention increased– By ensuring that the employees turnover are significantly reduced, Aburumman et al. (2020) argue that this has a positive implication in establishing limited solutions in tjeir process of reducing the turnover level. Apart from this, through a successful embrace of EBP, the best approach is used as a recommendation. This is with EBP ensuring appropriate diagnosis is established on causes of turnover, priority on internal and external data used. Eventually, the best recommendation on most appropriate strategy is established.
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.
As defined in Singh (2019), microenvironment represent the immediate organisation environment  location and sector of practices. This is with macro environment representing the broad factors which impact an organisation. Through this analysis, it impact on the scope of their operations success and hence prioritising the different environmental factors (Investopedia, 2022).
Porter’s 5 Forces Analysis (Tool)
This tool is appropriate for identifying and analysing the 5 competitive forces which shape sectors and assist to establish the capacity of venturing into these industries. The advantage of use of the tool is its relevance in various sectors and industries to understand the competitiveness aligned with profitability which is long-term. Considering Saudi Aramco, their Porter’s 5 Forces is as illustrated in figure 1; Figure 1: Porter’s 5 Forces Analysis The advantages of this method include its capacity to estimate level of industrial competition. The outcome of this is ensuring an entity is offered with essential support to appreciate industrial competitiveness and adjusting to corporate strategy effectively. Further, the tool is used in guiding identification of strengths and threats with relevant precautionary measures put in place. Considering drawbacks, they include being impractical for large-scale operating organisations which possess enormous products portfolio and varying market segments. Also, it cannot be applicable in all industries universally.
Future issues– According to Adebayo et al. (2020), through an assessment of the entire competitive landscape of particular business environment, future issues are effectively noted.
Challenges– The challenges entail lacking of immense bargaining power, immense threats of new entrants and multiple substitutes hindering scope of success of organisation in their business sector. Opportunities– Through the use of Porter’s 5 forces, CGMA (20222) argue that through an appropriate use of this tool, all opportunities available are established through competitive intensity and attractiveness. The relevance of this is for successful venturing in their industry with entire issues solved.
Surveys (Method)
According to Dalati and Marx Gomez (2018), the surveys are relevant in the micro analysis of business sector. This is through a focus on the diagnosis of current and future likely issues, encountered challenges, and opportunities. The importance of this method is to positively impact on the reference of a large population of data and hence gaining in terms of statistical power. Further, according to Jones et al. (2013), this promote the capacity of sourcing immense information and to leverage on existing valid models. On the other hand, considering the weaknesses linked with this approach, it include immense time being adopted to implement the process, cost intensive for adopting and prescence of competing urgent tasks hence lowered prioritisation.
Future Issues-  Through an effective use of surveys, there is a possibility of identifying the potential future issues. These are found affecting success of organisation in their practices.
Challenges- According to Cichy and Rass (2019), by using surveys, it enhance sourcing of honest feedback, sourcing opinions and response from different respondents. This is at the same time improving organisation practices.
Opportunities– The surveys are identified as representing the most appropriate strategy of collecting information important for an entity. Through a successful risks reduction, sourcing appropriate insights, future opportunities are noted (Surnhi, 2015).
Explain the principles of critical thinking including how you apply these to your own and others’ ideas. (AC1.3) 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.
Critical thinking is the process followed in conceptualising, analysing and evaluating information which are obtained by observing, getting experience and communication to guide appropriateness of believes or actions (CIPD, 2019). For the people practice professionals success, they are able to critique the ideas and arguments developed. Principles of critical thinking include; A holistic information search– This include data sourcing, interpreting and integrating critical thinking process. The most appropriate strategy is to prioritise on micro and macro analysis aspects which represent best practice.
Application– This is the principle of prioritising the application of different sources and journal articles data and include them in operations of the organisation. A case example is in MNGHA KSA organisation where they use this principle in identifying faced issues in active practice and initiating relevant mitigation systems.
Synthesis– For success of the critical thinking, the best practice entail use of appropriate input with the results being in tandem with the provided background data and information. As defined in Rosba et al. (2021), synthesis positively impact the monetary and non-monetary rewards offered. In CIPD HR Professional Map, through an embrace of critical thinking, there is a possibility of evaluating people roles in an entity and hence make sure challenging questions are posed. Having the appropriate skill and mindset is guided by the view that HR is defined with immense uncertainties in regard to features of their work and roles assigned.
Critical Thinking to develop personal ideas
Saudi Aramco operations have been impacted by Post-COVID-19 economic downturn. These effects have been evidenced by the fact that 45% of all their staff are comprised of the expatriates. Hence, within this period, there was an increased delays of international travelling. Considering the fact that Saudi Aramco business was extremely down, there was a need for releasing the employees or retain them until the business stabilised. With all these options, I was prompted to adopt critical thinking to make appropriate decisions. I consulted all stakeholders with the employees surveys being similarly issued. Eventually, I made a suggestion for providing the employees with a retain er to the time the business would stabilise. This is while involving recruitment agencies and referrals for ensuring the process was successful.
Other people ideas, encouraging rational debating
As part of my engagement with Saudi Aramco, in every 3 months, internal benchmarking is pursued. This is meant to make sure that all the departments are working in sync (Admin, marketing and accounting). This is by their ideas and sugggestions for improving performance being acted upon. This year in September, the sales department had not achieved its target. When the department was not found to have met its target, as a people practice professional I noted on the existence of this challenge and communicated with the senior management.
Considering the director of sales in the organisation, she had suggested introduction of performance-based remumneration. Further, they had noted that implementing contracts changes from both short and long-term basis. Through the use of my critical thinking, I engaged all players for a subsequent engagement within a month.
Through the application of data and graphical analysis, I was better placed to identify the most appropriate recommendation for the sales department. I managed to come up with relevant KPIs and reviewed the entire results. My recommendation was an improvement of other people ideas which was introduction of strategic rewards contrary to existing performance-based pay which was costly to implement.
Explain a range of decision-making processes. (AC1.4) 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.

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