Solution
| (AC1.1) Evaluate the concept of evidence-based practice including how it can be applied to decision-making in people practice. 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. Word count: Approximately 450 words |
| The strategic choices of organisations within Human Resource management must rely on both research results and professional expertise instead of using intuition alone under Evidence-Based Practise. Evidence-based HR management practises enable organisations to make decisions which align with strategic goals through data analysis of both internal statistical records and industrial metrics as well as stakeholder suggestions (Briner, 2019). The deliberate use of evidence-based practises with current data allows human resource performance to increase (Young 2024). Implementation of evidence-based practise at Riyadh Bank will enhance workforce planning while resulting in superior HR strategy outcomes that boost organisational performance results. Evaluation of Evidence-Based Practice Human resource management achieves several advantages through the implementation of EBP. The accuracy of workplace decisions enhances through evidence-based methodologies that eliminate human errors while simultaneously improving organisational visibility to develop human resource initiatives linked to corporate success metrics. The adoption of Evidence-Based Practise enables Human Resources to use evidence-based data which optimises workforce efficiency and staff commitment along with operational effectiveness according to Rousseau (2020). Business targets become attainable by using HR strategies that preserve a connexion to organisational targets. Organisations encounter multiple hurdles when executing EBP implementation. The large amount of accessible data presents organisations with an information overload that prevents them from identifying correct information. Analysis capabilities at a high level constitute one of the essential demands that EBP places on HR professionals according to Young (2024). Change resistance challenges exist in organisations due to worker and leadership team members who prefer the use of traditional decision-making methods. The obstacles faced during Evidence-Based Practise implementation do not reduce its vital function in the advancement of HR policy development along with enhanced business results. Application of EBP People practice issues The implementation of EBP helps Riyadh Bank generate excellent outcomes for their people practise functions which involve reward execution together with learning and development operations and Employee Lifecycle management. Reward and Learning & Development (L&D) My organisation uses evidence-based practise to enhance both its reward programmes and learning development initiatives. HR professionals create compelling rewards packages through market compensation analysis in combination with internal staff opinions and organisational outcomes. Organisations produce training programmes that stick to business targets through EBP because they analyse employee skills and feedback data to create these focused programmes. Proof shows that L&D programmes implementing evidence-based rewards structures achieve superior outcomes in employee performance alongside motivation. Organisational issue Raising Level of Employee Engagement My organisation gives top priority to active workforce engagement through its organisation. The organisational use of Evidence-Based Practise allows HR to collect survey data and productivity metrics for determining what factors affect employee motivation (Rousseau, 2020). Research conducted in the industry helps leadership development and recognition programmes create specific improvements which increase workforce engagement while maintaining employee retention. |
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