Evidence-Based Practice (EBP) is defined by CIPD (2024) as a strategy followed to identify, evaluate and incorporate evidence as a best practice in solving issues and improving the outcome. Further, it entails being impartial, accountable and ensuring decision making is aligned with organisation set objectives.

For limitation, CIPD (2020a) considering it is anchored on existing best evidence, it is conflicting with traditional strategies leading to different stakeholders going against the EBP. However, the EBP is critical in organisations for increasing opportunities for coming up with appropriate decision demanding a flexible and sustainable practice (Malisorn, 2024).

Evidence-Based Practice Assessment

Critical Thinking– According to CIPD (2019), this is a process which entail analysis of data, trends recognised, any assumption challenged and assessment of source validity. The strategy is relevance for avoiding bias in making decisions and ensuring appropriate phases are pursued in decision making for meeting organisation expectations. For negatives, according to CIPD (2019), the critical thinking use a lot of time and resources in developing analytical skills inefficient particularly when need for urgent decision need making.

Rational Decision-Making Model– The systematic strategy includes an identification of the issues, data collection process, entire solutions analysed and selection of the best (Uzonwanne, 2023). The outcome assures right and in-depth decision making hence a reduced potential of mistakes being made.

For negative, according to CIPD (2018), the process lacks significant flexibility in terms of its application in environment which is fast paced with agility essential.

Application in People Practices

Critical Thinking– An example of a challenge which can be managed is Absenteeism of employees. According to CIPD (2017), using critical thinking assist to assess entire records, identify patterns and appreciating the aspects including working content and ineffective policy leading to the issue. Also, Franken et al. (2021) identify challenging occurrences and options including remote working strategy and wellbeing issues, it enhances specificity and real process.

Rational Decision-Making Model– By use of the model, it assists to address employees’ skills gaps in managing the shortages of employees. As evidenced in Franken et al. (2021), this includes assessment of possessed competency, identify likely capacity development issues and resourcing challenges with the most appropriate strategy selected.

For example, the employees can gain specified capacity development strategies informed by data obtained regarding to skills. Hence, a guarantee is provided for interventions can be afforded and appropriate for entity demands hence improved workforce success in an efficient manner (CIPD, 2024a).

1.2 Analysis tool and method

Analysis Tool- SWOT Analysis

SWOT analysis is identified as an appropriate diagnostic tool used to identify strengths and weaknesses of internal environment of an organisation. Also, it assists to note threats and opportunities in the internal environment (Benzaghta et al., 2021).

Considering identification of issues, the tool assists an organisation to identify the causative factors to a specific organisation performance. This can be low performance or ineffectiveness in their roles. Further, the threats internal including competition, innovativeness and skills-gaps is identified.

According to Siddiqui (2021), in order to identify the opportunities, the tool identify the best practice for organisation investing their resources (human and financial) for expansion of their operations. The outcome of this is leveraging on organisation analysis and make effective decisions.

Analysis Method- Employee Surveys

As defined in Cui et al. (2023), the employees surveys are embraced in sourcing data and information on phenomenon of workforce and hence identifying issues, challenges and opportunities.

In regard to issues, by using surveys, it is possible to collect immense data from different individuals on a particular people practice issue (CIPD, 2024b). For example, in identifying issues, the level in which employees comply with legislations, the surveys are used in identifying awareness scope.

In identifying challenges, the ability to compete with newly entering market, they highlight the factors of employee’s prioritisation of how strong or weak an organisation is to be able to compete (CIPD, 2024).

The method is used in identifying opportunities through noting likely innovativeness and development for the employee’s case. For negatives, Keiser and Payne (2019) note that for credibility purposes, surveys are required to be appropriate pursued and implemented to achieve increased response rates. The likelihood of having some of the questions misleading lead to ambiguity in findings obtained or skewed results with response rates significantly reduced.

Also, feedback from the respondents could lack details when there is a possibility of negative consequences which is the situation in challenges of legislation non-compliant and vulnerable organisation issues (REF). According to Bloznalis (2024), appropriate follow-up for the surveys lead to the method recommending most appropriate practice which is the outcome of surveys.

1.3 Main principles of critical thinking

Definition

Critical thinking is defined by CIPD (2024b) as strategy used to examine data systematically in initiating conclusion or making decision informed by analysed information. All existing beliefs are challenged, prejudice noted and ensuring factual findings are made.

For the principle, CIPD (2019) identify it as objectivity in reasoning process involving reasoning as opposed to emotional or decision-making foundation.

A different principle of critical thinking is an in-depth analysis of entire sources for establishing validity of the information sourced. The unconscious biasness is critical for consideration since it is used in facilitating how they identify and manage entire impression, held belief and values potentially obstructing individual judgement.

Finally, avoidance of making conclusions in haste assists in ensuring decision or opinion generated are effectively considered and thought about. According to Butler (2024), the rationale of the principle is promoting efficiencies and lowering an ambiguous making of decisions for people and organisations.

Application to My Own Ideas

According to CIPD (2019), through the application of critical thinking principles to my personal ideas, validity is enhanced and appropriateness of purpose for rational and fact-based engagement.

Working as a people practice professional in Saudi Aramco, I was involved in introduction of 2-days remote working post-COVID 19 pandemics. I had to give facts and information of the changes in workplace which have been necessitated by emergence of COVID-19 pandemic. I maintain objectivity to ensure that I am not emotional in implementing the strategy as it would interfere with being logical and rationale. According to CIPD (2019), fact-based evidence is offered for supporting the 2-days remote working program. For instance, I recommended on need to alter Saudi Aramco HR policy, give facts-based decision and highlighting potential challenges which would be encountered in the process implementation. I made proposals on organisation policy to be altered, gave facts for supporting entire arguments and admission of the likely 2-days working week in a remote-based arrangement. All these issues are considered by using critical thinking. At the end, the employees feedback on my idea was integrated in the final implementation through modifications appropriately. A rational and objective process is also attained in the process implementation. The entire initiatives benefit constructive and holistic engagement.

Application to Others’ Ideas

Working in Saudi Aramco, the finance department had recommended employees redundancy owing to the challenge with lack of sufficient finances to maintain the high number of employees. Through the use of critical thinking, I sourced for facts and aligned them with real-life data supporting the decision. I evaluated whether the redundancy process would contribute to any positive gains to the organisation. Also, it was critical evaluating the finance department are informed by research or data-based information (Rivas et al., 2022). In line with Gosner (2024), maintaining neutrality is critical to identify and analyse entire arguments strengths with zero feeling or opinion presented in the case of redundancy issue. I ensured that the finance teams provided their validity of the process and assured their ideas are not made in haste. Through this, debating is made constructively and effectively leading to appropriate decision making.

1.4 Decision-making process

Future Pacing

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