Solution
Briefing paper Questions
| (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 |
| Evidence-Based Practise (EBP) in Human Resource management requires organisations to base their strategic choices upon research results and professional expertise while avoiding decisions based solely on intuitions. The adoption of evidence-based practise in HR policies leads to goal-congruent decisions through the utilisation of dependable data stemming from organisational statistics and industrial metrics and stakeholder recommendations (Briner, 2019). The application of evidence-based practise uses up-to-date evidence through deliberate and careful practises to enhance human resources performance (Young, 2024). Through EBP implementation Riyadh Bank will boost workforce planning and achieve better HR strategy outcomes that drive organisational performance results. Evaluation of Evidence-Based Practice Several benefits come from implementing EBP in human resource management. Decision-making accuracy improves through evidence-based practises which decrease human prejudice while promoting organisational transparency to achieve HR initiatives that lead to company achievements. The implementation of Evidence-Based Practise allows Human Resources to adopt evidence-based data that enhances workforce efficiency and staff commitment as well as operational effectiveness according to Rousseau (2020). Business targets become easier to achieve through HR strategies that maintain alignment with organisational objectives. Organisations face several barriers when they try to implement EBP. Organisations face an overwhelming amount of available data which makes them unable to identify the most trustworthy information. The implementation of EBP demands from HR professionals an ability to analyse data proficiently (Young, 2024). Organisations face challenges related to change resistance since some workers along with leadership team members favour using traditional decision-making approaches. The challenges of Evidence-Based Practise implementation do not diminish its essential role for improving HR policy development and business performance enhancement. Application of EBP People practice issues EBP serves as a decision-support system to achieve sound outcomes in people practise functions at Riyadh Bank including reward execution and learning and development operations as well as staff life cycle management. Reward and Learning & Development (L&D) Riyadh Bank improves its reward programmes and learning and development strategies through evidence-based practise. HR professionals can generate strong incentive packages by evaluating compensation data from the marketplace alongside staff feedback and organisational performance results. EBP enables organisations to produce focused training programmes through assessment of employee skills and feedback data which keeps L&D initiatives in line with business targets. Studies demonstrate that L&D programmes which apply evidence-based rewards systems create better employee performance outcomes and motivation. A Different Area of the Employee Lifecycle – Recruitment: Organisations benefit from EBP in hiring decisions because it helps them base their recruiting process on systematic analyses of applicant information and multiple assessment methods. With objective evidence as its basis instead of intuition Riyadh Bank enhances the precision of hiring selections and minimises employee replacement rates and protects its strategic goals. Organisational issue Raising Level of Employee Engagement The organisation places priority on engaging its workforce at Riyadh Bank. HR implements Evidence-Based Practise to study engagement surveys together with productivity data for identifying sources that impact employee motivation (Rousseau, 2020). Industry research provides guidance to leadership development and recognition programmes to establish specific measures that enhance staff engagement as well as employee retention rates. |
| (AC1.2) Evaluate a range of analysis tools and methods including how they can be applied to diagnose organisational issues, challenges and opportunities. 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 400 words |
| PESTLE Analysis as an Organisational Analysis Tool The PESTLE analysis serves as a fundamental technique for people practise professionals to identify organisational external conditions and market opportunities (CIPD, 2021). Six macro-environmental factors comprise Political, Economic, Social, Technological, Legal and Environmental which shape the operations of Riyadh Bank. Anticipating external challenges becomes simpler for HR professionals when they use PESTLE analysis because this framework helps them identify external trends. Riyadh Bank’s compensation approaches face economic shifts and its employees need continuous learning about new financial technologies as technology advances in the market. PESTLE analysis brings effectiveness through its systematic method for determining external forces that affect both business operations and workforce planning (CIPD, 2021). Through PESTLE analysis HR teams can synchronise their policies with industry developments and regulatory changes to ensure their policies stay efficient. PESTLE analysis demonstrates a fundamental drawback because it concentrates exclusively on environmental constraints without acknowledging workplace culture or operational weaknesses. The process of analysing PESTLE data normally requires expert judgement since large external data sources may contain ambiguous information that obscures direct effects on people practise. PESTLE presents itself as an essential tool to diagnose organisational risks alongside structured opportunities diagnosis. Interviews as an Organisational Analysis Method The method of conducting interviews plays a vital role in people practise because it helps organisations identify their internal challenges alongside developmental opportunities (CIPD, 2024). Team members at Riyadh Bank should participate in professional interviews to obtain beneficial insights about employee satisfaction along with organisational employee engagement and workforce organisational development requirements. Exit interviews provide HR professionals with organisational departure insights which staff one-on-one discussions help detect workplace culture and leadership effectiveness and training needs of employees. The main benefit of interviews comes from their capacity to discover deep insights which cannot be measured by quantitative approaches. Through direct feedback acquisition from employees HR professionals can create specific interventions that follow first-hand workforce experiences. However, interviews also present limitations. Obtaining objective insights about this particular issue becomes complicated because the long process allows personal biases to affect responses. Employee hesitance to supply truthful feedback stems from their fear of workplace-related reprimand or information being shared without proper protection. Interviews function as an influential diagnostic instrument although their effectiveness rises when used alongside multiple analysis methods for building complete organisational understanding. |
| (AC1.3) Explain the principles of critical thinking including how you apply these to your own and others’ ideas. 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 |
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