5CO02 CIPD Evidence based practice Sample

Introduction of 5CO02 CIPD Evidence-based practice Assignment

(AC1.2)Evaluate a range of analysis tools and methods including how they can be applied to diagnose organisational issues, challenges and opportunities.

Short recommendations should be added into your narrative below. Please remember to only list your long recommendations in the recommendations box provided at the end of this section.

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SWOT, STEEPLE, SWOT, porter’s five forces etc., are considered as significant tools that are adopt by the people professionals in order to diagnose issues, opportunities and challenges. PESTLE is considered as one of the environmental analysis tool that helps the organization to determine issues, opportunities and challenges by studying the various macro or external elements such as political, economic, social, technological, environmental and legal. This tool helps in determine potential threats and opportunities as well as provide effective strategies to manage them. With the help of this tool, people professionals can easily determine the issues and opportunities that help in gaining competitive advantage. In addition, the strengths of PESTLE are it is simple framework, enable understanding of wider business environment and encourage the development of strategic and external thinking (Buye, 2021). The chosen tool facilitates the companies to forecast future organization threats and take corrective actions to eliminate their impact. The weaknesses of chosen tool are risk of capturing huge amount of data which leads to paralysis. Additionally, the data and information may be relied on the assumptions that later prove to be unsupported.

On the other hand, root cause analysis, job analysis, interviews, job evaluation, focus group , observation, organizational metrics etc., are the significant methods of micro analysis that helps the organizations to determine issues, challenges and opportunities (Puglieri et al, 2022). Exist interview is considered as one of the critical methods that help in evaluates the internal factors of the organizations and their impact. With the help of this method, the people professionals of the organizations can determine the significant areas of the business which require further investigation. Exit interview also helps in determine the opportunities with the help of employees’ perspective on which people professional works in order to gain competitive advantage and enhance performance. Exist interview can help the companies to determine issues by offering feedback from the workforces who are leaving the organizations (Aujla et al, 2021). This feedback can helps in determine areas where practices and policies need enhancement. The biggest strength of exist interview is it helps in determine reasons and trends behind employees leaving organization. Other strengths of exit interview are providing honest feedback, improve organizational culture, and enable improvement opportunities as well as organization’s reputation. Weaknesses of exit interview include disregard, formality, awkwardness etc (Waddingham, Zachary and Walker, 2024).`

(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.

Critical thinking is self-disciplined and self-guided thinking which attempts to reason at the greater level of quality in fair-minded manner. It is the competency of the people to think rationally and clearly in regarding what to do and what to believe. It encompasses competency of the people to engage in independent and reflective thinking. In every organization having the critical thinking skill is beneficial for the people professionals because it aids in eliminate to make decisions relied on the assumptions. Critical thinking is also significant for the people professional because it aids in making sound decisions that based on the evidence and logic that aids in accomplish the business goals and objectives. With critical thinking skill, the people professional can be more efficient in their roles and make positive influence on the overall operation and efficiency of the business. Along with this, critical thinking assists HR managers to serve as connectors of disciplines and make simpler for them to maintain the balance between training and learning (CIPD, 2019). Critical thinking is important for the people professionals because it plays significant part in hiring and recruitment of new talent.

On the other hand, critical thinking helps in fostering the effective and healthy debates with the help of reason, objectivity and open mindedness. Objectivity is considered as one of the critical principle of critical thinking which requires people to approach arguments and ideas without personal prejudices and biases (Al-Ghadouni, 2021). With the help of critical thinking, people can cultivate objectivity and make sure an unbiased and balanced discussion by scrutinizing the evidences and facts in depth and remaining open to alternative standpoints. Furthermore, rationality is another significant principle of critical thinking. This principle involves supporting the opinions and claims of one party with the logical reasoning and solid evidence. People will support their positions with the data, facts and logical arguments at the time engaging in a debate. Along with this, open mindedness is another principle of critical thinking that supports the logic and objectivity by influencing the people to recognize and research several ideas and perspectives. During my role as people professional in company, I applied checking the source validity in my ideas at the time of executing development of employee skill. I utilised several tools of data collection and analysis such as observations and interviews in order to determine the possible influence of various developments.

In a team meeting, we faced several challenges that required instant solutions. At that time, other team members were ready to solve challenges and I looking for the importance of evaluating the problem carefully to determine the core cause with the help of critical thinking skill. Additionally, critical thinking approach plays an immersive role in objective and rationale debate by allowing a people to evaluate the information and make the effective judgements (Rarita, 2022).

(AC1.4)Explain a range of (2) decision-making processes.

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.

Decision-making is one of the significant process of choosing the best possible outcomes in a given circumstances. For making the effective decisions, people professionals will need to determine potential options, expected possible results and recognize the requirements and wants of others influenced by the decision. Force field analysis, decision matrix, reframing matrix, brainstorming, empathy mapping, constructive controversy, De Bono’s Thinking Hats etc., are the significant processes of decision making that are used by the people professionals in order to accomplish effective outcomes (CIPD, 2023).

Force field analysis is considered as one of the critical process that is used by people professionals in order to make effective and potential decisions. It is decision-making tool that are used by the people professional to identify influence of several elements before executing the changes in the process of business. This decision making process helps the people professionals in order to accomplish the desired goals and objectives in effective and efficient way. By utilizing force-field analysis, people professionals are competent to see the positives and negatives of provided circumstances and allowing them to make effective decisions for the benefit of the company (McNett et al, 2022). Adoption of this process is beneficial for the companies to make the effective decisions because it helps in providing the visual summery of several forces for and against specific changes. This decision-making process helps the people professionals to determine the obstacles that lie ahead so that they can make an effective plan to reinforce the forces which supports the decisions.

Apart from this, decision-making matrix also helps the people professional to make the effective decisions in order to accomplish desired goals and objectives. It is a significant table that can use by the people professionals to assess the diverse options. Adoption of this tool is beneficial for the companies to make the potential and informed decisions because it influences self-reflection among the members and makes them evaluate their decisions with minimum bias. With the help of decision matrix, the people professionals are competent to prioritize tasks, solve issues and craft arguments in order to defend the decisions that have been made (Semenchuk and Vasiliha, 2020). Decision matrix also helps in meeting the needs and requirements of the customers which positively influence on the overall operation and efficiency of the business. By executing a decision matrix, workforces can meet the needs and requirements of global or regional customers which help in build the strong connection between international parties.

(AC1.5) Assess how (2) different ethical perspectives can influence decision-making.

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.

Ethical decision-making is one of the significant processes of assessing and choosing among alternatives in a way consistent with the principles of ethics. In making the ethical decisions, it is essential to eliminate and perceive the unethical options and choose the best ethical alternative. Making the ethical decisions are beneficial for the companies because it helps in building trust, enhancing productivity, protecting rights, fostering fairness and encouraging responsible behaviour which eventually positively influence on overall efficiency and productivity of business ( CIPD,2015). In addition, the people professionals are accountable for most ethical obligations within the company.

Utilitarianism is considered as one of the significant ethical theory that helps the people professionals to make effective decisions. This ethical theory has significant influence on the decision-making because it emphasis on implementation of ethical values such as integrity, honesty and fairness. This ethical theory has significant impact on the values and believes of the workforces and thus people professionals can reacts according to behaviour of the employees. Adoption of utilitarianism theory is beneficial for the organizations because it informs moral decision-making as people professionals can efficiently assess the aspect before execution ( Rodgers et al, 2023). For example, the execution of new policies within workplace directly impacts the well-being of the employees and it is necessary for people professionals to assess these aspects effectively and efficiently. In this theory, decision-makers are forced to guess the results of their choices

Apart from this, altruism is another significant ethical theory that can use by the people professionals to make effective decisions. It is ethical perspective that emphasis on creating the sacrifice for their roles to benefit for others. People professionals create the sacrifice for their roles for the comfort of the employees from which they perform their duties effectively and efficiently. In most of the organizations people professionals are sacrificing their time to provide training and development of the employees regarding customer service skills from which they become competent to provide high-quality services to them. This theory also encourages the managers or leaders to make informed and potential decisions to improve the overall efficiency and effectiveness of the business ( Kim and Loewenstein, 2021). This ethical theory directly influence decision-making by improving mental health, develop social connections, improve workplace culture and increase moral values.

(AC3.1)Appraise (2) different ways organisations measure financial and non-financial performance.

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.

To gain success and competitive advantage it is important for the companies to measure their performance in effective way. The key aim of the performance management is to monitoring, maintaining and enhancing performance of the employees and aligning with the organizational goals and objectives. Monitoring the performance is necessary for the effective decisions because it is significant part of evidence based practice in the people management. For measuring and monitoring the performance, the people professionals can use the financial and non-financial indicators such as net and gross profits, return on investment, key performance indicators, revenue, cash flow, service level agreements, balanced scorecard, performance management etc. Along with this, key performance indicators (KPIs) is considered as one of the critical that is used by the people professionals to measure and monitor the performance of business (Bouichou, Wang and Zulfiqar, 2022). This tool is quantifiable measurements that are utilised to measure the overall long-term performance of the company. This tool aids in determine organization’s financial, strategic and operational achievements as contrast to other companies within same sector. Implementing KPIs are not easy for the people professionals to measure the performance because it leads to difficulty and confusion in setting priorities. Adoption of KPIs is useful for the people professionals because it helps in improving performance management (Barna, Ionescu and Ionescu-Feleagă, 2021). This tool plays a significant role in aligning the organizational goals and objectives across several departments. By developing KPIs in proper manner, companies make sure that all the members of team are working towards the common goals and objectives as well as promoting unity and cohesion.

On the other hand, balanced scorecard (BSC) is recognized as one of the critical non-financial tool that is used by the people professionals to measure the performance of the company. This non-financial tool is management system that offers feedback on both external results and internal business process to constantly enhance the strategic outcomes and performance. At the time of implementing BSC people professionals are facing the challenges of poorly defining metrics, lack of efficient data collection and reporting, too much internal focus, lack of formal review structure etc (Omran et al, 2021). Execution of BSC is useful for people professionals because it helps in measuring performance by bringing structure to business strategy, makes communication easier, enables better alignment and connects the employees to accomplish organizational goals and objectives. The drawbacks of BSC are require buy-in form leadership and needs lot of data which negatively impacts on the overall performance of the organization.

(AC3.2)Explain how to measure the impact and value of people practice using a variety of (2) methods.

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.

People practice are necessary in shaping the performance, culture and success of the organization, They includes various activities related to human resources such as learning and development (L&D), recruitment and workforces retention that adds essential value to the business. The people practice adds the values to the organization by creating and maintaining positive culture, attract and retain top talents. The people professional helps in developing the positive organisational culture by creating policies, practices and procedures as well as fostering mutual respect and collaboration. The people professionals are also adding the values in the business by fostering inclusive environment with the help of promoting inclusion and diversity which leads to increase encouragement of the employees to share their ideas and opinions (Armstrong and Taylor, 2023). In addition, people professionals also help the business in determining and hiring the skilled and talented individuals for the vacant position. For increasing the knowledge and improving skills of the employees regarding their roles and responsibilities the people professionals are implementing training and development programs. For example, honesty is one of the significant values that are brought by the people professionals within business to achieve goals and objectives. Apart from this, models of evaluation, staff survey, return on investment and equity etc., are significant methods that can adopt by people professionals to measure the influence of people practices. Cost benefit analysis is considered as one of the crucial tool that helps the people professionals to determine the impact of practices. This approach helps in measuring the benefits and costs of the people practice to identify its influence. The costs are connected with the various activities such as recruiting, training etc., as compare to the benefits. With the help of this method, the people professionals can determine the activities that are not met in order to accomplish the goals and objectives.

Apart from this, return on investment (ROI) is another method that helps in gauging the impact of people practice (Kumar et al, 2020). This tool gauges the total gains and loss that are generating by the people practice as compare to amount which are invested. Execution of this method is helpful for the department of people practice because it aids in assessing the values of their investment in terms of monetary and non-monetary returns. Measuring the values of people practice is beneficial for the companies because it helps in improve employee relations and increase efficiency which ultimately positively impacts on the growth and success of business.

Briefing paper - part two (quantitative and qualitative analysis review)

In part two of your briefing paper, using the information in Table 1 and Table 2 below, you should provide examples of the types of data analysis that people practitioners use. (AC 2.1,

AC 2.2 and AC 2.3)

Table 1 – Performance data – (please double click on the icon to open the table)

Table one provides performance review judgements for employees from four departments completed across two quarters. Each individual employee’s performance outcome is indicated by one of the four criteria-based judgements below:

• outstanding
• meets set individual Key Performance Indicators
• not quite there yet, and
• underperforming.

1. Present each department’s performance review judgements as a percentage.
2. Those gaining ‘outstanding’ are entitled to a four percent bonus payment each quarter. Calculate the bonus due to each of these employees for each quarter and then provide an overall total cost of bonus payments for the organisation.

Present your findings from Table 1 using a minimum of three appropriate diagrammatical forms and make justifiable recommendations based on your evaluations.

The survey data presented in Table 2 has been collected from managers and employees on their views of the organisation’s approach to monitoring performance. Review the data in Table 2 and identify any patterns, themes or trends that might be occurring and present recommendations based on your findings.

Table 2 – Performance review survey responses from line managers and employees

There is no requirement to include evidence of the use of references to wider reading for

AC 2.1 and AC 2.2.

Your evidence must consist of:

A briefing paper for new people practice graduates with two parts:

• Part one – Knowledge and understanding (2900 words)
• Part two – Quantitative and qualitative analysis review (1000 words)

Refer to CIPD word count policy.

• IMPORTANT NOTE: At Associate Level Referencing is mandatory – you must provide a reference where you have drawn from a secondary source; Harvard referencing is preferable. Please use the Reference box provided to record all your long references. Short references should be included within the narrative.We advise you read the guidance on how to set out your references on the Learner Hub.
• Upload the completed Learner Assessment brief, with both tasks completed, through the Assignments option in the Oakwood Learner Hub.

Briefing paper Questions

(AC2.1)With reference to a people practice issue, interpret analytical data using appropriate analysis tools and methods. There is NO requirement for references in this task.

Administration, sales, logistics and research and development are significant departments of the organization in both quarter in which employees are categorized on the basis of outstanding, meet the individual KPI, not quite there yet and underperforming. From the analytical data 1 (appendix) it has been determined that logistic department have more employees i.e. 20 as compare to other departments. In addition, the logistic department is performing well and giving best performance as contract to sales, administration and other because it has huge number of outstanding employees i.e. 4. In sales department there are 13 employees who meet individual KPI and provide 100 % judgement. In logistic department, there are 6 employees who are not quite yet which eventually positively influence on the overall performance and efficiency. Sales and research department have more underperformed employees as compare to others.

Apart from this, in quarter 2, only administration department has 1 underperformed employee due to lack of skills and knowledge as compare to quarter 1. In quarter 2 all departments have outstanding employees except sales who met the targets as compare to quarter 1. The performance management process of all departments is good because they gave better performance. It has been determined that, R&D department made the most progress between two quarters. In both quarter, R& D department huge amount of bonus to its employees.

On the other hand from the table 2 (Appendix) it has been determined that, there are 50 and 235 responses were receive from both line managers and employees. I had training to undertake more concerning results. 58 % line managers agreed that that have enough training and support to improve performance management. 445 line managers were feeling confident in carrying out performance appraisals. From the employee feedback my line managers provides balanced responses at the conducting my reviews have concerning results. All employees were feeling satisfied about the process of performance management. Yes, the employees are correlated with the line managers to provide better outcomes.

(AC2.2)Present key findings for stakeholders from people practice activities and initiatives.

There is NO requirement for references in this task.

From the above graphs and pie charts, it has been find out that administration department pay £ 3180 bonus to its outstanding performance. In this department, Saffron French is getting the bonus in both the quarters because he give their all the efforts and best performance to the organization for accomplishing its goals objectives. Additionally, the logistic department is paying £ 7790 to its employees because it has higher number of outstanding employees who have their best performance as compare to administration. On the other hand, R&D pays higher amount of bonuses i.e. £ 9800 to its employees as compare to other department. This department has employees of high skills and knowledge from which they give best performance.

From the above column chart it has been depicted that in quarter 1 all the departments except sales has underperforming employees. These workforces have lack of skills and knowledge from which they are unable to give their best performance. In quarter 2 only administration department has 1 underperforming employees other rest are given their best performance.

From the above column chart it has been determined that, in 1^st quarter all the employees have outstanding employees except sales. The logistic department has more outstanding workforces in quarter 1 as compare to quarter 2. On the other hand, in quarter 2, both department sales and logistics have more outstanding employees as compare to quarter 1 which directly positively influence on the overall performance and efficiency.

(AC2.3)Make justified recommendations based on evaluation of the benefits, risks and financial implications of potential solutions.

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.

It has been recommended that for improving the performance management the line managers of the organization will need to increase the opportunities of learning and development for their employees. Providing the learning and development helps in increase the skills and knowledge of the employees from which they can give best performance. The effective skills and knowledge helps in increase the encouragement and motivation of the employees from which they put all the efforts to accomplish the desired goals and objectives of the business. Providing the opportunity of L&D to the employees is beneficial for the organization and its line managers because it aids in increase productivity, better retention and higher employee engagement.

The organization that provides the opportunity of learning and development to its employees then they give their best which eventually increases productivity. From L&D employees feel influenced and encourage performing the tasks within the deadline. This strategy helps in increase skills and knowledge as well as learns new things from which they are likely to retain with the organization for long duration. However, with the benefits there are several risks that are associated with L&D opportunities to improve performance management (Rousseau, 2020). The risks are inter-departmental conflict and non-productive competitive environment. This strategy increases the chances of conflict between the various departments. If the one department provide the training to its employees then employees give their best performance which directly impacts the performance and productivity of another department.

Apart from this, for conducting training and development the organization need to bear direct and indirect costs which directly impacts the operations. For the conducting L&D the organization needs to make significant investment. On the other hand, indirect costs consist of loss of working time or requirement for up gradation of skills in relation to L&D.

References

Please provide your full long reference list here. The Harvard method is preferable. Please refer to the guidance on the Learner HUB.

Books and journals

• Al-Ghadouni, A.M., 2021. Instructional approaches to critical thinking: An overview of reviews.Revista Argentina de Clínica Psicológica,30(1), p.240.
• Armstrong, M. and Taylor, S., 2023.Armstrong's handbook of human resource management practice: A guide to the theory and practice of people management. Kogan Page Publishers.
• Aujla, N., Chen, Y.F., Samarakoon, Y., Wilson, A., Grolmusova, N., Ayorinde, A., Hofer, T.P., Griffiths, F., Brown, C., Gill, P. and Mallen, C., 2021. Comparing the use of direct observation, standardized patients and exit interviews in low-and middle-income countries: a systematic review of methods of assessing quality of primary care.Health policy and planning,36(3), pp.341-356.
• Barna, L.E.L., Ionescu, B.Ș. and Ionescu-Feleagă, L., 2021. The relationship between the implementation of erp systems and the financial and non-financial reporting of organizations.sustainability,13(21), p.11566.
• Bouichou, S.I., Wang, L. and Zulfiqar, S., 2022. How corporate social responsibility boosts corporate financial and non-financial performance: the moderating role of ethical leadership.Frontiers in Psychology,13, p.871334.
• Briner, R 2019.The basics of evidence-based practice, People + Strategy, 42 (1), pp 16–21evidence-based practice for HR 7th May 2019 Podcast. Chartered Institute of Personnel and Development. London.
• Buye, R., 2021. Critical examination of the PESTEL Analysis Model.Project: Action Research for Development.
• Kim, J. and Loewenstein, J., 2021. Analogical encoding fosters ethical decision making because improved knowledge of ethical principles increases moral awareness.Journal of Business Ethics,172(2), pp.307-324.
• Kumar, I.E., Venkatasubramanian, S., Scheidegger, C. and Friedler, S., 2020, November. Problems with Shapley-value-based explanations as feature importance measures. InInternational conference on machine learning(pp. 5491-5500). PMLR.
• McNett, M., Tucker, S., Zadvinskis, I., Tolles, D., Thomas, B., Gorsuch, P. and Gallagher-Ford, L., 2022. A qualitative force field analysis of facilitators and barriers to evidence-based practice in healthcare using an implementation framework.Global Implementation Research and Applications,2(3), pp.195-208.
• Omran, M., Khallaf, A., Gleason, K. and Tahat, Y., 2021. Non-financial performance measures disclosure, quality strategy, and organizational financial performance: a mediating model.Total Quality Management & Business Excellence,32(5-6), pp.652-675.
• Puglieri, F.N., Salvador, R., Romero‐Hernandez, O., Escrivao Filho, E., Piekarski, C.M., de Francisco, A.C. and Ometto, A.R., 2022. Strategic planning oriented to circular business models: A decision framework to promote sustainable development.Business Strategy and the Environment,31(7), pp.3254-3273.
• Rarita, M., 2022. The relevance of critical thinking from the perspective of professional training.Postmodern Openings,13(2), pp.499-513.
• Rodgers, W., Murray, J.M., Stefanidis, A., Degbey, W.Y. and Tarba, S.Y., 2023. An artificial intelligence algorithmic approach to ethical decision-making in human resource management processes.Human resource management review,33(1), p.100925.
• Rousseau, D. (2020) Making evidence-based decisions in an uncertain world. Organizational Dynamics. Vol 49, Issue 1. January-March. Reviewed in In a Nutshell, Issue 96.
• Semenchuk, T. and Vasiliha, S., 2020. Application of management matrix models for strategic planning of enterprise activities.Technium Soc. Sci. J.,8, p.398.
• Waddingham, J.A., Zachary, M.A. and Walker, H.J., 2024. Burning up on reentry: the effect of entrepreneurial exit in the hiring context.Journal of Management,50(2), pp.455-489.

Online

• CIPD, 2019. Critical thinking. Online. Accessed through:< https://www.cipd.org/en/knowledge/podcasts/critical-thinking/>
• CIPD, 2023. Technology and data use in HR functions. Online. Accessed through:< https://www.cipd.org/uk/views-and-insights/thought-leadership/insight/technology-data-hr-functions/>
• CIPD, 2024. Evidence-based practice for effective decision-making Online.https://www.cipd.org/en/knowledge/factsheets/evidence-based-practice-factsheet/
• CIPD,2015. Ethical decision-making: Eight perspectives on workplace dilemmas. Online. Accessed through:< https://www.cipd.org/globalassets/media/knowledge/knowledge-hub/reports/ethical-decision-making-2015-eight-perspectives-on-workplace-dilemmas_tcm18-9564.pdf>

Author Bio

Cameron Lee   4 years | MSc in Management

I am Cameron Lee and I have completed an MSc in management from a renowned University of the United Kingdom. For the last 4+ years, I have been assisting students with their assignments, dissertations, essays and other academic papers. If you are struggling with your management task you can have me by your side for help. I would like to give you the best results.