Evaluate the concept of evidence-based practice, including how it can be applied to decision-making in people practice.
Follow the evidence based practice:
Define the concept of evidence-based practice and offer a confident evaluation of it, in terms of its pros and cons.
Confident assessment of two evidence-based approaches eg (critical thinking, assessing evidence from a variety of sources, rationale model etc) including their pros and cons.
Confident application of the two chosen approaches, applying each of them to at least one people practice or organisational issue eg (out of date L&D practices, high absence levels, staff skills shortages etc).
Presentation and layout are of a high standard.
Considerable evidence of appropriate wider reading to inform answer. An excellent standard of in-text referencing.
Q2 AC 1.2
Evaluate a range of analysis tools and methods, including how they can be applied to diagnose organisational issues, challenges, and opportunities.
Follow the evidence based practice:
Confident explanation of two ways that people practices can add value.
Confident examples of two methods eg (cost- benefit analysis, evaluation methods, ROI etc) that might be used to measure the impact of people practices,
Answer demonstrates evidence of further research and examples.
Presentation and layout are of a high standard.
Considerable evidence of appropriate wider reading to inform answer. An excellent standard of in-text referencing.
Part 2:
Part 2 - Briefing Paper 1000 (+/- 10%)
Q1 AC 2.1
With reference to a people practice issue, interpret analytical data using appropriate analysis tools and methods.
There is no requirement to include evidence of the use of references to wider reading for AC 2.1.
Follow the evidence based practice:
- Present each departments performance review judgements as a percentage.
- 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
Full Answer Section
- Increased Accountability: EBP promotes transparency and accountability in people practices.
- Cost-Effectiveness: EBP can help organizations identify and implement cost-effective solutions.
Cons of EBP:
- Time-Consuming: It can be time-consuming to locate and evaluate relevant research evidence.
- Complexity: EBP requires a strong understanding of research methodology and statistical analysis.
- Lack of High-Quality Evidence: In some areas of people practice, there may be limited high-quality research evidence.
Evidence-Based Approaches in People Practice
1. Critical Thinking:
- Pros: Critical thinking encourages questioning assumptions, evaluating evidence, and considering alternative perspectives.
- Cons: It can be time-consuming and requires strong analytical skills.
Application: When evaluating the effectiveness of a new training program, critical thinking can help identify potential biases, limitations, and alternative explanations for the observed outcomes.
2. Assessing Evidence from a Variety of Sources:
- Pros: By considering multiple sources of evidence, practitioners can gain a more comprehensive understanding of a particular issue.
- Cons: It can be challenging to evaluate the quality and credibility of different sources of evidence.
Application: When considering a new recruitment strategy, assessing evidence from academic research, industry best practices, and internal data can help identify the most effective approach.
Adding Value Through People Practices
People practices can add value to an organization by:
- Improving Employee Engagement and Productivity: By implementing effective recruitment, selection, and onboarding processes, organizations can attract and retain top talent.
- Enhancing Organizational Performance: Investing in employee development and training can improve employee skills and knowledge, leading to increased productivity and innovation.
Measuring the Impact of People Practices
Cost-Benefit Analysis: This method involves comparing the costs of a people practice intervention to its benefits. For example, the cost of a training program can be compared to the increased productivity and reduced turnover resulting from the training.
Evaluation Methods: A variety of evaluation methods can be used to measure the impact of people practices, including:
- Pre-post Design: Comparing performance before and after the intervention.
- Control Group Design: Comparing the performance of a treatment group to a control group.
- Case Study Design: In-depth analysis of a specific case or organization.
Calculating Bonus Payments for Outstanding Performance
Assumptions:
- Each employee's performance review is rated as "Outstanding," "Satisfactory," or "Needs Improvement."
- A bonus of 4% of quarterly salary is awarded for an "Outstanding" rating.
Calculations:
Total Bonus Payment for the Organization: Sum the total bonus payments for all employees.
By using these strategies and tools, organizations can effectively manage their human capital, improve performance, and achieve their strategic goals.