CIPD 5CO02 Assignment Example | Principles of Analytics




CIPD 5CO02 Assignment Example | Principles of Analytics


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CIPD 5CO02 Evidence-Based Practice

5CO02 assignment example

Section 1

Explain what evidenced-based practice is and how it might be applied within an organisation. It should also identify how different types of evidence-based practice can be used to inform principle-led judgements and outcomes for an organisation (AC 1.1).

The core element of evidence-based practice is that the best available evidence should be combined with critical thinking to inform high-quality judgments (CIPD 2021). Although a significant number of management practitioners consider the quality of the evidence when making choices, many do not. As a result, poor judgments are made based on misconceptions, fads, and concepts that management gurus have popularized. The goal of evidence-based practice is to make decision-making better.  It is a strategy for making decisions and carrying out daily tasks that enables practitioners to assess how much they can trust the available information.

 Additionally, it aids professionals in locating, identifying, and assessing other data that is pertinent to their choices.  Scientific studies that imply universally applicable truths about the universe, people, or organizational behaviours may serve as evidence (Gill 2018). Local organizational or commercial indicators, such as firm metrics or observations of working conditions, may also provide evidence. Even professional experience itself can serve as a valuable source of evidence.

•Scientific evidence, which includes findings from published scientific research. An organisation can use the research that has been conducted previously to address the issue of absenteeism from work. Despite the fact that the findings may not be directly related to the organisation, having a case study that was conducted in a similar setting would help to form basis.

•Organizational evidence- this includes the data, facts and figures that are gathered from the organization. For instance, the organisation may use HR metrics to determine how effectiveness and efficiency of the HR policies. Through the use of such HR metrics, it becomes possible to make comparison of the data points and make appropriate decisions to improve retention.

•Expert opinions: This entails the professional experience and judgment of experts in a certain professionals.

•Stakeholder evidences. Values and concerns from the stakeholders. For instance, when employees complain about certain issues, it affects their satisfaction levels; this can be valuable data to inform decision making process (CIPD 2021).

 Explain the importance of using data in organisations and why there is the need to ensure that data is accurate when determining problems and issues (AC 1.2).

The use data is imperative in the organisation as it helps in numerous ways as described by Bhagwan et al. (2018):
•Make Corrective Action: After completing the data analytics project, the organization can take remedial steps and implement the results inside the organization. At this stage, they have exploited HR data to produce value for the firm and contributed to its strategic objectives.
•Helps in Problem Solving: Data aids problem-solving by allowing companies to discover the root cause of issues more precisely. Data enables companies to visualize the interrelationships between various locations, departments, and systems. If the frequency of drug mistakes has increased, might staff turnover or vacancy rates be a contributing factor? Comparing these data points helps us to build more accurate hypotheses and implement more effective remedies.
•Data facilitates strategic decision-making: Effective data collection and analysis will help the company to allocate precious resources where they are most needed, therefore increasing efficiency. If a rise in serious occurrences is seen in a given service area, this data can be analyzed further to establish whether the rise is widespread. Additionally, data will assist companies in determining which regions should be prioritized above others, a task made easier by the use of reliable data.
•Data facilitates benchmarking: Good data enables businesses to define baselines, benchmarks, and targets to continue advancing. Because data enables measurement, the organization will be able to create baselines, identify benchmarks, and define performance objectives. A baseline is the condition of a certain region prior to the implementation of a particular remedy. To serve as a standard, the organization must rely on accurate data.

Other AC

  • Explain the different types of quantitative and qualitative data measurements that people professionals use (AC 1.3).
  • Explain how the application of agreed policies and procedures inform decisions (AC 1.6).
  • Explain how people professionals create value for people, organisations and wider stakeholders. (AC 2.1).
  • Summarise the ways in which you can be customer-focused, and standards-driven in your own context (AC 2.2).

 

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References:

  • Ben-Gal, H. C. (2019). An ROI-based review of HR analytics: practical implementation tools. Personnel Review, 48(6), 1429-1448.
  • Bhagwan, V., Grobbelaar, S. S., & Bam, W. G. (2018). A systematic review of the due diligence stage of mergers and acquisitions: Towards a conceptual framework. South African Journal of industrial engineering, 29(3), 217-234. Retrieved on 23 August 2022 from: http://www.scielo.org.za/pdf/sajie/v29n3/18.pdf
  • CIPD. 2021. April 20. People Analytics. Available at https://www.cipd.co.uk/knowledge/strategy/analytics/factsheet#gref<Accessed on 23 Sept 2022 >
  • CIPD.2021. Evidence-based practice for effective decision-making. CIPD.org. https://www.cipd.co.uk/knowledge/strategy/analytics/evidence-based-practice-factsheet#gref. <Accessed on 23 Sept 2022 >
  • Lim, C., Kim, K. H., Kim, M. J., Heo, J. Y., Kim, K. J., & Maglio, P. P. (2018). A nine-factor framework for data-based value creation in information-intensive services from data to value. International Journal of Information Management, 39, 121-135. Retrieved on 23 August 2022:https://www.sciencedirect.com/science/article/pii/S0268401217300816
  • Naumov, N. (2019). The impact of robots, artificial intelligence, and service automation on service quality and service experience in hospitality. In Robots, artificial intelligence, and service automation in travel, tourism and hospitality. Emerald publishing limited. Retrieved on 23 sept 2022 from:http://nectar.northampton.ac.uk/13346/1/Naumov_Nikola_EP_2019_The_impact_of_robots_artificial_intelligence_and_service_automation_on_service_quality_in_hospitality.pdf
  • Pluye, P., Bengoechea, E. G., Granikov, V., Kaur, N., & Tang, D. L. (2018). A world of possibilities in mixed methods: review of the combinations of strategies used to integrate the phases, results, and qualitative and quantitative data. International Journal, 10(1), 1-16.
  • Sinuff, T., Dodek, P., You, J. J., Barwich, D., Tayler, C., Downar, J., … & Heyland, D. K. (2015). Improving end-of-life communication and decision making: the development of a conceptual framework and quality indicators. Journal of pain and symptom management, 49(6), 1070-1080.
  • Williams, S. C., Shaw, N., & Allen, D. (2017). A customer feedback model for service performance improvement: Preliminary case study results. Retrieved on 23 August 2022 from:https://eprints.whiterose.ac.uk/118777/
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