| AC 1.1 Explain what evidenced-based practice is and how it is applied within an organisation. (300 words) |
| KEY FOCUS AREA. What evidenced-based practice is, its application, components of evidence-based practice, identification of how different types of evidence-based practice can be used to inform principle-led judgements and outcomes for an organisation. |
| If you use secondary sources, you should include your short references in the narrative. Use (CIPD Professional Map)
· Provide a definition of evidence-based practice & how it’s applied: (e.g. Complying with procedures & policies, converting the evidence into decision making, research through historical date & observing, supporting our thesis/theories)
– (Explaining why it is important to the organization): It is important to state that it is not just HR / People data but other forms of data (e.g. organisational/ financial/ external business data/ competitor information)
· Explain how this applies to your role as a people professional (HR).
· Give 2 examples of people practice decisions & explain how it applies into organization (e.g. a hiring decision/ creating a policy/ decision on reward/ decisions on discipline/ decisions in response to a grievance)
· For each of your examples, explain how evidence can be used to support a principle-led judgement/decision.
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| § https://www.cebma.org/wp-content/uploads/Evidence-Based-Practice-The-Basic-Principles.pdf
§ https://www.aihr.com/blog/hr-metrics-and-analytics-how-both-can-add-value/ |
| AC 1.2 Explain the importance of using data in organisations. (250 words) |
| KEY FOCUS AREA. Recognise the importance of data to accurately determine problems and issues. The need to ensure informed decision- making. Impact that data has on organisational culture, performance and perceptions. |
| If you use secondary sources, you should include your short references in the narrative.
· Provide 2 – 3 reasons why it is important to use data to help assist organisational improvements. (e.g. Government based data, ensuring best practices, performance data, exit interview data, identify problems and apply solutions into organization).
· Within your explanation you must explain why data should be accurate. (e.g. Ethically, unethical, what will happened, issues, people expectation, organization reputation)
– Explain 2 examples of organizational data & how we use it in HR. (e.g. People data, business data..)
· Explain the impact that using data has on organisational culture and performance.
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| § https://www.aihr.com/blog/hr-metrics-and-analytics-how-both-can-add-value/
§ https://www.yourerc.com/blog/post/20-common-hr-metrics-and-their-formulas § https://blog.fpt-software.com/the-importance-of-data-for-business-in-the-2020s § https://www.ntaskmanager.com/blog/business-metrics/ § https://www.linkedin.com/pulse/responsible-investing-what-esg-why-does-matter-nick-marshall/ |
AC 1.3 Explain different types of data measurements that People Professionals use.(250 words) |
| KEY FOCUS AREA. Various forms of data (qualitative and quantitative) and other types of information that can be used within organisations to enable decision-making. For example, data on resourcing, absence and turnover, performance and reward, dismissals, L&D skills and competencies, employee voice, diversity and inclusion, wellbeing, change agendas, and policies and practices. |
| If you use secondary sources, you should include your short references in the narrative.
· Explain what is meant by qualitative and quantitative data.
· Give 2 examples of qualitative data (e.g. observation notes/ performance appraisal reviews/ exit interview notes)
· Give 2 examples of quantitative data. (e.g. number of employees/ average age/ absence data / turnovers)
· Explain how each of these examples in qualitative data & quantitative data can support decision-making for people professionals (HR).
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| § https://www.aihr.com/blog/hr-metrics-and-analytics-how-both-can-add-value/
§ https://www.yourerc.com/blog/post/20-common-hr-metrics-and-their-formulas § https://www.datapine.com/blog/data-analysis-methods-and-techniques/
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