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Task One – Report Your first task is to write a report which provides the audience with an understanding of what evidence-based practice is and the strategies that can be taken for effective critical thinking and decision-making, you must ensure that you: §Provide evaluation of the concept of evidence-based practice and assess how evidence-based practice approaches can be used to provide insight in supporting sound decision-making and judgments for people practitioners across a range of people practices and organisational issues. (AC 1.1) §Provide evaluation of one appropriate analysis tool and one method that might be applied by organisations to recognise and diagnose current and future issues, challenges, and opportunities. (AC 1.2) §Explain the main principles of critical thinking and describe how these might apply to individual and work colleagues’ ideas to assist objective and rationale debate. (AC 1.3) §Explain a range of decision-making processes that can be applied to ensure that effective outcomes are achieved. (AC 1.4) §Assess a range of different ethical theories and perspectives and explain how understanding of these can be used to inform and influence moral decision-making. (AC 1.5) §Appraise different ways and approaches organisations can take to measure financial and non-financial performance. (AC 3.1) §Explain how people practices add value in an organisation and identify a range of methods that might be used to measure the impact of a range of people practices (AC 3.2) You should relate to academic concepts, theories and professional practice throughout your report to ensure that your work is critical and informed by using key academic texts, articles and relevant publications. All cited references used should be correctly acknowledged and presented in full in a bibliography at the end of your report. Task Two – Quantitative and qualitative analysis review By way of exemplifying the importance of decision-making strategies and how these can be used by people practitioners to solve people practice issues, your manager wants you to illustrate to the audience how the people professional department interprets different types of data to inform sound decision making. Completion of these two activities will address the following: §With reference to a people practice issue, interpret analytical data using appropriate analysis tools and methods. (AC 2.1) §Present the findings for stakeholders from people practice activities and initiatives. (AC 2.2) §Make justified recommendations based on evaluation of the benefits, risks and financial implications of potential solutions. (AC 2.3) Presented below are two sets of data. Firstly, review the absence data that is presented in Table 1 and provide analysis of it to show: a)trends across departments b)absence by type c)absence by gender d)total days lost through absence e)annual total costs through absence based on a 37-hour working week. Present your finding using appropriate diagrammatical forms and make justifiable recommendations based on your evaluations. Table 1 – Absence data 2021-22 Start Date 2021-22 End Date Days lost Absence reason Organisation unit Position Gender Hourly rate 01/06/2021 02/06/2021 2 Injury Outside Work Production Supervisor Male £17.50 14/07/2021 14/07/2021 1 Headache/Migraine Production Line manager Female £20.00 20/10/2021 20/10/2021 1 Cold/Flu Production Operative Female £14.20 26/11/2021 26/11/2021 1 Operation/Post Operative Production Operative Male £14.20 06/12/2021 03/01/2022 21 Operation/Post Operative Production Operative Female £14.20 22/12/2021 03/01/2022 9 COVID - 19 Symptoms Production Operative Female £14.20 22/12/2021 22/12/2021 1 Vomiting/Diarrhoea Production Technician Male £18.20 31/01/2022 09/02/2022 8 Stress/Anxiety Personal Production Technician Male £18.20 11/02/2022 18/03/2022 26 Stress/Anxiety Personal Production Technician Male £18.20 10/03/2022 10/03/2022 1 Headache/Migraine Production Technician Female £16.50 11/10/2021 12/10/2021 2 Cold/Flu Research and Design CAD Lead Female £26.00 19/10/2021 20/10/2021 2 Cold/Flu Research and Design Design Team Leader Male £52.00 13/12/2021 14/12/2021 2 Cold/Flu Research and Design Design Team Leader Female £52.00 17/12/2021 22/12/2021 4 COVID - 19 Symptoms Research and Design Design technician Male £30.00 10/09/2021 13/09/2021 2 Vomiting/Diarrhoea Research and Design Design technician Female £30.00 15/09/2021 20/09/2021 4 Vomiting/Diarrhoea Research and Design Design technician Female £30.00 08/10/2021 08/10/2021 1 Concussion Research and Design Design technician Male £30.00 20/12/2021 21/12/2021 2 Vomiting/Diarrhoea Administration Administration manager Female £28.00 12/01/2022 14/01/2022 3 Vomiting/Diarrhoea Administration Administrator Female £12.50 28/02/2022 01/03/2022 2 Infection Administration Administration Officer Female £14.50 17/03/2022 17/03/2022 1 Gynaecological Administration Administrator Female £12.50 21/03/2022 25/03/2022 5 Stomach/Gastro Administration Administration Officer Female £14.50 31/08/2021 01/09/2021 2 Cold/Flu Administration Administrator Male £12.50 13/09/2021 17/09/2021 5 COVID - 19 Symptoms Administration Administrator Female £12.50 18/10/2021 18/10/2021 1 COVID - 19 Symptoms Customer Experience Customer Experience Manager Female £18.00 22/11/2021 07/01/2022 35 Private and Confidential Customer Experience Customer Experience Administrator Female £10.50 25/11/2021 26/11/2021 2 Headache/Migraine Customer Experience Customer Experience Officer Male £10.50 29/11/2021 29/11/2021 1 Stomach/Gastro Customer Experience Customer Experience Officer Female £10.50 06/12/2021 06/12/2021 1 Cold/Flu Customer Experience Customer Experience Apprentice Female £10.50 06/12/2021 06/12/2021 1 Virus Customer Experience Customer Experience Administrator Female £10.50 13/12/2021 13/12/2021 1 COVID - 19 Symptoms Customer Experience Customer Experience Officer Female £10.50 10/01/2022 10/01/2022 1 COVID - 19 Symptoms Customer Experience Customer Experience Officer Female £10.50 18/01/2022 23/01/2022 4 COVID - 19 Symptoms Customer Experience Customer Experience Officer Female £10.50 25/03/2022 25/03/2022 1 Injury Outside Work Customer Experience Customer Experience Officer Female £10.50 31/03/2022 31/03/2022 1 Stress/Anxiety Work Related Customer Experience Customer Experience Officer Male £10.50 01/04/2021 03/05/2021 23 Depression Finance Finance Manager Male £16.00 01/04/2021 02/04/2021 2 Muscular Finance Finance Admin Assistant Male £10.00 05/04/2021 05/04/2021 1 Muscular Finance Finance Assistant Male £10.00 08/04/2021 15/04/2021 6 Genitourinary Finance Finance Assistant Male £10.00 13/04/2021 15/04/2021 3 Stomach/Gastro Finance Finance Assistant Male £10.00 21/04/2021 21/04/2021 1 Stomach/Gastro Finance Finance Assistant Male £10.00 13/05/2021 13/07/2021 44 Operation/Post Operative Finance Finance Assistant Male £10.00 21/05/2021 25/05/2021 3 Injury At Work Finance Finance Assistant Male £10.00 13/07/2021 15/07/2021 3 Stomach/Gastro IT IT Systems Lead Male £25.00 19/07/2021 27/07/2021 7 COVID - 19 Symptoms IT IT Manager Male £18.50 21/07/2021 02/08/2021 9 COVID - 19 Symptoms IT IT Apprentice Male £9.75 21/07/2021 31/07/2021 8 COVID - 19 Symptoms IT IT Apprentice Male £9.75 02/08/2021 02/08/2021 1 Stomach/Gastro IT IT Operator Male £12.75 06/09/2021 09/11/2021 47 Stress/Anxiety Personal Marketing Marketing administrator Male £12.00 06/09/2021 16/09/2021 9 COVID - 19 Symptoms Marketing Marketing manager Male £18.00 07/09/2021 03/03/2022 128 Skeletal (Joints/Bones) Marketing Marketing and sale supervisor Female £14.75 07/09/2021 07/09/2021 1 Stomach/Gastro Marketing Marketing Apprentice Male £9.75 27/09/2021 27/09/2021 1 Stomach/Gastro Logistics Logistics team leader Male £15.00 04/10/2021 11/10/2021 6 Stress/Anxiety Personal Logistics Procurement lead Male £20.00 18/10/2021 29/11/2021 31 Injury Outside Work Logistics Environmental Operative Male £14.00 18/10/2021 29/10/2021 10 COVID - 19 Symptoms Logistics Warehouse Operations Female £9.75 01/11/2021 02/11/2021 2 Cold/Flu Logistics Warehouse Operations Male £9.75 03/11/2021 05/11/2021 3 Genitourinary Delivery Delivery driver Male £9.50 08/11/2021 19/11/2021 10 Depression Delivery Delivery driver Male £9.50 08/11/2021 10/11/2021 3 COVID - 19 Symptoms Delivery Delivery driver Male £9.50 30/11/2021 10/12/2021 9 COVID - 19 Symptoms Delivery Delivery driver Male £9.50 30/11/2021 01/12/2021 2 Headache/Migraine Delivery Delivery driver Male £9.50 02/12/2021 15/12/2021 10 Infection Delivery Delivery driver Male £9.50 09/12/2021 09/12/2021 1 Injury Outside Work Delivery Delivery supervisor Male £11.50 13/12/2021 14/12/2021 2 Cold/Flu Delivery Delivery driver Male £9.50 21/12/2021 21/12/2021 1 Headache/Migraine H&S Environmental Lead Male £14.00 10/01/2022 18/01/2022 7 COVID - 19 Symptoms Health and Safety Environmental Operative Male £12.00 17/01/2022 31/03/2022 54 Cardiovascular Health and Safety Environmental Operative Male £12.00 18/01/2022 24/01/2022 5 Stress/Anxiety Personal Health and Safety Environmental Lead Male £12.00 19/01/2022 31/01/2022 9 Hernia Human Resources HR Officer Female £14.00 19/01/2022 19/01/2022 1 Ear/Nose/Throat (ENT) Human Resources HR Assistant Female £12.00 02/02/2022 09/02/2022 6 COVID - 19 Symptoms Human Resources HR Assistant Male £12.00 03/02/2022 03/02/2022 1 Operation/Post Operative Strategy and innovation Senior manager Male £35.00 Table 2 gives the rating feedback scores from employees that work for manager A. Provide scrutiny of the applied scores and present written commentary on any themes or patterns that might be occurring and present recommendations based on your findings. Table 2 – Feedback scores 1 2 3 4 5 Manager A The ratings show represent statements on a scale of 1-5 where: 1 = fully agree, 2 = agree, 3 = not sure, 4 = disagree, 5 = strongly disagree Feedback from 42 employees Treats me with respect. 29 5 6 2 0 Supports my work life balance 12 8 3 5 14 Sets me clear work objectives 4 6 1 9 22 Is supportive of my development 7 7 7 8 13 Is skilled at resolving conflict 1 2 1 6 32 Sets me clear work targets 37 1 4 0 0 Recognises when I do a good job 28 7 5 2 0 Provides me with supportive advice 4 4 11 16 7 Applies policies in a fair consistent manner 6 0 0 6 30 Is open to my suggestions 0 0 0 0 42 Communicates clearly 31 5 6 0 0 Rewards me when I work over and above 4 10 7 13 8 Enables me to put forward my views 2 0 0 0 40 Allows me to agree my work objectives 0 0 1 22 19 Your evidence must consist of: §Task One. – Report (2900 words) §Task Two. – Quantitative and qualitative analysis review (1000 words) Refer to CIPD word count ASSESSMENT CRITERIA EVIDENCE CHECKLIST You may find the following checklist helpful to make sure that you have included the required evidence to meet the task. This is not a mandatory requirement as long as it is clear in your submission where the assessment criteria have been met. Task 1 – Report Assessment criteria Evidenced Y/N Evidence reference 1.1 Evaluate of the concept of evidence-based practice including how it can be applied to decision-making in people practice. 1.2 Evaluate a range of analysis tools and methods including how they can be applied to diagnose organisational issues, challenges and opportunities. 1.3 Explain the principles of critical thinking including how you apply these to your own and others’ ideas. 1.4 Explain a range of decision-making processes. 1.5 Assess how different ethical perspectives can influence decision-making. 3.1 Appraise different ways organisations measure financial and non-financial performance. 3.2 Explain how to measure the impact and value of people practice using a variety of methods. Task 2 – Quantitative and qualitative analysis review Assessment criteria Evidenced Y/N Evidence reference 2.1 With reference to a people practice issue, interpret analytical data using appropriate analysis tools and methods. 2.2 Present key findings for stakeholders from people practice activities and initiatives. 2.3 Make justified recommendations based on evaluation of the benefits, risks and financial implications of potential solutions. Requirements: 5CO02 Evidence-based practice This unit assignment addresses the significance of capturing robust quantitative and qualitative evidence to inform meaningful insight to influence critical thinking. It focuses on analysing evidence through an ethical lens to improve decision-making and how measuring the impact of people practice is essential in creating value. CIPD’s insight The Profession Map – Evidence-based practice More, now than ever, people professionals are taking an evidence-based approach to their work, using organisation data, research, stakeholder insights and perspectives as well as professional expertise to deliver work that’s impactful. Evidence-based practice is, quite simply, taking an evidence-based approach to your work: using the right data and the right information in a structured way, to inform the decisions you take and the work that you do, because it leads to better outcomes. This area of the Profession Map focuses on the knowledge required to take this evidence-based approach. It covers an understanding of evidence-based practice itself, as well as how to analyse and solve problems in order to understand the business problem that needs resolving. It also includes knowledge of how to use evidence in your work, such as using and commissioning research, using date and analytics, and exploring stakeholder needs and concerns. Evidence-based practice for effective decision- making (April 2022). At the heart of evidence-based practice is the idea that good decision-making is achieved through critical thinking and drawing on the best available evidence. Evidence- based practice leads to decisions and actions that are more likely to have the desire effect and are less reliant on anecdotes, received wisdom and personal experience – sources that are not trustworthy on their own. Evidence-based HR practice draws together published research and people analytics with professional expertise and stakeholder opinions. Please note that the purpose of this insight is to link you to CIPD’s research and evidence within the subject area, so that you can engage with the latest thinking. It is not provided to replace the study required as part of the learning or as formative assessment material Preparation for the Tasks: At the start of your assignment, you are encouraged to plan your assessment work with your Assessor and where appropriate agree milestones so that they can help you monitor your progress. Refer to the indicative content in the unit to guide and support your evidence. Pay attention to how your evidence is presented, remember you are working in the People Practice Team. Ensure that the evidence generated for this assessment remains your own work. You will also benefit from: Completing and acting on formative feedback from your Assessor. Reflecting on your own experiences of learning opportunities and continuous professional development. Reading the CIPD Insight, Fact Sheets and related online material on these topics as well as key research authors on the subject. Scenario Your company is planning its forthcoming annual development event and the topic that the people practice team will be showcasing is evidence-based practice. In readiness for this event your manager has asked you to complete two tasks. Task One – Report Your first task is to write a report which provides the audience with an understanding of what evidence-based practice is and the strategies that can be taken for effective critical thinking and decision-making, you must ensure that you: Provide evaluation of the concept of evidence-based practice and assess how evidence-based practice approaches can be used to provide insight in supporting sound decision-making and judgments for people practitioners across a range of people practices and organisational issues. (AC 1.1) Provide evaluation of one appropriate analysis tool and one method that might be applied by organisations to recognise and diagnose current and future issues, challenges, and opportunities. (AC 1.2) Explain the main principles of critical thinking and describe how these might apply to individual and work colleagues’ ideas to assist objective and rationale debate. (AC 1.3) Explain a range of decision-making processes that can be applied to ensure that effective outcomes are achieved. (AC 1.4) Assess a range of different ethical theories and perspectives and explain how understanding of these can be used to inform and influence moral decision-making. (AC 1.5) Appraise different ways and approaches organisations can take to measure financial and non-financial performance. (AC 3.1) Explain how people practices add value in an organisation and identify a range of methods that might be used to measure the impact of a range of people practices (AC 3.2) You should relate to academic concepts, theories and professional practice throughout your report to ensure that your work is critical and informed by using key academic texts, articles and relevant publications. All cited references used should be correctly acknowledged and presented in full in a bibliography at the end of your report. Task Two – Quantitative and qualitative analysis review By way of exemplifying the importance of decision-making strategies and how these can be used by people practitioners to solve people practice issues, your manager wants you to illustrate to the audience how the people professional department interprets different types of data to inform sound decision making. Completion of these two activities will address the following: With reference to a people practice issue, interpret analytical data using appropriate analysis tools and methods. (AC 2.1) Present the findings for stakeholders from people practice activities and initiatives. (AC 2.2) Make justified recommendations based on evaluation of the benefits, risks and financial implications of potential solutions. (AC 2.3) Presented below are two sets of data. Firstly, review the absence data that is presented in Table 1 and provide analysis of it to show: trends across departments absence by type absence by gender total days lost through absence annual total costs through absence based on a 37-hour working week. Present your finding using appropriate diagrammatical forms and make justifiable recommendations based on your evaluations. Table 1 – Absence data Table 2 gives the rating feedback scores from employees that work for manager A. Provide scrutiny of the applied scores and present written commentary on any themes or patterns that might be occurring and present recommendations based on your findings. Table 2 – Feedback scores Your evidence must consist of: Task One. – Report (2900 words) Task Two. – Quantitative and qualitative analysis review (1000 words) Refer to CIPD word count policy Assessment Criteria Evidence Checklist You may find the following checklist helpful to make sure that you have included the required evidence to meet the task. This is not a mandatory requirement as long as it is clear in your submission where the assessment criteria have been met. Declaration of Authentication Declaration by learner Declaration by Assessor 5CO02 Evidence-based practice Assessment Criteria marking descriptors. Assessors will mark in line with the following assessment criteria (AC) marking descriptors, and will indicate where the learner sits within the marking band range for each AC. Assessors must provide a mark from 1 to 4 for each assessment criteria within the unit. Assessors should use the mark descriptor grid as guidance so they can provide comprehensive feedback that is developmental for learners. Please be aware that not all the mark descriptors will be present in every assessment criterion, so assessors must use their discretion in making grading decisions. The grid below shows the range for each unit assessment result based on total number of marks awarded across all assessment criteria. To pass the unit assessment learners must achieve a 2 (Low Pass) or above for each of the assessment criteria. The overall result achieved will dictate the outcome the learner receives for the unit, provided NONE of the assessment criteria have been failed or referred. Please note that learners will receive a Pass or Fail result from the CIPD at unit level. Referral grades can be used internally by the centre. Marking Descriptors Marking grid and feedback for learner