(Solution) LEORON Institute 5CO02 Evidence-based practice

Solution

Task One- Questions

1.1 Concept of evidence-based practice (EBP) and provide two examples of where Technivara could use it to ensure sound decision-making in people practice.

 Evaluation:

Evidence-Based Practise (EBP) is a critical process of decision making that combines organisational information, professional, stakeholder views, and external findings (CIPD, 2023). It goes beyond the custom and makes the decisions quantifiable, visible and business-driven. EBP benefits are minimising risks of poor decisions, enhancing efficiency and enhancing connexions between people practises and organisational performance. In the case of a developing company like Technivara, it will guarantee that individuals’ plans directly promote the growth objectives. The disadvantages, however, are that investments must be made in data collection systems, some leaders may fail to accept the emerging methods since they are accustomed to the old ones, and it may be difficult to balance hard data against context.

Example 1: Using EBP in the Recruitment of Engineers:

Technivara produces highly valued parts in electronics and automotive industries and that is where the skilled engineers are needed. The recruitment process now is paper-based and it might not show which approaches attract best employees (VQ Solutions, 2024). Through implementation of EBP, Technivara would be able to monitor such data as the most prolific job boards or universities and compare the retention rate of various source hires. As an example, it can be supported by the fact that those engineers who were recruited based on the specific university partnerships, not only accept the offers more quickly but also spend more years with the company than the engineers who were recruited as a result of generic online advertisements.

Example 2: Using EBP in Retaining Skilled Technicians

Retention is critical when dealing with companies such as the medical and computer component industries, where product knowledge requires years to be developed. Currently, Technivara does not have much information on the drivers of employee turnover. With the introduction of structured exit interviews and turnover data analysis, the company would be able to define the particular retention risks. To illustrate, it might be found out that qualified technicians are quitting because they do not get enough promotion. This should be cross-referenced with what industry research has found on retention, and the retention rates are found to increase due to development programmes and internal promotions (Amy-Cutbill, 2024). Based on this evidence, Technivara may implement a formal career ladder among the technicians to cut the turnover expenses and maintain the expertise that is most important to sustain the quality of the products.

1.2 Appropriate analysis tool and one appropriate analysis method that Technivara might apply to recognise and diagnose issues, challenges, and opportunities….

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