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Evaluation of EBP

In people practice, application of EBP assists in effective decision making. According to Briner (2019), this is by ensuring decision making is anchored on data, improving the link of the decisions and organisation SMART objectives hence positive outcomes. In critical thinking, EBP factors make sure people professionals evaluates holistically all issues for eliminating biasness and making critical decision.

For the cons, EBP is time intensive and complex particularly when being used by unexperienced people professional practitioners (CIPD, 2024a). Also, the application of evidence from various sources increase value in making decisions by generating diverse views and holistic approaches. The outcome of this is what Rousseau (2020) identify as sourcing and analysing numerical data, perceptions and best practice in this area. Besides, the use of multiple data source could be overloading the information or conflicting data in place hindering successful decision making.

Application of EBP for People Practice Issues

Learning and Development (L&D)–  By using the EBP, it is possible for L&D teams to identify learning needs for staff. According to CIPD (2024b), this is by performance appraisals, assessing skills and feedback surveys. The evidences which is employed include different courses completion, employees engagement rates and ROI of previous learning initiatives. The outcome of this is provision of L&D programs which are aligned with organisation needs. Working in Saudi Aramco for example, by using EBP, need for innovation and technology in organisation operations inform L&D initiatives.

Resourcing– As part of recruitment and selection, EBP is employed in initiating effective decisions informed by data-based market research. According to De Fruyt (2019), this is through an identification of skills-workforce differences, total rewards and how compatible they are. The EBP leads to generation of psychometric assessments, well-structured interviews and past recruitment processes for selection of qualified employees.

Also, Abdalla Hamza et al. (2021) note that using the trends in industries and internal data analysis lead to effectiveness of workforce planning where an entity expectations and future workforce needs are established successfully.

Application of EBP in an Organisation Issue

EBP application is relevant for improving decision making contributing to an increased employee engagement. According to De Fruyt (2019), this is due to the application of research findings and feedback sourced from stakeholders. The application of critical thinking guide assessment of engagement survey findings, exit interviews and feedback from focus groups for establishing the major cause of issues. Lu et al. (2022) identify some of the issues including ineffective communication and lacking recognition. A comparison of the engagement levels with industrial standards provide an opportunity to appreciate engagement scope. Also, through sourcing of data from different sources such as staff performance and absenteeism data, people professionals are in a position of initiating interventions. In my organisation for example, these are recognition strategies, skills development and remote working approaches. The data for instance is identified in Abdalla Hamza et al. (2021) to be relevant for gaining feedback hence informing areas of improvement and development.

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PESTLE represent Politics, Economic, Social, Technology, Legal and Environment factors impacting organisations (CIPD, 2024c). The relevance of this tool for people practice professionals is to diagnose different trends, skills-jo mismatch and risk of compliance evident in external impacts. According to Battista (2024), different economic factors have an impact on availability of funds for resourcing, technology in capacity development. Also, by use of the tool, it becomes possible to identify different changes in economy impacting workforce policies in place and budget.

Further, by use of the PESTLE analysis tool, it is possible to note the issues in various social factors including trends socially and technology growth such as AI informing adaptation of diverse workforce teams.

Also, for opportunities, using PESTLE analysis assists to understand markets awareness, technology growth and appropriate economic policy to be capitalised on. According to CIPD (2023), these are intended to enhance new talents and skills growth. The limitations nevertheless include over-reliance with the factors impacting data accuracy. Also, it prioritise on macro-environment aspects with a likelihood of ignoring competition. Another limitation is being broad in terms of its focus with no elaborate objectives focused.

Selected Analysis Method (Exit Interviews)

This represent a qualitative approach used by people practice intended to understand reasons employees leave their employer. According to CIPD (2017), this is by identifying intentions for leaving, experienced and views in regard to their organisation. The outcome of this is diagnose problems, issues and opportunities. According to Mannermaa (2024), the focus areas include satisfaction in their roles, management relations and culture issues.

By use of exit interview, problems are identified including turnover, reduced opportunities for growth and inappropriate working conditions. Further, challenges identified include lacking effective leadership and ineffective communication strategies leading to staff exit.

For challenges, exit interviews are an attribute of their designing and use. The pros entail obtaining appropriate feedback from different participants, encourage open-based interaction with feedback appropriately used with improvement strategies recommended. As evidenced in CIPD (2023), less costs are incurred with process versatility high. For cons, they entail information distortion with the feedback sourced ineffective owing to potential of lack of clarity.

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The main principles entail clear, logic, consistent, precisive, accurate, relevant and fair. According to Mannermaa (2024), embracing critical thinking lead to a successful evaluation of the link of different concepts and posing questions in regard to topic appreciation. By being logic, conclusions generated characterised with validity, factual and zero assumptions made. According to CIPD (2018), with precision ensuring arguments are simplified hence not confusing. An accurate and relevance data is significantly valid and linked to the situation at hand. Fairness has a potential of enhancing inclusion with prejudice reduced. All these principles ensuring systematic reasoning for initiating appropriate decisions and solve challenges (CIPD, 2024).

Application to Individual Ideas

In analysis of likely change in my organisation HR policy which is the flexible working strategy, critical thinking is applicable. According to Chatfield (2022), it guide to analyse and source feedback and employees performance metrics. I am in an appropriate position of establishing the employees demands for flexible working. I reviewed all raised assumptions on the likely disruption and a reflection of the implication incurred to other entities.

After pursuing an in-depth literature in area of work-life balance and performance, I initiated recommendations for an outcome which would enhance staff and organisations. After engaging senior leadership teams, I was in a position of logic and effectively supported proposals for altering prevent phenomenon. The outcome of this is achieving coherence, appreciation and informed with factors enhancing appropriate decision making.

Application on others ideas

A time we were in a discussion with a colleague for redesigning onboarding strategy. I was able to embrace critical thinking for analysis of how feasible it is.  In line with Khandelwal and Mehta (2023), I posed queries in sourcing further information on decision and information evaluation such as commenting on fresh staff and completion levels in onboarding strategy.

My suggestions entailed sourcing for more data for supporting my proposal as it was insufficient in cost-benefit analysis of proposal. This assisted me in reasoning with them well and positive engagements, integrating ideas and ensuring good reasoning., maintained an appropriate discussion, idea developed and ensured appropriate reasoning. In line with CIPD (2023), this assisted to create harmony on how they relate and promoted how they understanding with opinions prioritised.

Critical thinking approach on rational and objective debate

As part of critical thinking, being rational and objectivity informed by points of arguments are informed by data and appropriate reasoning. According to CIPD (2017), this assists the different players to analyse points of arguments in a critical and rational manner as opposed to anchoring them on how they feel or prejudice. A case example is where part of the discussions surround how feasible a capacity development initiative is. The outcome of this is maintaining the discussion on a result-based goals including L&D and returns on investment (ROI).

The use of critical thinking evaluate various stereotypes, offer an elaborate understanding of ambiguity and supporting areas of discussions based on facts (CIPD, 2023a). This promote equity by calling upon diverse points for effective decision making amongst the teams rationally and consistently with an entity objectives.

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