(Solution) CIPD 5C002- Evidence-Based Practice
Solution
Briefing Paper- Part One
AC 1.1 Concept of evidence-based practice
Definition- An Evidence-Based Practice (EBP) is a decision-making strategy which includes critical evaluation of data, organisation case study, stakeholders’ relations and input of professionals. According to CIPD (2025b) this lead to making correct, rational decision which guide organisation to its success.
Evaluation of EBP
The EBP strategies including critical thinking and rational-based decision making are core for people practice functions. By use of critical thinking, objectivity is enhanced for eliminating biasness, critical analysis of any assumption for strong decisions (Clevry, 2023).
For rational decision making, it entails using logic in systematically evaluating entire choices to make most fitting decision and opt for most fitting choice. The outcome of this is increase accuracies and elimination of any form of guessing with stakeholders’ relations prioritising trust.
For disadvantages, critical thinking use in EBP is time intensive and call for investing on major analytical skills which are not always readily accessed. Also, the use of rational decision-making ends up oversimplifying major challenges or ignoring the qualitative factors including emotion of the employees. According to CIPD (2025a), they are not dependent substantially on scope of evidence in place in terms of its quality with poorly available data leading to flaw conclusion.
Application of EBP in People Practice Issues
Resourcing– A major challenge affecting my current organisation is to recruit and select highly specialised experts. By using EBP, it is possible to achieve sound decisions as overall labour market changes are analysed, profiling the candidates and their past experiences/performance. Through critical thinking, appropriate qualifications/certifications are qualitatively evaluated with cultural fitting established by use of qualitative-based information (Sharma, 2024).
In rational decision, resourcing process follows prioritisation of recruitment needs and select most qualified employees fitting organisation objectives.
Learning and Development (L&D)– Post-COVID-19 pandemic, working in my current organisation, the need for blended learning has been a problem. This is due to challenge in clearly identifying the learning needs of the employees. Hence, using EBP, it is possible aligning training initiatives in line with evidence offered and aligned with organisation goals. Using critical thinking, it is easier assessing entire training strategies appropriate and rational decision making while allocating resources appropriately to blended learning (Young, 2023).
Use of EBP-Organisation Issue
Increasing the Customer Satisfaction Level– For the purpose of increasing client’s satisfaction level in my organisation, closure of service-delivery gaps was prioritised. In EBP for instance, the customers feedback is sourced using Net Promoter Scopes. Stuart (2023) also identifies the efficiency of EBP’s scope of services to their population of focus . For instance, by use of critical thinking, the real causative factors of dissatisfaction are established and evidence compared with sourced organisation objectives with a real-time based addressing of challenges encountered affecting satisfaction.
AC 1.2 Appropriate analysis tool and method
Analysis tool- PESTLE Analysis
This is identified by CIPD (2025) being strategic framework used for analysis of different external environment aspects which impact an entity. Through its application, the people practice professionals appreciate their implications externally on structuring of employees relations, organisation practice and decision making.
To diagnose issues, identify challenges and note existing opportunities, the external factors can be put into account. For example, CIPD (2025) identify the use of PESTLE in analysing an organisation for example Saudi Aramco establish on economic trends such as oil and gas costs changes which impact on their operations and competitiveness https://www.cipd.org/en/knowledge/factsheets/pestle-analysis-factsheet/ . Also, the technology advancement including AI influence how the organisation pursues their staff reskilling and also efficient operations. The legislations and regulators changes in entire Middle East inform scope of being compliant to risks hence proactiveness in people practice approaches embraced.
A major advantage of PESTLE analysis tool is being detailed. This offers an opportunity for identifying and consideration of various external aspects assisting in influencing achievement of set organisation objectives. This undertaking is nevertheless time intensive since it calls for immense research and professional data input. Further, Ideascale (2023) identify the tool as capturing external environment aspects hence demanding progressive monitoring for maintaining effectiveness during rapid changes and opportunities https://ideascale.com/blog/what-is-pestel-analysis/ .
Analysis method- Exit Interviews
This is defined in CIPD (2024) as qualitative-based analysis method pursued to gather data and information from an employee who is parting ways with an entity https://www.cipd.org/uk/get-involved/events/2024/12/retention–is-it-too-late-when-we-get-to-the-exit-interview/ . The rationale of this is acquiring information regarding to how they have been experiencing working in the organisation and what necessitated their exit. Also, the culture aspects of an organisation are identified.
The method is appropriate to recognise and diagnose issues, challenges and opportunities in modern organisations. For example, Mohdzaini (2021) identify the exit interviews in my organisation as being relevant for evidencing trends which recur including many hours at work, lacking career growth opportunity and insufficient support strategies https://www.cipd.org/en/knowledge/bitesize-research/retention/ . The sourced feedback assists people practice professionals in sourcing the appropriate strategies and initiate target-based intervention. According to CIPD (2025), the examples of this entail modification of the structural changes and enhancing career growth strategy https://www.cipd.org/uk/knowledge/factsheets/evidence-based-practice-factsheet/. Further, the relevance of the model is noting on available opportunities to enhance staff satisfaction inclusive of implementation of work-life balance strategies.
The advantages of using the exit interviews entail being direct in giving insights which can be acted upon from the staff. The people practice professionals acquire insights which they use to manage organisation issues leading to turnover or lower engagement (CIPD, 2024) https://www.cipd.org/uk/get-involved/events/2024/12/retention–is-it-too-late-when-we-get-to-the-exit-interview/.
For disadvantages, there is a likelihood of biasness emerging which limit its success. This is in an event the employees leaving end up exaggerating grievance encountered or failing in being honest to issues encountered.
AC 1.3 Principles of critical thinking
Main Principles
Critical thinking Is the capacity to think in a clear and evaluating in an objective manner presented ideas, opinion and arguments of engaged individuals (Sieck, 2021) https://www.globalcognition.org/critical-thinking-in-decision-making/ .
The examples of principles are clarity, logical, evidence-supported reasoning, open-mind and reflective-based reasoning.
For clarity,
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