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

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Evidence-based practice refers to a decision-making approach in entities which relies on critical thinking and evidence-based research to arrive at decisions. It encompasses using the best available evidence and considering alternative approaches’ potential benefits and risks besides applying sound judgement (Young, 2022). It considers the following models;

Models of decision making

The rational Model of decision making

The Rational Model of decision-making refers to a systematic approach toward problem-solving, which encompasses analysing and weighing alternatives available for a decision. It is commonly applied in evidence-based practice. Its basis is on the assumption that the best decisions are made when organisations consider, weigh and evaluate the best decisions. The Model is inflexible ad restrictive. It also needs to consider softer decision-making aspects such as personal preferences and values. Besides, it is hard to use real-world and complex circumstances as the available evidence to make an unreliable and limited decision (Mahapatro, 2022).

The bounded rationality model

This is a decision-making approach which is applied in evidence-based practice. It asserts that decision-making has limitations in their ability to make decisions based on all available evidence, that they could instead make decisions with limited resources, and that they could be impacted by heuristics and biases (Mahapatro, 2022). Besides, it assumes that decision-makers operate in an atmosphere where they cannot fully understand their decisions’ consequences.

Application of evidence-based practice in people professional practice

Selection and recruitment

People professionals can apply evidence-based practice when selecting job candidates. Through implementing an evidence-based approach, people professionals could apply scientific methods when selecting the best candidates for the entity. The approach could encompass assessing every candidate’s skills, experience, qualifications, and job suitability through tests, interviews, and other approaches. This can assist in ensuring that the entity selects the best individuals for the job and that their decisions are evidence-based (Mahapatro, 2022). For example, Google Company uses evidence-based practice in its recruitment procedure. Google applies a rigorous interview procedure encompassing technical interviews, behavioural interviews and coding challenges. This assists them in evaluating every candidate’s suitability and skills and ensuring that they select the appropriate individual for the job.

Use of analytics to measure employees’ performance

Analytics could be applied to measuring various metrics such as productivity, retention rates and employee engagement. This data could then be applied to informing people about professional decisions, such as creating better training and development strategies r offering more employee support (Mahapatro, 2022). For example, Walmart Company applied analytics for employee performance measurement and identification of improvement areas. The data is then applied to decision information concerning employee engagement, training and development strategies.

References

Mahapatro, B. B. (2022). Human Resource Management. Available at: https://portal.belesparadisecollege.edu.et:8080/library/bitstream/123456789/253/1/24%202010.pdf

Young, J. (2022). Evidence-based practice for effective decision-making | Factsheets | CIPD. CIPD. Available at:https://www.cipd.co.uk/knowledge/strategy/analytics/evidence-based-practice-factsheet#gref

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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
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