3CO02 Assignment Example

(AC 1.1)

CIPD (2023) asserts that evidence-based practice is a decision-making approach that facilitates the application of best-appreciated data to achieve a favourable outcome. It is a core professional practice that enables individuals in an organisation to make decisions that are based on facts rather than natural bias, fads, and outdated insights. Moreover, evidence-based practice contributes to the development of a more informed body of knowledge among organisational leaders and professionals, resulting in more reliable and trusted personnel who have a positive impact on the organisation.

Since evidence-based practice has been shown to be successful, it should be largely used in organisations, particularly by people professionals who are entrusted with making decisions that have an impact on employee well-being. For example, in a bid to improve employees’ engagement and productivity, people professionals can leverage evidence-based practice to implement well-being policies and procedures such as flexible work schedules, learning and growth opportunities, and the provision of competitive wages and benefits. These are practices that have been certified to boost employees’ productivity, enhance morale, and reduce turnover (Bonifacio, 2023).

Furthermore, evidence-based practice enables the development of risk management and mitigation plans. For instance, people professionals can apply principle-led plans to identify a problem and monitor and evaluate the risks that threaten to stall the company’s normal operations (Indeed Team, 2023). Evidence-based practice in this case acquires data from the critical incident analysis, providing information on contributing factors and informing measures to improve the situation and prevent future incidents, whether through replicated approaches or newly developed initiatives.

(AC 1.2)

Data encompasses a compilation of quantitative and qualitative information systematically acquired for the purpose of facilitating analysis or serving as a point of reference for organisational practices and procedures (Donelly, 2023). Business data encompasses a range of categories, such as customer and employee data, that serve as a solid basis for critical business processes such as;

Enhanced customer service

Organisations might use customer data that is acquired through surveys to gain a better understanding of customers’ preferences and improve product and service delivery. Additionally, organisations can use customer data to acquire insights that help inform innovation and product development, personalise services, and conduct marketing campaigns (Aragon Research, 2023). Consequently, the company is able to enhance customer attraction and retention and also optimise pricing strategies that help improve the entity’s reputation.

Enhance financial management.

An organisation can use its financial data to effectively manage its cash flow, thereby optimising earnings and revenue. An organisation achieves this by not only reducing its expenses but also enhancing its financial performance (Donelly, 2023). This is due to the company’s enhanced understanding of their spending patterns, making it effortless to manage the resources acquired from sales and the funds allocated towards labour and utilities.

An organisation’s inability to use credible and reliable data can negatively affect the entity’s operations and increase the risk of threats. Additionally, poor quality data can lead to lost revenue, increased risk of lack of legal compliance, and reputational damage (Clover, 2022). For instance, the use of inaccurate customer data can lead to reputational damage for an organisation. This can result from a failure to understand clients’ preferences, hence decreasing customers’ royalty and retention (Robbins, 2021). Moreover, accurate data may enhance an organisation’s risk management efforts by facilitating the identification of possible threats, hazards, and vulnerabilities.

(AC 1.3)

Qualitative Data

Qualitative data pertains to non-numeric, descriptive information that is subject to analysis and interpretation. According to CIPD (2022), qualitative data describes qualities observed in employees. It facilitates the acquisition of information on how and why individuals behave in certain ways. For instance, people professionals can use data acquired from a performance appraisal to evaluate employees’ strengths and weaknesses and also determine their experiences in the organisation. Consequently, the HR professional is able to develop mitigation plans that will help elevate employees’ experiences and also help them improve their skills and expertise through the training and development initiatives provided. Additionally, HR professionals collect qualitative data through various methodologies, including open-ended questionnaires, interviews, and focus groups. Qualitative data helps provide an in-depth analysis of business people and practices; it helps capture customer perspectives and experiences and facilitates the development of operations hypotheses, leading to the development of informed decisions. However, qualitative data is less likely to indicate the cause of organisational problems (Hecker & Kalpokas, 2022). Additionally, the analysis of the qualitative data is complex, labor-intensive, and time-consuming.

Quantitative Data

Quantitative data refers to numerical information that is measured and represented in terms of quantity (John, 2023). Quantitative data may be collected via statistical and mathematical analysis in order to organise, interpret, summarise, and comprehend important organisational patterns. Researchers can obtain quantitative data through observation, surveys, experiments, and interviews (Indeed Team, 2022). Unlike qualitative data, which is subjective, quantitative data is objective and relies on concrete data to provide accurate information. Additionally, quantitative data can be obtained from a large sample size, reducing the risk of bias judgement and also facilitating the graphical presentation of data, providing a clear and comprehensive insight to users. However, quantitative data is limited to numerical figures, potentially lacking context for certain complexity. Additionally, quantitative data increases the risk of inaccurate judgement and the development of an unnatural environment if the data is skewed at the initial phase of data collection (Miller, 2020).

(AC 1.6)

Policies and procedures are official statements that describe the concepts, regulations, and directives that govern an organisation (DMS, 2020). Examples of company policies and guidelines include employee conduct policies, workplace health policies, security and safety policies, and attendance and time-off policies (Symonds, 2023). They provide a structure that workers and experts may consult to comprehend the organisation’s expectations and standards of practice (Business Queensland, 2022). Furthermore, policies implemented inside businesses play a crucial role in guaranteeing adherence to legal and regulatory requirements. For instance, an organisation may adopt a diversity and inclusion policy in order to adhere to the requirements of the Equality Act 2010. This aids in lowering the likelihood of legal litigation and harm to the organisation’s reputation. In addition, policies facilitate the establishment of uniformity throughout the organisation since people base their choices on the prescribed rules. Additionally, they provide guidance for decision-making, enhance service delivery, provide a secure work environment, and promote operational consistency, hence enhancing the company’s success rate (DMS, 2020).

Similar to other implementation procedures within the organisation, the process of implementing policies and guidelines starts with communication, which serves to educate stakeholders about their respective roles and objectives. Additional procedures include instruction, distribution of resources, supervision for achievement, feedback, and assessment. The presence of policies and procedures inside an organisation does not guarantee automatic success. Therefore, it is the responsibility of firm management to ensure that all stakeholders adhere to the established standards in order to prevent any potential disregard for the law.

(AC 2.1)

HR professionals’ job description in creating value in workplaces goes beyond performing and conducting administrative tasks that contribute to overall business success. According to Mallick (2021), HR professionals add value to an organisation when their work has enabled someone to achieve their goals. For instance, creating value involves adopting proactive measures and making informed choices that have a beneficial impact on the organisation, workers, and other stakeholders, including consumers. It also includes enhancing productivity and efficiency and improving the overall quality of the work experience for employees.

HR professionals enhance the organisation’s worth by making principle-led decisions while optimising organisational practices to attain effectiveness. This may include ensuring efficient workforce planning and adopting diversity and inclusion initiatives to enhance the organisation’s image and increase its competitive advantage as an employer of choice.

On the other hand, people professionals also provide value for customers by building a talent pool of highly qualified and proficient individuals. Consequently, they facilitate the acquisition of highly skilled individuals who are innovative, productive, and customer-focused, thereby improving the customer experience in the organisation. Additionally, people professionals create value for customers by designing organisational structures that are in line with the organisation’s goals, objectives, and the goods and services it offers. Professionals may use a functional system as a means to promote employee specialisation, innovation, and creativity. This results in the creation of exceptional goods and services that effectively meet the demands and preferences of customers, fostering their attraction, retention, and loyalty.

Moreover, people professionals enhance the worth of employees by offering training and development opportunities (Johnson, 2022). It helps enhance employee capabilities and increase their opportunities for professional advancement, such as promotion. Furthermore, human resources professionals oversee the allocation of incentives such as merit-based compensation, flexible work arrangements, and acknowledgment programmes, which aim to foster a sense of appreciation and assistance for workers. In the end, it enhances employee work satisfaction and promotes staff retention (Mallick, 2021).

(AC 2.2)

Customer-focused

The organisation’s HR department must create policies and processes that improve customer satisfaction by evaluating their effectiveness. It involves developing a customer-focused approach that is focused on prioritising customer needs first, hence fostering a culture dedicated to building a strong customer base and enhancing customer satisfaction (Veldsman, 2023). It facilitates a boost in client loyalty, enhances retention rates, and helps the entity stimulate more revenue from numerous customer referrals. As a professional, I prioritise the adherence of all stakeholders to customer-centric principles, which include fostering positive relationships, actively soliciting customer feedback to enhance services, and aligning business plans with consumers’ wants and preferences (Indeed, 2023).

Standard-driven Culture

People professionals have the responsibility of sustaining a culture that adheres to established standards. It involves establishing and maintaining a workplace environment that adheres to industry laws and procedures and maintains market standards to ensure the production of quality-standard products. For instance, by maintaining and monitoring a culture that adheres to established standards, I contribute to guiding the organisation away from potential dangers such as financial losses and legal complications. It also facilitates the identification of current vulnerabilities that impact firm operations and the improvement of organisational efficiency.

 References

Aragon Research (2023) The Importance of Customer Data – 7 Key Benefits. Available at: https://aragonresearch.com/the-importance-and-benefits-of-customer-data/ (Accessed: 20 January 2024).

Bonifacio, R. (2023) Prioritizing Employee Well-being: The Key to Business Success – Shift base. Available at: https://www.shiftbase.com/glossary/employee-well-being (Accessed: 20 January 2024).

Business Queensland (2022) HR policies and procedures. Available at: https://www.business.qld.gov.au/running-business/employing/high-performing-workplaces/policies-procedures (Accessed: 20 January 2024).

CIPD (2022) CIPD | People Analytics | Factsheets. Available at: https://www.cipd.org/en/knowledge/factsheets/analytics-factsheet/#three (Accessed: 20 January 2024).

CIPD (2023) CIPD | Evidence-based practice for effective decision-making | Factsheets. Available at: https://www.cipd.org/en/knowledge/factsheets/evidence-based-practice-factsheet/ (Accessed: 20 January 2024).

Clover DX (2022) What are the business risks of poor data quality? Available at: https://www.cloverdx.com/blog/what-are-the-business-risks-of-poor-data-quality (Accessed: 20 January 2024).

DMS (2020) Following Policies and Procedures and Why It’s Important. Available at: https://www.powerdms.com/policy-learning-center/following-policies-and-procedures-and-why-its-important (Accessed: 20 January 2024).

Donelly, P. (2023) Why is data important for your business? Available at: https://www.majesteye.com/why-is-data-important-for-your-business/ (Accessed: 20 January 2024).

Hecker, J. and Kalpokas, N. (2022) What is Qualitative Data? Available at: https://atlasti.com/guides/qualitative-research-guide-part-1/qualitative-data (Accessed: 20 January 2024).

Indeed Editorial Team (2022) Quantitative Data Definition: Methods, Benefits and Examples. Available at: https://www.indeed.com/career-advice/career-development/quantitative-data-definition (Accessed: 20 January 2024).

Indeed Editorial Team (2023a) 8 Strategies To Improve Customer Focus. Available at: https://www.indeed.com/career-advice/career-development/customer-focus-examples (Accessed: 20 January 2024).

Indeed Editorial Team (2023b) Five Key Risk Mitigation Strategies (With Examples) | Indeed.com. Available at: https://www.indeed.com/career-advice/career-development/risk-mitigation-strategies (Accessed: 20 January 2024).

John, C. (2023) How Can HR Departments Use Quantitative & Qualitative Data? Available at: https://smallbusiness.chron.com/can-hr-departments-use-quantitative-qualitative-data-39617.html (Accessed: 20 January 2024).

Johnson, B. (2022) 8 Tips for Becoming a Customer-Centric Organisation. Hubspot.com. Available at: https://blog.hubspot.com/service/customer-centric (Accessed: 20 January 2024).

Mallick, A. (2021) The Role of Human Resources (HR) as Value Creator. Available at: https://sightsinplus.com/hottopic/value/the-role-of-human-resources-hr-as-value-creator/ (Accessed: 20 January 2024).

Miller, B. (2020) 15 Advantages and Disadvantages of Quantitative Research. Available at: https://greengarageblog.org/15-advantages-and-disadvantages-of-quantitative-research (Accessed: 20 January 2024).

Robbins, L. (2021) How Important is Data Accuracy to Your Organisation? Available at: https://bidataintel.com/2021/04/how-important-is-data-accuracy-to-your-organisation/ (Accessed: 20 January 2024).

Symonds, C. (2023) Company Policies and Procedures: Essential Guide – Factorial. Available at: https://factorialhr.com/blog/company-policies-and-procedures/ (Accessed: 20 January 2024).

Veldsman, D. (2023) How HR Can Create a Customer-Centric Culture. Available at: https://www.aihr.com/blog/customer-centric-culture/ (Accessed: 20 January 2024).