Introduction to 5CO02
Learners pursuing this unit get insight into the use of qualitative and quantitative data to provide evidence. The evidence is significant in enhancing good decision-making and appropriateness in promoting organisational success and development. Effective decision-making at work improves people practices and creates organisational value.
This unit will help learners understand;
- Application of the evidence-based concept and learning of the tools used to diagnose problems, challenges, and opportunities.
- The principles of ethical thinking and assess how moral views will influence decision-making.
- Key insights and analysis tools and ways will be coated, and you may measure the benefits, risks, and monetary implications of solutions aimed at rising folks applying problems.
- The measure of people practice contributions to analysing findings and scrutinising the data systems that effectively improve organisational decision-making.
This unit aims at helping the learners understand;-
Strategies essential for effective decision-making and critical thinking
Students learn to evaluate the ideas used in evidence-based practice. Learners will be able to understand how these ideas can be applied in people practice decision making. The concept of evidence-based practice can be achieved by making decisions based on effectual thinking, reasonable evidence, and justifiable decisions. There are various decision-making models, including rational models, individual vs team decision making, bounded rationality, group polarisation, and groupthink. Learners will understand what the application of evidence-based practice is. This involves professionals’ roles in carrying out effective selection and interpretation of evidence and how to carry out practical analysis of organisational solutions and issues. Learners study the critical review of theories and opinions, analyse evidence from various sources, come up with a conclusion and fare judgements, ways of development and testing of own arguments and conclusions.
Learners gain an understanding of how to analyse organisations using different tools and methods. Learners will understand how they can be used to identify organisational problems, challenges and opportunities. There are various analytical tools used in different areas of people practice. They include environmental analysis tools such as Porter’s five forces analysis, mainly used in analysing an organisation’s competitive environment. The force field analysis is mainly used to take action after the root cause is identified. Learners gain insight on strategic review mainly for identifying new value-creating opportunities in an organisation and future state analysis for identifying the organisation vision. The Ansoff matrix analysis, fishbone analysis, root cause and effect analysis, critical situation analysis, balanced scorecard, target operation analysis and McKinsey 7S are also tools students will learn. They will understand various methods used like holding interviews, job analysis, filling in questionnaires, observations, sampling of work done, examining organisational metrics, and comparing with other organisations.
The unit describes the principles applied in critical thinking. Learners will understand how this can be used to self and other’s ideas. The principle of critical thinking may include reasonable argument or objective, rational thinking, questioning and analysing the validity of evidence sources and awareness of conscious or unconscious bias. Learners will understand how they can apply their own and other people ideas and incorporate them when making decisions. They acknowledge various methodologies and approaches and learn how to apply the clarity of expressions and differentiate between reality and suggestions. They learn how to create awareness of personal issues and rumours, not presume information, take control of incomplete and twisted information, and test conclusions.
Learners gain insight on analysing ways in which various ethical perspectives can influence decision making. Learners will understand ethical perspectives and theories such as communitarianism and utilitarianism. They will learn ethical values like fairness, democracy, honesty and equality; ethics and business; ethical dilemmas, and results. They will learn of the influences of decision making, samples of ethical dilemmas and expected results. They learn how different opinions can influence certain decisions, various ways of dealing with capability and performance-based issues, ethical values, compassionate and punitive responses concerning work, the impact of ethics on leadership style, management and organisational culture.
Impact of effective decision-making on solving people practice problems
Learners get an understanding of how to use the appropriate tools to interpret analytical data. Learners will understand how to interpret raw data gathered from analysis such as the patterns, the root cause, effects, the trends, any further questions and themes used.
Students become knowledgeable in analysing all relevant evidence essential for recognising key insights into people practice issues. Learners will understand all the evidence obtained from statistical data, evidence from processes like records of error, complaints and documentation processes. They also learn of evidence from the outcomes, evidence from unmet requirements like consultation outcomes, change and need analysis, critical path analysis outcome, affected parties views and contributions.
Students understand the various decision-making processes that can be used to identify a potential solution to specified people practice issues. These decision-making processes include; future stride, formulation of problem outcome, action learning approaches, and the ideal situation.
The unit gives grounds for decisions depending on evaluating the benefits, risks and financial significances of possible solutions. Learners will understand benefits such as improved productivity, enhanced customer engagement, goals and objectives achievements, improved metrics and organisational awareness, improved organisational culture, and improved financial data and learning and development data.
Impact and value of people practice in an organisation.
The learning objective helps learners identify the various ways that organisations use to measure financial and non-financial performance. The methods include gross and net profit, organisational cash flow; business revenue; business investments return; organisation productivity; organisation scorecard, major performance indicators, legal compliances; shareholders benefits and feedback; customer satisfaction; legal service agreement.
The unit examines the significant systems and data generally used to advise people practice regarding people’s performance calculators and work measures. The systems used in presenting and analysing data include performance charts and tables, and graphs. Students learn how to use qualitative data and quantitative data and present information in business reports. They also understand the essentiality of organisation briefings, performance calculations presentation, use of organisation data, HR systems and use of specified datasets such as recruitment data, compliance data, reward data, learning and development data and financial data.
Learners gain insight into collecting significant discoveries for shareholders from people practice initiatives and activities. Learners will be able to understand how key findings are collected. They will learn the formats used in presenting findings evaluation and presenting data. Such formats include graphs, diagrams, tables, charts and stakeholder’s interests’ reports. They will also learn people practice activities such as recruitment exercises, change initiatives at work, recruitment exercises, learning and development initiatives.
Learners gain knowledge on how to assess the value and importance of people practice through different methods. Learners will be able to: define and explain the concept, impact and value of people practice; explain how people practice adds value. People practice impact can be short or long term, negative or positive, and direct or indirect. Learners will be able to understand the various reasons for measuring value and impact. These include: ensuring that there is a good people practice contribution; to assess and ensure that all organisational goals and objectives are met; for justification of people practice spend; to identify other future needs; to allow informed organisation decisions; to identify any gaps; to continually improve on people practice activities. Various methods can be used to achieve this, such as evaluation using evaluation models and evaluation methods such as analysing scope and criteria in evaluation, evaluation tools such as data and survey, type of information and evidence provided for evaluation, cost-benefit analysis and doing validation.
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