5co02 Assignment Example Task One

AC 1.1

Evidence-based practice is a systematic decision-making model that emphasises informed decisions on a robust evidence-based basis alongside effective reasoning (Young, 2022). It involves employing skills encompassing critical thinking alongside analysis for evaluating available data to ensure that the results are defendable to others and have proper justifications. This approach encourages individuals to incorporate the best data available with professional know-how (Young, 2022). It enhanced the choices’ credibility and quality by emphasising evidence-based judgments and applying critical thinking, leading to more responsible and effective decision-making procedures.

Decision-making models

The rational model

This entails a systematic procedure in which decisions are made based on rigorous examination of the available information to optimise the results. Nevertheless, the concept’s drawbacks become apparent in a complicated work atmosphere (Indeed Editorial Team, 2023). For instance, a people professional picking a new training program might face restrictions, including inadequate knowledge of employee learning preferences, diverse skill levels and time limits. The rational approach assumes that ideal conditions seldom exist, leading to judgments that may ignore complicated elements impacting learning efficacy and employee engagement. In such situations, a more adaptable approach, including limited rationality, could be more appropriate for the evolving workplace realities.

Bounded rationality

This is a decision-making approach that considers cognitive limits besides environmental restrictions. Following cognitive constraints, time and information, judgments under the approach strive for adequate instead of optimum outcomes (The Decision Lab). For instance, a people professional applying evidence-based practice could be entrusted with rising employee engagement. Bounded rationality could encompass reviewing the current research on engagement approaches while maintaining time restrictions alongside resource availability. Even if it fails to meet the threshold of being the best answer, the people professional could adopt an evidence-based initiative corresponding with the entity’s restrictions and context.

Application of evidence-based practice

The following are ways in which evidence-based practice can be applied

Recruiting and talent acquisition

People professionals could utilise evidence-based practice in identifying and understanding evidence on various recruiting tactics (Boatman, 2021). For instance, businesses could use data regarding the success rates of different sourcing avenues, including social media, referrals and job boards, in making informed judgments concerning areas to invest resources for an optimal efficacy.

Performance appraisals

People professionals could use evidence-based practice to conduct performance assessments by studying the research on performance evaluation approaches (Boatman, 2021). They could assess the effectiveness of various approaches, such as goal setting and 360-degree feedback, and customise their assessment procedure based on evidence-based information.

Development and training

Decisions on training programs could be guided by evidence-based practice. People professionals could research to determine the training approaches that produce the greatest outcome, considering factors including skill transfer and learning retention (Boatman, 2021). For instance, they may research the best balance of in-person training and e-learning for a particular skill set.

AC 1.2

Porters Five forces

This is a popular analysis tool which assesses an industry’s competitive dynamics. It assesses five vital impacts on an entity: competitive rivalry, suppliers, new entrants, substitutes and buyers (Vaidya, 2022). It offers insights into the industry’s attractiveness alongside potential hindrances by thoroughly assessing the elements. It could detect threats, including replacement products or new entrants, chances, buyer or supplier power and competition intensity for entity diagnosis. The approach gives a comprehensive perspective regarding an entity’s competitive atmosphere. The various aspects it considers help firms comprehend the dynamics determining their sector’s attractiveness. Besides, the framework assists strategic decision-making by identifying critical elements that impact an entity’s sustainability and profitability (The Investopedia Team, 2023). Nevertheless, the model oversimplifies particular circumstances or sectors. Not all the sectors fall into these categories, and the model might not adequately depict the complexity of fast technological growth, globalisation and new disruptive breakthroughs. 


These qualitative analysis tools encompass direct contact with people to get information and insights. They offer deeper comprehension, context-rich facts, and the ability to ask follow-up queries to elicit details. Interviews are advantageous for diagnosing organisational opportunities, difficulties and challenges since they allow stakeholders, workers or consumers to express their issues, share their encounters and recommend improvements (Obsidian HR, 2021). They offer contextual information that could reveal underlying perspectives or issues that quantitative data could overlook. Besides, the interviewers could adjust queries based on interviewee feedback, allowing for deeper investigations on particular subjects (Prasanna, 2023). However, they can be subjective and biased. Biases from the interviewee and interviewer could impact interviews, leading to incomplete or distorted information. Besides, interviews are cost and time-intensive to prepare, implement and analyse, which makes them unfeasible for large-scale data gathering. 

AC 1.3

Critical thinking is the objective assessment, evaluation and synthesis of information, circumstances and ideas to reach reasoned conclusions and judgments (CIPD, 2019). It encompasses the capacity to challenge assumptions, explore optional perspectives and apply facts and reasoning to produce well-reasoned and educated answers or judgments

Principles of critical thinking

The validity of evidence

This core principle deals with the validity, usefulness and dependability of data or information applied in support of conclusions and arguments. Critical thinkers assess proofs’ context, approaches and sources to ensure their reliability and correctness. Valid proof strengthens thinking, permitting informed decision-making alongside the development of well-reasoned and logical perspectives (O’Reilly, n.d.). Critical thinkers encourage intellectual integrity while pursuing reasonable conclusions based on trustworthy and objective information by respecting evidential validity.

I applied the principle when suggesting a new employee wellness program to decrease stress levels. Using the principle, I collected data on productivity measures, absence rates and employee surveys to support the program’s necessity and ensured all my sources were updated and peer-reviewed. By presenting this credible evidence, I increased the credibility of my proposition by emphasising the program’s possible influence on employee well-being and corporate success. The method exhibited critical thinking by ensuring that my plan was based on credible evidence, raising the chance of garnering support and implementing an efficient solution.

Awareness of bias

The principle encompasses the identification of personal biases that could affect judgements and having alertness to potential biases on other individuals’ information sources and viewpoints (Masterclass, 2021). Critical thinkers admit that biases could affect decision-making and thinking. They actively seek various perspectives, scrutinise potential bias sources, and constantly check their cognitive preferences. The concept encourages open-mindedness, objectivity and dedication to base the conclusions on unbiased and trustworthy data, leading to more reasoned and well-rounded outcomes in critical thinking (Masterclass, 2021).

Application of others’ ideas

I applied the principle when a coworker considered creating a new performance assessment strategy during a people professional meeting. I attentively listened to their idea and examined any biases that could impact my opinion against them before objectively assessing the proposal. I promoted an open debate by encouraging the team members to critically explore any biases in the proposed system, which led to a well-rounded assessment. The approach indicated my dedication to spotting biases in other individuals’ ideas, promoting a more objective and inclusive decision-making procedure that considers various points of view and adds to the general success of the team’s aims. 

AC 1.4

De-bono six thinking hats

This is a decision-making approach which facilitates the methodical considerations of various perspectives. It has six hats, each of which symbolises a particular thinking way. The white hat symbolises facts; black is negative/cautious, green is creative, red is emotions, blue is management/overview and yellow is positive (Bhasin, 2020). By wearing every hat consecutively, decision-makers could rigorously investigate a subject, enhancing critical thinking and reducing cognitive biases. This approach guarantees that diverse perspectives are considered, leading to more successful and balanced conclusions. For instance, applying the red hat could expose emotional concerns, but the green hat generates imaginative solutions. The approach helps in making informed, well-rounded judgments by combining several perspectives.

Pros and cons

The six thinking hats model is a structured approach that drives talks, ensuring that several views undergo a thorough examination, which could lead to a more complete judgment. In addition, it decreases bias. By encouraging various thought modes, the model assists the participants in recognising and separating personal biases, leading to more objective decision-making and analysis (Bhasin, 2020). However, the model’s simplicity could oversimplify complicated subjects, which leaves out deeper details. Besides, following a predefined hat sequence could stifle free-flowing talk alongside the natural ideas movement.

Action learning approaches

This is a decision-making framework emphasising learning through action and reflection. It encompasses a group of individuals operating together in solving complicated concerns or making choices (Indeed Editorial Team, 2023). The participants act and reflect on the results before adjusting their methodologies to respond to the new insights. The framework encourages continued growth besides hands-on learning. Entities could apply it to ensure results by fostering experimentation, learning from errors and adapting to actual adaptation. The approach enables the teams to apply various abilities, assess challenges holistically, and collaborate to find successful solutions and promote collective and individual growth (Indeed Editorial Team, 2023).

Pros and cons

Action learning encourages the participants to acquire knowledge by permitting them to acquire practical insights through actual world experimentation, which enhances decision-making abilities and problem-solving skills (Indeed Editorial Team, 2023). However, it is time-consuming following its iterative nature, which makes it inappropriate for time-sensitive judgments. 

Best-fit model

This approach posits that decisions should be made according to a circumstance’s outstanding goals, restrictions and context. It argues for judgments that are tailored to the particular situations. It considers elements including external atmosphere, resources and culture. The approach involves conducting a comprehensive study on the challenge, assessing optional possibilities besides choosing one that best satisfies the outstanding requirements (MBA Knowledge Base, 2021). The model enhances the chances to succeed and acquire optimal outcomes by aligning decisions with the situation, recognising that efficient decision-making deals with appropriateness instead of universality. 

Pros and cons

The approach guarantees that the decisions have contextual relevance, which enhances the opportunity to succeed and adapt to particular circumstances (MBA Knowledge Base, 2021). However, it is subjective, which calls for objectivity maintenance and inclusion in the decision-making procedure.

AC 1.5


This refers to an unselfish care for others’ well-being, even if it insinuates foregoing personal gain. It embodies a noble part of human nature and is critical to moulding moral decision-making (Waters, 2021). Understanding the theory encourages individuals to recognise the value of social responsibility, compassion and empathy in their ethical decisions. It can encourage individuals to favour the greater benefit over their selfish interests, which impacts actions benefiting society. People embracing altruism are more likely to make ethically right decisions that benefit others, developing collaboration and building a just and peaceful community (Waters, 2021). This altruistic consciousness is a guiding principle supporting ethical behaviours and builds a more thoughtful and caring society.

Pros and cons

Altruism encourages individuals to comprehend others’ well-being. This fosters a sense of interconnectivity alongside empathy, which could lead to increased support and collaboration alongside community bonding (Waters, 2021). Organisations or people with ill motives could take advantage of the model. This can encompass taking advantage of others’ kindness for their benefit.


This political and moral framework stresses the community’s responsibility alongside shared ideals in impacting ethical judgments. It stresses the interconnection of individuals within a society and implies that moral judgments should consider the general community’s well-being. Understanding the model assists individuals in making better decisions since it teaches them ways of balancing their interests with the overall good. It encourages comprehension of ways a person’s activities impact the community and fosters responsibility towards others. People could make ethical choices that emphasise community benefit above personal interests through adapting communitarian ideas, building social cohesiveness, and contributing to a more just and peaceful society that values mutual assistance and collaboration (Gotelli, 2015).

Pros and cons

Communitarianism stressed the significance of communal links and shared values, which could enhance collaboration and social ties, generating a sense of belonging and togetherness (Gotelli, 2015). However, balancing social needs and individual desires could be challenging, resulting in ethical difficulties and moral dilemmas.


This refers to an ethical framework emphasising the value of adhering to moral standards and principles during decision-making, regardless of the results. It has the implication that behaviours are acceptable on the basis of their adherence to ethical rules instead of the results they establish (Regoli, 2019). Understanding the approach could assist one in making moral decisions by emphasising moral principles’ universality, honesty and obligation. It encourages individuals to assess their acts’ ethical consequences, regardless of prospective downsides or rewards (Regoli, 2019). People embracing deontological concepts could make morally sound judgments and act according to widely recognised ideals. The strategy promotes ethical conduct, builds trust and contributes to a principled and just society.

Pros and cons

Deontology provides a clear approach for judgment-making on a universal principle basis, enhancing moral consistency and eliminating ethical relativism. Nevertheless, deontology’s thorough commitment to principles and norms might only sometimes accommodate the complicated real-world activities needing trade-offs, resulting in morally challenging conclusions (Regoli, 2019). 

AC 3.1

Financial performance

This refers to examining an entity’s general monetary effectiveness and health in utilising its resources to establish profits and attain its aims (CFI Team, 2021). It entails various measurements alongside indicators that reveal an entity’s ability to produce income, manage stress, reduce expenses, and establish stakeholder value. It can be measured by return on investment and cash flow.

Return on Investment (ROI)

This popular monetary statistic measures an investment’s profitability in relation to its cost. It calculates the percentage of ROI in relation to the initial investment. It is calculated as net profit divided by initial investment multiplied by one hundred (Net profit/initial investment *100). A higher ROI shows superior monetary success since it represents efficient resource allocation to establish profits (CFI Team, 2021).

Cash flow

This denotes the money movement out of and into a corporation over time. It represents an entity’s capacity to earn cash from operations and its liquidity to satisfy financial commitments. Positive cash flow shows more money coming in than going out, showing a powerful financial condition (CFI Team, 2021). An entity’s cash flow could be calculated through tracking its financing, investing and operating operations.

Non-financial performance

This measures an entity’s accomplishments and efficiency in areas without financial relations (Indeed Editorial Team, 2023). It involves assessing customer satisfaction, social responsibility, operational efficiency and environmental impact to measure its general performance and contribution to its stakeholders. 

Customer satisfaction

This vital non-financial performance assesses how efficiently an entity satisfies its customers’ demands and expectations (Indeed Editorial Team, 2023). It can be done through surveys, customer assessments, and comments. Businesses evaluate customer sentiment by utilising tools including NPS, net promoter score, or CSAT, and customer satisfaction score (Indeed Editorial Team, 2023). For instance, a corporation could conduct post-purchase surveys to gauge consumers’ satisfaction with its services or products. Greater customer satisfaction shows that the entity offers value and effectively addresses customer requests. Positive customer encounters could enhance brand reputation, customer loyalty and repeat business. Besides, companies could get insights into their non-financial performance and make needed adjustments to enhance customer associations and general success by evaluating customer happiness. 

AC 3.2

Value refers to the advantages, benefits and worth that an entity’s projects, services and goods bring to its stakeholders (DecisionWise, 2018). It could encompass factors such as satisfaction, utility and quality, contributing to financial gains, market competitiveness and client loyalty.

Contrarily, impact refers to the repercussions, outcomes and effects of an entity’s decisions, activities or initiatives regarding several factors, including stakeholder interactions, environmental sustainability and social responsibility (Waters, 2021).

Ways people practice create value.

Enhanced productivity and performance

Efficient people practices encompass employee engagement programs, skill growth, and adequate training that contribute to enhanced entity productivity and performance. Employees with the requisite expertise and skills may conduct their roles more efficiently, leading to better work quality and increased productivity. Besides, strategies that promote employee recognition, involvement and a favourable work atmosphere assist in boosting motivation and morale (Komm et al., 2021). The enhanced motivation results in better role devotion, enhanced teamwork, and a willingness to go the extra mile in achieving corporate goals.

Acquiring and attracting talent

Investment in excellent people practices, including a supportive work tradition, career growth chances and competitive salary, result in excellent recruitment and retention. Employees are more likely to stay with a firm that acknowledges their contributions and offers chances for growth. This decreased turnover expenses (Komm et al., 2021). Furthermore, excellent comments from pleased employees could assist the firm in attracting new talent. Engaged and skilled employees contribute to knowledge exchange, innovation and an excellent work atmosphere, which establish value through strengthening organisational capabilities and presenting the firm as an employer of choice in a competitive labour market.


Checking and ensuring that goals are attained

Value measurement helps entities determine if their defined goals and objectives are being achieved. Companies could establish whether their plans produce the expected outcomes by reviewing KPIs (key performance indicators) and comparing them to predetermined goals. This process encourages informed decision-making and permits modifications if the objectives must be fulfilled. Besides, it guarantees that resources are effectively allocated to the events that contribute the most to business success, enhancing effectiveness and efficiency (Komm et al., 2021).

Ensuring a people practice contribution

Evaluating the effect of people’s practice efforts on employee performance, happiness, and entity outcomes forms part of value measurement. Entities could assess the effect of people practice strategies on general entity success through quantifying elements, including training efficacy, retention rates and employee engagement (Komm et al., 2021). This data-driven initiative offers insights into the efficacy of various people-focused initiatives, permitting the people professionals to modify their approaches to positively impact the workforce, consequently raising entity performance, employee morale and productivity.

Methods of measuring value

Cost-benefit analysis

This refers to a systematic approach that involves weighing the potential costs and advantages of an action, project and decision (Hayes, 2023). It measures particular actions’ benefits, goods, costs, and adverse effects. Entities could analyse the total costs against the benefits by giving monetary values to such aspects to recognise if the activity has financial sustainability. This analysis enhances decision-making by providing an official approach for determining if the prospective benefits outweigh the expenses, permitting businesses to prioritise strategies that offer the greatest return on investment. 


This is validating a system’s efficacy, dependability and correctness. It entails acquiring evidence, information or data to show that a given outcome or strategy attains the desired requirements or goals (Drouin-Rousseau et al., 2023). Validation guarantees that a process or system consistently generates the needed outcomes and adheres to the applicable standards. It is vital in several industries since it raises the general work’s credibility, minimises risks and prevents errors.

Reference list

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