Table of Contents
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.
Must Read:
