Evidence Based Practice for Effective Decision-making
Evidence-based practice (EBP) is the systematic implementation of scientific methodologies, data analysis, and research to inform organisational decision-making (Boatman, n.d.). The CIPD has identified several critical measures that a people professional can take to incorporate evidence-based practice into their decision-making. These steps include reading through research, collecting and analyzing organisational data, reviewing published data, piloting new interventions, sharing gained knowledge, and finally, applying critical thinking (Young, 2024).
Advantages of Evidence Based Practice
- It promotes the understanding of workers’ needs and behaviors, thus enabling the development of methods that improve employee satisfaction, engagement, and performance (Boatman, n.d).
- It empowers HR practitioners to make decisions grounded in facts and research rather than mere intuition, enhancing the likelihood of success and alignment with organisational objectives.
Disadvantages of Evidence Based Practice
- It may elicit resistance from management and staff due to its challenge to conventional methods (Boatman, n.d.).
- It is both time-consuming and expensive.
Approaches to Evidence Based Practice
The utilization of rational models, critical thinking, and group decision-making are among the numerous evidence-based practice methods. The following methods are examined in detail;
Group decision making Model
The process of group decision-making involves a group of individuals collaborating to establish a shared perspective, typically through the application of consensus. The group may devise a system to facilitate making consistent determinations on numerous occasions, or these decisions may be one-time events. Luthans et al. (2021) have proposed an approach that involves comparing various alternatives and reaching a conclusion based on objective evidence, research, and facts. The use of group decision-making may be advantageous for any decision that affects multiple groups. The advantage of group decision-making is its capacity to offer more profound insights into solutions as a result of its diverse viewpoints.
Furthermore, group decision-making is an effective way to achieve stakeholder buy-in, as it allows various stakeholders to engage in the decision-making process. (Luthans et al., 2021). In addition, the procedure mitigates the likelihood of individual cognitive biases in decision-making. While group decision-making can bring diverse perspectives to the table, it also comes with the potential pitfall of groupthink. This phenomenon can stifle creativity and innovation, leading to a more uniform approach that may not fully explore all the possibilities. In addition, it is increasingly intricate to administer.
Rational Model
In order to achieve the most effective outcome, the rational model emphasizes logical and systematic processes (Uzonwanne, 2023). The rational model approach in people’s practice emphasizes the use of logical, structured, and evidence-based decision-making to address organisational issues. The model’s objective is to eliminate emotion from the decision-making process and instead resort to logic in developing a solution to a problem. In order to facilitate decision-making, the methodology involves the assessment of numerous alternatives or possibilities through the use of unbiased research, factual information, and other data. The rational decision-making process involves the following steps: 1) the definition of the problem and 2) the research and ideation of potential solutions. 3). evaluating the potential outcomes of the solutions, 4). Selection of the optimal solution, 5) application, and 6) review (Uzonwanne, 2023). This strategy can be advantageous in that it eliminates bias, emotions, and any errors that may impact decision-making. However, it is quite time-consuming and costly. Additionally, it does not fit decision-making that requires urgent solutions.
Evidence Based Decision making in People Practice
Application to workforce planning
These two strategies may effectively address organisational challenges such as low employee morale and productivity. Suppose an organisation identifies that its workforce lacks motivation, which is, in turn, impacting productivity. The rational model can be employed by the people management team to initially determine the reason for the employees’ lack of motivation. Assume that lack of recognition, poor work-life balance, and inadequate managerial support are among the identified issues. Some potential solutions to the issue include implementing monthly bonuses, birthday gift vouchers, well-being initiatives, and employee development plans, such as offering half-price tuition for those enrolled in courses and providing coaching and mentoring opportunities. The team determines that, although all of these may be effective, the implementation process may be more effective with feedback from the appropriate stakeholders. Senior management, employees, and others may be approached thereafter. For instance, certain factors may be eliminated, and others may be incorporated into group decision-making. Management may inform the team of the available budget for such initiatives. Consequently, the cost of tuition for each employee who enrolls in a course may not be feasible or within the budget.
