3co02 Assignment Example

3co02 explores how people professionals navigate both simple and complex decisions in their roles. It emphasises the importance of using a wide array of analytics and evidence to rationalise and improve workplace practices and situational decision-making, ultimately creating value.

Task One

Assessment Questions

AC 1.1 Explain what evidence-based practice is and how it might be applied within an organisation

Example:

Evidence-based practice is defined as the consistent use of the best current evidence in organisational decision-making. This evidence can include empirical data, expert judgments, internal organisational information, and stakeholder values (CRF, 2024). Significantly, evidence-based practice can be applied within organisations in various ways, as described below.

AC 1.2 Explain the importance of using data in organisations and why it is necessary to ensure that data is accurate when determining problems and issues

Example:

Data is defined as the collection of facts, statistics, and information for reference or analysis. Utilising data in organisations is crucial for promoting informed decision-making (Vaughan, 2019). It provides valuable insights into organisational performance, customer behaviour, market trends, turnover rates, and absenteeism rates. By analysing this data, organisations can make effective decisions that yield positive business outcomes, rather than relying on intuition and guesswork. Conversely, failing to use data results in ineffective decision-making due to assumptions and biases, leading to suboptimal outcomes, wasted resources, and missed opportunities.

AC 1.3 Explain the different types of data measurements used by people professionals

Example:

Qualitative data

People professionals in organisations utilise qualitative data, which is descriptive and focuses on qualities and characteristics. Qualitative data is presented in non-numeric forms, such as text, images, audio, and video recordings (Grand Canyon University, 2023). It is collected through methods like interviews, observations, focus groups, and open-ended surveys. This type of data is used in organisations to identify patterns, themes, and meanings.

AC 1.6 Explain how the application of agreed policies and procedures informs decisions

Example:

Policies and procedures in organisations are critical for guiding decision-making. They provide a framework that people professionals can use as a benchmark when making decisions (Hanah, 2022). Additionally, they standardise practices, inform individuals about expected behaviours, and ensure consistency across all levels of the organisation. Policies and procedures are integral for establishing standards and expectations, detailing how tasks should be performed, setting guidelines for actions, and outlining the desired behaviours professionals should demonstrate. For example, an organisation’s policies might require individuals to exhibit integrity, professionalism, and accountability.

AC 2.1 Explain how people professionals create value for people, organisations and wider stakeholders

Example:

People professionals add value to organisations by managing recruitment and talent management efforts. They create strong employee value propositions to attract and retain talented employees (Perrin, 2022). Additionally, they ensure effective employer branding and identify the most appropriate recruitment and selection methods, leading to the hiring and retention of top talent. People professionals also oversee succession planning by identifying high-potential employees for promotion to senior positions, thereby mitigating risks associated with talent gaps and turnover.

AC 2.2 Summarise the ways in which you can be customer-focused and standards-driven in your own context

Example:

As a people professional, I can be customer-focused by engaging key stakeholders in the organisation, such as employees, to understand their needs, concerns, and expectations. This approach allows for tailoring human resource management policies, programs, and strategies to address these needs and preferences, enhancing employee engagement, satisfaction, and retention. Additionally, I can adopt a service-oriented mindset by leveraging feedback from both internal and external customers. For example, customer feedback can be used to improve organisational processes and products, ultimately enhancing customer satisfaction (CIPD, 2023).

Task Two

Assessment Questions

In section two, you are required to provide a practical example of how the People Practice team analyses, interprets, and presents data findings using various diagrammatic formats.

AC 1.4 Table 1 above displays the number of employees who left the organisation over a year. You are required to perform the following calculations to interpret the data

• Calculate the total number of leavers and show the different reasons for leaving as percentages.
• Determine the average length of service for each team and rank these in ascending order.

AC 1.5 Present your findings using two different diagrammatic formats to ensure clarity for end users. Based on your analysis, comment on any issues revealed by the data and recommend potential solutions

Example:

The pie chart above depicts the number of employees leaving the organisation and their reasons for turnover. The data shows that 67% of employees left due to resignation, making it the most common reason. The second highest cause, accounting for 11% of turnover, is ill-health. Other reasons include maternity leave with no return (4%), summary dismissal (5%), failed probation, and redundancy (each 2%). The evaluation highlights that resignations and ill-health are the primary reasons for employee turnover. This trend could indicate a poor workplace environment where undefined working hours lead to overwork and poor well-being, prompting employees to seek better opportunities elsewhere.

Must Read:

• 3CO02 Principles of Analytics
• 3CO02 PRINCIPLES OF ANALYTICS ASSIGNMENT GUIDELINE