5CO02 1 And 2 details are in the attached files 5CO02 Evidence-based practice Learner Assessment Brief Version 2021. 1 February 2021

5CO02 1 And 2 details are in the attached files 5CO02

Evidence-based practice

Learner Assessment Brief

Version 2021. 1 February 2021

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5CO02 1 And 2 details are in the attached files 5CO02

Evidence-based practice

Learner Assessment Brief

Version 2021. 1 February 2021

Level 5 Associate Diploma in

▪ People Management

▪ Organisational Learning and Development

2

Please write clearly in block capitals.

Centre number

Learner number

Learner surname

Learner other names

Assessor name

Assessor signature

Internal quality assurer name

Internal quality assurer signature

Assignment start date

Assignment end date

Assignment submission date

Assignment re-submission date for

centre marking (only one re-submission

allowed)

Level 5 Associate Diploma

3

5CO02

Evidence-based practice

This unit assignment addresses the significance

of capturing robust quantitative and qualitative

evidence to inform meaningful insight to

influence critical thinking. It focuses on

analysing evidence through an ethical lens to

improve decision-making and how measuring

the impact of people practice is essential in

creating value.

CIPD’s insight

Evidence-based practice is about making better

decisions, informing action that has the desired

impact. An evidence-based approach to

decision-making is based on a combination of

using critical thinking and the best available

evidence. It makes decision makers less reliant

on anecdotes, received wisdom and personal

experience – sources that are not trustworthy

on their own.

It is important for People Practitioners to adopt

this approach because of the huge impact

management decisions have on the working

lives of people in all sorts of organisations

worldwide. Managers have an obligation to find

the best evidence when making important

decisions to strengthen the well-being of their

workers as well as ensuring their organisation’s

success.

Level 5 Associate Diploma

4

Case study

Your company has been invited to submit a briefing paper for a regional People Practice event that

will share insights and good practice on a range of people practice processes and practices. The

topic area that your manager has chosen is ‘evidence-based practice’ and has selected you to

represent the company by creating the briefing paper for the event.

In addition, your manager has asked you to analyse and review three sets of performance data in

readiness for the forthcoming heads of department meeting.

Preparation for the Tasks:

▪ At the start of your assignment, you are encouraged to plan your assessment work with

your Assessor and where appropriate agree milestones so that they can help you monitor

your progress.

▪ Refer to the indicative content in the unit to guide and support your evidence.

▪ Pay attention to how your evidence is presented, remember you are working in the People

Practice Team for this task.

▪ Ensure that the evidence generated for this assessment remains your own work.

You will also benefit from:

▪ Acting on formative feedback from your Assessor.

▪ Reflecting on your own experiences of learning opportunities and training and continuing

professional development.

▪ Reading the CIPD Insight, Fact Sheets and related online material on these topics.

Level 5 Associate Diploma

5

Task One: Briefing Paper

You have been asked to prepare a briefing paper that is to be given to people practitioners at a

regional event, to share insights and good practice. The paper needs to provide understanding of

approaches that can be taken to support effective critical thinking and decision-making within the

HR remit.

Your Briefing Paper needs to:

▪ provide an evaluation of the concept of evidence-based practice and assess how evidence-

based practice approaches can be used to support sound decision-making and judgments

for people practitioners across a range of people practices and organisational issues. (1.1)

▪ evaluate two micro and two macro analysis tools or methods that can be used in people

practice to explore an organisation’s micro and macro environment, and how those

identified might be applied to diagnose future issues, challenges and opportunities. (1.2)

▪ explain the principles of critical thinking and give examples of how you apply these yourself

when relating to your own and others’ ideas, to assist objective and rationale debate. (1.3)

▪ assess at least two different ethical theories and perspectives and explain how an

understanding of these can be used to inform and influence effective decision-making. (1.4)

▪ explain a range of decision-making approaches that could be used to identify possible

solutions to a specific issue relating to people practice. (2.3)

▪ as a worked example to illustrate the points made in 2.3, take this same people practice

issue, explain the relevant evidence that you have reviewed, and use one or more decision-

making tools to determine a recommended course of action, explaining the rationale for that

decision and identifying the benefits, risks and financial implications of the suggested

solution. (2.2 & 2.4)

▪ compare and contrast a range of different ways and approaches that are used to measure

financial and non-financial performance within organisations. (3.1)

It is essential that you refer to academic concepts, theories and professional practice for the tasks

to ensure that your work is supported by analysis. Please ensure that any references and sources

drawn upon are acknowledged correctly and supported by a bibliography.

Your evidence must consist of:

▪ Briefing paper (approximately 2900 words) refer to CIPD wordcount policy.

Level 5 Associate Diploma

6

Task two: Data analysis and review

In preparing for the forthcoming department heads meeting your manager has asked you to

prepare a range of information and interpretations for use at the meeting

Below are two sets of data that have been collected by a 360-degree review for Department ‘A’.

Table 1, is the feedback that has been elicited from employees on their line-managers and table 2

is from the customers that use the services and goods from Department A.

Use one analytical tool to review the two data sets to reveal any themes, patterns and trends (2.1).

Table 1.

360 Feedback from employees on their line-manager

(Department A total of 256responses were received, 32 did not respond).

Agreed that they were positively

supported by their line manager in

the role that they perform.

100 Disagreed that they were positively

supported by their line manager in

the role that they perform.

156

Agreed that performance targets

set by their line manager were

achievable.

45 Disagreed that performance targets

set by their line manager were

achievable.

211

Agreed that the amount of learning

and development that they

received helped them achieve

current and future working

practices.

95 Disagreed that the amount of

learning and development that they

received helped them achieve

current and future working

practices.

161

Agreed that their line manager was

empathetic to my work/life balance.

112 Disagreed that their line manager

was empathetic to my work/life

balance.

144

Agreed that their line manager

actively promotes their self-

development and career

progression.

68 Disagreed that their line manager

actively promotes their self-

development and career

progression.

188

Agreed that the line manager is

approachable.

37 Disagreed that the line manager is

approachable.

219

Agreed that their line manager

avoids bias in attitude and

treatment of people

86 Disagreed that their line manager

avoids bias in attitude and

treatment of people

170

Agrees that their line manager

resolves conflict amongst team

members.

102 Disagreed that their line manager

resolves conflict amongst team

members.

154

Agrees that their line manager

delegates authority and

independence.

6 Disagreed that their line manager

delegates authority and

independence.

250

Agrees that their line manager

communicates reasons for

changes and decisions.

11 Disagreed that their line manager

communicates reasons for

changes and decisions.

245

Level 5 Associate Diploma

7

Table 2.

360 Feedback from customers

(Department A total of 145 responses were received, 256 did not respond).

Agreed that the goods and services

on offer were value for money

101 Disagreed that the goods and

services on offer were value for

money

44

Agreed that delivery of products

and services were timely from point

of sale to delivery.

45 Disagreed that delivery of products

and services were timely from point

of sale to delivery.

100

Agreed that the quality of goods

and services were acceptable

114 Disagreed that the quality of goods

and services were acceptable

31

Agreed that customer services

were assessable and responsive to

all calls.

34 Disagreed that customer services

were assessable and responsive to

all calls.

111

Agreed that all complaints were

dealt with in. a timely and

professional manner

54 Disagreed that all complaints were

dealt with in. a timely and

professional manner

91

Agreed that they the after sales

services were good.

27 Disagreed that they the after sales

services were good.

118

Agreed that their initial enquiry was

handled in a timely and

professional manner.

3 Disagreed that their initial enquiry

was handled in a timely and

professional manner.

142

Agreed that on receipt of goods

that packaging was acceptable in

protecting the goods.

143 Disagreed that on receipt of goods

that packaging was acceptable in

protecting the goods.

2

Agreed that they would

recommend the company to a

friend or business

98 Disagreed that they would

recommend the company to a

friend or business

47

Agreed that the range of products

and services was sufficient to

satisfy their requirements.

31 Disagreed that the range of

products and services was

sufficient to satisfy their

requirements.

114

▪ From this analysis, graphically present your findings using three or more different methods

(3.3).

▪ Identify the key systems and data used within effective people practices, to give insights by

measuring work and people performance (3.2)

▪ Explain how people practices add value in an organisation and identify methods that might

be used to measure the impact of people practices (3.4)

Level 5 Associate Diploma

8

The annual performance reviews for Department ‘A’ last year were scored using a ratings scale

from 6 = high performer to 1= low performer.

Any employee scoring 4 and above received a £400.00 bonus in their monthly pay.

The budget allocation per department for bonuses last year was £75,000.

Figures from Department ‘A’ for last year were:

– 112 employees received a score of 6

– 98 employees received a score of 5

– 35 employees received a score of 4

– 43 employees received a score of 3 or below

▪ Using a variety of measurement tools and techniques and the data provided in tables 1, 2 &

3, explain the likely impact and value of these aspects of people practice currently in place

in Department ‘A’. What other people practice measures might usefully be employed in

Department ‘A’? (3.4)

Your evidence must consist of:

▪ Data analysis and review documents (approximately 1000) refer to CIPD wordcount policy.

Level 5 Associate Diploma

9

Assessment Criteria Evidence Checklist –

Use this as a checklist to make sure that you have included the required evidence to meet

the task. Please enter the evidence title and where it can be referred to. An example has

been provided for you.

Task 1 – Briefing paper

Assessment criteria

Evidenced

Y/N

Evidence reference

1.1 Evaluate the concept of evidence-based

practice including how it can be applied

to decision-making in people practice.

Briefing paper.

1.2 Evaluate a range of analysis tools and

methods including how they can be

applied to diagnose organisational

issues, challenges and opportunities.

1.3 Explain the principles of critical thinking

including how you apply these to your

own and others’ ideas.

1.4 Assess how different ethical perspectives

can influence decision making.

2.2 Review relevant evidence to identify key

insights into a people practice issue.

2.3 Explain a range of decision-making

processes to identify potential solutions

to a specific people practice issue.

2.4 Provide a rationale for your decision

based on evaluation of the benefits, risks

and financial implications of potential

solutions.

3.1 Appraise different ways organisations

measure financial and non-financial

performance.

Level 5 Associate Diploma

10

Task 2 – Data analysis and review

Assessment criteria

Evidenced

Y/N

Evidence reference

2.1 Interpret analytical data using

appropriate analysis tools and methods.

Data analysis and review

presentation

3.2 Scrutinise key systems and data used to

inform people practice in relation to

measures of work and people

performance calculations.

3.3 Collate key findings for stakeholders from

people practice activities and initiatives.

3.4 Measure the impact and value of people

practice using a variety of methods.

Level 5 Associate Diploma

11

Declaration of Authentication

Declaration by learner

I can confirm that this assessment is all my own work and where I have used
materials from other sources, they have been properly acknowledged.

Learner name:

Learner signature:

Date:

Declaration by Assessor

I confirm that I am satisfied that to the best of my knowledge, the work produced is
solely that of the learner.

Assessor name:

Assessor signature:

Date:

Level 5 Associate Diploma

12

5CO02

Evidence-based practice

Assessment Criteria marking descriptors.

Assessors will mark in line with the following assessment criteria (AC) marking descriptors, and will

indicate where the learner sits within the marking band range for each AC.

Assessors must provide a mark from 1 to 4 for each assessment criteria within the unit. Assessors

should use the mark descriptor grid as guidance so they can provide comprehensive feedback that

is developmental for learners. Please be aware that not all the mark descriptors will be present in

every assessment criterion, so assessors must use their discretion in making grading decisions.

The grid below shows the range for each unit assessment result based on total number of marks

awarded across all assessment criteria.

To pass the unit assessment learners must achieve a 2 (Low Pass) or above for each of the

assessment criteria.

The overall result achieved will dictate the outcome the learner receives for the unit, provided

NONE of the assessment criteria have been failed or referred.

Please note that learners will receive a Pass or Fail result from the CIPD at unit level. Referral

grades can be used internally by the centre.

Overall mark Unit result

0 to 23 Fail

24 to 30 Low Pass

31 to 39 Pass

40 to 48 High Pass

Level 5 Associate Diploma

13

Marking Descriptors

Mark Range Descriptor

1 Fail Insufficient demonstration of knowledge, understanding or skills (as
appropriate) required to meet the AC.

Insufficient examples included, where required, to support answers.

Presentation and structure of assignment is not appropriate and does
not meet the assessment brief.

2 Low Pass Demonstrates an acceptable level of knowledge, understanding or
skills (as appropriate) required to meet the AC.

Sufficient and acceptable examples included, where required, to
support answers.

Required format adopted but some improvement required to the
structure and presentation of the assignment.

Answers are acceptable but could be clearer in responding to the task
and presented in a more coherent way.

3 Pass

Demonstrates good knowledge, understanding or skills (as
appropriate) required to meet the AC.

Includes confident use of examples, where required, to support each
answer.

Presentation and structure of assignment is appropriate for the
assessment brief.

Answers are clear and well expressed.

4 High Pass Demonstrates a wide range and confident level of knowledge,
understanding or skill (as appropriate).

Includes strong examples that illustrate the point being made, that link
and support the answer well.

Answers are applied to the case organisation or an alternative
organisation.

Answers are clear, concise and well argued, directly respond to what
has been asked.

The presentation of the assignment is well structured, coherent and
focusses on the need of the questions.

Includes clear evidence of the use of references to wider reading to
help inform answer.

Level 5 Associate Diploma

14

Marking grid

Task two: Assessment criteria Mark 1- 4

2.1 Interpret analytical data using appropriate analysis tools and methods.

3.2 Scrutinise key systems and data used to inform people practice in

relation to measures of work and people performance calculations.

3.3 Collate key findings for stakeholders from people practice activities and

initiatives.

3.4 Measure the impact and value of people practice using a variety of

methods.

Total for this task

Total marks for unit

Task 1 – Assessment criteria Mark 1 – 4

1.1 Evaluate the concept of evidence-based practice including how it can be

applied to decision-making in people practice.

1.2 Evaluate a range of analysis tools and methods including how they

can be applied to diagnose organisational issues, challenges and

opportunities.

1.3 Explain the principles of critical thinking including how you apply these

to your own and others’ ideas.

1.4 Assess how different ethical perspectives can influence decision making.

2.2 Review relevant evidence to identify key insights into a people practice

issue.

2.3 Explain a range of decision-making processes to identify potential

solutions to a specific people practice issue.

2.4 Provide a rationale for your decision based on evaluation of the benefits,

risks and financial implications of potential solutions.

3.1 Appraise different ways organisations measure financial and non-

financial performance.

Total for this task

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