AC 1.1 Review evidence-based practice and how it’s applied within an organisation

Task 1 – Presentation with presenter notes. Slide deck – max of 10 content slides, plus a front cover slide and references slides (not counted in the slide or word count). Word count of 1,750 +/- 10% applies to the slide notes not the slides.

• AC 1.1 Review evidence-based practice and how it’s applied within an organisation
• Confident knowledge and understanding of evidence-based practice – that it is based on using evidence to make decisions within an organisation. Confident understanding of the role of critical thinking skills in evidence-based decision-making.
• Confident identification of three different types of evidence-based practice that can be used to inform organisational decision-making – i.e. organisational evidence, stakeholder evidence, experts/practitioner evidence (experiential), and consultants.
• Confident understanding of the links between EBP and achieving principles-led judgements and outcomes within an organisation.
• Confident application of evidence-based practice examples to inform principles-led decisions and outcomes for the organisation where relevant. Links to HR clearly expressed.
• Presentation and layout are of a high professional standard in line with the assessment brief.

• AC1.2 Explain the importance of using data, including why it is essential for timely, ethical and accurate analysis and evaluation of personal information
• Confident knowledge and understanding of the importance of using data within the organisation.
  
• Confident understanding of knowledge management approaches (such as the recording, storage, or access of data) used to improve organisational effectiveness. Reference to relevant legislation where relevant (GDPR 2018, Equality Act 2010).
• Confident explanation of how data can be used to influence organisational effectiveness (such as performance, outcomes, culture, internal perceptions, external perceptions).
• Confident examples of data used to improve an organisation’s effectiveness where relevant, evidencing depth of understanding.
• Links to HR clearly expressed. Presentation and layout are of a high professional standard in line with the assessment brief.

• AC1.3 Explain different types of data measurements in relation to the work of people professionals and how these are used to accurately retrieve and collate information to inform decision-making
• Confident explanation of various forms of data (qualitative and quantitative) and types of information used within organisations to enable informed decision-making.
• One example of qualitative and one example of quantitative data measurement used by people professionals.
• Confident examples of data – such as resourcing, absence, performance and reward, turnover, dismissals, L&D skills and competencies, employee voice, engagement, communications, wellbeing, change agendas and policies and practices – that can be retrieved and collated to enable informed decision-making.
• Confident explanation of how data measurements are used by people professionals evidencing depth of understanding. Links to HR are clearly expressed.
• Answers are contextualised with clear workbased examples. Presentation and layout are of a high professional standard in line with the assessment brief.

• AC 1.5 Explain how the application of agreed procedures, policies and sources of evidence helps to make choices and informed decisions
• Confident range of reasons or examples for how the application of agreed procedures, policies and sources of evidence helps to make choices and decisions within an organisation.
• Confident range of reasons or examples of the different policies and procedures that support and drive a customer-focused strategy.
• Confident range of reasons or examples of various sources of evidence – such as managers, staff, spreadsheets, databases, electronic counting systems – that can be used to inform sound decision-making.
• Answers are contextualised with clear workbased examples.
• Links to HR are clearly expressed.
• Presentation and layout are of a high professional standard in line with the assessment brief.

• AC 2.1 Explain the range of customers and stakeholders with whom people professionals work and the role that influencing plays in creating value for them
• Confident explanation demonstrating knowledge and understanding of the range of customers and stakeholders that people professionals work with (e.g. internal: shareholders and employees; external: customers and suppliers).
• Confident examples of at least one internal and one external customer/stakeholder provided.
• Confident explanation of the role that people professionals play and how they influence and benefit stakeholder fulfilment.
• Links to HR are clearly expressed.
• Answers are contextualised with clear workbased examples.
• Presentation and layout are of a high professional standard in line with the assessment brief.

• AC 2.2 Review the concept of creating value as a people professional and the significance for people, organisations, and wider stakeholders
• Confident knowledge and understanding of the concept of creating value in an organisational setting.
• Confident understanding of how people professionals create value and the significance for people, organisations, and wider stakeholders.
• Confident knowledge and understanding of the importance of maintaining the value of the organisation’s products and services for its customers
• Confident knowledge of how the core ethics and principles that guide organisational goals promote competitiveness in the market.
• Confident understanding of how stakeholder returns can be maximised.
• Confident knowledge of how organisational values promote employee engagement.
• Links to HR are clearly expressed.
• Answers are contextualised with clear workbased examples.
• Presentation and layout are of a high professional standard in line with the assessment brief.

• AC 2.3 Explain how social media can enhance working practices internally and externally, including the associated risks.
• Confident explanation of how social media channels and platforms can support and encourage collaboration and internal and external communications opportunities between employees.
• Two confident examples of different types of forums or platforms available for information and idea sharing.
• Confident explanation of how social media can promote engagement, morale, and inclusion
• Confident knowledge and understanding of the risks associated with social media usage such as electronic bullying, cyberstalking, trolling, intimidation, phishing, authenticity, and security issues.
• Links to HR are clearly expressed. Answers are contextualised with clear work-based examples.
• Presentation and layout are of a high professional standard in line with the assessment brief.

• AC 2.4 Explain how working as a people professional benefits other people in an organisation
• Confident explanation of how working as a people professional benefits other people in an organisation.
• Confident knowledge and understanding of how the work of people professionals can support open cultures and promote a climate of commitment and trust.
• Confident knowledge and understanding of the work of people professionals in curating current good practice, providing expert opinion, and professional advice
• Links to HR are clearly expressed.
• Answers are contextualised with clear workbased examples.
• Presentation and layout are of a high professional standard in line with the assessment brief.

• AC 2.5 Summarise ways in which you can be customer-focused, and standards driven in your own context
• Confident summary of ways that you can be customer focused.
• Confident knowledge or understanding of the importance of achieving and maintaining a customer-focused ethos.
  
• Confident summary of ways to apply and maintain customer service standards.
• Answers are contextualised with clear workbased examples
• Presentation and layout are of a high professional standard in line with the assessment brief.