Principles of Analytics: Importance of Evidence-Based Practice, Data Measurements, and Creating Value

This article discusses the principles of analytics, including evidence-based practice, data measurements, and creating value. It explains the importance of using data for organizational improvements and how it needs to be timely, ethical, and accurate. It also explores the range of internal and external customers and stakeholders, and the benefits of providing value to them. Additionally, it discusses how social media can be used to improve communication and organizational practices, and the risks involved.

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Principles of Analytics

Table of Contents
Introduction......................................................................................................................................1
Task 1...............................................................................................................................................1
Define what is meant by evidence-based practice and how it is applied within organisations...2
Explain the reasons why it is important to use data to help assist organisational improvements
and why this data need to be timely, ethical and accurate...........................................................5
Explain two different types of data measurements and information that can be used by people
professionals................................................................................................................................7
Explain how organisational policies, procedures and other forms of evidence can be used to
support appropriate choices and decisions................................................................................11
Explain the range of internal and external customers and stakeholders, that people
professionals work with, and the part that influencing plays within the relationships..............15
Explain what is meant by creating value as a people professional, and identify benefits of
providing value to customers and stakeholders.........................................................................19
Explain how the work that people professionals perform benefits others within an organisation
...................................................................................................................................................22
Explain how social media can be used internally and externally in workplaces to improve
communication and organisational practices, highlighting the risks in a work context............24
Task 2.............................................................................................................................................31
Reviewing set of data.................................................................................................................31
Identifying themes and trends....................................................................................................32
Calculate how many working days are lost in a three-month period for each department based
on the above figures...................................................................................................................33
Estimate the projected average loss of working days over a 12-month period if these rates
were to continue.........................................................................................................................33
Calculate the costs of pay assuming all absentees are contractually paid full remuneration
whilst off sick during the three-month period...........................................................................34

CONCLUSION..............................................................................................................................35
References......................................................................................................................................36
APPENDIX....................................................................................................................................38
Reviewing set of data.................................................................................................................38

Introduction
Task 1
1

Define what is meant by evidence-based practice and how it is applied within organisations
Evidence-based practice
2

Organisational data can be examined by the manager to collect the evidence related to clients,
customers, employee satisfaction and business turnover (Falletta and Combs, 2020). This is
particularly because of the reason that all these feedback of the consumer are treated as evidence
and this will assist company in evaluating the working and managing operations of the company.
thus, this customer feedback is recorded as evidence and is being used in future reference
(Gubbins et al., 2018).
Scientific literature These scientific literature is also being used as evidence based practice by
Verdant Leisure. This is particularly because of the reason that when different scientific
literatures are being used then this provides a good base for the effective analysis of secondary
data.
Stakeholder’s perception including internal and external may also be used by managers of
Verdant Leisure to collect the evidence. This is a good practice because of the reason that
stakeholders work in betterment of the company and views and ideas of stakeholders will assist
3

the company in improving the performance of company. hence, this will provide a good evidence
to the employees in improving the performance of company.
Explain the reasons why it is important to use data to help assist organisational improvements
and why this data need to be timely, ethical and accurate
For the effective working of the data it is essential that proper and clear use of data being
undertaken by the companies (Ghasemaghaei et al., 2018). This is particularly because of the
reason that when the effective data is undertaken by the companies then this results in effective
decision making. Thus, this is the major reason for which it is essential for business to take
proper use of data. Along with this the data also assist the companies in analysing the past trends
and way in which performance of company is being undergoing. Hence, this change and trend
can only be identified with the use of past data and information only.
4

In addition to this, another reason for data being important within the companies is that it will
assist the company in identifying the areas in which company need to improve working. This is
particularly because of the reason that when the data is available then only company can analyse
that whether the performance of company has decreased or increased. Hence, this will be
assistive to the company in analysing the fact that overall whether the company has increased its
performance or not (Mackay, 2017).
5

Explain two different types of data measurements and information that can be used by people
professionals
6

7

Qualitative data
Qualitative data measurement is the technique which can be used by the organisation to present
information that is based on concepts and theories (De Block and Vis, 2019). For instance, the
data relating to qualification of employees can be used in order to analyse that which type of
management role will be suitable to the employees. The reason underling this fact is that when
the management will know the knowledge base of the employees then it will be easier to allot
work to employees.
Quantitative data
Quantitative data is mainly used for analytical measurement of the information or data. The
company will undertake the use of different types of data like the past record of sales. Hence,
this will be assistive to Verdant Leisure as this will improve the knowledge of company that they
can use the data for predicting future sales. This will provide a base to company that how they
have to manage and attain the new projected sales for future period of time.
8

Explain how organisational policies, procedures and other forms of evidence can be used to
support appropriate choices and decisions
9

10

The reason underlying behind importance of human right and diversity management is that this
will assist company in understanding the demographics in better and effective manner. This is
pertaining to the fact that when the human right and diversity management is effectively applied
in business then this will provide a good organizational culture and this will improve working
and motivation level of employees.
All these organizational policies, procedures and other sources are used as evidence by Verdant
Leisure. All these evidence will be used by Verdant Leisure in taking proper and informed
decisions. The reason underlying this fact is that when company creates proper policies then this
will provide a base to company to take proper decision and action. For instance, there is a credit
policy that is all the credit sales need to be cleared in maximum 10 days. Thus, in case any
customer is not paying the amount in 10 days then related actions will be taken by Verdant
Leisure. The policy was made of 10 days and with help of this evidence, company is in position
to take some action against the consumers who are not paying off the payment. In addition to
11

this, also in case there is any misconduct being done by employee at the workplace then this will
also be treated with help of organizational policies. This is pertaining to the fact that in
organizational policy all the guidelines are present that in case any employees will be
misbehaving or misconducts then what action can be taken.
12

Explain the range of internal and external customers and stakeholders, that people professionals
work with, and the part that influencing plays within the relationships
13

14

For instance, it is essential for Verdant Leisure employs people professional and if they will not
provide good interaction with stakeholders then this will affect the working of company
(Cardwell et al., 2017). for example, if employees of company that is internal stakeholder will
not be satisfied then this will affect the overall working of Verdant Leisure. The reason
underlying this fact is that employees are the one who actually works and if the working will not
be proper then this will be affecting the operations of company.
On the other hand, this is also applicable in case of external stakeholders as well. the reason
underlying this fact is that in case the external stakeholders are not having good interaction with
people professional then this will affect working of company (Abubakar et al., 2019). this can be
seen as when suppose supplier of the company are not happy with organisation then this will be
affecting the working of company to a great extent. The reason underlying this fact is that when
supplier will not be happy with company then operations will not be completed on time.
15

The major benefit of satisfying the needs of stakeholders is that it will develop a better
understanding of company and they will make strategies for betterment of the business.
16

Explain what is meant by creating value as a people professional, and identify benefits of
providing value to customers and stakeholders
17

18

Creating value for the organization is being defined as the fact that when business uses all its
resources and work in order to create something valuable for the consumers. The reason
underlying this fact is that if the company is not creating any value then this will not attract
majority of the consumers. Hence, it is essential for the business that they create proper value
within the business as this will attract the consumers. The major benefit of creating value to the
people and organization is that this will increase the sales of the company. this is particularly
because of the reason that when the value of product will be increased then automatically this
will result in increase in sales of the company. thus, this is the major benefit which is being faced
by Verdant Leisure as this will increase operational efficiency of the company (Kryscynski et al.,
2018).
For instance, Verdant Leisure is undertaking the use of good quality services in order to attract
the consumers. Hence, this good quality services will definitely attract the consumers and as a
result of this sales of company will improve.
19

in the similar manner, Verdant Leisure is undertaking the use of latest technology and this
creates value in mind of consumers.
The major benefit of focusing on quality and use of latest technology is that this will attract large
number of consumers and as a result of this the sales of the company will increase.
Explain how the work that people professionals perform benefits others within an organisation
With the analysis it is clear that use of positive organisational culture is important as this will
increase the working efficiency of the company to a great extent. Thus, this will improve the
overall working and culture good and coordinated which in turn will result in effective
development of business. along with this another good practice is collaboration working and this
is essential for successful working of the company. the reason underlying this fact is that when
coordination and collaboration will be high then this will improve the working of the company in
better and effective manner.
20

Explain how social media can be used internally and externally in workplaces to improve
communication and organisational practices, highlighting the risks in a work context.
The use of social media platforms is very important for the company as it enhances the work
practices in proper and effective manner. The reason pertaining to this fact is that currently the
technology has increased and use of latest technology will assist company in improving the
working and efficiency.
For example, Verdant Leisure uses the social media platform like Facebook in order to take
feedback from consumers. Thus, this will assist Verdant Leisure in evaluating the views and
opinion of consumer and make necessary changes as per requirement of consumers. But the
major risk associated with using social media is that if any consumer provides a negative review
then it might affect working in negative manner (Ewing et al., 2019).
21

Another example, outlines that Verdant Leisure can also organize some online events or quiz in
order to attract the consumers. As a result of this quiz the company can provide free vouchers,
discount coupon and many others. This will assist the company in stimulating the consumer to
attempt the quiz and earn vouchers and come to Verdant Leisure.
The positive aspect relating to the use of social media is that it provides a wide coverage of
consumers without much efforts. This is pertaining to the fact that many of the consumers
undertakes the use of social media and these quiz will definitely attract them.
However, on the other side, the risk associated with use of social media is that company has no
control over the consumer sharing the views of them. Hence, Verdant Leisure will not be having
any control over the consumers sharing their views and this can result in negative publicity.
Outline how you can, in your own work or a voluntary role, achieve and maintain a customer
focused attitude to ensure consistent high standards and customer satisfaction
22

I will try to improve my internal communication and participation role to involved in the
decision making process. I can also try to focus on customer’s issue that reduce their interest in
the organisation. I will also try to maintain motivational culture among the team members so that
high standard along with the Business performance can be managed. With the support of soft
communication and calm nature I will try to resolve the customer issues to satisfy their basic
needs. With effective use of evidence based practice of use of social media and use of past data
is assistive in maintaining high level of customer satisfaction.
23

24

25

26

Task 2
Reviewing set of data
Included in appendix
27

Identifying themes and trends
With the analysis of the table relating to research and design it was evaluated that total of 412
candidates were selected and out of which 22 didn’t responded to survey. With percentage
analysis it was evaluated that maximum o respondent was strongly agreeing with all the sub
concepts relating to research and design. In the similar manner, within administration department
total of 65 employees were selected and out which 61 people participated in survey. When asked
for company providing flexi- time it was seen that majority of participant stated that the strongly
disagree that company is providing the flexi- time. In the similar manner, in case of marketing
when employees were asked that whether they are provided with flexi- time it was evaluated that
100% population strongly agreed that company is providing flexi- time.
Absence rates over a three-month period
Department
Hours
lost
through
absence
Averag
e
hourly
rate
3)
Workin
g days
lost
4) Projected average cost
of working days over a 12-
month period
5) Costs of pay
during the 3-
month period
Research &
Design 1876 35 250 999 65660
Administrati
on 237 12.5 31.6 123.6 2962.5
Marketing 20 28 2.6 10.39 560
Total 75.5 284.2 1132.99 69182.5
28

Hours lost
through absence Average hourly
rate 3) Working days
lost 4) Projected
average cost of
working days
over a 12-month
period
5) Costs of pay
during the 3-
month period
0
10000
20000
30000
40000
50000
60000
70000
Absence rates over a three month period
Research & Design Administration Marketing
Calculate how many working days are lost in a three-month period for each department based on
the above figures.
It is assumed that there are 5 working days in a week (Saturday and Sunday are off) and every
employee have 7.5 working hours per day (37.5/5). As per the calculation there are 66 working
days in three months’ period.
Research and Design
1876/7.5 = 250 days by 380 employees
Administration
237/7.5 = 31.6 days by 61 employees
Marketing department
20/7.5 = 2.6 days by 18 employees
Estimate the projected average loss of working days over a 12-month period if these rates were
to continue
Research and design department
29

According to the above calculation of three months’ period it has analysed that in research and
design department there are 250 days lost by 380 employees. So, in 12 months’ period it is
calculated that there are 999 days lost (250/3*12).
Administration department
According to the above calculation of three months’ period it has analysed that in administration
department there are 31.6 days lost by 61 employees. So, in 12 months’ period it is calculated
that there are 126.3 days lost (31.6/3*12).
Marketing department
According to the above calculation of three months’ period it has analysed that in marketing
department there are 2.6 days lost by 18 employees. So, in 12 months’ period it is calculated that
there are 10.39 days lost (2.6/3*12).
Calculate the costs of pay assuming all absentees are contractually paid full remuneration whilst
off sick during the three-month period
Research and design department
The above calculation has determined that there are 250 days lost in research and design
department and according to that total 1876 hours are lost by 380 employees and £35.00 are paid
per hour. So, the cost of paying the remuneration is 1876*£35.00 = £65,660.
Administration department
The above calculation has determined that there are 31.6 days lost in research and design
department and according to that total 237 hours are lost by 61 employees and £12.50 are paid
per hour. So, the cost of paying the remuneration is 237*£12.50 = £2962.5.
Marketing department
The above calculation has determined that there are 2.6 days lost in research and design
department and according to that total 20 hours are lost by 18 employees and £28.00 are paid per
hour. So, the cost of paying the remuneration is 20*£28.00 = £560.
30

CONCLUSION
The present study has concluded an overview of evidence based practice and its application and
importance. The study has concluded concluded that the organisational policies and procedures
can be used as the form of evidences. The study has also identified that the Internal and external
stakeholders immensely influence the working relationship. Study has also concluded that the
role of social media is significant in improving the organisational communication.
31

References
Abubakar, A.M., Elrehail, H., Alatailat, M.A. and Elçi, A., 2019. Knowledge management,
decision-making style and organizational performance. Journal of Innovation & Knowledge,
4(2), pp.104-114.
Barends, E., Villanueva, J., Rousseau, D.M., Briner, R.B., Jepsen, D.M., Houghton, E. and Ten
Have, S., 2017. Managerial attitudes and perceived barriers regarding evidence-based practice:
An international survey. PloS one, 12(10), p.e0184594.
Cardwell, L.A., Williams, S. and Pyle, A., 2017. Corporate public relations dynamics: Internal
vs. external stakeholders and the role of the practitioner. Public Relations Review, 43(1), pp.152-
162.
De Block, D. and Vis, B., 2019. Addressing the challenges related to transforming qualitative
into quantitative data in qualitative comparative analysis. Journal of Mixed Methods Research,
13(4), pp.503-535.
Ewing, M., Men, L.R. and O’Neil, J., 2019. Using social media to engage employees: Insights
from internal communication managers. International Journal of Strategic
Communication, 13(2), pp.110-132.
Falletta, S.V. and Combs, W.L., 2020. The HR analytics cycle: a seven-step process for building
evidence-based and ethical HR analytics capabilities. Journal of Work-Applied Management.
Ghasemaghaei, M., Ebrahimi, S. and Hassanein, K., 2018. Data analytics competency for
improving firm decision making performance. The Journal of Strategic Information Systems,
27(1), pp.101-113.
Gubbins, C., Harney, B., van der Werff, L. and Rousseau, D., 2018. Enhancing the
Trustworthiness and Credibility of HRD: Evidence-based Management to the Rescue?. Human
Resource Development Quarterly, 29(3), pp.193-202.
Kryscynski, D., Reeves, C., Stice‐Lusvardi, R., Ulrich, M. and Russell, G., 2018. Analytical
abilities and the performance of HR professionals. Human Resource Management, 57(3),
pp.715-738.
32

Mackay, M., 2017. Evidence of professional learning: a closer look at development in
practice. International Journal of HRD Practice Policy and Research, 2(2), pp.7-19.
Scholl, I., LaRussa, A., Hahlweg, P., Kobrin, S. and Elwyn, G., 2018. Organizational-and
system-level characteristics that influence implementation of shared decision-making and
strategies to address them—a scoping review. Implementation Science, 13(1), pp.1-22.
33

APPENDIX
Reviewing set of data
Research and
Design (based
on 412
employees, 22
did not take
part in
survey)
Numbe
r of
people
Agree
or
strongly
agree
Number
of
people
neither
agree
nor
disagree
Numbe
r of
people
disagree
or
strongly
disagree
Agree
or
Stronlgy
Agree
%
Neither
agree
nor
disagree
%
Degree
or
strongly
disagree
%
It’s difficult to
fulfil
commitments
outside my
work because I
spend too
much time on
my job.
187 52 151 47.9% 13.3% 38.7%
The
organisation
provides flexi-
time.
288 92 10 73.8% 23.6% 2.6%
I’m allowed to
work from
home.
347 20 23 89.0% 5.1% 5.9%
I’m aware that
that the
organisation
has the
opportunity to
job share.
9 8 373 2.3% 2.1% 95.6%
I have scope to
use my own
initiative in my
job role.
384 6 0 98.5% 1.5% 0.0%
I’m provided
with the
opportunity to
develop my
skills.
377 10 3 96.7% 2.6% 0.8%
My line
manager
values the
work I do.
302 40 48 77.4% 10.3% 12.3%
34

I feel secure in
my job role. 270 26 94 69.2% 6.7% 24.1%
I’m expected
to complete
my work
outside of my
contracted
hours.
388 1 1 99.5% 0.3% 0.3%
Absence rates
in my
department are
low.
289 98 3 74.1% 25.1% 0.8%
Administratio
n (65
employees, 4
employees did
not
participate)
Numbe
r of
people
Agree
or
strongly
agree
Numbe
r of
people
neither
agree
nor
disagre
e
Numbe
r of
people
disagre
e or
strongly
disagre
e
Agree
or
Stronlg
y Agree
%
Neither
agree
nor
disagre
e %
Degree
or
strongly
disagre
e %
It’s difficult to
fulfil
commitments
outside my
work because I
spend too much
time on my job.
58 1 2 95.1% 1.6% 3.3%
The
organisation
provides flexi-
time.
4 0 57 6.6% 0.0% 93.4%
I’m allowed to
work from
home.
0 18 43 0.0% 29.5% 70.5%
I’m aware that
that the
organisation
has the
opportunity to
job share.
8 3 50 13.1% 4.9% 82.0%
I have scope to
use my own
initiative in my
3 49 9 4.9% 80.3% 14.8%
35

job role.
I’m provided
with the
opportunity to
develop my
skills.
21 5 35 34.4% 8.2% 57.4%
My line
manager values
the work I do.
18 18 25 29.5% 29.5% 41.0%
I feel secure in
my job role. 51 4 6 83.6% 6.6% 9.8%
I’m expected to
complete my
work outside of
my contracted
hours.
61 0 0 100.0% 0.0% 0.0%
Absence rates
in my
department are
low.
3 0 58 4.9% 0.0% 95.1%
36