5C002 Assignment Example

AC 1.1

Evidence-based practice (EBP) means the considerate use of the best evidence available, expert opinion, and client values and circumstances that aid decision-making on an individual level or regarding the system (Barrends, Rousseau and Briner, 2014). Professionals base their choices on the results of scientific studies. It is a deliberate search process for identifying and critically evaluating existing research to underpin decisions rather than depending only on intuition, opinion or usual practice (CIPD, 2023). 

Evaluation of EBP

EBP is the most desirable process to apply as it involves utilising evidence from research, professional knowledge, and the client’s involvement in making informed decisions. Besides, it helps to make organisational practice-related decisions based on evidence derived from robust research. In addition, EBP can result in better outcomes, the highest productivity, and reduced risks, which can be discovered by uncovering strategies that have already been proven effective (). However, setting up EBP involves resources that leave organisations with little time, many experts, and access to the research library. These may not be available in some regions (Barrends, Rousseau and Briner, 2014).

Application of EBP to people practice issues

Resourcing 

EBP in recruitment can make a good decision using research-based selection functions, such as structured interviews, cognitive ability tests, and work examples. Research evidence can guide the objective pick of tests or assessments that gauge job performance and organisational fit by reducing bias and increasing the probability of selecting a suitable candidate for those positions (van Vulpen, 2018).

Application to organisational issues

Raising Levels of Employee Engagement

Concrete strategies for raising employee commitment are among the ones that may be utilised, including involvement opportunities in the type of skill development and autonomy for supportive leadership and culture creation. EBP advises organisations to scientifically assess and consider available research evidence on factors such as job design, leadership styles, and organisational climate to adventure comprehensive engagement intervention solutions matched to the official organisational condition (van Vulpen, 2018).

AC 1.2

Macro Analysis Tool: PESTLE analysis

PESTLE analysis is an operational tool for strategic management that helps firms identify and understand the external factors that might positively and negatively influence the business operating process. The acronym PESTLE stands for political, economic, social, technological, legal, and environmental factors (Peterdy, 2024).

Pros and cons

PESTLE analysis is a tool that ensures strategic plans and decisions are not exclusively internal-focused as it gives an overall picture of the environment, meaning organisations can identify the factors that might affect them positively or negatively. It enables HR practitioners to become aware of the global trends and the forces outside of their control that may impact their issues, such as the case of labour law revisions or a shift in society’s perception towards work-life balance (Peterdy, 2024).

However, the PESTLE analysis requires a meticulous, tedious, and comprehensive process that requires time, resources, and professionalism. It comprises collecting and analysing information about customer behaviours across different domains, which can be laborious and service-intensive for organisations, especially small ones (Pathak, 2020). Besides, PESTLE analysis informs the external factors affecting human resources practices but does not generate future expectations about the exact effects (Pathak, 2020).

How PESTLE Analysis Helps People Professionals

People and businesses face the problem of identifying the external factors that affect people’s practices. Therefore, adjusting government regulations (political) could require HR to look into amendments to the department’s policies and procedures, whilst newer inventions in technology (Technological) may demand more ICT programs for the part of the HR department to be invested in. Conducting PESTLE analysis enables people professionals to foresee the regulatory changes, demographic shifts, and technological trends, which in turn paves the way to a harmonious adjustment of their current strategies and the utilisation of technological potential to tackle the emergence of new challenges and to utilise the novel opportunities promptly and efficiently (Pathak, 2020).

Interviews

Interviews are linguistic exercises between the interviewees and the interviewers where the former expresses his or her opinion concerning some subjects or events to the latter (Glasbergen, 2021).

Pros and cons

 In interviews, professionals reach a profound level of understanding of the people they speak to, possibly exploring their perspectives, experiences, and attitudes. They have a function to look at in-depth aspects and point out ambiguities, alternatives, and underlying themes that other applicants might be unable to fill (Glasbergen, 2021). However, interview data are usually tainted by biases, preconceptions, or interpretations of an interviewer and an interviewee. The subjectivity of interviews as a data collection method can be an entry point for bias when conducting data collection, analysis and interpretation (Obsidian HR, 2021).

How Interviews Help People Professionals

The interviewing is a tool for human resource departments in the initial diagnosis of issues, challenges, and opportunities. It is done by recording direct stakeholders’ perspectives, allowing them to grasp the trueness of the situation (Obsidian HR, 2021). For instance, an employee interview would help understand how they view their organisational culture or leadership effectiveness or would point to the factors that drive their performance. 

AC 1.3

Principles of critical thinking

Objective Rational Thinking and Well-Reasoned Argument

This involves critical thinkers distancing themselves from personal and individual opinions in dealing with problems and equably analysing all the arguments to arrive at the same conclusion.

Questioning and Checking Validity of Sources

Here, the scepticism of critical thinkers is prominent in their quest for accuracy and validity sources. In their role, they examine the data for its accuracy and suitability (Eggcellent Work, 2022).

Awareness of Bias 

A good critical thinker will be aware of how he can be influenced by personal bias consciously or unconsciously and how closely these personal biases and biases of other people impact perception and decision-making processes (Eggcellent Work, 2022).

Importance to people professionals

Critical thinking is a core skill in people management from the viewpoint of concentration on examination and evaluation. It concludes in a balanced and thoughtful decision-making process. In HR practice mapping per CIPD, critical thinking skills become helpful tools that allow practitioners to attain the organisation’s objectives by applying critical thinking, addressing all the assumptions, and designing action plans in line with ethical and inclusive requirements (CIPD, 2024). 

Application to developing personal ideas

I apply critical thinking in developing my thoughts, understanding them better through a step-by-step issue examination, challenging my assumptions and putting different perspectives in the correct order. For example, I analyse the research results, apply organisational goals, and design the talent development program in a way that makes it relevant and strategic.

Application of others’ ideas

I use the critical thinking tool when analysing others’ ideas. I do this through active listening, asking related questions, and assessing the logic and truthfulness of the arguments. For instance, I propose different viewpoints, challenge assumptions, ensure everyone participates in the debates, and base my decisions on rational analysis by avoiding prejudices or other non-objective factors.

AC 1.4

Future Pacing

Future pacing means thinking of future scenarios and their consequences and then trying to step into those scenarios that are likely to happen or change the decisions already made in the past (Edwards, 2020).

Pros and cons

It is future pacing that helps professionals confidently address upcoming challenges and opportunities. This, in turn, assists them in developing responsive plans and responding to threats early (Edwards, 2020). Besides, future pacing forces people to evaluate the outcomes of their decisions in the long term and helps put forth a sustainable and forethoughtful approach to problem-solving.

Nevertheless, it is based on mere prediction particularities, which may not be in accord with reality (Khoury, 2018). The unforeseeable events or sudden environmental mistakes can drag organisations and become inaccurate or irrelevant. Additionally, determining various possibilities (their results) and then thinking out corresponding tactics to cope with them can take much time and require the most effort and money (Khoury, 2018).

Brainstorming

Brainstorming is contributing ideas and solutions through impromptu and group creativity.

Pros and cons

Brainstorming exercises invite numerous stakeholder interactions and ensure that organisations have many views and opinions brought to the table. Although this poses the risk of narrow solutions generated by group dynamics, it can also serve as a springboard for creative approaches that would have never occurred by a person brainstorming alone (Lucidspark, 2022). Besides, brainstorming sessions give a chance for creativity since, as a team member, one is encouraged to discover new approaches and leave one’s comfort zone.

Nevertheless, in certain instances, neurotic brainstorming sessions may have strong personalities dominating or groupthink, which refers to a concept of conformity instead of the originality of the ideas. This can be why brainstorming only gives the total result of such ideas (Lucidspark, 2022).

De Bono’s Six Thinking Hats 

This technique of structured thinking involves considering alternate centres of thinking (different perspectives, moods, and approaches).

Pros and cons

The Six Thinking Hats calls for examining all possible angles of a problem or a decision to promote sound analysis and final decision. In addition, assigning particular manner of thinking “hats” (termed as logical, emotional, creative) to diverse modalities would encourage individuals to interpret in a multidimensional way and to give concurrent consideration to the objective and subjective viewpoints (MindManager, 2023).

Nonetheless, acquiring and practising the Six Thinking Hats method could constitute a relatively lengthy and demanding procedure, which is challenging for those without previous experience with the tool (Channelll, 2021). The complex nature of these mechanisms can, depending on the context, affect their level of acceptance or implementation.

AC 1.5

Utilitarianism

Utilitarianism is an ethical theory that identifies the best action (the one that maximises happiness or utility) for those with more rights in the decision-making process (Wooldridge, 2019).

Pros and cons

Here, the beneficial-orientation point of view is displayed because the result of all the lawmakers’ behaviours is the impact on society. Besides, the utilitarian believes the decision-making process can be readily adjusted since principles are not rigidly defined or assigned. Rather than doing so, it shows people weighing against each other the outcomes of different operation methods and choosing the one with the broadest long-term benefit (Wooldridge, 2019).

However, describing how an action that generates utility or happiness differs from activities that provide different measurements of human satisfaction is puzzling. This perplexity may generate conflicts of opinion and doubts about implementing a utilitarian perspective (Wooldridge, 2019). Moreover, in utilitarianism, if in the process of maximisation, the interests and rights of minorities or individuals are often ignored, it will be a misleading approach (Doll, 2022). Some reduce this issue to a non-moral territory of trade-offs of some rights in favour of others where the common good overwhelms the individual well-being. This may come at a price of perplexing ethical dilemmas about fairness and justice.

Altruism

Altruism is an ethical standpoint that promotes sacrifice and makes selfless regard for the interests of others the central point, even at the cost of others’ interests (O’Regan, 2020).

Pros and cons

Altruism provokes people to know about one another and develops empathy despite other opinions. It also promotes unity through which people can come together. This approval-oriented worldview fosters cooperation and collective support and helps build a solid society. Working on altruism can help organisations develop and consolidate society’s bonds through its contribution to the growth of trust, reciprocity, and goodwill (O’Regan, 2020). 

Nevertheless, a desire to be altruistic to a point that becomes extreme may inculcate feelings of self-negating or other people’s exploitation and manipulation. Beyond borders, selflessness coupled with insufficient care can trigger burnout, resentment, and an attitude that others are simply exploiting one (O’Regan, 2020). In addition, one of the things with altruistic aims that is not easy to combine with concerns for oneself and duties towards others is to find the right balance. Altruism can be a contradictory concept as this human attitude can clash with individual autonomy and self-preservation, and it is also a question of degree as to what extent one should consider the needs of others, deeming them more important than one’s own (O’Regan, 2020).

Honesty

Honesty is an ethical principle that expresses the need for truthfulness, integrity, and transparency in interaction and behaviour.

Pros and cons

Honesty is a basis for forming trust and authority among people, organisations, and society in the overall societal place. Integrity-oriented people and people who value honesty are deemed most reliable, enhancing social cooperation, collaborations and other positive social interactions (Maria, 2018). Besides, integrity in words translates to truthfulness and honesty, as an individual seriously and sincerely follows the moral code of behaviour. Maintaining integrity is a significant component of societal ethics, and iterating truthfulness and responsibility in living in the unities is important (Maria, 2018).

However, truthfulness might bring about instances when there are contradictions between the person being truthful and being reckless, potent enough to distress others. Deciding on a fact-generating strategy and framework in such a way to make the communication of brutal truths without harm is a challenging task for ethical discernment and sensitivity to context (Maria, 2018).

AC 3.1

Financial Performance Measurement

Return on Investment (ROI) is a financial metric that considers and compares the profitability of an investment compared to its cost. It is computed by dividing the profit gained during the investment by the cost of investment initially and giving the amount as a percentage (Fernando, 2023).

Advantages and disadvantages

ROI is a simple tool for analysing the financial performance of organisations, helping answer the question of whether an investment produces benefits and leads to cost savings. These facilitate comparing investment alternatives and assist in financial resource allocations to those ventures that appear to provide maximum returns (Fernando, 2023).

However, accurately estimating ROI amounts may be challenging, especially when intangible benefits or costs are difficult to quantify. For instance, ROI does not address the timing of cash flows, and the risks associated with the project are not evaluated (Indeed Editorial Team, 2022). Furthermore, ROI evaluation must consider broader organisational goals such as employment levels and economic development.

When to Use

HR people can analyse and consider the ROI in their HR methods, such as training programs, recruitment efforts, or employee engagement programs. By measuring the benefit to investment return, HR employees can show the value of HR activities to organisational leaders and provide the essential aspects for the decision-making process regarding resource allocation (Indeed Editorial Team, 2022).

Non-Financial Performance Measurement: Balance of Scorecard

A balanced scorecard is a strategic performance management tool that analyses and appraises the company on the four aspects of financial metrics, customer metrics, internal processes, and learning and growth (Kerklaan, 2024).

Example: The company under review functions with a Balanced Scorecard approach aimed at measuring progress across different areas of operations. KPIs are constructed and selected for each viewpoint, including, but not limited to, the rate of turnover of employees, customer satisfaction index, process efficiency metrics, and innovation metrics.

Advantages and disadvantages

The Balance Scorecard aims to give a more comprehensive view of organisational performance by considering both financial and non-financial reports. It establishes paths that link targeting vision and practical activities and measures progress in the activities conducted to meet these strategic goals (Kerklaan, 2024).

However, putting and keeping the Balanced Scorecard into operation is quite heavy in terms of time, energy, and costs. Organisations may need help settling on the right KPIs, gathering the required data and ensuring uniformity and accuracy in performance evaluations from differing viewpoints (Kerklaan, 2024).

When to Use

A balanced Scorecard may measure and control HR performance and employees’ goals and objectives corresponding with organisational efforts. HR specialists can benchmark their HR-related Key Performance Indicators with a Balanced Scorecard, which helps them identify HR strategies and initiatives that contribute to the company’s success (Heartpace, 2022).

AC 3.2  

Through people practices, organisations can not only increase the performance of the employees but also improve employee engagement and satisfaction, which l are among the contributing factors and, therefore, lead to achieving strategic corporate goals and improving the organisation’s overall performance (Greer, 2021). For instance, efficient recruitment and selection techniques are essential elements of HR activities, constituting the framework for effective organisational growth and sustenance. One of the ways that organisations can achieve this is by attracting and retaining the best talents through putting in place recruitment and selection tools that identify specific people who have the qualities that will drive the organisation to success (). As organisations recruit for the role of the right individuals with the right skill sets, productivity, innovation, and overall performance are bound to increase. (Greer, 2021)

Besides, people practices such as training and development programs facilitate employees acquiring new skills and make them more capable of performing their jobs, even during adaptational changes (Greer, 2021). For example, suppose a company invests in widespread employee training, aside from boosting individual performance, or work will become more streamlined. In that case, this trained workforce will be equipped with more skills that help the company react to the changing market trends and industry demands quickly.

Measuring value

Staff Surveys:

Staff surveys represent the most frequently used way of assessing the HR system’s performance of employees’ perceptions, mindsets, and feelings within the organisation. Such staff surveys usually involve employee feedback on several workplace features, including leadership performance, job satisfaction, communication, and chances of growing within the company.

How They Measure 

The employees should be regularly interviewed as they provide numbers in terms of amount and the form of content. They examine employees’ attitudes towards the functionality of the organisation, its policies, and its procedures, which help to discover areas where the organisation is doing well and areas that might require some improvement. The ability to learn from surveys will help organisations find trends and areas of improvement and create an archive to study the changing pattern (Armstrong, 2020).

Return on Investment (ROI) Analysis

ROI analysis looks into the financial impact of peoples’ practices (cost of implementing human resource interventions like training programs and recruitment advertisements) versus the outcomes (benefits) achieved. ROI calculation includes measurement of both costs and benefits of the HR initiatives used in achieving the goal against the results of each initiative, which are expressed in numeric form as ratio(s) or percentage(s) (Armstrong, 2020).

How They Measure

ROI analysis measures and expresses the costs and benefits of implementing the selected people’s practices. Costs include the money for the program development, delivery, and administration, while benefits such as improving employee satisfaction, productivity, retention or revenue generation will come. After the ROI analysis, firms can evaluate the efficiency and effectiveness of HR investments and decide where to deploy the resources based on the data (Armstrong, 2020).

1081 Words

Part Two

Quantitative and qualitative analysis review

AC 2.1

1. Percentage of each gender by type

Number of gender÷ total gender×100

The study found that in the organisation, there is a skewed gender ratio, with males making up 53.85% while females are 45.38%. There is no significant presence of non-binary individuals, taking only 0.77% within the personnel. 

2. Ethnicity as a percentage per team. 

Formula- ethnicity type ÷ total ethnicities ×100

From the analysis, imbalances exist in the ratio of ethnicities present in different teams of the organisation. Specific departments face a vast balance issue when it comes to race. However, these departments are more diverse in IT and marketing, including more white British individuals. Notably, the property and income team are occupied mainly by White British, pointing at the shortage of people from other ethnicities. 

3. Disability percentage as an organisational whole and by teams.  

The analysis reveals that the marketing, directors, regeneration, governance, facilities, business services and supporting housing teams do not show any degree of disability representation. Disability levels among teams, such as income and property teams, are below most of those living with a disability. Though it can be difficult to immediately change the current balance of all teams from the onset, this should be addressed, and inclusivity should be promoted alongside accessibility to ensure that all disabled individuals have a similar opportunity to participate in these teams.

4. Salary difference across genders. 

AVERAGE= Total salary/Total number

Non-binary average

Total salary- – £39, 000

Total number-2

39, 000/2= £19500

Female average

Total salary- £3764235

Total number-118

3764235/118=£31,900.3

Male average

Total salary– £4,453,705

Total number-140

4,453,705/140= £31,812.18

The report brings an apparent prejudice amongst the staff, where the pay packets for different genders do not match. Non-binary gender is earning (£19,500), female workers (£31,900) and male workers (£31,812). It implies an uneven salary pay gap, where non-binary people get paid much less than men and women. While the salary distribution across sexes may be uniform, non-binary employees have fallen behind. 

5. Overall average salary paid by the organisation. 

Formula= Sum÷ Total

£8256940/260= £31,757.46

The average salaries are slightly more constant with the data, making £31,757.46 across the spectrum of gender categories. While, on average, the salary gap between men and women may be observed, it can be seen that the overall average reflects equality in salary distribution within the organisation.

Table 2

Main Challenges with Hybrid Working

Workers share problems due to the need to communicate correctly with other teams, the need for more social interactions, and the challenge of remote work.

Positives of Hybrid Working

The major positives associated with hybrid working are being able to enhance work-life balance, increase output, manage stress out of the workplace, and access the resources at home.

Themes and Patterns

The findings portray a situation where the supply and demand of hybrid jobs are equal. Challenges encompass poor human relationships, work-life integration, and communication, while freedom, productivity, and lowered stress are some benefits. The figures imply that hybrid work has its strong and weak sides, which companies have to deal with to succeed in its implementation.

AC 2.2

This graph depicts the proportion of men and women within the organisation. It is apparent that women form 45.38% of the staff, men account for 53.85%, and other non-binary members add up to 0.77%. This shows the inequality between genders, where there are more males in the group, and non-binary people account for a smaller proportion. This disparity implies potential diversity and inclusion issues, calling attention to the need for policies that foster the involvement of both genders and make the workplace inclusive for those whose gender identity may vary.

Table 2 key findings

Work-Life Balance and Well-being

One hundred sixty-one workers claim that hybrid working formats align with their need for personal life and stress management: they enjoy remote working conditions, and it helps them balance family and professional projects.

Challenges of Remote Work

Many remote employees find the remote working process laborious as there are lots of disagreements with both “Disagree” and “Strongly disagree” categories for questions concerning the separation of work and personal life, the disconnecting with the company culture, and the experience of being less engaged with the colleagues.

Productivity and Communication

Certain employees benefit from hybrid working settings, and experience increased and improved productivity. However, others reported feeling isolated and needing help with cross-functional communication, indicating that the strategic decision to facilitate effective communication in remote workplaces is quite challenging.

AC 2.3

Recommendations for Equality, Diversity, and Inclusion in Salary

Implementing Transparent Salary Structures

Benefits 

An open salary policy gives the workplace experience a feeling of clarity and fairness; therefore, the employees can build trust and commitment in the organization (Beqom, 2023).

Risks

Issues of privacy and confidentiality might appear regarding the structures of salaries that are open to each one. This can occur if people’s salaries are openly available. Besides, there is a considerable risk of internal factionalism if pay inequalities are traced back, for employees may be extremely upset, causing a decrease in morale (Beqom, 2023).

Costs

The direct expense of executing the procedure is the resources that should be allocated to design the policy and convey the information on the new pay structure, for example, gathering information on salaries and updating Human Resources (HR) policies (PNI•HCM Team, 2023).

Conducting Regular Pay Equity Audits

Benefits

Undertaking periodic pay equity audits will help to highlight any gender, ethnicity and any other similar disparities and thus, efforts will be put into making work compensation arrangements fairly and equitably (McFarlane, 2024). 

Risks

The pay equity audits may bring out unfair treatment or biases in the organization’s pay policies that substantiate further legalities or damage to the organization’s image (McFarlane, 2024). 

Costs

The indirect cost component of pay audits includes the labour of gathering and analyzing salary information and any expenses related to salary assignments, such as correcting pay errors and training employees (Maniscalco, 2020).

Table 2

Recommendation for Hybrid Working Practices:

Implementing Flexible Communication Tools and Policies

Rationale

Flexible communication tools and policies will be utilized to address the challenges outlined in the staff survey embracing hybrid working practices, like the inefficiencies of cross-functional communication (Deskbird¸2023). 

Benefit 

Designing communication instruments and policies accordingly that allow a free flow of information between the team members working offsite and in-office increases productivity. Diversified communication will make the employees feel they belong and connect with their fellows. Thus, there are increased levels of engagement and job satisfaction (Deskbird¸2023). 

Risks

Implementing changeable communication tools and procedures may prevent data leaks, technical issues in remote videos, protocols, or hacking. Furthermore, facing opposition or learning the trade of the new channels of communication might be challenging among the employees, and they may end up disrupting or messing up the production line (Memon, 2023).

Costs

The strict costs of introducing flexible communication software systems and policies encompass acquiring new software or technology applications and the resources needed to train employees to use the software functionality effectively (Memon, 2023). 

References

Armstrong, M. (2020). STRATEGIC HUMAN RESOURCE MANAGEMENT i. [online] Available at: http://dspace.vnbrims.org:13000/jspui/bitstream/123456789/4163/1/Strategic%20human%20resource%20management.pdf [Accessed 30 Mar. 2024].

Barends, E., Rousseau, D., M and Briner, R.B. (2014). Evidence-Based Principles. [online] Available at: https://cebma.org/assets/Uploads/Evidence-Based-Practice-The-Basic-Principles.pdf [Accessed 29 Mar. 2024].

Beqom (2023). How pay transparency can transform your workplace. [online] www.payanalytics.com. Available at: https://www.payanalytics.com/resources/articles/pay-transparency-benefits-wage-gap [Accessed 29 Mar. 2024].

Channell, M. (2021). The Six Thinking Hats, with Working Examples. [online] TSW. Available at: https://www.tsw.co.uk/blog/leadership-and-management/six-thinking-hats/ [Accessed 29 Mar. 2024].

CIPD (2023). CIPD | Evidence-based practice for effective decision-making | Factsheets. [online] CIPD. Available at: https://www.cipd.org/uk/knowledge/factsheets/evidence-based-practice-factsheet/ [Accessed 29 Mar. 2024].

CIPD (2024). Critical Thinking Essential Insights | CIPD Courses. [online] shop.cipd.ae. Available at: https://shop.cipd.ae/product?catalog=AE-Critical-Thinking-Essential-Insights#gref [Accessed 29 Mar. 2024].

Deskbird (2023). Flexitime: definition, examples, advantages and challenges. [online] www.deskbird.com. Available at: https://www.deskbird.com/blog/flexible-work-arrangements [Accessed 29 Mar. 2024].

Doll, K. (2022). Pros and Cons of Utilitarianism Ethical Theory. [online] Shortform Books. Available at: https://www.shortform.com/blog/pros-and-cons-of-utilitarianism/ [Accessed 29 Mar. 2024].

Edwards, J. (2020). Future Pacing and Why You Want to Use It. [online] Medium. Available at: https://medium.com/sales-copywriting-content-marketing-with-jim/future-pacing-and-why-you-want-to-use-it-a5fc1078513 [Accessed 29 Mar. 2024].

Eggcellent Work (2022). The Ultimate Guide To Critical Thinking. [online] Available at: https://eggcellentwork.com/critical-thinking/ [Accessed 29 Mar. 2024].

Fernando, J. (2023). Return on Investment (ROI): How to Calculate It and What It Means. [online] Investopedia. Available at: https://www.investopedia.com/terms/r/returnoninvestment.asp [Accessed 29 Mar. 2024].

Glasbergen, S. (2022). Interview’s Pros and Cons. [online] Spoken. Available at: https://www.spokencompany.com/interviews-pros-and-cons/ [Accessed 29 Mar. 2024].

Greer, C., R. (2021). VIEW. [online] Available at: http://dspace.vnbrims.org:13000/jspui/bitstream/123456789/4407/1/Strategic%20Human%20Resource%20Management%20view.pdf [Accessed 30 Mar. 2024].

Heartpace (2022). Balanced Scorecards – Advantages and Disadvantages. [online] Heartpace. Available at: https://heartpace.com/blog/post/balanced-scorecards-advantages-and-disadvantages/ [Accessed 30 Mar. 2024].

Indeed Editorial Team (2022). What Does an ROI Analysis Measure and What Are Its Advantages? [online] Indeed Career Guide. Available at: https://www.indeed.com/career-advice/career-development/what-does-roi-analysis-measure [Accessed 30 Mar. 2024].

Kerklaan, L. (2024). Balanced Scorecard | Better Management with BSC | 7 Pitfalls. [online] www.passionned.com. Available at: https://www.passionned.com/balanced-scorecard/ [Accessed 30 Mar. 2024].

Khoury, P. (2018). The #1 Secret of Highly Persuasive People: Future Pacing. [online] Magnetic Speaking. Available at: https://magneticspeaking.com/future-pacing-simple-teahnique-big-impact-persuasion/#:~:text=This%20technique%20helps%20your%20audience [Accessed 29 Mar. 2024].

Lucidspark (2022). Pros and Cons of Group Brainstorming. [online] Lucidspark. Available at: https://lucidspark.com/blog/benefits-of-group-brainstorming [Accessed 29 Mar. 2024].

Maniscalco, P. (2020). Best Practice: Conducting a Pay Equity Analysis. [online] Novative. Available at: https://www.novative.com/en/best-practice-in-conducting-a-pay-equity-analysis/ [Accessed 29 Mar. 2024].

Maria, T. (2018). Pros And Cons Of Honesty. [online] Outlandish. Available at: https://outlandishblog.com/pros-and-cons-of-honesty/ [Accessed 29 Mar. 2024].

McFarlane, M. (2025). Best Practices for Uncovering and Addressing Pay Gaps. [online] Available at: https://peoplemanagingpeople.com/strategy-operations/payroll-finance/pay-equity-audit/ [Accessed 29 Mar. 2024].

Memon, M. (2023). Flexibility in the Workplace: Benefits, Challenges & Examples | Runn. [online] www.runn.io. Available at: https://www.runn.io/blog/flexibility-in-the-workplace [Accessed 29 Mar. 2024].

MindManager (2023). The six thinking hats method: how to use it for effective brainstorming. [online] MindManager Blog. Available at: https://blog.mindmanager.com/six-thinking-hats-method/ [Accessed 29 Mar. 2024].

O’Regan, S. (2020). The Good and Bad of Effective Altruism. [online] Medium. Available at: https://medium.com/@SimonORegan/the-good-and-bad-of-effective-altruism-47ad4bf6eed9 [Accessed 29 Mar. 2024].

Obsidian HR (2021). Pros & Cons of 6 Different Types of Interviews. [online] Obsidian HR. Available at: https://www.obsidianhr.com/pros-cons-of-6-different-types-of-interviews/ [Accessed 29 Mar. 2024].

Pathak, R. (2020). What is PESTLE Analysis? Factors, Advantages and Disadvantages of PESTLE Analysis. [online] www.analyticssteps.com. Available at: https://www.analyticssteps.com/blogs/what-pestle-analysis [Accessed 29 Mar. 2024].

Peterdy, K. (2024). PESTEL analysis. [online] Corporate Finance Institute. Available at: https://corporatefinanceinstitute.com/resources/management/pestel-analysis/ [Accessed 29 Mar. 2024].

PNI•HCM Team (2023). Understanding the Pros & Cons of Salary Transparency. [online] www.pnihcm.com. Available at: https://www.pnihcm.com/blog/pros-and-cons-of-salary-transparency [Accessed 29 Mar. 2024].

van Vulpen, E. (2018). HR metrics and Analytics: How both can add value. [online] AIHR. Available at: https://www.aihr.com/blog/hr-metrics-and-analytics-how-both-can-add-value/ [Accessed 29 Mar. 2024].

Wooldridge, B.M. (2019). Utilitarianism: Pros and Cons. pressbooks.pub. [online] Available at: https://pressbooks.pub/phronesis/chapter/utilitarianism-pros-and-cons/#:~:text=That%20is%2C%20Utilitarianism%20provides%20us [Accessed 29 Mar. 2024].