7CO04 Business research in people practice

7CO04:The purpose of this unit is for you to apply evidence-based practice to a people focused business issue, developing: Business research in people practice, Assignment, CIPD level 7, UK

Introduction

As you develop your career as a people professional you will be involved in solving complex organisational problems. The challenge is to find reliable trustworthy solutions and not be distracted by unreliable facts, outdated and biased opinions or superficial quick fixes.

The CIPD promotes an evidence-based approach to people management to enable people professionals to increase their level of influence, making better, more effective decisions, to help organisations achieve their goals.

The purpose of this unit is for you to apply evidence-based practice to a people focused business issue, developing your research skills and ability to write a persuasive business report.

The assessment will address all assessment criteria of this unit, with a mark awarded for each of the four LOs.

Assessment task

Identify a people focused business issue that has strategic relevance to your organisation or one you are familiar with, plan and complete an original business research project that develops a set of business focused recommendations to address the identified people issue. Your research report should be approximately 4000 words and include the sections listed below. You are advised to use the section headings to help structure your report.

LO1 Be able to plan a people practice business research project aimed at adding organisational value.

LO2 Be able to justify the most appropriate research methods to collect data for the chosen project.

LO2 Be able to justify the most appropriate research methods to collect data for the chosen project.

LO4 Be able to propose recommendations based on conclusions derived from the research and analysis.

To answer LO1: Be able to plan a people practice business research project aimed at adding organisational value, it`s important to outline a structured approach that guides the development of a project within the context of people practice (Human Resources), focusing on adding value to the organization. Below is a step-by-step framework that addresses the requirements of this Learning Outcome.

1. Identifying the Research Topic

• Purpose: The first step is to identify a clear and relevant research topic that addresses a key issue or opportunity within the organization`s people practice. This topic should be aligned with the organization`s strategic goals and focused on improving performance, culture, or processes within HR.
• Example Topics:
  • Improving employee retention through enhanced onboarding processes.
  • The impact of flexible working on employee productivity and engagement.
  • Developing a diversity and inclusion strategy to increase innovation.

2. Setting Research Objectives

• Clear Goals: Once a topic is chosen, the research project should have clear objectives that define what the project aims to achieve.
• SMART Objectives:
  • Specific: Define the specific problem or opportunity (e.g., reducing employee turnover).
  • Measurable: Determine how success will be measured (e.g., by a reduction in turnover by 10% within 12 months).
  • Achievable: Ensure the goal is realistic and attainable within the available resources.
  • Relevant: The project should align with organizational priorities (e.g., improving talent retention to enhance performance).
  • Time-bound: Set a timeline for completing the project (e.g., 6 months).

3. Conducting a Literature Review

• Purpose: Before starting the project, conduct a literature review to understand existing research and best practices related to the chosen topic. This helps to inform the project’s direction and ensures that the research is based on solid theoretical foundations.
• Sources: Academic journals, industry reports, case studies, and white papers can provide insights into how other organizations have addressed similar challenges.

4. Developing a Research Plan

• Research Design: Choose the research methodology that best fits the project. This could be qualitative (e.g., interviews, focus groups) or quantitative (e.g., surveys, data analysis).
  • Qualitative Methods: Useful for gaining in-depth insights from employees, stakeholders, and management. This approach can help understand attitudes, opinions, and experiences.
  • Quantitative Methods: Used to collect measurable data that can be analyzed statistically, such as employee satisfaction scores, turnover rates, or absenteeism data.
• Data Collection: Decide on the methods for gathering data. This might include employee surveys, focus groups, interviews, or reviewing internal HR metrics.
• Sample Size: Determine the appropriate sample size, ensuring it is representative of the employee population or target group within the organization.

5. Defining the Value Proposition

• Adding Organizational Value: The research project should clearly demonstrate how it will add value to the organization. This could be in the form of:
  • Cost Savings: Reducing costs associated with high turnover, absenteeism, or inefficient HR processes.
  • Enhanced Productivity: Improving employee engagement, leading to higher productivity.
  • Innovation: Encouraging diverse perspectives through improved diversity and inclusion strategies.
  • Compliance: Ensuring legal and regulatory compliance to avoid penalties or reputational damage.
• Outcome Alignment: Ensure that the project outcomes align with broader organizational goals, such as increasing profitability, enhancing employee experience, or improving organizational agility.

6. Project Timeline and Milestones

• Timeline: Create a detailed project timeline with key milestones. This should include deadlines for data collection, analysis, and reporting.
• Phases:
  • Phase 1: Planning and identifying stakeholders.
  • Phase 2: Data collection and analysis.
  • Phase 3: Report drafting and recommendations.
  • Phase 4: Presentation and implementation strategy.
• Milestones: Set specific milestones to track progress and ensure that the project remains on schedule.

7. Risk Management

• Identifying Risks: Assess potential risks that could impact the success of the research project, such as lack of employee participation, limited access to data, or time constraints.
• Mitigation Strategies: Develop strategies to mitigate risks. For example, if employee participation is low, consider offering incentives or ensuring anonymity to increase response rates.

8. Stakeholder Engagement

• Identifying Stakeholders: Identify key stakeholders who will be impacted by the research, such as HR leaders, department managers, and employees.
• Engagement Plan: Develop a plan to engage stakeholders throughout the project. This could include regular updates, surveys, or workshops to ensure that their input is considered and that they support the project’s findings.

9. Ethical Considerations

• Confidentiality: Ensure that all data collected is handled in a confidential and secure manner, especially when dealing with sensitive employee information.
• Informed Consent: Obtain informed consent from all participants, ensuring they understand the purpose of the research and how their data will be used.

10. Reporting and Presenting Findings

• Data Analysis: Once the data is collected, analyze it to draw meaningful insights. This could involve qualitative coding for interviews or statistical analysis for survey data.
• Recommendations: Based on the data analysis, provide clear, actionable recommendations for how the organization can improve its people practices and add value.
• Report Writing: Create a comprehensive research report that includes an introduction, literature review, methodology, findings, and recommendations.
• Presentation: Present the findings to key stakeholders, highlighting the potential value that implementing the recommendations will bring to the organization.

Conclusion

By following these steps, students can effectively plan a people practice business research project that is focused on adding value to the organization. The project should be well-researched, aligned with organizational goals, and designed to provide clear benefits such as cost savings, enhanced productivity, or improved employee engagement.