Is this programme for you?
Introductory element of our new evidence and behaviour-based offer that will support you to make robust evidence-based decisions.
It has been argued that the traditional approach to learning and organisational development may be less effective in the current environment in which organisations find themselves operating (CIPD, 2019). Farnham (2015) describes this environment as VUCA, volatile, uncertain, complex and ambiguous, and argues that it has impacted how organisations respond to the environment and prepare their workforces to operate effectively within it.
Mack et al, (2016) state: ‘Managers and leaders have to react on the new evolving situation by applying adapted approaches and tools’. (p5). The CIPD (2022) also discuss the need for a more strategic approach to HR and learning and organisational development, one that centres around forecasting and horizon scanning, in order to anticipate future challenges and prepare effectively for them. Failure to do so will result in organisations being caught behind the curve, struggling to respond to the demand and loosing competitive advantage within their market.
In addition to this, there are growing calls for evidenced-based behavioural approaches to workforce development that use scientific findings to inform how they maximise their human potential, and ensure greater wellbeing (Rock, 2009 and Bran, 2015). Such an approach can dispel commonly held misconceptions about human behaviour, and help inform systems, processes, and environments that support, as opposed to hindering, workforce behaviours and performance.
North West Employers are happy to announce that our 2024 offer has been developed to include an evidence and behaviour- based programme that will provide our members with the knowledge to be more effective in their learning and organisational development activities. Split across the two key themes, the evidence- based component will provide key insight into developing a strategic culture, gathering and interpreting data effectively to inform development activities and ensure that learning transfers into value added actions. The second component will provide behavioural science insights and how they can be applied to key workplace areas, to maximise wellbeing and performance.
This is one of two sessions that comprise the introductory element of our new evidence and behaviour-based offer that will support you to make robust evidence-based decisions that will ensure the greatest value and impact for money. Whilst also supporting you to develop an organisation that supports human behaviour, ensuring greater wellbeing, collaboration and performance.
• Introduce the concept of evidence-based learning and organisational development/HR.
• Define what and evidenced-based approach is and why it is important.
• Provide examples of when a lack of evidence-based approach has resulted in undesirable outcomes.
• Highlight key forms of evidence that should be used within an evidence-based approach.
• Introduce CIPD’s process for evidence-based practice.
• Discuss the application of critically appraised topics (CATs) and rapid evidence assessments (REA).
• Begin to undertake an evidence-based assessment of a key organisational area you are working on.
Time: 9.30 to 12.30
This session is being held virtually via Microsoft Teams.