Section I:

AC1:1
Evidence-based practice means making decisions through critical thinking and the
best available evidence as this approach will help make the best decisions based less
on personal skills and wisdom gained. In addition to this approach, human resources
management is crucial, since proper decision-making will therefore affect the
Organization fully and with many internal decisions there must be a basis for
decisions not to be influenced by the current situation or personal ideas, but rather to
be based on four main sources:
The Organization's internal data identification
Practitioners and consultants by leveraging their professional expertise.
Stakeholders' interest in their values and orientations
Science by leveraging studies and theories that support the resolution.
Different evidence must also be combined to ensure that the resolution is examined in
several respects through the 6 methods described below:
Questions: They reflect the problem in an answerable question form
Systematic search and retrieval of evidence
Assessment: Evidence must be assessed and judged critically
Assembly Weight placement for each guide and assembly
Application Integrate evidence worked out with decision-making.
Evaluation is the evaluation of the decision's results to increase probability.
Rational decision-making: It is a multi-step process based on objective data as it relies
on two hypotheses: The decision-maker has complete information as well as the time
and ability to analyse and evaluate, as well as the decisions that will be taken either to
reduce the cost or increase the profit, through two conditions: All information is
known and available to the decision maker in addition to all the models used being
logical models.
It also goes through several consecutive steps: determining decision-making criteria -
identifying alternatives - conducting analysis - making the final decision. (Chi، 2023)
Alternative theories of decision-making:
Probability Theory: Since in this theory it focuses more on losses than gains, the
choice between probability will choose probability with losses.
Rationality Theory Limited: As it discusses that complete rationality runs counter to
skin nature, the individual will rely on the information and data available to him to
make the decision.
AC1:2
There are many analytical tools used by companies to analyse data and information.
They must be used to establish their positivity and efficiency in the correct analysis
and to make high use of these tools. The tools include the Porter's 5 forces Tool,
which discusses two opposing points, the most important ones affecting the company
as mentioned below:
The power of competition among existing companies: they assess the extent of
competition between companies based in the market and their impact on the company
or the market in general, as competitors are one of the most important points, whether
in a negative or positive way
The strength of suppliers: It discusses the strength of suppliers to influence the market
through prices and conditions, as suppliers are associated with the company's
business, and it is also in an exclusive relationship with the business any influence on
the supplier’s side effects the company's business in the same amount.
Buyer Power: Where it discusses buyers' forces in influencing the market through
prices and conditions.
The threat of alternative products: alternative products are a threat to the company as
buyers may replace their products with other products.
The threat of entry of new competitors: New competitors entering the market will
directly or indirectly affect the company or enterprise because, as previously
mentioned by competitors, they represent a challenge to the company. (visual
paradigm، ‫( )بال تاريخ‬Lucidity، ‫( )بال تاريخ‬Target Internet، ‫)بال تاريخ‬
In terms of methods of analysis, analysis can be used through interviews where it
works serially But it is difficult to sort data later, but the value provided by it is
realistic as it studies its own eye from the same society so that it begins by collecting
data by identifying questions that clarify the desired points and then interviews of
individuals and the specific sample and then screening and observing them and finally
accessing the desired information.

Ac1:3
Critical thinking is an important matter that has not been considered appropriate
within companies or organizations and often comes with the belief that it is a negative
thing, but quite the contrary. Critical thinking affects several salient points within an
organization or an enterprise, for example, plays an important role in the development
and detection of errors within the organization because it looks at its detail in the
business.
 Suspicion and constructive criticism: so that discussion and dialogue with the
team begin by asking questions about a specific idea to understand the idea from
several different aspects and angles to determine the place of the dialogue on
which the rest of the next steps and stages will be completed.
Impartiality: When discussing or dialogue with the team, there must be no bias
about personal orientations, beliefs or ideas as a way of considering dialogue from
a personal standpoint, since the discussion must be objective and far from
personal orientations in order to be clear and have a valid basis away from all
external influences.
Evidence analysis: After previous discussions and finding clear evidence, the
Panel begins its analysis using several tools that objectively and simplistically
clarify information and data with specific measures that are far from assumptions
that are useful for subsequent decision-making.
Evidence-based thinking: Here the individual or team begins to make the right
decision about the idea based on evidence previously analysed away from other
emotions or emotions.
The development of autonomy: At this stage, the unique self-assessment of their
ideas and analyses takes place based on specific criteria to ensure the desired
usefulness of this principle and to improve it in the future.
Critical thinking in groups: This principle discusses how an individual is ready to
join any discussion objectively yet about prejudices by taking advantage of all
previous steps.
Continuous learning: This principle emphasizes that thinking will help different
individuals in the group of continuous learning through reading, discussion,
research, and feedback as well.
Through the above principles, we emphasize that critical thinking not only works on
one side but extends to several aspects of a person's development in terms of
interaction, thinking, decision-making or business, so any company must consider
critical thinking as an important skill that must enable employees to. (University of
Louisville، ‫)بال تاريخ‬

AC1:4
Decisions represent a large part of the business within the company or institution as
they pass through all management positions. The functions and responsibilities of the
lower positions are directly or indirectly approved with higher management decisions.
There are several models of decision-making processes that can be relied upon and
taken as basic ways of deciding in a correct and sound manner based on confirmed
studies and science, including:
Problem-outcome frame: In this model, all individuals must be fully informed,
knowledgeable, and knowledgeable that can be used for decision-making and is often
taken if the decision to be taken is a strategic one that will affect various aspects
within the organization or institution and involve several stages:
Identifying the problem: That is, the problem is defined precisely and simplified. It is
a concept for all decision makers to reach an effective decision.
Data analysis: that is, the necessary data are collected and analysed to arrive at
alternatives that can be applied in the problem.
Offering alternatives: Based on the previous step, alternatives are carefully identified.
Assessment of alternatives: At this stage, all available alternatives reached at the
previous stage are evaluated to determine the most appropriate ones at the present
time and how appropriate they are to work and how they are applied.
Choosing the optimal alternative: In the previous stages, many options have been
presented and evaluated in several respects. Here, the optimal decision is made and
appropriate among all decisions, considering the placement of a secondary choice if
the first option is not completed for any reason.
Implementation of the decision: At this stage, the decision is signed, and emphasis is
placed on the optimal option and the necessary work to implement it and make it on
the ground. This stage is the result of the previous stages and may take a long or short
period of time depending on the size of the decision.
Follow-up and evaluate results: Any result must be followed up and verify that
expectations are consistent with actual results and what observations must be
considered, as well as addressing problems as they occur.
Six Thinking Caps: In this way the decision is made after a thorough and integrated
reflection as there are six different caps that allow the decision maker to think in more
than one direction or side and we find below the details of the caps:
White: This hat means thinking rationally and logically where it indicates numbers
and facts.
Black: This hat means thinking about all possibilities, risks, and critical thinking as it
indicates that the decision-maker improves his thinking.
Red: This hat means on emotions and emotions as it represents the feelings and
impressions of the decision maker.
Yellow: This hat means thinking about opportunities and positive ways as it helps the
decision maker with the best positive aspects of the resolution.
Green: This hat means thinking outside the box that is, it motivates the decision
maker to think in new and innovative ways that can be worked out.
Blue: This hat means decision management as it represents what is the application of
the decision and what are the next stages of decision making. (‫النجاح‬، 2023)
Action learning approaches: This is one of the best ways for companies to adopt in
their values the continuous development of individuals and the organization in
general. It develops the skills of individuals to involve them in some decisions. It
divides individuals into more than one group with the aim of discussions between
them about a particular problem and what are the right ways to make decisions. It
must appoint a leader with a prominent role in internal organization.

AC1:5
Ethical views play a key role in decision-making as they guide senior management or
decision makers towards making decisions in line with ethics, ethical principles and
human values. As companies represent a large part of society, which must assume
social responsibilities, and which participate in making many decisions.
Deontological theory or, in other words, moral duty theory: Where this theory
discusses ethics and responsibilities that individuals must comply with in their actions
and decisions, for example, being fair and transparent by talking about Part I integrity
means honesty and honesty in acting away from fraud and deception. Integrity is an
important part of ethical values and speaking about transparency. It means clearly
articulating information or data and enhancing its role in decision-making Prejudices
or other influences that may influence decision-making. decision-making ", this
theory can be infused with decision-making by preserving the basic principles that
must characterize an individual's decision-making, so that decisions will be free of
personal orientation and prejudices that affect the decision-maker.
contractarian theory: where this theory is discussed that ethics is a contract between
individuals or in other words a social agreement. But it is a fictional decade for the
maintenance of social order and the exchange of benefits since the agreement of
individuals on specific ethics and principles will reflect the cycle of social justice
between members of society and individuals within organizations or institutions. This
theory can affect decision-making in terms of consideration of the group's interest and
thus the predominance of decisions to be taken through this theory will become fair.
ethical ego theory: This theory discusses that decisions are made based on one's own
interest, i.e. that a person makes decisions based on one's own health and that this
theory becomes useful in making decisions when individuals are directed to make
decisions that benefit them better This theory can influence decision-making in that it
focuses on the individual himself or herself without society and thus helps in the
employee's happiness and well-being regardless of others. (Westacott، 2019)
In conclusion, companies must consider all ethical perspectives in decision-making,
except that they are borne by internal points or points associated with the overall
labour market, as they will directly or indirectly affect the company. (Sage، 2014)
(Anon.، 2017)

AC3:1
When talking about aspects that affect a company's performance, it can be divided
into two main sections in terms of type: financial or non-financial performance.
Financial performance represents digital and numerical data or information, so it is
easy to maintain objectivity because it is closely linked to numbers and quantitative
information that does not show personal trends, opinions or beliefs. There are many
ways used by senior management or financial management within companies.
Net profit margin method: This method represents a concept used in accounting and
funding to indicate the percentage of net profit compared to gross revenue, as it
measures the extent to which the company can convert revenue into profit. Net profit
margin can be calculated through the following formula 100 * (net profit
apportionment of total revenue) Net profit can be calculated by deducting all costs
and expenses from total revenue and the higher the profit margin indicates the
company's efficiency in managing its business.
For example, at the end of the year, after calculating the total annual costs of the
company, it turned out to be equal to SAR 10,000. At the end of the year, the total
revenue earned by the company was calculated to be equal to SAR 15,000. Based on
these figures, the net profit margin can be calculated by the following formula 100 *
(5/15) = 33.33%.
Gross profit margin ratio method: This method is an indicator of the company's
efficiency to achieve profit from its sales. The following formula can be used to
calculate it as 100 * (gross profit dividing total revenue) as the profit is before
deducting expenses and expenses reflects the company's ability to make profit through
its sales.
For example: At the end of the first quarter, after calculating the gross profit, SAR
105,000 and total revenues SAR 150,000 and calculating the profit margin ratio 100 *
(105/150) = 70%. This ratio indicates that the company's efficiency in achieving profit
through sales is extremely high, as it represents more than half a percent and since it
is greater than zero, it is a positive indicator for the company.
Non-financial performance is difficult to measure accurately or 100% as it discusses
information or data that is not numerous, but rather on intangible details. In these
cases, ways must be found to measure performance objectively away from biases or
personal orientations.
Customer feedback and general satisfaction: If the company is a productive company
or a company that provides services to others, its non-financial performance can be
measured through customer feedback, i.e. if the service delivery identification is
provided or the time taken to complete the service delivery process and by analysing
the answers to the previous questions and comparing them to the previous objectives,
it will be clear whether the indicator is positive or negative.
Retention Rate: This rate represents the ratio of internal or external bugs as it
represents employees and customers and all of us increased the rate is indicative of
the efficiency of the company in maintaining its relationships as the survival of
customers will represent loyalty to it after any company has strong relationships with
its partners. (Anon.، 2023)

AC3:2
Practices of persons within the organization or institution play an important role in all
internal or external operations as these practices are linked to the most important
element within the Organization, which is the human element and must be taken into
account in all respects, as it demonstrates the Organization's success and internal
management, as well as helping to achieve the objectives expected by senior
management that will represent strategic orientations and examples of practices for
workers: discipline, collaboration, development and innovation, career performance,
Individual practices can provide value to the organization through their impact on all
operations, for example when individuals' practices are centred on innovation and
continuous learning. The organization or institution will become constantly
sophisticated, thereby maintaining its position in the market. The following methods
can be used to measure workers' practices:
Impact: Through this method, the impact of individual practices on the organization
can be calculated through the precise identification of workers to be focused on, for
example, the organization's development here. The current situation must be
examined and then the introduction of business courses and workshops and the
measurement of the situation of workers within the organization after the completion
of the courses to measure the impact of the change in their practices.
Performance measurement for individuals: As previously stated, the company's work
is closely linked to workers within the organization, it is necessary to take into
account the measurement of their job performance and the development of clear
performance indicators that can be measured to verify the extent to which workers
meet the goals set by senior management. The performance measurement shows
whether the practices of workers within the organization have a positive curve or that
there are internal poor practices for individuals that need to be developed to serve the
business of the company.
Measuring the overall performance of the organization: through profitability, revenue
and growth in the market as it is influenced by the internal practices of individuals
and their discipline in doing business as well as innovation and development. In the
case of each curve is positive, practices are positive practices. In the case of a
negative curve, practices must be reviewed and adjusted.
The conclusion of the employee is an integral part of the organization's success, and
its practices must be considered.

Section II:
Before starting the solution, the meaning of the types of analysis mentioned should be
addressed. Qualitative and quantitative analysis are as follows:
Quantitative analysis: Logical analysis that uses statistical and mathematical methods
to interpret data and information obtained through statistics for use within the
company or management.
Qualitative analysis: Analysis of non-numerical data and information to subtract the
meanings of information and data in other words interpret non-digital information
obtained through observations, questionnaires, or interviews for subsequent use
within the company or institution.

Gender

53.85%
45.38%

0.77%
Female Male Non-binary
Table I
1. Sex
Results of the analysis:
When looking at the graph it becomes clear to us that the number is equal between
females and males as the difference is simple.
Recommendations:
Gender has many benefits, including internal diversity. It adds strength and enables
the company to benefit from the diversity of skills in both sexes. Each sex has
different skills. The integration of this diversity adds value to work. The risks are low
compared to the benefits that the organization will derive from diversity. Some risks
are that female leave is higher than male leave. This may cause some internal
problems. The decision may also reduce costs indirectly, as the sustainability of
females is higher than men, adding that the rate of females' salaries is lower than that
of males.
2. Race:
Results of the analysis:
Looking at the graph shows that there are almost equal numbers except for one race.
Here it is necessary to think carefully about why the number of employees from this
race is so high. Is it because of internal prejudices? Are there regulations governing
the increase in the number of people and the company must ensure that many existing
races do not affect work through biases or personal orientations.
Recommendations:
Race diversity adds to the company's high flexibility and distances it from different
prejudices as there is a correlation between internal diversity and flexibility. It is
expected that if a race is employed more than jealously that there are internal biases.
In financial terms, there is no clear information since the salary rate and replacement
cost of that race must be based on the financial implications.
3. Disability:
Results of the analysis:
When looking at the graph, we see that there is a fair employment as 8% of the total
employees are considered good because, as we mentioned earlier, the company stands
in front of its business and social responsibilities and must reconcile them, which is
what is shown in the quantitative analysis of the numbers of persons with disabilities.
Recommendations:
There are disabilities that do not prevent the person from working, but they add to the
person a high skill at other points. Employment of persons with disabilities is a social
responsibility of the company before the society so that it is part of the society There
may also be risks about the difficulty of integrating them with employees, as well as
the financial implications of additional equipment that must be available to persons
with disabilities. In return, the company will receive support from the State as a result
of their employment.
4. Salaries:
Results of the analysis:
Through a graphic analysis of salaries, salaries are commensurate with the number of
women and men previously, and there are no gender biases.
Recommendations:
Salaries are an important financial part of all employees entering as they are
considered monthly costs owed to the organization. Therefore, they must be carefully
studied by senior management to ensure that the work is not affected by employees'
salaries. It is also a risk that this point is not given importance to the loss of competent
employees and high values presented to the company in financial terms. Therefore,
there will be a cost of replacement over and above other costs.
5. Average salaries: The suitability of employees' salaries can be analysed by
studying salaries for parallel companies and ensuring that average internal salaries are
equal or greater to the average salaries of parallel companies in order to reduce the
turnover rate of employees, and by calculating the average salary that is divided by
8256,940 (total salaries) On 260 (total number of employees) the product will be
31757.4615 and accepted or not according to market salaries.
Table II
The questionnaire discussed the mixed work in several different aspects and analysed
the information mentioned.
The number of approvals represents the largest percentage in the table as there are a
number of reasons why employees prefer to work by default is a pleasant matter that
may be due to the distance of the home from the workplace or traffic congestion or
that there are things that make them prefer to work from home such as the children of
female workers.
The number of disagreements is lower compared to the approvals when calculating
totals as there may be several reasons why employees do not prefer to work by default
may be because they cannot separate social life within the home and work at the same
time.
Recommendations:
Applying this approach will reflect many benefits as it has a high acceptance among
individuals which will reflect their satisfaction and sustainability.
Financial trend:
The financial trend is of great interest to senior management and therefore all
practices must be considered as there is a direct and indirect relationship In direct
terms, telecommuting reduces variable costs such as invoicing and indirectly is
considered a non-financial benefit that must be taken into account because non-
financial benefits will reduce turnover and thus reduce recruitment costs and many
other aspects.
Risks: Telecommuting is a practice that is posed by many risks, for example inability
to control employees. To reduce these risks, a clear policy governing telecommuting
must be established, for example, defining a number of days to work by default for
each employee, creating a workforce control mechanism, and putting in place as an
additional advantage for some disciplined employees.
In conclusion, each new internal work exercise has an experimental period to study its
pros and cons as discussed in the previous module.

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