Evidence-Based HR
What is it and why should we use it?
The findings of a CRF report shed light on how evidence informs decision-making in human resources.
“Around 38% of respondents said they always use internal quantitative data, 25% said they always use internal qualitative data or 17% said they used stakeholder interviews.”
EBHR can significantly influence HR strategies. Whether relying on data-driven metrics, qualitative insights, or stakeholder perspectives, HR professionals can skillfully navigate a multifaceted landscape to enhance organisational success.
Learn more about the 3 main differences between typical HR processes and EBHR from Rob Briner, Professor of Organisational Psychology, Queen Mary University of London, Associate Director of Research CRF, Visiting Professor Birkbeck University of London.
Evidence-Based HR is defined by Rob Briner, Professor of Organisational Psychology, Queen Mary University London, Associate Director of Research CRF, Visiting Professor Birkenhead University of London, as using multiple sources of evidence to identify a potential problem or opportunity, and then using a structured approach to identify what might be a likely intervention or solution.
An approach to implementing Evidence-Based HR
Source CIPD
Our case study provides a real-world example of how EBHR processes can be applied in the workplace. For a deeper dive, see CRF's comprehensive report.
An example of how an organisation might apply EBHR approaches.
