I’ve been wanting to write about evidence-based HR for a while, in part because back in 2013 I wrote a blog post critiquing the idea (brattily titled: “Evidence-Based HR: Are We Kidding Ourselves?”) and have since completely changed my opinion. This time, I’ve left it to the experts and invited the wonderful Natasha Ouslis to set me straight on what evidence-based practice in HR is and isn’t, and why we should care.
Posts tagged ‘Evidence based HR’
A weekly post in which I share (some of) the most thought-provoking content I read this week(ish), which I am too lazy to write full blog posts about.
Metrics. Big data. Analytics. If you work in HR and haven’t heard these words over and over again in the last few years then you probably work for ‘Underground Bunkers R Us’. The rest of us have heard again and again that the next big thing in HR is learning how to better capture and use the information we are all awash in to make our work more evidence-based, measurable and targeted.
In a recent article series for Personnel Today, Paul Kearns sets the bar even higher, making the case for putting HR on the same professional footing as medicine in Part 1 ‘It is Time to Build HR into a True Profession’:
“It [HR] is a highly skilled job that requires the same level of training and dedication as the most qualified and experienced brain surgeons.”
“If HR is to achieve the requisite level of professionalism, it has to become as scientific as it can be, and that requires methods based on the best evidence available.” Read more