PROFESSIONAL EXPERTISE: input from people who have been through similar situations in the past, have made similar decisions and reflected on their outcomes to identify lessons learned. ORGANISATIONAL DATA: metrics, KPIs, or any other piece of internal data that can inform about the specific context and past experiences of your organisation. SCIENTIFIC RESEARCH: findings published in academic journals in management and other fields, which present some generalisable facts that apply to your specific problem. Here are the 4 sources of evidence to always have in your backpack: Evidence simply refers to information: any data that’s out there and can help you learn more about the alternatives you’re considering and their effects. Since we’re talking about EBHR, what does evidence mean? Do you need a deerstalker and a magnifying glass to find it? You don’t, but you do get to feel a bit like a modern HR detective. Considering how important HR decisions are – after all, they affect a large workforce in very meaningful ways – let’s all try to improve the way we make them.Īn HR detective seeks best available evidence Often, decisions are made on the sole basis of intuition or trends. You might be thinking: “So, what’s wrong with my decision-making methods? I’m pretty happy with how most of my decisions turn out.” You might be, but researchers have looked at how decisions are made in organisations, and their conclusions are not so optimistic, namely: decision-makers use whatever evidence they have at hand, without asking themselves where it comes from and how trustworthy or relevant it is.Īnd that’s the best-case scenario. What if there’s a better way of making HR decisions which makes it more likely to actually get the results youĮxpect? Let’s learn to expect the unexpected. What about you and your last decision at work? Are you confident the process and the outcome were good? However, she is not fully confident she did her best when making this decision – she felt rushed and didn’t make the time to look for all the information she wanted. Recently, Evi has decided to send BisonBikes managers to an emotional intelligence workshop. She likes to do the same at work – learning continuously and making better decisions in order to make work better for everyone. Evi is an avid hiker and likes to explore new landscapes and routes, relying on her skills and tools to find new paths towards her destination. Just in her forties, she has now worked for over fifteen years in HR.īesides HR, her other passion is spending time outdoors, either with her son Noah or by herself. She is the HR manager of an international bike producing company called BisonBikes. Your decisions are more likely to achieve the results you expect from them. Using the best available evidence and looking at it with a critical eye, to inform HR decisions. Our RRPs are smoke-free products that produce an aerosol that contains far lower quantities of harmful and potentially harmful constituents than found in cigarette smoke.Episode 1: The Evidence-Based HR BackpackĮquipped for better decisions: The Evidence-Based HR BackpackĮvidence-based HR (EBHR) is a better way to make people decisions in organisations. PMI has a range of RRPs in various stages of development, scientific assessment and commercialization. Reduced Risk Products ("RRPs”) is the term we use to refer to products that present, are likely to present, or have the potential to present less risk of harm to smokers who switch to these products versus continuing smoking. The purpose of this site is not for advertising or marketing. This site is for use by scientists, the public health and regulatory communities, and other stakeholders with an interest in tobacco policy. is operated by Philip Morris International for the purpose of publishing and disseminating scientific information about Philip Morris International’s efforts to develop and assess products that have the potential to reduce individual risk and population harm associated with tobacco use.
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