I’ve written about the importance of evidence-based HR management before, but now I want to talk in more detail about what it is, how it works, and why it matters.
What Is Evidence-Based HRM?
The term “evidence-based human resource management” (EBHRM) refers to a practice that integrates critical use of multiple evidence sources into HR decisions. In other words, EBHRM is a way of doing HR that doesn’t rely on assumption or habit — instead, it uses data and research findings to guide decision-making. This definition is not mine; rather, it’s drawn from published research on EBHRM, which describes the concept as:
“A systematic process of gathering, evaluating, and applying evidence from different sources to inform HR practices”
This is an important distinction between EBHRM and assumption-driven HR, which relies on intuition, tradition, or anecdote rather than empirical evidence. There are many definitions and features of EBHRM in the literature, but they all share this core idea of using evidence to make better HR decisions.
In fact, a UK-based professional body for HR professionals has presented EBHRM as a step-by-step approach to making HR decisions. It defines EBHRM as follows:
“Using evidence from various sources to support HR decisions, including academic research, business journals, practitioner reports, and company-specific data.”
So EBHRM is a recognized practice within the field of HR, and there is a growing body of research showing its benefits.
What Sources Do HR Practitioners Use for Evidence?
HR practitioners who follow the EBHRM approach draw on a wide range of sources for evidence to support their decisions. These include:
Management journals such as Harvard Business Review
Academic journals searchable via Google Scholar
Professional advisory networks such as Deloitte and Gartner
HR research and development groups such as SHRM
Systematic reviews that provide the best available external evidence for practical problems
In addition to these external sources, HR practitioners also use internal data and information from their own organizations to make informed decisions.
How Does EBHRM Reduce Bias and Sharpen Decision Quality?
One of the key benefits of EBHRM is that it reduces bias in HR decision-making. Every professional, regardless of seniority, carries biases that can influence their decisions. However, when HR practitioners base their decisions on data and evidence, those biases are less likely to affect the outcome. Judgements based on shared objective reality are generally better than judgements based on gut instinct.
Stakeholder Engagement in EBHRM
A required component of the evidence-based HR process is stakeholder engagement. HR must engage with those involved in any HR issue to gain appreciation for their expectations. Stakeholder input sits alongside documentary and data evidence in the EBHRM process.
Benefits of Adopting EBHRM
Adopting EBHRM offers many benefits to organizations beyond simply improving HR decision quality. EBHRM moves HR beyond historically administrative perception and improves credibility and stature as a profession. It also provides genuine strategic value to the organization.
What Does EBHRM Look Like in Practice?
When applied to concrete workforce problems, EBHRM looks like this. Imagine you’re a leader in a company that wants to address high absenteeism among employees. You ask your HR department to find out why people are taking so many sick days and what can be done to reduce them. Instead of relying on assumptions or anecdotes, the HR team uses EBHRM to gather evidence from a variety of sources. They might look at internal data on absenteeism rates, conduct surveys to understand employees’ reasons for taking time off, and read relevant academic articles and industry reports. Based on this evidence, the HR team develops targeted strategies to reduce absenteeism, such as offering flexible work arrangements or providing additional health resources.
Another example of EBHRM in action is the Financial Conduct Authority (FCA), the UK financial regulator. FCA recently conducted an evidence-based review of its internal DEI work, identifying the most urgent DEI issues and developing targeted strategies to address them. The results of the review will feed into FCA’s ambitious DEI targets.
These examples illustrate how EBHRM can be used to tackle real-world workforce problems. By using data and research findings to guide decision-making, HR professionals can make more informed and effective choices that benefit both employees and employers.