In 2011, CRF published Evidence-based HR: From Fads to Facts? In that report, we examined what was then the relatively new idea of EBHR to better understand its meaning and relevance to the HR profession. We discussed the idea with a range of senior HR professionals and academics who first advocated its adoption.
There is no doubt that the HR function has changed significantly over the past decade. Business stakeholders have become more demanding of HR and HR has become more prominent as an internal function, a trend accelerated by the COVID-19 pandemic. Technology and the proliferation of HR analytics have played a particularly prominent role in reshaping the function.
Over the past decade EBHR has also developed in various ways, though there is no doubt that it could be developed further. CRF have therefore decided to revisit this topic by producing two new reports. This report is the first and provides a stock take of where we are now by examining what has changed since 2011, seeking the current views and perspectives of senior HR professionals through a survey and interviews, exploring the role of people analytics within EBHR and providing some initial suggestions for how we can strengthen our EBHR practice.
The second report will be published in 2024 and will consider how HR professionals and HR functions can become more evidence-based by providing a range of practical resources and detailed guidance, including a model, methodology and key principles for practitioners to use.
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