This document discusses evidence-based human resource management (EBHRM). EBHRM involves making organizational decisions based on scientific principles, valid organizational facts, critical thinking, and ethical considerations. It defines EBHRM as identifying and employing HR interventions and approaches that have the strongest empirical support for achieving desired outcomes. Some benefits of EBHRM include making better decisions by using practices that work and avoiding those that don't, acquiring expertise over a career, and considering ethics and stakeholder impacts. An evidence-based HR practitioner should be a problem solver who uses evidence to generate solutions and manages expectations based on evidence.

1. PRESENTATION BY :
AYUSH G.K

2. What is Evidence Based H.R.M ?
Evidence Based HRM ( EBHRM ), is the practice of
making organizational decisions based upon
conscientious use of ,
1. Science-based principles and knowledge.
2. Valid and relevant Organisational and business facts.
3. Critical thinking aided by decision supports.
4. Ethical considerations (i.e, effects on stakeholders).

3. DEFINITION
Evidence Based Human Resource Practice
is the process of critically identifying and
employing H.R interventions and
approaches that have the strongest basis
of empirical support for attaining desired
outcomes.

4. 1. Use of Scientific Findings
Research on how to make decisions
to maintain despite technological
complexities and crisis conditions.

5. 2. Valid Organisational Facts
Analyzing written reports and
statements concerning all valid and
relevant organisational facts for
over a period of time.

6. 3. Becoming Decision Aware.
Fully considering what decisions to
be taken.
Review and follow Relevant
Decision aids.

7. 4.Ethics and Responsibilities to
Stakeholders.
Ensuring that the decisions taken at
the time of crisis as such does not
deteriorate the interest of
stakeholders, and decisions which
are ethical and aids to stakeholders
preference to be considered.

8. Why Evidence Based H.R.M ?
• Better Decisions by using Practices that work and
avoiding those that don’t.
• Using Best Evidence and Best Practices.
• Developing expertise throughout the career.
• 20 Years of Valid experience is different than 1
year of experience repeated 20 times.

9. 5 Good EBHRM Practices.
1. Get Evidence into conversation.
2. Acquire evidence in your area of practice.
3. Learn to find evidence.
4. Become “Decision Aware”.
5. Reflect on Decisions’ ethical implications.

10. An Evidence Based H.R practitioner
should
• be a problem solver.
• use an analytical diagnostic approach to
problem solving and decision making.
• be a good critical and lateral thinker.
• be evidence hungry i.e., seek to establish
tangible evidence for solutions to particular
problems.
• Look to harvest and trap evidence at every
available opportunity.

11. An Evidence Based H.R practitioner
should
• a solution generator i.e., seeking always to
generate solutions based on the best practice
approach.
• Able to manage expectations and offer possible
outcome statement to stakeholders based on a
sound evidential base.
• Competent or commit to becoming competent in
using and analyzing data to inform professional
practice.