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Evidence-Based HR: Bridging the Research-Practice Gap

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Center for Evidence-Based Management
Center for Evidence-Based Management

The document discusses evidence-based human resource management (EBHRM). It begins by explaining that EBHRM involves making HR decisions using four sources of information: best research evidence, practitioner expertise and judgment, characteristics of the organization, and preferences of stakeholders. It then notes that there is often a gap between what scientific research shows and what HR practitioners believe or do in practice. Several examples are given where practitioner opinions differ from research findings. The document concludes by suggesting some ways to help close the gap between research evidence and HR practice, such as educating HR professionals and decision-makers about different types of evidence and improving communication between researchers and practitioners.

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Evidence-Based HR Management: What is it and what can we do about it? Alison Romney Eyring PhD CEO, Organisation Solutions Presentation to IO/Occupational/ Work Psychology Community 18 March, 2013 (Singapore) © 2010 Organisation Solutions Pte Ltd
EBHRM – WHAT IS IT? © 2010 Organisation Solutions Pte Ltd
Learning from Medicine © 2010 Organisation Solutions Pte Ltd
Evidence-Based Medicine “The practice of EBM involves a process of life- long, self-directed learning in which caring for patients creates the needs for important information about clinical and other healthcare We must practice issues. the discipline of To practice bedside, evidence-based medicine evidence-based we need to ask an answerable questions, track thinking down the best evidence available, critically appraise the evidence and lastly, integrate the results with the patient’s unique biology, circumstances, and values. An expert practitioner of evidence-based medicine is one who can integrate the evidence with other key issues.” From Woolever, Family Practice Management May 2008 © 2010 Organisation Solutions Pte Ltd
Evidence-based (HR) management means making decisions about the management of employees, teams or organizations through the conscientious, explicit and judicious use of four sources of information: Briner, Denver and Rousseau (2009) Source: CEBMa website © 2010 Organisation Solutions Pte Ltd
Are we there yet? What gets in the way? © 2010 Organisation Solutions Pte Ltd
Evidence-Based HRM What is the Gap? Knowing Doing © 2010 Organisation Solutions Pte Ltd
Evidence-Based HRM What is the Gap? Fact, Truth, Evidence Myth, Fiction, Misinformation © 2010 Organisation Solutions Pte Ltd
Encouraging employees to participate in decision-making is more effective for improving organisational performance than setting performance goals. Fact or Fiction? US HR sample: 73% think it’s a fact Asia HR sample: 73% think it’s a fact Is it true? No, this is fiction. 16% improvement in performance with goal setting – 1% for employee participation Rynes, Colbert & Brown, Human Resource Management Summer 2002, Vol. 44, Pp. 149-174 Asia data collected by Organisation Solutions © 2010 Organisation Solutions Pte Ltd
Conscientiousness is a better predictor of employee performance than intelligence. Fact or Fiction? US HR sample: 72% think it’s a fact Asia HR sample: 58% think it’s a fact Is it true? No, this is fiction. Predictive validity of GMA .51 vs .31 for conscientiousness Rynes, Colbert & Brown, Human Resource Management Summer 2002, Vol. 44, Pp. 149-174 Asia data collected by Organisation Solutions © 2010 Organisation Solutions Pte Ltd
Management Fads Growing – and Life Cycle Shortening Carson et al (2006) Source: CEBMa © 2010 Organisation Solutions Pte Ltd
All “Evidence” is NOT the Same High 1. Systematic reviews & meta-analysis 2. Randomised control groups Realm of & Objectivity Research Robustness 3. Longitudinal studies & Academia 4. Cross-group / industry studies 5. Case studies Realm of MBA Programmes, 6. Expert opinion Business and & Consulting 7. Anecdote Low Best Practices usually based on #4-7! Adapted from Sheffield School of Health & Related Research (ScHARR) © 2010 Organisation Solutions Pte Ltd
Evidence-Based HR What is the Gap? Science Practitioner © 2010 Organisation Solutions Pte Ltd
Science – Practitioner Gap What Scientists Know What HR Leaders from Research Want to Know • GMA • Align HR w/strategy • Goal-setting and feedback • HR practice & firm perf • HR practice – org outcome • Contingencies • Structured interviews • Trade-offs for policy • Valid selection – performance • Low status of HR • Personality & performance Rynes, Colbert & Brown, Human Resource Management Summer 2002, Vol. 44, Pp. 149-174 © 2010 Organisation Solutions Pte Ltd
Consulting firms contribute to confusion HR leader survey: Why do people leave? 1. Opportunities for growth and advancement 2. Quality of compensation package 3. Amount of job stress 4. Quality of relationship with supervisor or manager 5. Ability to balance work and home life Consulting firm Benchmarking Study © 2010 Organisation Solutions Pte Ltd
Meta-analytic Research on Retention Predictor Correlation Job Search .21 to .42 Withdrawal Intention .21 to .35 Weighted Application Blank .31 1. Leader Relationship Commitment -.23 2. Role Clarity Leader Relationship (LMX) -.23 3. Role Conflict Role Clarity -.21 Tenure -.20 4. Overall Job Satisfaction Role Conflict .20 5. Work Satisfaction Absenteeism .20 Overall Job Satisfaction -.19 Work Satisfaction -.16 Griffeth, Hom and Gaertner (2000). Journal of Management © 2010 Organisation Solutions Pte Ltd
Opinion Surveys - Help or Hinder? 1. Opportunities for growth and advancement -.12 2. Quality of compensation package -.09 3. Amount of job stress .14 4. Quality of relationship with supervisor or manager -.23 5. Ability to balance work and home life * *Not measured. However, people are less likely to leave if they: (1) have children; (2) have spouses that work; and (3) are married © 2010 Organisation Solutions Pte Ltd
Publications – Help or Hinder? • Harvard Business Review • HR Magazine • Human Resource Management 1. Human Resource Management 2. HR Magazine 3. Harvard Business Review Rynes, Colbert & Brown, Human Resource Management Summer 2002, Vol. 44, Pp. 987-1008 © 2010 Organisation Solutions Pte Ltd
Local HR publication – not helping evidence based practice! © 2010 Organisation Solutions Pte Ltd
WHAT CAN WE DO ABOUT IT? © 2010 Organisation Solutions Pte Ltd
Some Ideas • Educate ourselves on evidence-based practice • Help educate decision makers about the relative strengths/weakness of different types of evidence • Expose HR to more good research • Create better dialogue between academic researchers and practitioners • Help translate meta-analytic studies so that HR practitioners can understand and use • Provide an evidence-based perspective to the media • Learn from and contribute to entities supporting this effort (e.g. CEBMa) © 2010 Organisation Solutions Pte Ltd
Thank You © 2010 Organisation Solutions Pte Ltd

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Evidence-Based HR: Bridging the Research-Practice Gap

  • 1. Evidence-Based HR Management: What is it and what can we do about it? Alison Romney Eyring PhD CEO, Organisation Solutions Presentation to IO/Occupational/ Work Psychology Community 18 March, 2013 (Singapore) © 2010 Organisation Solutions Pte Ltd
  • 2. EBHRM – WHAT IS IT? © 2010 Organisation Solutions Pte Ltd
  • 3. Learning from Medicine © 2010 Organisation Solutions Pte Ltd
  • 4. Evidence-Based Medicine “The practice of EBM involves a process of life- long, self-directed learning in which caring for patients creates the needs for important information about clinical and other healthcare We must practice issues. the discipline of To practice bedside, evidence-based medicine evidence-based we need to ask an answerable questions, track thinking down the best evidence available, critically appraise the evidence and lastly, integrate the results with the patient’s unique biology, circumstances, and values. An expert practitioner of evidence-based medicine is one who can integrate the evidence with other key issues.” From Woolever, Family Practice Management May 2008 © 2010 Organisation Solutions Pte Ltd
  • 5. Evidence-based (HR) management means making decisions about the management of employees, teams or organizations through the conscientious, explicit and judicious use of four sources of information: Briner, Denver and Rousseau (2009) Source: CEBMa website © 2010 Organisation Solutions Pte Ltd
  • 6. Are we there yet? What gets in the way? © 2010 Organisation Solutions Pte Ltd
  • 7. Evidence-Based HRM What is the Gap? Knowing Doing © 2010 Organisation Solutions Pte Ltd
  • 8. Evidence-Based HRM What is the Gap? Fact, Truth, Evidence Myth, Fiction, Misinformation © 2010 Organisation Solutions Pte Ltd
  • 9. Encouraging employees to participate in decision-making is more effective for improving organisational performance than setting performance goals. Fact or Fiction? US HR sample: 73% think it’s a fact Asia HR sample: 73% think it’s a fact Is it true? No, this is fiction. 16% improvement in performance with goal setting – 1% for employee participation Rynes, Colbert & Brown, Human Resource Management Summer 2002, Vol. 44, Pp. 149-174 Asia data collected by Organisation Solutions © 2010 Organisation Solutions Pte Ltd
  • 10. Conscientiousness is a better predictor of employee performance than intelligence. Fact or Fiction? US HR sample: 72% think it’s a fact Asia HR sample: 58% think it’s a fact Is it true? No, this is fiction. Predictive validity of GMA .51 vs .31 for conscientiousness Rynes, Colbert & Brown, Human Resource Management Summer 2002, Vol. 44, Pp. 149-174 Asia data collected by Organisation Solutions © 2010 Organisation Solutions Pte Ltd
  • 11. Management Fads Growing – and Life Cycle Shortening Carson et al (2006) Source: CEBMa © 2010 Organisation Solutions Pte Ltd
  • 12. All “Evidence” is NOT the Same High 1. Systematic reviews & meta-analysis 2. Randomised control groups Realm of & Objectivity Research Robustness 3. Longitudinal studies & Academia 4. Cross-group / industry studies 5. Case studies Realm of MBA Programmes, 6. Expert opinion Business and & Consulting 7. Anecdote Low Best Practices usually based on #4-7! Adapted from Sheffield School of Health & Related Research (ScHARR) © 2010 Organisation Solutions Pte Ltd
  • 13. Evidence-Based HR What is the Gap? Science Practitioner © 2010 Organisation Solutions Pte Ltd
  • 14. Science – Practitioner Gap What Scientists Know What HR Leaders from Research Want to Know • GMA • Align HR w/strategy • Goal-setting and feedback • HR practice & firm perf • HR practice – org outcome • Contingencies • Structured interviews • Trade-offs for policy • Valid selection – performance • Low status of HR • Personality & performance Rynes, Colbert & Brown, Human Resource Management Summer 2002, Vol. 44, Pp. 149-174 © 2010 Organisation Solutions Pte Ltd
  • 15. Consulting firms contribute to confusion HR leader survey: Why do people leave? 1. Opportunities for growth and advancement 2. Quality of compensation package 3. Amount of job stress 4. Quality of relationship with supervisor or manager 5. Ability to balance work and home life Consulting firm Benchmarking Study © 2010 Organisation Solutions Pte Ltd
  • 16. Meta-analytic Research on Retention Predictor Correlation Job Search .21 to .42 Withdrawal Intention .21 to .35 Weighted Application Blank .31 1. Leader Relationship Commitment -.23 2. Role Clarity Leader Relationship (LMX) -.23 3. Role Conflict Role Clarity -.21 Tenure -.20 4. Overall Job Satisfaction Role Conflict .20 5. Work Satisfaction Absenteeism .20 Overall Job Satisfaction -.19 Work Satisfaction -.16 Griffeth, Hom and Gaertner (2000). Journal of Management © 2010 Organisation Solutions Pte Ltd
  • 17. Opinion Surveys - Help or Hinder? 1. Opportunities for growth and advancement -.12 2. Quality of compensation package -.09 3. Amount of job stress .14 4. Quality of relationship with supervisor or manager -.23 5. Ability to balance work and home life * *Not measured. However, people are less likely to leave if they: (1) have children; (2) have spouses that work; and (3) are married © 2010 Organisation Solutions Pte Ltd
  • 18. Publications – Help or Hinder? • Harvard Business Review • HR Magazine • Human Resource Management 1. Human Resource Management 2. HR Magazine 3. Harvard Business Review Rynes, Colbert & Brown, Human Resource Management Summer 2002, Vol. 44, Pp. 987-1008 © 2010 Organisation Solutions Pte Ltd
  • 19. Local HR publication – not helping evidence based practice! © 2010 Organisation Solutions Pte Ltd
  • 20. WHAT CAN WE DO ABOUT IT? © 2010 Organisation Solutions Pte Ltd
  • 21. Some Ideas • Educate ourselves on evidence-based practice • Help educate decision makers about the relative strengths/weakness of different types of evidence • Expose HR to more good research • Create better dialogue between academic researchers and practitioners • Help translate meta-analytic studies so that HR practitioners can understand and use • Provide an evidence-based perspective to the media • Learn from and contribute to entities supporting this effort (e.g. CEBMa) © 2010 Organisation Solutions Pte Ltd
  • 22. Thank You © 2010 Organisation Solutions Pte Ltd