By Ishtiak Ahmed Taher, SHRM-SCP
HR is one profession that is hugely guilty of promoting and accommodating management fads and gimmicks on a regular basis. That is why every now and then you’ll find some new HR terms or “best practices(!)” has popped up in HR space and seemingly everyone is chasing it to be the early adopter and be part of so-called history
In reality, as sound HR professionals, we should always ask questions like “what is the evidence that this so-called best practice is actually effective?” or the least “Whether it is suitable for my organization?” Senseless adoption of unrelated (or ineffective!) best practices could lead to a huge waste of an organization’s resources and most importantly, will undermine the credibility of HR as a profession.
Thankfully, slowly but steadily, the movement for evidence-based practice in HR is growing. UK-based Center for Evidence-Based Management (CEBMa) has already rolled out these 4 sources (of evidence) and 6 steps of the evidence-based practice process. You can learn further about Evidence-Based Management from www.cebma.org.
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