Evidence-Based HRM vs Opinion-based HRM
Human Resource Management (HRM) Software has become a crucial tool for managing employee data and improving HR operations in companies. However, like any other tool, the effectiveness of HRM software depends on how it's used. One critical factor that affects the successful implementation of HRM software is how the HR team approaches decision-making within their organization.
That's where Evidence-Based HRM and Opinion-based HRM come in. These two approaches provide different ways of making decisions, affecting how HRM software is used in companies.
What is Evidence-Based HRM?
Evidence-Based HRM is an approach that emphasizes the use of data and evidence to make decisions about HR strategies, policies, and practices. This approach involves using reliable data, such as employee surveys, performance data, and industry benchmarks, to identify patterns, trends, and correlations. Evidence-Based HRM practitioners use this information to inform their decisions and develop effective HR strategies.
This approach to HRM software can result in more successful outcomes as decisions are based on objective data, and the effectiveness of programs can be measured and improved over time.
What is Opinion-Based HRM?
Opinion-Based HRM, on the other hand, relies on subjective opinions and beliefs when making decisions about HR practices. This approach is often based on long-standing traditions or gut feelings about what works best. It often involves decision-making based on the experience, biases, and judgment of HR managers and leaders.
While Opinion-Based HRM can be seen as more intuitive, it often results in decision-making that isn't backed up by data. This can lead to programs that aren't effective and can't be measured or optimized easily.
Evidence-Based HRM vs Opinion-Based HRM for HRM Software
When it comes to HRM software, the approach to decision-making can make a significant difference in the effectiveness of the software. HRM software is designed to collect, analyze and display data, making it easier to adopt an evidence-based approach to decision-making.
By using data to inform their decision-making, HR teams can build more effective HR strategies and policies that are based on objective information. On the other hand, using Opinion-Based HRM can lead to the implementation of HRM software that is ineffective, as it fails to address the underlying causes of HR issues.
Final Thoughts
Evidence-Based HRM and Opinion-Based HRM offer two different approaches to decision-making in HR management. Evidence-Based HRM uses data to drive decision-making, while Opinion-Based HRM relies on gut feelings and intuition. When it comes to HRM software, an evidence-based approach is likely to result in more successful outcomes as decisions are rooted in objective data that can be analyzed and improved over time.
If your organization is investing in HRM software, consider adopting an evidence-based approach to decision-making to ensure your programs are effective and can be optimized over time.
References
- Briner, R. B., & Denyer, D. (2012). Systematic review and evidence synthesis as a practice and scholarship tool. Handbook of evidence-based management: Companies, classrooms, and research, 17-39.
- Cascio, W. F. (2006). Evidence‐based management: The promise, the payoffs, and the pitfalls. Academy of Management Perspectives, 20(4), 32-39.
- Moore, J. E., & Bunch, R. J. (2007). Evidence-based management and HRM: A reality check. Human Resource Management Review, 17(4), 529-544.