Evidence-based HR 

Stop jumping straight to solutions. It always starts with the problem.  

In this episode of The HR Uprising Podcast, Lucinda talks to Prof. Rob Briner, an expert on evidence-based management practice in HR. According to him, the evidence-based approach can help make more informed decisions about organisational problems and opportunities. But before you apply it, you must know that the main thing you should do first is to understand what the problem is.  

Also, they discuss different topics involving how HR could be more scientific in their approach, how to measure the engagement in HR, and how to measure HR engagement. Discover more when you tune in. 

KEY TAKEAWAYS 
There are different ways that we use evidence to make it work. You can have multiple sources, you can use a structured approach, and you can take a different attitude (i.e. conscientious). 
The evidence-based approach’s first step is to identify what’s the problem. It’s also essential to make a proper assessment of people’s skills.  
Recommendation for HR & OD to be more scientific in their approach: 
Start with the problem itself. 
If you’re looking for resources for scientific evidence, some institutions make databases available to their members for free. It can be challenging to judge the quality. Look for systematic reviews. 
Metroanalysis – quantitative; pulls the result from similar studies 
Institutions should be the one initiating that studies that are made in academia be related to the actual problems that happen in businesses. 
Using surveys to measure engagement has existed for how many years, but its effectivity depends on what purpose it serves. 
Worst HR Fad: Work experience 

BEST MOMENTS 
“Everybody uses evidence.” 
“Just because someone thinks people don’t have the right skill, it doesn’t they do, or they don’t.” 
“Let’s find out what the problem is first.” 
“In the end, you have to show those things you’re measuring are actually important.” 
“If you don’t feel stuck, you’re not doing it.” 

VALUABLE RESOURCES 
 CIPD 

ABOUT THE GUEST 

Prof. Dr Rob Briner is Professor of Organizational Psychology in the School of Business and Management. His interests involve reciprocal relationships between work conditions, psychological wellbeing and behaviours. He was also a founding member, Vice-Chair and now Scientific Director of the Center for Evidence-Based Management (CEBMa). And recently, he was awarded the ‘Most Influential HR Thinker’ by the British HR Magazine. 

ABOUT THE HOST 

Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together. 

“If you look up, you rise up” 

CONTACT METHOD 
Join the LinkedIn community - https://www.linkedin.com/groups/13714397/  
Email: Lucinda@advancechange.co.uk  
Linked In: https://www.linkedin.com/in/lucindacarney/  
Twitter: @lucindacarney

Evidence-based HR&nbsp;
Stop jumping straight to solutions.&nbsp;It&nbsp;always starts with the problem.&nbsp;&nbsp;
In this episode of The HR Uprising Podcast, Lucinda talks to Prof. Rob Briner, an expert on evidence-based management practice in HR. According to him,&nbsp;the&nbsp;evidence-based approach can help make&nbsp;more informed decisions&nbsp;about&nbsp;organisational&nbsp;problems&nbsp;and opportunities. But before you apply it, you must know that the main thing you should do first is to&nbsp;understand&nbsp;what the problem is.&nbsp;&nbsp;
Also, they discuss different topics involving how&nbsp;HR could&nbsp;be more scientific in their approach, how to measure the engagement in HR, and&nbsp;how to measure HR engagement. Discover more when you tune in.&nbsp;
KEY TAKEAWAYS&nbsp;
<ul>
<li data-leveltext="" data-font="Symbol" data-listid="3" aria-setsize="-1" data-aria-posinset="1" data-aria-level="1">There are different ways that we use evidence to make it work. You can have multiple sources, you can&nbsp;use&nbsp;a structured approach, and you can take a different attitude&nbsp;(i.e. conscientious).&nbsp;</li>
<li data-leveltext="" data-font="Symbol" data-listid="3" aria-setsize="-1" data-aria-posinset="2" data-aria-level="1">The evidence-based approach&rsquo;s first step is to identify what&rsquo;s the problem.&nbsp;It&rsquo;s also&nbsp;essential&nbsp;to make a proper assessment of people&rsquo;s skills.&nbsp;&nbsp;</li>
<li data-leveltext="" data-font="Symbol" data-listid="3" aria-setsize="-1" data-aria-posinset="3" data-aria-level="1">Recommendation for HR &amp; OD to be more scientific in their approach:&nbsp;</li>
</ul>
<ul>
<li data-leveltext="o" data-font="Courier New" data-listid="3" aria-setsize="-1" data-aria-posinset="1" data-aria-level="2">Start with the problem itself.&nbsp;</li>
</ul>
<ul>
<li data-leveltext="o" data-font="Courier New" data-listid="3" aria-setsize="-1" data-aria-posinset="1" data-aria-level="2">If you&rsquo;re looking for resources for scientific evidence,&nbsp;some institutions&nbsp;make databases available to their members for free. It can be&nbsp;challenging&nbsp;to judge the quality. Look for systematic reviews.&nbsp;</li>
</ul>
<ul>
<li data-leveltext="" data-font="Wingdings" data-listid="3" aria-setsize="-1" data-aria-posinset="1" data-aria-level="3">Metroanalysis&nbsp;&ndash; quantitative; pulls&nbsp;the&nbsp;result from similar studies&nbsp;</li>
</ul>
<ul>
<li data-leveltext="" data-font="Symbol" data-listid="3" aria-setsize="-1" data-aria-posinset="1" data-aria-level="1">Institutions should be the one initiating that studies that are made in academia be related to the actual problems that happen in businesses.&nbsp;</li>
<li data-leveltext="" data-font="Symbol" data-listid="3" aria-setsize="-1" data-aria-posinset="2" data-aria-level="1">Using surveys to measure engagement has existed for how many years, but its effectivity depends on what purpose it serves.&nbsp;</li>
<li data-leveltext="" data-font="Symbol" data-listid="3" aria-setsize="-1" data-aria-posinset="3" data-aria-level="1">Worst HR Fad: Work experience&nbsp;</li>
</ul>
BEST MOMENTS&nbsp;
<ul>
<li data-leveltext="" data-font="Symbol" data-listid="2" aria-setsize="-1" data-aria-posinset="1" data-aria-level="1">&ldquo;Everybody uses evidence.&rdquo;&nbsp;</li>
<li data-leveltext="" data-font="Symbol" data-listid="2" aria-setsize="-1" data-aria-posinset="2" data-aria-level="1">&ldquo;Just because someone thinks people don&rsquo;t have the right skill, it doesn&rsquo;t they do,&nbsp;or they don&rsquo;t.&rdquo;&nbsp;</li>
<li data-leveltext="" data-font="Symbol" data-listid="2" aria-setsize="-1" data-aria-posinset="3" data-aria-level="1">&ldquo;Let&rsquo;s find out what the problem is first.&rdquo;&nbsp;</li>
<li data-leveltext="" data-font="Symbol" data-listid="2" aria-setsize="-1" data-aria-posinset="4" data-aria-level="1">&ldquo;In the end, you have to show those things you&rsquo;re measuring are actually important.&rdquo;&nbsp;</li>
</ul>
<ul>
<li data-leveltext="" data-font="Symbol" data-listid="2" aria-setsize="-1" data-aria-posinset="1" data-aria-level="1">&ldquo;If you don&rsquo;t feel stuck, you&rsquo;re not doing it.&rdquo;&nbsp;</li>
</ul>
VALUABLE RESOURCES&nbsp;
<ul>
<li data-leveltext="" data-font="Symbol" data-listid="5" aria-setsize="-1" data-aria-posinset="2" data-aria-level="1">&nbsp;<a href="https://www.cipd.co.uk/">CIPD</a>&nbsp;</li>
</ul>
ABOUT THE GUEST&nbsp;
Prof. Dr&nbsp;Rob Briner&nbsp;is Professor of Organizational Psychology&nbsp;in the School of Business and Management.&nbsp;His interests involve reciprocal relationships between work conditions, psychological wellbeing and behaviours. He was also a founding member, Vice-Chair and now Scientific Director of the&nbsp;Center&nbsp;for Evidence-Based Management (CEBMa). And recently, he was awarded the &lsquo;Most Influential HR Thinker&rsquo; by the British HR Magazine.&nbsp;
ABOUT THE HOST&nbsp;
Lucinda Carney&nbsp;is a Business Psychologist with 15 years in Senior Corporate L&amp;D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to &lsquo;rise up&rsquo; together.&nbsp;
&ldquo;If you look up, you rise up&rdquo;&nbsp;
CONTACT METHOD&nbsp;
<ul>
<li data-leveltext="" data-font="Symbol" data-listid="1" aria-setsize="-1" data-aria-posinset="1" data-aria-level="1">Join the LinkedIn community -&nbsp;<a href="https://www.linkedin.com/groups/13714397/">https://www.linkedin.com/groups/13714397/</a>&nbsp;&nbsp;</li>
</ul>
<ul>
<li data-leveltext="" data-font="Symbol" data-listid="1" aria-setsize="-1" data-aria-posinset="1" data-aria-level="1">Email:&nbsp;<a href="mailto:Lucinda@advancechange.co.uk">Lucinda@advancechange.co.uk</a>&nbsp;&nbsp;</li>
<li data-leveltext="" data-font="Symbol" data-listid="1" aria-setsize="-1" data-aria-posinset="2" data-aria-level="1">Linked In:&nbsp;<a href="https://www.linkedin.com/in/lucindacarney/">https://www.linkedin.com/in/lucindacarney/</a>&nbsp;&nbsp;</li>
<li data-leveltext="" data-font="Symbol" data-listid="1" aria-setsize="-1" data-aria-posinset="3" data-aria-level="1">Twitter: <a href="https://www.twitter.com/lucindacarney">@lucindacarney</a></li>
</ul>

Welcome to the HR Uprising Podcast. 

This engaging podcast explores HR ‘hot’ topics and challenges through conversations with relevant experts and real-life HR; O.D. or L&D professionals.

HR Uprising is about creating an inclusive forum that enables us to share and learn from experts and everyday professionals. HR Uprising is all about learning through collaboration; taking evidence-based action and helping colleagues to have the confidence and skills to rise-up through their organisations by delivering real, lasting business value.

Hosted by Lucinda Carney a Business Psychologist; Experienced HR Change Agent; Entrepreneur; Speaker and Coach. There are two types of show format the ‘In focus’ episodes where Lucinda delves into a specialist topic in some depth and the ‘Conversations with’ series where we interview experts and people like you. Our hope is that shows are both informative and fun. 

You can access more information on each Podcast including resources or links mentioned in the show at our website www.hruprising.com. 

If you are a forward-thinking HR; L&D or O.D. professional who has a success story or challenge that others can learn from and you would like to be featured in future podcasts you can get in touch through one of the routes below.

Connect with us here: 
Join the linkedIn community: https://www.linkedin.com/groups/13714397/
LinkedIn: https://www.linkedin.com/in/lucindacarney/
Twitter: @hruprising
Instagram: @hruprising
Facebook: @hruprising

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