Using Evidence for Better Informed Decisions: A Playbook for Canadian Human Resource Leaders

The Conference Board of Canada, 31 pages, November 18, 2019
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This playbook is designed to help Canadian Senior Human Resources (HR) leaders, and their teams, understand why an evidence-based approach to decision-making is essential in the age of digital HR, and how to get started. We explore how to build the capacity of the whole HR team to generate, understand, and leverage evidence—including HR analytics–to promote and inform better and faster decision-making across the whole organization.

Document Highlights

In business planning, evidence informs processes such as strategic planning, financial and risk management, business process reviews and redesign, mergers and acquisitions, service level forecasting, and activity-based costing.

Evidence is also integral to workforce planning. This includes both short-term operational plans and longer-term strategic workforce planning, or human capital planning.

Within talent management, evidence is applied to a wide range of questions, such as:

  • Do we have enough proficient staff in the right roles and places?
  • How are we managing the changing demographics of our workforce?
  • Which skills and capabilities will we need–or no longer need–to stay competitive over the next five years?

Table of Contents

Long story short

Section 1—The big picture

  • What does evidence-based HR mean to leaders?
  • A six-step model
  • Combining four sources of evidence
  • Combatting bias
  • The HR Measurement Framework

Section 2—Start where you are

  • How does the HR team use analytics now?
  • How mature is the output of the HR analytics practice?
  • Enablers and barriers
  • Working with stakeholders and partners?

Section 3—Building the HR analytics team

  • Fitting analytics into the organization chart
  • Finding or building data capabilities for HR
  • HR business partners as knowledge translators
  • Bringing HR’s clients into the team

Section 4—Wrangling the data

  • Getting the data together
  • Maintaining data quality
  • Choosing technology
  • Data governance and ethics

Section 5—Getting the evidence-based practice off the ground

Appendix A—Bibliography

Appendix B—Case studies

  • Mitigating risk by answering a simple question
  • Partnering with business intelligence (BI) instrumental in early success of HR analytics practice

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