Evidence-Based Practice in Organization


Evidence-based practice in human resource management is a scientific approach in an organization that evaluates decisions by processing the data. It involves data analysis, expert opinions, and real experience from past events information to ensure that the decision made will meet the expected outcomes. It helps the human resource manager to make effective practice decisions that will boost the organization’s performance by hiring the best personnel, compensation plan, change in management, and policy development and implementation (Marler & Boudreau, 2017). This practice helps managers address the state of affairs in the organization by helping managers to evaluate the validity, generalizability, and implementation based on the information in hand to make the best decision.

Firstly, in addressing the issue of the high absenteeism rate of the employee, the human resources manager would do some research using the company’s internal files. To find out if the situation had been experienced before, what action was implemented, and how effective the solution was. Then implement the solution that worked perfectly, such as conducting return to work interviews when the absentee returns or some follow-up to determine the actual cause of absenteeism and solve the cause.

Secondly, in New York State, they used a lump sum of money on teachers to motivate them, expecting the outcome of an increase in the performance of teachers. This approach was not effective; if they could have done some research, they would try another advanced solution. Lastly, in hiring employees, instead of conducting a high-pressure interview, the managers could use recommendation letters from previous employment or take a short internship period to monitor how productive an individual is.

Importance of Evident Data in Decision Making

The approach used to face any situation is critical in making the right decision as it influences the understanding of the scenario. The data needs to be analyzed and a report to get a clear insight that will lead when choosing the best decision. The analysis can be used to make proper leverage in identifying the best potential in an employee or detect a threat before it happens when managing employees.

As one could anticipate where the strategy or decision made will result in positive outcomes, thus increasing confidence when conducting human resource operations. Data analysis is used to benchmark the current situation by creating a better understanding and impact it will cause through systematic and consistent decision-making that produces effective interventions (Agasisti & Bowers, 2017). Thus, creating confidence in the organization’s management to commit fully to a particular objective or strategy.

Data that is accurate, timely, and ethical help to understand the performance of an organization. The data becomes meaningful when analyzing if the objective is being achieved and to what extent for future decision-making. Therefore, financial decisions, such as the expense ratio, net profit margin, rate of return, and income statement, could easily be derived from the processed data. With such information at hand, the management could easily decide which process to improve to increase the profit margin. Accurate data facilitates cost-saving in operation investment to improve efficiency or cut unnecessary expenses such as bad advertisement strategy.

Types of Data Measurements

Quantitative data refers to information that can be counted in numerical, for example, length, weight, speed, and distance, as they are associated with unique numerical values. It can be categorized into two is discrete data, entities that cannot be broken down into parts or divisions, for example, the number of employees in an organization. The other type is continuous data; they take numerical values that can be broken down into smaller units, for example, weight, length, or duration worked (McMahon & Winch, 2018). Quantitative data are essential in organizational management and is used to answer a question like how often, how many, or how much. Based on mathematical and statistical analysis, which informs on the best decision to make that will increase production output or bigger profit margin.

Qualitative data informs about the qualities and cannot be measured; it is expressed as a description or textual based on approximates and characteristics. It is also referred to as categorical as they are arranged categorically based on attributes or phenomena. They are further grouped into nominal data used for naming variables such as employee attributes like male or female. As well as ordinal data used to describe the order of values based on ranks, example, poor, average, and good. This kind of data is important in determining the level of satisfaction of customers, what problem is being faced by employees, and where to focus on solving the problem effectively and efficiently.

Importance of Policies and Procedures in Decision making

Policies and procedures provide a roadmap in an organization on how to conduct day-to-day operations. They ensure employees comply with the guidance provided by the management to streamline the internal and decision-making processes. Therefore, an organization runs consistently and in a structured process smoothly as everyone knows what is expected from them and from other co-workers. Due to the structured process, mistakes can be easily identified and addressed hence saving time, and resources, and having a consistent production of quality services and products to customers (Abdel-Basset et al., 2019). Policies are an essential company’s framework for planning because it simplifies the making of repeating decisions.

Policies simplify the decision-making process as they limit the area of search for possible alternatives or references to a similar situation that had occurred in the future and how it was solved. This will permit the manager to delegate some role of decision-making to subordinates with confidence since they will be governed by the policies and procedures already set. Procedure highlights the steps to be followed consistently, and they are readily available and easy to comprehend, for example, the procedure used when hiring a new employee or promoting someone in the organization. They are the organization’s constitution that keeps operations from devolving into complete disorder or making the wrong decision due to lack of information or manager biases.

Stakeholder Influence on Organization Relationships

A stakeholder is a person who has some interest to gain or lose through the outcome of the organization’s operations, that is, programs, processes, or projects. Primary actors can be internal, that is, those individuals who are within the business, such as owners, employees, management, and shareholders. External stakeholders are those that are outside the organization, such as customers, suppliers, and creditors. Stakeholder management is an essential technique used to identify and assess the influence and the significant impact of their activity on the success of the organization activity. Participants should be managed critically as they participate in the funding, resourcing, and coordination to ensure production is steady and continuous. As they are either participating in the actual production in the business or are the consumers of the services and products.

Therefore, the manager should understand both internal and external stakeholders’ needs and put them into consideration while making any decision. To the internal stakeholders, a positive working condition could motivate them to offer better services to the company operation. Such as fair and equitable pay, empathetic leadership and management, and comfortable working conditions. When the organization meets the employee’s working needs, it will boost their positive attitude and do a good job by being innovative and creative (Bundy et al., 2018). The design, quality, and needs should satisfy the external stakeholder, who is the customer, by satisfying wants with the goods and services offered to meet their needs. A happy customer always comes back and is loyal or even refers others to the business.

Maintaining a good relationship with both the internal and external is essential for the existence of the business and its survival. Since the employees are the face of the company as they interact with customers in day-to-day operation. Contented employee represents the company with integrity and passion, which translates a positive attitude toward the external customers. If the internal stakeholders are treated harshly, they become toxic, and some leave the company and others work to get their paychecks. Thus, translates the negative experience to the external stakeholder who withdraws from being part of the company or spoils the company’s reputation by spreading negative reviews about the company.

Benefits of People Professionalism in the Organization

Professionalism is when an employee has some high-value skill in performing a specific task within the organization. It influences good practices as others could learn through observation or by asking for assistance when they are faced with a challenge. For example, a new employee in the organization always learns from the experienced ones or is being trained, thus resulting in a better quality of work. Professional individual like what they do and they find their work more meaningful as they enjoy doing what they are best. Thus creating an open culture where all employees are engaged, thus working faster and harder, resulting in to increase in production.

The commitment of an employee is defined by the level of trust the organization has toward them; the human resource manager needs to recognize the impact and their benefits. This will make the employee desire to go the extra mile, hence becoming more innovative or creative. For example, research done by Yale University students in the United States of America suggested that 31% of employees leave their current job due to lack of recognition.

How Social Media Influences Communication in the Organization

In the emerging and leading trend in the management of business operations, much communication is done using online meetings, sharing of information internally and externally, and coordinating with remote branches of the organization. Social media is a great way of bringing the organization’s employees together as they can communicate, collaborate and meet. This encourages participation where an employee could submit their ideas through a suggestion box. It provides a platform where the customer can give reviews about the organization’s product either through ratings or comments when filling an online survey questionnaire (Nisar et al., 2019). Online platforms such as Facebook, Twitter, Instagram, and YouTube are very resourceful for running adverts about the company’s product or demonstrations.

An organization may be experiencing some fatal risks from social media, such as the bridge of security by hackers either through committing fraud using the company’s social media account or launching a virus attack. It is as well a potential outlet where the employee could leave a negative comment or expose the company’s confidential information to the competitors. Employees may use the company’s social media and brand to distribute illicit or offensive material, resulting in the company suffering legal consequences.


To achieve and maintain an internal and external customer-focused attitude to ensure consistently high standards and customer satisfaction, the management needs to make a better decision on the strategy to implement in the organization. The human resource manager needs to determine the existence of which internal customers and model the attitude and the workforce they should possess. Organization stakeholders have a cause-effect chain and transition of attitude from the employer to an employee to shareholders to the customers. Managers need to be more informed to make effective decisions to enhance the ability to align human resource practice with the strategic objective of the organization.


Abdel-Basset, M., Mohamed, R., Zaied, A. E. N. H., & Smarandache, F. (2019). A hybrid pathogenic decision-making approach with quality function deployment for selecting supply chain sustainability metrics. Symmetry, 11(7), 903.

Agasisti, T., & Bowers, A. J. (2017). Data analytics and decision making in education: Towards the educational data scientist as a key actor in schools and higher education institutions. In Handbook of contemporary education economics. Edward Elgar Publishing.

Bundy, J., Vogel, R. M., & Zachary, M. A. (2018). Organization–stakeholder fit: A dynamic theory of cooperation, compromise, and conflict between an organization and its stakeholders. Strategic Management Journal, 39(2), 476-501.

Marler, J. H., & Boudreau, J. W. (2017). An evidence-based review of HR Analytics. The International Journal of Human Resource Management, 28(1), 3-26.

McMahon, S. A., & Winch, P. J. (2018). Systematic debriefing after qualitative encounters: An essential analysis step in applied qualitative research. BMJ global health, 3(5), e000837.

Nisar, T. M., Prabhakar, G., & Strakova, L. (2019). Social media information benefits knowledge management and smart organizations. Journal of Business Research, 94, 264-272.

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