Final answer:
The role of the HR department shifts to emphasize data-driven decision-making when engaging in evidence-based HR. This allows for reduced biases in the hiring process and a more professional approach to workforce development, aligning with principles of industrial and organizational psychology.
Step-by-step explanation:
Impact of Evidence-based HR on Organizational Roles
Engaging in evidence-based HR fundamentally shifts the focus of an HR department towards c. It emphasizes data-driven decision-making. This approach integrates data, analytics, and empirical evidence into the decision-making process, impacting every aspect of the HR function, from recruitment and training to performance appraisal and organizational culture.
For instance, research in Canada has shown that evidence-based practices in HR can help reduce biases in the hiring process, including discrimination against applicants with Asian-sounding names. By incorporating professional HR strategies and leveraging data, larger organizations can improve efficiency and potentially decrease discriminatory practices. Bureaucracies seeking to improve human capital investment also turn to data and professional approaches to not only hire but to continue developing their workforce through training, emphasizing industrial psychology and organizational psychology.
Furthermore, evidence-based practices align with concepts like the Hawthorne effect, which acknowledges the impact of attention on employee performance, hence guiding HR to design better work environments and engagement strategies. Organizational training programs, when evaluated properly, can have measurable impacts on productivity and profitability - another aspect where evidence-based HR demonstrates its value.