Final answer:
Evidence-based HR decisions are made by analyzing data from primary research sources, including in-depth interviews, focus groups, quantitative data, and content analysis.
Step-by-step explanation:
The phrase that completes the blank in the student's question is evidence-based HR decisions. This refers to the process of making human resource decisions that are informed by carefully analyzed data, drawn from a variety of sources. In the context of evidence-based HR, this information is often derived from primary research sources, which encompass in-depth interviews, focus groups, analysis of content sources, and quantitative data.
When making HR decisions, it is crucial to examine each piece of evidence closely. Elements that can inform decisions include quotations, anecdotes, facts, background information, and contextual information. All these elements serve as building blocks in the development of historical evidence and form the backbone for a solid argument or judgment. Additionally, understanding the limitations of your sources, such as potential biases or the context in which data was collected, helps to ensure that decisions are fair, valid, and reliable.
Of paramount importance in evidence-based HR is the rigorous examination of sources. Questions to consider include: Where does the information come from?, What evidence supports the information, and can it be verified?, and Are there elements of bias?. Only by thorough analysis and understanding of the gathered evidence can a HR professional make informed and effective decisions.