Human resource managers often collect data on matters such as employee turnover and safety via human resource audits. An HR audit is an analysis by which an organization measures where it currently stands and determines what it has to accomplish to improve its HR functions.
Evidence-based human resource management means using data, facts, analytics, scientific rigor, critical evaluation, and critically evaluated research/case studies to support human resource management proposals, decisions, practices, and conclusions.
But how can HR managers be scientific? Objectivity, experimentation, and prediction are the heart of science. For managers, the point of being “scientific” is to make better decisions by forcing you to gather the facts.