Presentation summary

Evidence-based practice is a method for making better informed decisions about both potential problems/opportunities and possible solutions/interventions.  While the explicit adoption of evidence-based practice has been slow in organizational psychology, other professions have begun to see it as a way of making them more effective and have attempted to incorporate it into their professional standards:  One such profession is HRM.  Historically, organizational psychology has always enjoyed a close relationship with the HR function in organizations and is ideally placed, for this and other reasons, to help support HR practitioners become more evidence-based.  This presentation will consider some of the ways in which we can help develop evidence-based HR and how this, in turn, could help develop both research and practice of organisational psychology.

At the end of this presentation attendees should be able to:

• Explain the meaning of evidence-based practice in general
• Understand how it has been specially applied (or not) in organizational psychology and HRM
• Identify the knowledge and skills required to be an evidence-based practitioner in any field
• Reflect on the ways in which organisational psychologists may be able to work with the HR profession to enable it to become more evidence-based
• Appreciate how working with HR practitioners in this way could benefit research and practice in organizational psychology

Biography

Rob is Professor of Organizational Psychology at Queen Mary, University of London and also Scientific Director of the Center for Evidence-Based Management (www.cebma.org). His research has focused on several topics including well-being, emotions, stress, ethnicity, the psychological contract, absence from work, motivation, work-nonwork and everyday work behaviour. Beyond academic research Rob helps practitioners and organizations make better use of evidence, including research evidence, in decision-making as well as encouraging academics to make research more accessible. He has written for and presented to practitioners on many aspects of HR and organizational psychology and is now involved in many initiatives aimed at developing and promoting evidence-based practice. He has received several awards for his work in this area including the British Psychological Society Division of Occupational Psychology Academic Contribution to Practice Award in 2014 and topped HR Magazine’s Most Influential Thinker list in 2016

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