Introduction Scenario You have been working in the human resources department of

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Introduction
Scenario
You have been working in the human resources department of

Introduction
Scenario
You have been working in the human resources department of a mid-sized firm for a few years. Your immediate boss, Evelyn Unger, has come to you with an internal project. The new HR hires are educated and talented but they have limited hands-on experience in real-world human resources.
Your Challenge
Your boss likes your work and wants to provide an overview for the new HR hires to review regarding decision making and data.
Instructions
Create a 3–4 page overview report for the benefit of the new HR hires on the importance and value of evidence-based decision making. This should include:
Explain evidence-based decision making.What is meant by “evidence based?”
How do you know what evidence is appropriate for the situation?
Describe the importance of data.Why use data?
How should you use data?
What happens if you don’t use data?
Define HR metrics.What types of metrics are used in HR?
How do you get it?
Where do you get it from?
Define analytics.How are analytics used in HR?
What role does the HR professional play in analytics?
Explain the significance of collecting the correct data.What happens if the wrong data is collected?
Provide an overview of measurement and collection (dashboard, HR scorecard, benchmarking, and return on investment [ROI]).
Review the HR Challenge: Evidence-Based Decision Making rubric to see the criteria by which your assignment will be evaluated.
Submission Requirements
The deliverable for this assessment applies professional skills in human resource management (HRM) to workplace situations which you will likely encounter in your day-to-day work. As part of your learning, we focus on the development of effective professional communication skills for the workplace. Your assessment should meet the following additional requirements:
Length: Your overview report should be 3–4 typed, double-spaced pages, not including the cover and resources pages.The first page should be a cover sheet with your name, the course number, assessment title, and date. No other information is required on this page.
The last page should be the reference list.
Organization: Make sure that your assessment writing is well-organized, using headings and subheadings to organize content for the reader.
Font and font size: Times New Roman, 12-point font.
Resources: Use a minimum of 2 references from trade or peer-reviewed publications.
Evidence: Support your assertions with data and/or in-text citations.
APA formatting: Format resources and in-text citations according to current APA Style and Format
Written communication:Support main points and recommendations with relevant and credible evidence.
Address the appropriate audience, using familiar, discipline-specific language and terminology.
Use spell-check and other tools to ensure correct spelling and grammar
Dashboards and Scorecards
Teri explains to Sarah that if the dashboard is similar to the dashboard in a car, in that it shows a variety of measurements. A scorecard is analogous to comparing the miles per gallon of your car to a number of other cars, or perhaps a goal to improve your mpg using improved fuel. In other words, the dashboard is the big picture and the scorecard focuses on a specific metric for comparison or measurement. As an HR generalist, manager, or director, your role will be to use and interpret data and add your expertise to make sound recommendations to the leadership of the organization. As with any new role, taking on the role of a strategic business partner requires the acquisition of new skills. In the case of HR professionals, these skills are mainly in the area of measuring the impact of what they do in the organization. It is not sufficient to merely know of all the traditional HR skills (such as staffing, training, compensation, benefits, labor relations, employee relations, or safety). Today’s HR professional must develop the ability to consult and provide critical evaluation. This evaluation should be based on evidence. The first step in evidence-based decision making is collecting the data needed to make these decisions.

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