Data based evidence helps HR practitioners in organizational decision making by combining available scientific research and critical thinking. The practice uses the best available peer reviewed research available.  It also incorporates the organizational facts, assessments and metrics in determining what kind of research is useful. Effective use of evidence depends on the good judgment considering the affected stakeholders. Human resource decisions have direct or indirect effects on the stakeholders. When making decisions, the effect of the decision to the stakeholders have to be considered. By incorporating all these aspects, the Data based evidence helps the HR practitioners make scientifically proven and critically thought decisions, which have a positive outcome. Data based evidence ensures that every decision is based on well-formulated and critically appraised scientific evidence (Korgen, Korgen & Giraffe, 2015).

According to Professor Vickerstaff, there are several groups, which perform research on older workers. One group is labor economists who research on pension’s crisis and challenges. Another group is policy makers especially the government who research on barriers to extending working lives. Social gerontologists conduct research on poverty and the experiences of the older workers. Human resource researchers research on what the organizations that employ older workers are doing and not doing.

If I wanted to understand the experiences of the older workers in my organization, I would use the survey research method. This would include a standardized questionnaire to be administered to a sample of old women and an interview guide to interview some prominent old workers. I have chosen this method because in this scenario, I will have to select a sample and then collect information from those included in the sample.

Reference

Korgen, K. O., Korgen, J. O., & Giraffe, V. (2015). Social issues in the workplace (2nd ed.) [Electronic version]. Retrieved from https://content.ashford.edu/

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