Ten Ways Savvy HR Functions Use Research Briefings 

Human Resources use research briefings in a wide range of ways to enhance their organisation’s performance and to support employees effectively. Here are ten ways HR professionals use research briefings:

1. Decision-making

HR practitioners often use research briefings to inform their decision-making process. When faced with a particular challenge or issue, they can review relevant briefings to gather evidence-based insights and recommendations, enabling them to make more informed and effective decisions.

 

2. Training and running workshops

HR professionals frequently base training and workshops on the findings of research briefings, making their development activities instantly evidence-based. Doing this is a powerful way to increase credibility, engagement and acceptability of the learning. Often this involves sharing a research briefing for a discussion before or during a workshop or feeding a series of briefings to participants for powerful research-based realisations.

 

3. Facilitate discussions

One of the more popular ways HR practitioners use research briefings is to use them to initiate discussions or forums within their department or across the organisation. The aim is often to encourage brainstorming, collaboration and critical thinking among employees, leading to a deeper understanding of topics such as DEI (Diversity Equity and Inclusion), better working practices, helping managers and finding solutions to issues.

 

4. Resolving issues

When employees approach HR with specific issues or concerns, practitioners can refer to relevant research briefings to provide evidence-based guidance and solutions. Sharing the findings with the employees can help them better understand the context and rationale behind the suggested approach.

 

5. Developing and maintaining policies and procedures

Research briefings are a great basis for developing or updating HR policies and procedures. By incorporating evidence-based practices and recommendations from the briefings, HR can ensure that their policies are aligned with industry best practices and supported by proper research.

 

6. Sharing knowledge and resources

HR practitioners can share research briefings with employees through internal communication channels, such as newsletters, intranet portals or dedicated knowledge-sharing platforms. This allows employees to stay informed about the latest research findings, thinking and relevant topics that impact their work and well-being. It is also a great way of keeping HR at the forefront of organisational, team and individual development.

 

7. Supporting change management

Research briefings are particularly valuable during periods of organisational change and transformation. HR practitioners often use the briefings to provide data-driven insights and rationale behind the proposed changes, helping employees understand the need for change and its potential benefits, developing readiness for change. It has also been found that exposure to research findings increases people’s learning orientation, flexibility and adaptability, all core characteristics for successful change.

 

8. Enhancing employee engagement

HR functions often use research briefings to enhance employee engagement initiatives. By sharing insights on effective engagement strategies, practitioners can initiate discussions, implement new initiatives or modify existing programmes to foster a more engaged and motivated workforce.

 

9. Evaluate and measure impact

HR practitioners can use research briefings to evaluate the impact of their interventions, initiatives or policies. Research briefings often provide evidence-based criteria for evaluating and measuring the impact of activities across an organisation. Additionally, by comparing current practices with the findings in the briefings, it is possible to assess the effectiveness of current approaches and make adjustments accordingly.

 

10. Collaborate with external experts

Research briefings often facilitate collaborations between HR practitioners and external experts, such as consultants or researchers. By identifying and engaging with these experts, HR can gain additional insights, validate their approaches and leverage their expertise to drive initiatives.

 

Additionally getting research briefings about the very latest thinking and research about HR helps to develop the function. 

 

By engaging in these activities, HR practitioners can leverage research briefings as a valuable resource to address challenges, support employees and enhance the overall effectiveness of their department.

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