Model of Evidence-based Practice (Barends & Rousseau).

What is evidence-based practice?

Evidence-based work is all about using reliable information to make decisions. This means that "evidence" refers to "information" that you apply to make more informed choices. However, not all information is reliable, and it is essential to keep thinking critically. Evidence-based work means using the best available information while maintaining a critical attitude, which leads to better decisions.

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The EBP Model in learning and development (L&D).

Applying the evidence-based practice (EBP) model to Learning and Development (L&D) means that HR professionals base their decisions on empirical evidence and scientific methods. Here are some ways you can apply the EBP model to L&D:

1. Use of evidence

• Develop training programs and initiatives based on empirical data and scientific findings.

• Consult research literature, analyze the effectiveness of existing programs, gather feedback from employees, and exchange experiences with other HR professionals.

2. Critical thinking

• Assess the quality, relevance and applicability of the evidence.

• Make sure the evidence relates to the specific needs and goals of the organization.

3. Practice Integration

• Integrate the evidence gathered into practice by adapting training and development programs based on scientific findings.

• Implement best practices to increase effectiveness.

4. Research Skills

• Master the basics of research skills, such as designing investigations and collecting and analyzing data.

• Evaluate the impact of training programs and make improvements based on the results.

5. Continuous improvement

• Continually evaluate and adjust L&D programs based on new data and insights.

• This is how you create a more effective development strategy and a higher return on investment (ROI).

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Practical application of the EBP Model

Examples:

• Evaluation of training programs

• Use the EBP model to evaluate the effectiveness of a new training program. Measure learning outcomes with pre- and post-training tests and collect feedback from participants. Analyze this data to determine whether the training produced the desired results and adjust content as needed.

• Competency Development

• Identify skills and knowledge required for success in specific roles. Use assessments to assess employees' current competencies and design personalized development plans based on empirical data.

• Improving online learning platforms

• Analyze user behavior, completion rates and satisfaction surveys to understand how employees use the learning platform. Use this information to redesign courses and add new features to increase effectiveness.

Critical questions for your organization

1. Do you use the four sources of information when making decisions about learning initiatives? These sources are: expertise of professionals, scientific literature, data from the organization, and the values and needs of stakeholders.

2. Are you consulting peer-reviewed articles and looking for systematic literature reviews or meta-analyses? Be careful with popular media, books, white papers, or theses.

3. Do you use evidence-based theoretical models for training? Do so for thematic content as well as didactic choices.

4. Is there evidence for the problem you want to solve? Provide enough data to generalize, especially for experiments and questionnaires.

5. Do you involve influential stakeholders in the decision-making and implementation process? Avoid top-down decisions without alignment with stakeholders.

By applying the EBP model to L&D, you create targeted, effective and efficient development programs. This leads to more informed decisions, more efficient use of resources and greater impact on employee development within the organization.

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Learn more

Want to learn more about how the EBP model can strengthen your L&D strategy? Contact Obelisk for customized training and learning paths that will lead your organization to success.