HR department could resist on becoming evidence-based because of not having the skills and knowledge to make better decisions. With that being in mind, the using little to not at all relevant information or evidence is more likely to produce poor decisions and negative outcomes 

In short, evidence-based HR refers to a process in which the organization evaluates any decision or process against data, real experience, expert opinions, and/or other types of information to ensure the decision is likely to have the desired outcome. HR department resist becoming evidence-based because it requires the use of HR or workforce analytics. It may requires a lot of past experience and knowledges.

Evidence based HR us a demonstration that human resource practices have a positive 

influence on the company’s bottom line or key holders (which is employees, customer service, 

community, shareholders). 

It’s a decision making process combining critical thinking with 

scientific evidence and business information. 

Evidence based HR forces human resource 

professionals to systematically gather, utilize and evaluate information based on results. 

It 

causes HR to be more precise and it gives them to show more valid evidence. 

It involves change

and systematic work skills. 

Evidence based HR allows HR to be viewed as a source of 

competitive advantage and as a department that creates value by maximizing the use of the 

company's most important resource, its' keyholders. 

It also elevates the importance of employees

as a resource beyond the HR department and increases the value of the department to the entire 

organization.

HR department could resist on becoming evidence-based because of not having the skills 

and knowledge to make better decisions. 

With that being in mind, the using little to not at all 

relevant information or evidence is more likely to produce poor decisions and negative 

outcomes.