“Data is the new black” according to Laura Overton. So how do we differentiate the fad from the facts? Laura has a unique perspective on L&D, which is as broad as it is deep. In this episode of The Learning & Development Podcast, we explore the applications of data and evidence-based practice in L&D, what these are and why we all need to pay attention. 
KEY TAKEAWAYS 

What’s different now? Unlike in the previous years where we have just started modernising some practices, the main focus lately has been on how companies can keep up with the rapidly-changing technologies present. A business must sought to study and analyse if a new technological solution might increase their business value. 


What do ‘evidence’ and ‘data’ mean in L&D? Data is just a plain input (a numerical figure, a fact, etc.), but proper handling of it will greatly improve efficiency. It’s easier to gather and analyse data when we have the evidence, which involves the opinions, the observations, and the hypotheses. 
Data analytics, Machine Learning (ML), and Artificial Intelligence (AI) are just a few of the buzzwords we hear recently if we ask about emerging technologies. But remember to remain cautious and inquisitive of the systems you wish to adapt in your company. Being trendy does not equate to being the best. 
According to Rob Briner’s The Role of Scientific in Evidence-Based HR, we can base our evidences on four different sources: scientific research findings, organizational data, professional experience and judgment, and stakeholder’s values and concerns. These can help answer questions you have in the business. 
Dealing with organisational changes can be very difficult. But, the use of the available data can help ease the transitions happening without disrupting the work culture and work environment. 
Some stakeholders would immediately suggest some solutions without even knowing the entirety of a certain situation. As an HR practitioner, it’s your job to present the actual data and the possible solutions based on it and some evidences. 


What can L&D learn from marketing? Marketing is capable of gathering huge amounts of information, from the tidbits to the most critical ones. One of the known marketing experiments is A/B testing, which tests variations of a campaign so a company can know what’s best to use. The same experimentation can be adapted when choosing the best HR practices. 
For Laura, the secret ingredient in the engagement between data and evidence are the questions you have in the current situation that you’re willing to challenge. They’ll help you gain the information you need to arrive at the best HR practices. 

BEST MOMENTS 

“The market dictates strongly where the practitioners should be going rather than it being an equal relationship which increases the amibiguity, as well as anxiety in the profession.” 
“Data on its own is potentionally dangerous.”  


“It’s about the questions we ask.” 
“It’s not taking one set of data, but it’s looking at range of data.” 
“Data can really shift conversations.” 

VALUABLE RESOURCES 

Sentiment Analysis | https://monkeylearn.com/sentiment-analysis/  


The Role of Scientific Findings in Evidence-Based HR | https://www.cebma.org/wp-content/uploads/Briner-Barends-The-Role-of-Scientific-Findings-in-Evidence-Based-HR.pdf  
Center for Evidence-Based Management (CEBMa) - https://www.cebma.org 
How to Start Thinking Like a Data Scientist | Harvard Business Review | https://hbr.org/2013/11/how-to-start-thinking-like-a-data-scientist  
The Learning & Development Podcast: Agile L&D | Apple | Spotify | Omny 

ABOUT THE GUEST 
Laura Overton is an award winning learning analyst dedicated to uncovering and sharing effective practices in learning innovation that lead to business value. Her work is based on 30 years of practical experience and a commitment to supporting evidence based learning decisions and has shared her ideas as author of over 40 reports and hundreds of articles over that time. As the fou