Evidence Based Human Resource Management †Free Samples

Question: Discuss about the Evidence Based Human Resource Management. Answer: Evidence Based HRM: Evidence based human resource management is about undertaking decisions within organization by utilizing four different sources of information in a clear, meticulous and judicious way. Evidence from local context, judgement and expertise of practitioner, specific perspective who are likely to be impacted by such judgement and analytical assessment of suggestion from existing research are the four sources of information. it has been ascertained that practices of human resources are based on evidence that is regarded as the procedures for engaging in several interventions of human resource and analytically detecting the approaches used. Decision making in organization are uphold by availability of best available substantiation in the form of evidence based human resource management (Armstrong Taylor, 2014). Since such HRM practice helps in promotion of different empirical scholarship in human resource field, such practice is considered crucial to organization. Moreover, it also helps in propagation of applied and realistic research. HR practices that are based on evidence help in arriving at decisions having qualitative opinions and such knowledge being utilized by professionals. Such approach to HRM can be found primarily in data analytics, existing information and statistical data within the business enterprise. Such analytical approach contributes to decision making by improving human resource potential (Bratton Gold, 2017). Strategic evaluation of HR functions in CERA: In this particular section, two internet sources are analyzed for validating Israel Tobin in persuading Mark French concerning strategic value of essential functions of HR in CERA. In the given scenario, the human resource manager at CERA is Israel Tobin who is required to pitch Mark French who is CEO and founding director of CERA in relation to the process and design of human resource planning. One of the articles is extracted from human resource today titled, The Rise of the People Strategy Platform. Another article that is extracted from Forbes is titled, What should HR Leaders focus on in 2016 that depicts different ways involved in acquisition of best strategic function of HR in business enterprise (Forbes Welcome 2017). However, the founding director of CERA has set strategic choices and clear goal for organization. Hence, in this regard, it is required by Israel Tobin to provide innovativeness in work and engineering design along with delivering high contact service placement by carrying out distinction in the current market. Moreover, it is crucial for team to be proactive in several developments occurring in environment of external business (Purce, 2014). However, the presentation of Mark French was the main reason for facing difficulties in handling the workforce planning process by Israel Tobin. Therefore, Tobin decided to carry out workforce management process by different informal canvassing of numbers of industry in association with prospect analysis of people who are working at CERA. Moreover, Tobin also presents activities and standpoints to Mark French that poor communications need to maintained for meeting managers requirement. Interest on CERA developed further following the discussion with Kellie Lincoln since she was well acquainted with demand figures and can well understand business concern. Evaluation of two sources using CRAP test: CRAP test is the test that is used for resource evaluation on any specific criteria such as reliability or dependability, currency, viewpoint, purpose and authority. Nonetheless, test is used for evaluating the two sources of information. In addition to this, CRAP test can also be used for interpreting the effects as well as cause of any information or news relating to executive team of CERA about its strategic value function (Purce, 2014). Analysing the articles extracted from human resource today and Forbes using CRAP test. Analysis of article The Rise of the People Strategy Platform: Currency- The article The Rise of the People Strategy Platform was published on Human resource today on 7th March, 2017. Authority- Visier has declared the current article that presents different situations or conditions in different of business environment. Professionals of human resources are provided with supreme opportunity in generating value to business. Reliability- The article informs the business concerns about future of human resource management of organization by observing latest trend. Moreover, this particular article provides Israel Tobin with reliable information in appropriate data presentation to Mark French (Sparrow et al., 2016). Point of view- The largest sized business is the target audience that hinges on people strategy for discussing on human resource future practice. Furthermore, Israel Tobin also anticipates the necessity of potentiality of environmental engineering. It was directed by Tobin that there is required for organization to become smart when performing sophisticated assessment of environment of organization (Human Resources Today, 2017). Analysis of article What should HR Leaders focus on in 2016 extracted from Forbes: Currency- What should HR Leaders focus on in 2016 has been extracted from Forbes that was declared on February 2016. This particular piece of information provided guidance to Israel Tobin as it contains pertinent information about the then functioning of HR in strategic terms. Such information helped foundation direction to come with the introduction of HR as strategic value function at CERA (Storey, 2014). Authority- The information presented in the article was written by an individual having expertise and delivering opinions. However, the fact that needs to be developed and re designed is the human resource objectives helping in assimilation of such information. in general, planning of human resource is directly associated with entire business enterprises objectives. Reliability- Such news article was declared by Edward E. Lawler III and provides secondary sources of information to business. However, peer has not reviewed the information that is cited in the article. Such information presented in the article acts as a useful information and are balanced. Point of view- Business concerns is particularly the target audience as depicted in the article as such information helps in bringing change workforce planning process. Conclusions: From the analysis of above facts, it can be concluded that entire team of CERA was well positioned and Israel Tobin being confident about the challenges they would face whilst planning for different departments. However, there was no likelihood that there would be misbalance between demands and supply as there is expert team in each small divisions. Therefore, it can be inferred from the analysis that the crucial factor for the development of CERA work plan would require making investment in time as well as efforts. Israel involved in several discussion sessions and different meetings for development of ways for viewing several processing at CERA Corporation. Tobin identified four ways for initiating processing at the corporation of company. Accumulation of pertinent market data on given scenario is the first step in processing. Workshop conduction with different managers of division is the second way ascertained by Tobin. Ways were also developed for translating the demand into vari ed functioning of staffs. All such steps involved generation of skills along demographics of specific staffing functioning and inventory management. The final way that was ascertained by Tobin is assessing the strategic value functioning of HR and conducting the gap analysis at CERA. Therefore, it can be concluded that extraction of information from such article using CRAP test provided many qualitative information to business concerns and thereby helping human resource managers in conducting their activities. References Armstrong, M., Taylor, S. (2014).Armstrong's handbook of human resource management practice. Kogan Page Publishers. Bratton, J., Gold, J. (2017).Human resource management: theory and practice. Palgrave. Cascio, W. (2018).Managing human resources. McGraw-Hill Education. Forbes Welcome. (2017).Forbes.com. Retrieved 11 March 2017, from https://www.forbes.com/sites/edwardlawler/2016/02/04/what-should-hr-leaders-focus-on-in-2016/#157df62348c7 Human Resources Today. (2017).Humanresourcestoday.com. Retrieved 11 March 2017, from https://www.humanresourcestoday.com/ Marchington, M., Wilkinson, A., Donnelly, R., Kynighou, A. (2016).Human resource management at work. Kogan Page Publishers. Purce, J. (2014). The impact of corporate strategy on human resource management.New Perspectives on Human Resource Management (Routledge Revivals),67. Sparrow, P., Brewster, C., Chung, C. (2016).Globalizing human resource management. Routledge. Storey, J. (2014).New Perspectives on Human Resource Management (Routledge Revivals). Routledge. Wilton, N. (2016).An introduction to human resource management. Sage.