Critical Evaluation of HR: Evidence Based HRM

This presentation provides a critical evaluation of HR, specifically focusing on Evidence Based HRM. It discusses the importance of using evidence to make effective business decisions and highlights a case study of CERA, a consulting firm in the civil construction industry. The presentation also offers solutions for HR challenges and introduces the CRAP test for research evaluation.

Critical
Evaluation of HR
Evidence Based HRM

Introduction: Evidence based
HRM
Evidence based HRM is a practice which advances in scientific standard of
observing, proofing and demonstrating the casualty in the field of human
capital and to provide world economic forum to discuss the best ideas for
global development (Amin et al. 2014).
It helps to make effective decision based on relevant organisational facts and
ethical considerations.
The human resource practice based on evidence have an analytical approach
of HR.

Objective of Evidence Based HRM
The objective of evidence-based HRM is to have an empirical study on
evidence based research in human resource management. It briefly
emphasizes HRM by applied and statistical methods (Barends et al.
2018).
It recognizes multidisciplinary and international aspire.
It helps to analyse how talent drives the performance level of employees.
It aims to increase the use of evidence for accurate decisions in HR practice.

Importance of Evidence Based HRM
It provides factual data to make effective business decisions.
In Evidence Based HRM, the HRM platform are more
capable of generating automated reports that make
strategic decision making and data analysis easy.
It manages different functions such as performance
management, leave management, recruitment and
attendance management of the organisation (Noe et al.
2017).

CERA Case Study
CERA stands for Civil Engineering and Research Associates is a consulting
firm that deals with civil construction which is in Sydney.
Mark French who is the CEO of CERA and Israel Tobin is the Human
Resource Manager.
CERA demonstrates the strategic value of HR functions and concerns the
work design in the process of human resource planning.
It assists to result best strategic HR function in business enterprise.

Issue
In CERA, the management have clear vision with strategic
choices. Therefore as the HR manager Israel Tobin should
analyse the present market and recruit efficient employees
who are innovative designers.
The major problem Israel Tobin faced is to operate the
whole operations of planning the workforce, smooth flow of
communication among managers.
It is statutory for the management team to be more
objective towards various growth aspects occurring in the
micro and macro environment of the business.

Solution
Israel Tobin presented his views regarding smooth communication among
managers, also guiding their performance with respect to fulfil the needs of
managers and maintaining the information for downfall of operations in
CERA.
Kellie Lincoln helped to develop the overall functions that result in
profitable outcome as she was already aware of the ability and source of
development to direct CERA in expanding its business in metropolitan areas.
Kellie suggested the need for diversification and develop a smart framework
which deals with emphasizing the engineering aspects of CERA.

CRAP Test
CRAP test is one of the effective way for evaluation of research. It helps in
analysing the problem and provides the point of view. It determines the sources for
suitability and relevance of reliable details.
It will help in understanding the effects and causes of news.
The first news article considered as secondary data source as it has been referred
from the new article by Forbes, the article published on February 2016.
The article by Forbes have given general information and which is balanced in
nature.

The information is not based on the latest context but it contains the required
information which can help Israel Tobin in solving the problem.
The peers have also reviewed the information with anonymous reviewers.
The second article is based on latest news that is extracted from “Human Resource
Today” and published on march 2017.
Business persons are the targeted audience in this article who can take necessary
decisions after studying the article for reference.
It also helps to inform all the business person about the future of human resource
management along with acquiring latest management techniques.

The purpose of this article is to provide required information which can help
researchers about responsibilities in lowest level of human capital management.
The human capital management approach is to be implemented in CERA for
more strategic processes for all executives.
It is also important to retain the employee engagement and maintaining
efficiency within employees.
The automation of the system and standardisation of process helps to achieve
efficient arrangement.
The standardisation helps in reducing time and cost, also provides information
to take relevant decisions for the decision makers.

Conclusion
The conclusion of the CERA case study says that Israel Tobin had great confidence
and effective positioning of his entire team was to face all the challenges and
difficulties, as Israel Tobin was well aware of all the functional planning of all
divisions.
He suggested to appoint experts for expert advice to minimize the chances of loss
due to inequality of supply and demand of efficient and skilled professionals.
It is important to invest in time and effort for development of working plan in
CERA.

It can conclude that CERA should have proper plan for investment decisions and the
work plan to face critical problems.
Conducting the meetings and sessions of discussion, Israel decided to follow
various ways to analyse different functions and process of CERA where
workshops for managers enable them to convert demand into various functions of
staffing.
Finally, it involves analysis of gaps and evaluating strategic HR value at CERA.

An efficient stimulation with proper planning of line management results in
understanding the HRM process practiced in CERA.
HR strategies in the organization deals with the employees who are committed
to work and highly efficient in all environment.
Thus the purpose was to provide detailed information about the case and its
consequences related to employee performance, employee engagement, human
capital and other functionalities related to HRM.
Therefore, from the case it can be concluded that Evidence based HRM practice
should be implemented in CERA and it is the most essential tool for analyzing
problems, establishing reliability of the effective HR function practiced at the
strategic level in CERA.

References
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• Barends, E., & Rousseau, D. M. (2018). Evidence-based management: How to use evidence to make better organizational decisions. Kogan Page Publishers.
• Kepes, S., Bennett, A. A., & McDaniel, M. A. (2014). Evidence-based management and the trustworthiness of our cumulative scientific knowledge:
Implications for teaching, research, and practice. Academy of Management Learning & Education, 13(3), 446-466.
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• Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource management: Gaining a competitive advantage. New York, NY: McGraw-
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• Sheehan, M. (2014). Human resource management and performance: Evidence from small and medium-sized firms. International Small Business
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Thank You