Evidence-based Human Resource Management and its Importance

1Running head: HUMAN RESOURCE MANAGEMENT ASSIGNMENT
Human Resource Management assignment
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HUMAN RESOURCE MANAGEMENT ASSIGNMENT
Table of Contents
Part A...............................................................................................................................................3
“Meaning of Evidence-based Human Resource Management and its importance”........................3
Part B...............................................................................................................................................4
Sources that substantiate Israel Tobin in influencing Mark French of the planned worth of the
HR purpose in CERA......................................................................................................................4
Part C...............................................................................................................................................5
Evaluation of the sources used........................................................................................................5
Part D...............................................................................................................................................7
Conclusion.......................................................................................................................................7
Reference List..................................................................................................................................9

HUMAN RESOURCE MANAGEMENT ASSIGNMENT
Part A
“Meaning of Evidence-based Human Resource Management and its importance”
According to Budhwar & Debrah (2013), Evidence based Human Resource Management
are the expertise as well as judgment of the practitioner where the evidence are taken from local
context and analysis is made from the existing research. In addition, Evidence based HRM aims
at delivering worldwide forum as well as important orientation used for the reason of support and
distribution of sensible and practical research. Furthermore, evidence based HRM guides in
arriving at knowledgeable and effectual decision that can carry increased possible for aligning
practices of human resources that aligns with tactical objectives of business enterprise. However,
evidence based HRM practices or approaches rely upon existing information, data and statistics
used by Business Corporation.
Anderson (2013) argues that human resource practice based on evidence can be treated as
the process of notification and engaging various interference of Human Resource and approaches
at the same time. There are different sources of information found in evidence based human
resource management that can help in uploading decision making process as it is connected with
people. These HR approaches have the strongest biasness that specifies the empirical support for
the purpose of attainment of future goals as well as objectives in the most appropriate way
(Renwick, Redman & Maguire, 2013).