Evidence-based Human Resource Management

This presentation explores the concept of evidence-based HRM, which involves making organizational decisions based on scientific principles, critical thinking analysis, and valid organizational facts. It discusses the benefits of evidence-based HRM, including more effective decision-making and alignment with strategic goals. The presentation also highlights the benefits for HR managers, such as improved credibility and the ability to critically evaluate evidence. Two credible sources on recruitment, retention, and employee performance are provided, along with a CRAP test to evaluate their validity. Overall, the presentation emphasizes the importance of evidence-based HRM in improving organizational performance.

Evidence-based Human
Resource Management

What is Evidence-base HRM?
Evidence-based HRM is the practice of evidence-based management
which make the organizational decisions based on the use of-
• Science-based principles and knowledge
• Critical thinking analysis backed by decision supports (Noe,
Hollenbeck, Gerhart & Wright, 2017)
• Valid and relevant organizational and business facts
• Ethical Considerations such as its effect on stakeholders
• HR interventions and approaches
• Desired outcomes based on empirical support

Benefits of Evidence-based HRM
• More effective and informed decision making
• Aligns human resource practices of an organization with the
strategic goals of an organization
• Helps in improving the credibility for the discipline of human
resource practice and also for practitioners (Marler & Parry, 2016)
Since information are based on existing information, facts, data,
statistics based on an organization makes the study more analytical
• Better and consistent decision-making
• Effective risk management

Benefits of Evidence-based HRM on HR Managers
• Evidence-based HRM helps HR Managers to improve their credibility as a whole
• Makes the HR Managers feel as one of the most important profession in an
organization
• Gradual and incremental implementation is beneficial for HR Managers
• Involves HR Managers to share insights and best practice in order to establish
effective and credible evidence base (Marler & Parry, 2016)
• Helps HR Managers to critically evaluate the trustworthiness of the evidence
gathered

CERA- Evidence-based Management
Evidence 1: Derous, E., & De Fruyt, F. (2016). Developments in recruitment and selection
research. International Journal of Selection and Assessment, 24(1), 1-3.
• The above mentioned resource can be beneficial for Israel Tobi to explain his pitch to
Mark French and the CERA executive team
• Recruitment is always included in research and the availability of reliable sources is
high
• Israel Tobi has identified the increasing demand for labor of CERA by performing a
Gap Analysis
• Recruitment of employees and training them can solve the issue of skilled labor demand

CERA- Evidence-based Management (cont.)
• Recruitment and retention are long term plans for CERA
• Retention is not far behind recruitment of employees
• Israel Tobi has suggested that an innovative work environment will uplift employee
motivation and foster job satisfaction
• Innovative technological developments can help to resolve the issue of labor
turnover in the organization
• Requirement of highly skilled employees to reduce costs incurred from training
and development

CERA- Evidence-based Management
Evidence 2: Latham, G. P. (2018). Becoming the evidence-based manager: How to
put the science of management to work for you. 4th ed. London, UK: Hachette.
• The above mentioned source can be useful for Israel Tobi to take decisions on
employee performance
• The implementation of HR Management Systems can help the organization to
manage its workforce
• Implementation of Employee Performance Dashboard
• Help in rectifying the gaps and issues in implemented strategies

CRAP Test
• CRAP test was developed by Molly Beestrum to check the credibility of a source
to be used (Webber, 2018)
• Comprises of four major areas: Currency, reliability, authority and purpose
• The evaluation on the basis of the mentioned areas will decide validity of the
sources
• It determines how recent the information is, who is the author and what are their
opinions provided in the source

CRAP Test- Evidence 1Currency-
• The information is from the year 2016
• The current year is enough for the topic
Reliability-
• The information is related to developments in recruitment and selection research
• The content is primarily opinion where the author has provided resources also
Authority-
• Eva Derous and Filip De Fruyt are the authors and they both work at different departments in the Ghent University,
Belgium
• The International Journal of Selection and Assessment has published this source
• They are reputable
Purpose/Point of View
• The information are both facts and opinion
• The author has listed out references
• The author has solely emphasized on recruitment and selection but has clearly stated the opinions

CRAP Test- Evidence 2Currency-
• The information is from the year 2018
• The current year is enough for the topic
Reliability-
• The information is related to effective utilization of evidence-based management
• The content is primarily opinion where the author has provided resources also
Authority-
• Gary P. Latham is the author and is a professor of Organizational Effectiveness in the Rotman School of Management at the
University of Toronto
• The Hachette UK Company has published this source
• They are reputable
Purpose/Point of View
• The information are both facts and opinion
• The author has listed out references
• The author has solely emphasized on how HR managers can utilize evidence-based management

Conclusion
• From the critical analysis it can be analyzed that the management of
CERA should maintain standards and high performance. Israel Tobin has
evaluated the company's performance by doing a gap analysis. This was to
estimate the actual labor demand in the organization.

Conclusion
• The evidences identified show the true picture with regards to evidence-
based management and focusing upon two major issues of CERA that
needs to be addressed. The two sources web based on recruitment and
retention of employees in the organization and implementation of HR
management systems to manage to work force.

Conclusion
• In order to identify the credibility of the sources mentioned, a CRAP test
has been conducted. The CRAP test helped in evaluating the validity, the
recency and opinions of the author in the sources. Both the sources have
been put into test under four major points evaluating the credibility of the
sources

References
Derous, E., & De Fruyt, F. (2016). Developments in recruitment and selection research. International
Journal of Selection and Assessment, 24(1), 1-3.
Latham, G. P. (2018). Becoming the evidence-based manager: How to put the science of management
to work for you. 4th ed. London, UK: Hachette.
Marler, J. H., & Parry, E. (2016). Human resource management, strategic involvement and e-HRM
technology. The International Journal of Human Resource Management, 27(19), 2233-2253.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource management:
Gaining a competitive advantage. 3rd ed. New York, NY: McGraw-Hill Education.
Webber, N. R. (2018). Activity: Source Evaluation Scorecard.