Critical Evaluation of HR Information

HRM 502 CRITICAL EVALUATION OF HR
INFORMATION
STUDENT NAME & ID:
LECTURER NAME:
ASSESSMENT TITLE: CRITICAL EVALUATION OF HR INFORMATION

EVIDENCE BASED HRM
 Evidence based management
It refers to a process where the organization evaluates a decision or a process against
some provided data, expert opinions, real experiences or some other types of information
to ensure the desired outcome achieved by the decision so made (Armstrong & Taylor,
2014).
 Evidence based HRM
It is is a part of the broader aspect of Evidence based management. It simply refers to
employment of HR practices that are away from suppositions, any kinds of fads and
reactions where high quality data is judiciously used for critical thinking and strategic
decision making purposes (Dormann et al., 2016). Evidence based HRM is motivated only
by an output anticipation and is not compromised by factors of organizational chain of
command or any kind of organizational biases (Lange, 2013).

IMPORTANCE OF EVIDENCE BASED HRM
 The discipline of Evidence based HRM uses the best data to deduce solutions for
effective talent management and help business in gaining competitive advantages.
 Evidence based HR help strategic managers in efficient mitigation of management
issues like regulators, myriad demands, customer requirements and workforce
management (DeNisi, Wilson & Biteman, 2014).
 It helps in effective and better decision making. Correct and on-time decision making
is supported holistically by Evidence based HRM.
 Risk management can be effectively handled by evidence based HRM practices as it
provides improved credibility and consistent decision making (Marler & Fisher,
2013).

EVALUATION OF EVIDENCE BASED HRM
 Evidence based HRM practices has some limitations as well which will support better
understanding of its underlying importance.
 It is not that decision-makers are constantly ‘researching’ various data sources all the
time (Marler & Fisher, 2013).
 Use of Analytics and Business Intelligence in Evidence based HRM is quite evident.
This automated decision making lacks reliability to a greater extent (Morrell &
Learmonth, 2017).
 HR practitioners will still be accountable for their approaches to strategic decision
making.
 The explicit nature of evidence based HRM impacts the status quo and corporate
culture act as one of the main hindrances in the effective utilization of evidence based
HR practices (Lange, 2013).