HRM502 Human Resource Management

Human Resource Management
NAME OF STUDENT:
NAME OF COLLEGE:
AUTHORS NOTE:
Running head: HRM502

HRM502
Tasks
A. More number of firms are using evidence based HRM approach to add relevant value to
their organisational effectiveness that supports in attaining key performance parameters and
hence Evidence based HRM is a practice of analytically recognising and using HR
interventions and tactics that have strong base of factual back up to attain desirable results. In
other words it is an approach of human resource practise where the HR practitioner
analytically applies best evidence, competency and values to take decisions that are relevant
to firms and their people. As such in wider context evidence based HRM is applying the
realistic evidence available in the field of HRM so as to develop HR policies, apply these in
decision making as well as in interventions and finally in practice approaches where evidence
based HR practices insures that practitioners have understanding on works that are based on
historical and current evidences (Lange 2013). These evidences consist of data or facts and
evidence based HRM is important in HR practise as it is a vital procedure that help to
establish and maintain the credibility of HR function at the strategic level within a firm. As
stated by Schiemann & Seibert (2017) also these are relevant in HR practices to ensure
informed and efficacious decision making that increases capability to align HR practices with
strategic objectives of firms and hence improves analytical way of work based on current
information, analytics and statistics to effectively ensure better HR policies, practices,
decisions, interventions as well as risk management.
B. As today firms are encountering drop in revenues, increase in their costs, decline in market
share and loss of shareholder value so in this situation Israel Tobin can persuade Mark French
on the manner HR function can add strategic value to bring sustainability to CERA by using
perspectives given by Syed Imtiaz Hussain in his article where it is emphasised in the source
that as HR buying decision these days are more sophisticated than earlier times and as cost
minimisation is priority so more strategic value can be added by exploiting competency and
technology that HR function and practitioners can provide to employees within firms so as to
improvise HR practices and free up internal resources to add more strategic value and support
for execution of business strategies (Hussain 2018) With support of source given by Syed
Imtiaz Hussain, Israel Tobin can convince Mark and executives of CERA that strategic value
in HR function can be attained through aspcect of attaining efficacious employee relationship
with distribution of information across all employees in a structured and timely way so that
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