HRM502: Critical Evaluation of HR Evidence Based HRM in CERA

This report provides a critical analysis of the CERA case study, focusing on the application of evidence-based Human Resource Management (HRM) principles. The study examines the challenges faced by CERA, a consulting firm, in implementing effective HRM strategies, including workforce planning, communication, and employee engagement. It highlights the importance of evidence-based practices in making informed decisions, improving employee performance, and aligning HR with strategic business goals. The report utilizes the CRAP test to evaluate the credibility of the information and proposes solutions based on the case study's findings. It emphasizes the need for a strategic approach to HRM, including expert advice and investment in employee development, to address issues such as supply and demand imbalances and enhance overall organizational effectiveness. The conclusion stresses the significance of evidence-based HRM for CERA and its role in analyzing problems, establishing reliability, and improving HR functions.

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.