Critical Evaluation of Evidence-Based HR Practice for HRM502

This presentation critically evaluates evidence-based HR practices, defining the concept and explaining its importance in human resource management. The presentation uses a case study of CERA Company Limited, where the new HR Manager, Israel Tobin, aims to implement an evidence-based strategy. The analysis includes the CRAP test (Currency, Reliability, Authority, Purpose) of two chosen sources: "People Analytics as a Form of Evidence-Based Management" by Jey Wilkinson and "In Search of HR Intelligence: Evidence-Based HR Analytics Practices in High Performing Companies" by Falletta. The presentation also discusses approaches CERA can adopt, like people analytics and HR intelligence, to improve decision-making and address workplace trends. The conclusion emphasizes the need for informed HR decisions and the benefits of using current, reliable, and authoritative information to enhance organizational performance in a competitive environment. The presentation aims to persuade the CERA team to adopt evidence-based strategies for organizational effectiveness.

Evidence-Based HR
Practice
Name:
Institution:
Date:

Introduction
The presentation is aimed at evaluating;
 Evidence-based HR practice and its
effectiveness
 CRAP Test for information
 Giving recommendation to CERA
Organization on the need to adopt the
strategy for organization effectiveness

Evidence-Based HR Practice
Definition;
 Is the process where an organization
evaluates every business decision against
facts (Allen, Bryant, & Vardaman, 2010).
 Is making organizational decision based on;
Science-based knowledge and principles
Relevant and valid business facts
Ethical considerations (Marler & Parry,
2016).

Basis of Evaluation
Fact of evaluating evidence in the HR
practices involves;
 real data
 real business experience
 expert opinions
Aim: To ensure every decision made will
achieve the desired outcome (Marler & Parry,
2016).

Importance in HR Practice
It provides opportunity for full evaluation of the
workplace trends and changes in the industry
Enables management to take into account
business factors that have changed from the past
experience, e.g. technological advancement
(Marler & Parry, 2016).
Helps the organization to remain updated in the
market changes to make appropriate steps for
change

Case Study Scenario
CERA Company Limited
Organization: Civil Engineering and
Research Associates (CERA)
Parties Involved;
CEO- Mark French
New HR Manager- Israel Tobin
Objective;
- HR persuading the CERA team to adopt
Evidence-Based strategy in their operations

Factors to be Eliminated
Using the sources, the CERA executive team
will be able to avoid;
Fast decision-making without concern of
scientific facts hence limiting efficiency
Relying solely on instinct
Taking into account circumstances which
changed with time
Following industry trends without proper
information evaluation

Approaches the CERA Team can adopt
According to Wilkinson (2018), people
analytics will help CERA to;
 Analyze the staff skill diversity
 Achieve critical employee skills among the
staff
According to Falleta (2014), proper analysis
on HR intelligence will enable;
- Science-based efficiency
- Market changes for effective decision-making

Sources Chosen for Analysis
 Source 1
Author: Jey Wilkinson
Date: August, 2018.
Topic: People Analytics as a Form of Evidence-
Based Management
 Source 2
Author: Falletta, S
Date: April, 2014.
Topic: Searching on HR intelligence as
evidence-based HR Practice for high performing

CRAP Test for Source 1.
Currency;
 It is a current paper published in August 2018
 People analytics is a current business debate making the paper timely
and relevant
Reliability
- it adopts both primary and secondary analytical approaches
- The paper provides references for the literature studied
Authority
 Is a peer reviewed journal
 Reputable author
Purpose
 Focuses on people analytics to have a range of skills that calls for
executive responsibility to ensure strategic operation of the organization

CRAP Test for Source 2
Currency;
 It is a current paper published in April 2014
 Intelligence in the primary determinant in HR effectiveness
owing to technological advancement
Reliability
- it adopts both primary and secondary analytical approaches
- The paper provides references for the literature studied
Authority
 Is a peer reviewed journal
 Reputable author
Purpose
 Focuses on human intelligence as an analytical evidence-based
practice for high performance in HR functions

Conclusion
Evidence-based HR practice involves critical
identification of adoption of HR interventions
with a strong basis on empirical support
Effective for proper HR efficiency in the
current business environment.