Strategic Value of HRM: Evidence-Based Practices and Evaluation Report

This report delves into the concept of evidence-based Human Resource Management (HRM) and its significance in modern HR practices. It defines evidence-based HRM as the process of identifying and implementing HR strategies supported by practical evidence. The report emphasizes the importance of this approach in enhancing decision-making, aligning HR practices with organizational goals, and improving the credibility of the HR function. It identifies and analyzes internet sources that can be used to persuade stakeholders of the strategic value of the HR function. The report then evaluates the credibility of these sources using the CRAP test, assessing currency, reliability, authority, and purpose. Finally, it draws conclusions on the nature of information that should be used to inform HR practices, highlighting the need for reliable, up-to-date, and unbiased sources to ensure effective HRM strategies. The report also references academic journals and publications to support its findings.

INTRODUCTION
1.1 Using at least two information sources from academic journals, explain what is meant by
Evidence-based HRM. Why is this important in HR practice?
Evidence based HRM practice is the procedure of identifying and providing employment
to HR participation. Evidence based management is a newly and corner stone trend in the human
resource management(Cassar and Bezzina, 2017). The research shows that there has been a wide
range of companies; both private and public which are choosing to have evidence based
management in the operations of their company and add essential value to the company. It allows
the organization's team to achieve the pre-defined goals and objectives of the company. Human
resource practice which is evidence based is the process to identify and implement HR practices
and strategies which contain an important source of pragmatical support to attain the expected
results. Another definition to determine the evidence based human resource practice can be
explained as a specific style of working where the human resource occupational group take
decision by using the best evidence, competency, capableness, and standards to make more
effective policies. Its importance in HR practice :-
 Effective decision making.
 Enhanced ability to match human resource practice with strategic goals of the company.
 A more analytical formulation based on existing data likely to be held within the
company.
 Improved credibility for the discipline of HR practice.
1.2 Find any two internet written sources that you believe would be useful to Israel Tobin in
persuading Mark French of the strategic value of the HR function in CERA.
An association's most important sources are human resource. So human resource is the
main element of setting the strategic direction of the company. HR must match its approach with
the broader business model to achieve and maintain this position. A HR strategy focus every
aspect of the business and reflects its objectives and vision(Bezzina and Tipurić, 2017). The
main task of human resource professionals includes various activities, from employing the right
talent and make sure their professional development. By standardising processes, human
resource departments ensures uniformity and full alignment. Standardisation helps in reducing
the cost and time required for performing daily tasks. With a comprehensive human capital
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management method in place, company can make processes more strategic for executives, more
authorise for managers, more engaging for employees & more efficient for HR. the book 'The
HR Scorecard', published regarding HR skills that have not wasted in value, but simply are no
longer capable to satisfy the broad strategic demands of the HR functions. The article is written
for human resource leaders and researchers of strategic work taken from a variety of sources but
in specific work. 'Playing to Win: How Strategies Really Works' published by Harvard Business
Review Press is a down-to-earth, easy approach to thinking about strategy that is resounding
very well with many business leaders.
There are a lot more changes occurring in the workplace. However, this creates an
opportunity for HR to review how it can add value to the company. By creating common
understanding and join forces with its stakeholders, HR will be able to set up itself as a strategic
business partner(Tamayo-Verleene and Sels, 2018).
1.3 Using the CRAP test, evaluate the two sources that you used in point B above.
The CRAP test by Molly Beestrum, is very useful tool for utilising when trying to decide
if a website or source of collecting information is credible and valid. This test covers four major
areas; currency, reliability, authority and it purposes. It is a way to measure a source which is
based on the following criteria. Assessing the validity of a source in an academic setting. Mainly
scientists and science students use this test to know if articles are acceptable for use. The
information collected regarding he strategic value of the HR function in CERA is from Queens
university IRC (Queen's University IRC, Kingston, Ontario) article published on April, 2014.
According to the study the information collected is updated and revised by the publishers. The
links provided are functional and the topic covers all the useful information. The information
provided is properly related to questions. The intended audiences are companies people. The
given information is appropriate and too much elementary. For understanding and gathering
informations, a lot of sources have been searched before using this one. The author of the this
information is Kevin E. Yousie, Assistant Professor at the University of Toronto and President of
Crosswater Partners, Email: [e-mail] .
The information is from the internet sources and supported by proper evidence. The
language of the source was specific and not biased and was free of emotions(Bailey and
Garavan, 2018). There are automatic filters plus human pat-rollers who supervise recent edits
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and pages. The purpose of the information is to tell the importance of strategic HR functions and
how it can be persuade in CERA. Cera offers a broad range of opportunities and provides chance
to apply your mathematical and statistical skills to real life changes. Knowing which sources,
information and news we can trust is a primary component of information attainment. While
collecraw conclusions regarding the nature of information that should be used to inform practice.
Evidence based HRM practice is the procedure of identifying and providing employment
to HR participation. Evidence based management is a newly and corner stone trend in the human
resource management. Another explanation to find out the evidence based human resource
practice can be explained as a specific style of working where the human resource occupational
group take decision by using the best evidence, competency, capableness, and standards to make
more effective policies. An association's most essential sources are human resources. So human
resource is the main element of setting the strategic direction of the company. HR must match its
approach with the broader business model to achieve and maintain this position. The CRAP test
by Molly Beestrum, is very useful tool for utilising when trying to decide if a website or source
of collecting information is credible and valid. This test covers four major areas; currency,
reliability, authority and it purposes. ting information none of the data was immune from filter
and bias. There is no solution culture and political break down that enables fake news and wrong
information.
1.4 Draw conclusions regarding the nature of information that should be used to inform practice.
Evidence based HRM practice is the procedure of identifying and providing employment
to HR participation. Evidence based management is a newly and corner stone trend in the human
resource management. Another explanation to find out the evidence based human resource
practice can be explained as a specific style of working where the human resource occupational
group take decision by using the best evidence, competency, capableness, and standards to make
more effective policies. An association's most essential sources are human resources. So human
resource is the main element of setting the strategic direction of the company. HR must match its
approach with the broader business model to achieve and maintain this position. The CRAP test
by Molly Beestrum, is very useful tool for utilising when trying to decide if a website or source
of collecting information is credible and valid. This test covers four major areas; currency,
reliability, authority and it purposes.
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References
Cassar, V. and Bezzina, F., 2017. Evidence-based HRM through Analytics: Reducing the
Propensity of HRM to become a Cinderella. Nauki o Zarządzaniu/Uniwersytet
Ekonomiczny we Wrocławiu, (4 (33)), pp.3-10.
Bezzina, F., and Tipurić, D., 2017. Evidence-based human resource management practices in
three EU developing member states: Can managers tell truth from fallacy?. European
Management Journal, 35(5), pp.688-700.
Tamayo-Verleene, and Sels, L., 2018, July. The Value of Devolving HRM to Line Managers: An
Evidence-based Review and Research Agenda. In Academy of Management Proceedings
(Vol. 2018, No. 1, p. 13872). Briarcliff Manor, NY 10510: Academy of Management.
Bailey, C., and Garavan, T., 2018. Strategic human resource management. Oxford University
Press.
Reilly, P. and Williams, T., 2017. How to get best value from HR: The shared services option.
Routledge.
Burgoyne, M.B. and Chuppa-Cornell, K., 2015. Beyond embedded: Creating an online-learning
community integrating information literacy and composition courses. The Journal of
Academic Librarianship, 41(4), pp.416-421.
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