Strategic HR Value in CERA: Evidence-Based HRM Practices Analysis

This essay provides an analysis of Human Resource Management (HRM) practices within CERA (Civil Engineering & Research Associates), focusing on the influence of Israel Tobin on Mark French regarding the strategic value of the HR function. It explores evidence-based HRM, its importance, and evaluates sources used to substantiate Tobin's influence, using the CRAP test (Currency, Reliability, Authority, Purpose). The essay concludes by highlighting the importance of planning and investment in workforce development to avoid mismatches in skills and ensure effective HRM practices at CERA, emphasizing the need for workshops, data analysis, and tactical HR assessment.

1Running head: HUMAN RESOURCE MANAGEMENT ASSIGNMENT
Human Resource Management assignment
Name of the Student:
Name of the University:
Author Note:

HUMAN RESOURCE MANAGEMENT ASSIGNMENT
Table of Contents
Part A...............................................................................................................................................3
“Meaning of Evidence-based Human Resource Management and its importance”........................3
Part B...............................................................................................................................................4
Sources that substantiate Israel Tobin in influencing Mark French of the planned worth of the
HR purpose in CERA......................................................................................................................4
Part C...............................................................................................................................................5
Evaluation of the sources used........................................................................................................5
Part D...............................................................................................................................................7
Conclusion.......................................................................................................................................7
Reference List..................................................................................................................................9

HUMAN RESOURCE MANAGEMENT ASSIGNMENT
Part A
“Meaning of Evidence-based Human Resource Management and its importance”
According to Budhwar & Debrah (2013), Evidence based Human Resource Management
are the expertise as well as judgment of the practitioner where the evidence are taken from local
context and analysis is made from the existing research. In addition, Evidence based HRM aims
at delivering worldwide forum as well as important orientation used for the reason of support and
distribution of sensible and practical research. Furthermore, evidence based HRM guides in
arriving at knowledgeable and effectual decision that can carry increased possible for aligning
practices of human resources that aligns with tactical objectives of business enterprise. However,
evidence based HRM practices or approaches rely upon existing information, data and statistics
used by Business Corporation.
Anderson (2013) argues that human resource practice based on evidence can be treated as
the process of notification and engaging various interference of Human Resource and approaches
at the same time. There are different sources of information found in evidence based human
resource management that can help in uploading decision making process as it is connected with
people. These HR approaches have the strongest biasness that specifies the empirical support for
the purpose of attainment of future goals as well as objectives in the most appropriate way
(Renwick, Redman & Maguire, 2013).

HUMAN RESOURCE MANAGEMENT ASSIGNMENT
Part B
Sources that substantiate Israel Tobin in influencing Mark French of the planned worth of
the HR purpose in CERA
In this particular part, the study analyzes the sources that can authenticate Israel Tobin in
influencing Mark French about gaining tactical worth that necessitates the HR purpose in CERA.
Here, Israel Tobin is the HR manager of CERA and he had to convince the Founder Director of
CERA (Mark French) on matters relating to procedure of human resource preparation and work
plan human resource planning procedure (Morgeson et al., 2013). CERA (Civil Engineering &
Research Associates) is a renowned consulting trade firm that aims at operating in civil
construction in Sydney as it is recognized in the year 2007. Furthermore, the title of the news
articles selected for this study is “What should HR Leaders focus on in 2016?’ and taken from
Forbes. This particular article explains various ways that help in obtaining best tactical HR
function especially implemented by trade Corporation. The title of the second article is “The rise
of the people strategy platform” that was taken from Human Resource Today (Human Resources
Today. 2017).
At Civil Engineering & Research Associates, it is noted that the administration of the
firm need to have apparent visions and strategic choice as set by the Founding Director of the
firm (Mark French). It is necessary for Israel Tobin for distinguishing market segment by
providing high contact services placement. However, it is quite necessary for the entire executive
team for reacting to various developments that takes place in the external business environment
(Jackson, Schuler & Jiang, 2014).

HUMAN RESOURCE MANAGEMENT ASSIGNMENT
Furthermore, Israel Tobin present viewpoint on activities and present in front of Mark
French that need to meet executive for maintaining proper communication and informing the
downside of the operations at CERA. It was later decided by Israel Tobin that the procedure of
workforce administration would be analyzed by undertaking various casual canvassing of
specific business for the upcoming financial year (Brewster et al., 2016).
Part C
Evaluation of the sources used
“CRAP test” can be treated as one of the effective ways that can be used for evaluating
the sources founded on definite specified criteria named as currency, dependability, authority and
reliability. Furthermore, this test is explained below with proper justification. The test even
explains about cause and effect of the news that include tactical worth purpose for the
managerial Team of CERA.
The first article is analyze and obtained from Forbes and the title of the article is “what
should HR leaders focus on in 2016?” (Forbes Welcome. 2017).
“Currency”
The present news article stated above is well-written source as stated from Forbes and
published on February 4, 2016. In addition, the information is not very latest bit it involves
reliable facts that assist Israel Tobin in influencing Mark French in initiating tactical value of
Human resource purpose at CERA (Aswathappa, 2013).
“Reliability or Dependability”

HUMAN RESOURCE MANAGEMENT ASSIGNMENT
Peers do not properly review the information that is cited in the articles. In addition, the
facts can be treated to be fact that is mostly universal in nature and balanced in proper ways.
“Authority”
A single individual should be selected who should have required expertise and aims at
delivering opinions that are explained by the Forbes contributors. In addition, some of the
objectives of human resources take into account bringing together incorporating set of human
resource policies that align with programs as it is further redesigned and developed. Therefore,
human resource preparation relates with the objective of overall trade enterprise (Anderson,
2013).
“Purpose or else the viewpoints”
Here, the targeted audience of the current article is the trade concern that needs to explain
about change in the workforce planning process.
The second article is taken from “Human Resources Today” and title of the article is
“The rise of the people strategy platform?” (Human Resources Today. 2017)
Currency
This current article is current news articles that were available on 7th of March 2017.
“Reliability”
The recent news article was taken from secondary source of information that help in
informing the business concern about future of human resource management that aligns with
latest trends as noted during recent times. Furthermore, the present news help in explaining

HUMAN RESOURCE MANAGEMENT ASSIGNMENT
reliable information that guides Israel Tobin at the time of presenting relevant data to Mark
French (Alfes et al., 2013).
Authority
The present news article was declared by Visier that had explained in detail about various
conditions that prevails in the business environment nowadays. In addition, it helps in giving
supreme opportunity to the human resource professionals for generating value for the overall
business enterprise. The process itself help human resource practitioners on matters relating the
certain ideas that deals with work that is founded on both past and current evidences.
“Purpose or else point of view”
Here, the targeted audience in this is the large sized trade enterprise that mainly helps in
strategizing people management for explaining the future practices of human resources.
Furthermore, Israel Tobin even predicted the necessity for environmental engineering potential.
In addition, Israel aims at directing the fact about the strategy that should be smart enough that
help in assessing the environment that include wide range of stakeholders.
Part D
Conclusion
From the above analysis, it is necessary to conclude concern regarding nature of
information used for specific study. It is analyzed from the above study that Israel Tobin was
quite confident as they were well versed to face challenges needed to overcome issues for
different divisions. It was although difficult to manage by having small divisions and an expert

HUMAN RESOURCE MANAGEMENT ASSIGNMENT
team, as there was rather mismatch that takes place between demand and supply of skills of
talented professionals. Planning need to be done during initial phases to avoid further issues and
confusion among team members. In order to plan the work properly, it is necessary to invest both
time and effort for development at CERA. Israel Tobin decided to follow ways after looking at
the Business Corporation CERA by conducting meetings as well as discussion session. During
the initial step, it is viewed that pertinent market data was found in this situation. It is important
to conduct workshops with several managers so that they can interpret the demand into diverse
recruitment purpose. Furthermore, it is essential to manage stock, skills along with demographics
for specific staffing events. Therefore, it takes into account examination of gaps as well as
assessing tactical HR worth at CERA.

HUMAN RESOURCE MANAGEMENT ASSIGNMENT
Reference List
Alfes, K., Shantz, A. D., Truss, C., & Soane, E. C. (2013). The link between perceived human
resource management practices, engagement and employee behaviour: a moderated mediation
model. The international journal of human resource management, 24(2), 330-351.
Anderson, V. (2013). Research methods in human resource management: investigating a
business issue. Kogan Page Publishers.
Aswathappa, K. (2013). Human resource management: Text and cases. Tata McGraw-Hill
Education.
Brewster, C., Houldsworth, E., Sparrow, P., & Vernon, G. (2016). International human resource
management. Kogan Page Publishers.
Budhwar, P. S., & Debrah, Y. A. (Eds.). (2013). Human resource management in developing
countries. Routledge.
Forbes Welcome. (2017). Forbes.com. Retrieved 4 December 2017, from
https://www.forbes.com/sites/edwardlawler/2016/02/04/what-should-hr-leaders-focus-on-in-
2016/#157df62348c7
Human Resources Today. (2017). Humanresourcestoday.com. Retrieved 4 December 2017, from
http://www.humanresourcestoday.com/
Jackson, S. E., Schuler, R. S., & Jiang, K. (2014). An aspirational framework for strategic human
resource management. Academy of Management Annals, 8(1), 1-56.

HUMAN RESOURCE MANAGEMENT ASSIGNMENT
Morgeson, F. P., Aguinis, H., Waldman, D. A., & Siegel, D. S. (2013). Extending corporate
social responsibility research to the human resource management and organizational behavior
domains: A look to the future. Personnel Psychology, 66(4), 805-824.
Renwick, D. W., Redman, T., & Maguire, S. (2013). Green human resource management: A
review and research agenda. International Journal of Management Reviews, 15(1), 1-14.