HRM502 - Evidence-Based HRM: Critical Evaluation of HR Information

This presentation critically evaluates evidence-based HRM, highlighting its importance in HR practice and strategic decision-making. It defines evidence-based HRM as a process where decisions are evaluated against data, experience, and expert opinions, emphasizing its role in maintaining information reliability for decision-making. The presentation also identifies internet sources, such as articles from Peoplesmatters.in and Visier.com, that support the strategic value of HR functions, particularly in workforce motivation and vocal participation in business decisions. In conclusion, the presentation underscores the necessity of evidence-based HRM for effective organizational development and strategic planning, advocating for the use of reliable sources to back up strategic initiatives.

Human Resource
Management
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Student name and ID:
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A. Evidence based HRM and its
importance
Evidence based HRM is the
process adopted by an
organisation to evaluate a
decision or process against data,
real experience and opinions
from expert (Berman et al., 2019)
The evidence is derived from
various sources such as research
studies or knowledge from the
experts in the fields

Contd..
The decisions taken can be used
to identify the desired outcome
that can be gained so that
encouragement and
dissemination of proper
information can be gathered
The application of the process is
usually made while writing HR
policies related to the change in
procedure or during formulating
strategies

Contd..
The importance of this in HR is
that reliability of information can
be maintained so that it can
support the decision making
activities (Cascio, 2015)
Limited information can be used
effectively for formulating
decisions with the help of the
application of evidenced based
HRM

B. Two internet sources useful to
Israel Tobin
In order to convince Mark French
about the strategic value of CERA
Israel Tobin can use sources from
scholarly articles and books
The sources can be validated by the
fact that it provides a clear
identification of the importance of
strategic value in HR functions
The sources that can help Israel are
published in different websites

Contd..
One of the sources that can be used
for supporting the pitch can be
obtained from a journal article
published in Peoplesmatters.in
The article provides an opinion that
workforce motive of the managers is
a necessary change
(Peoplematters.in, 2019).
This can be used by Israel to pursue
Mark about the strategies adopted

Contd..
The second source that can be
considered can be taken from
visier
The contents of the article was
published in 5th September 2017
The article states that successful
HR functions are strategic and
plays a vocal role in the business
decisions(Visier.com, 2017)

Conclusion
In conclusion, it can be said that
evidence based HRM is an
important part for taking
decisions that are based on
evidence
The validity as well as the
reliability of data needs to be
maintained so that the decisions
taken can be effective for the
development of an organisation

Contd..
In the case of CERA, following
various sources that provide an
idea about the general concept of
decision making can help in its
development
For Israel, it is necessary that he
manages to pursue Mark and the
executive team about the
importance of strategic value of
HR functions

Contd..
Own conclusion about evidence
based HRM can be drawn as it
helps to understand the factors
necessary for gaining an outcome
that is more desirable
Without proper sources to back
up the data it can be difficult to
implement any strategic plan for
the development of a company

Reference
Berman, E. M., Bowman, J. S., West, J. P., & Van Wart, M. R.
(2019). Human resource management in public service:
Paradoxes, processes, and problems. CQ Press.
Cascio, W. F. (2015). Managing human resources. McGraw-Hill.
Peoplematters.in (2019)What will be the key HR Trends for
2019.Retrieved on 29 March 2019
https://www.peoplematters.in/article/hr-industry/what-will-be-
the-key-hr-trends-for-2019-20371?
utm_source=peoplematters&utm_medium=interstitial&utm_c
ampaign=learnings-of-the-
day&media_type=article&subcat=trends&title=what-will-be-
the-key-hr-trends-for-2019&id=20371
Visier.com (2017) The Disconnect Between People and
Business Strategy Retrieved on 29 March 2019
https://www.visier.com/clarity/people-and-business-strategy/ .