CERA and the Application of Evidence-Based HRM Strategies

This report delves into the realm of Human Resource Management (HRM), emphasizing the significance of evidence-based management in organizational practices. It begins by defining evidence-based management and its characteristics, highlighting its role in improving decision-making, reducing bias, and enhancing learning. The report then explores the importance of HRM for CERA, detailing its contributions to employee training, recruitment, dispute resolution, and compensation structures. It further examines the advantages of evidence-based management, such as effective risk management and alignment with organizational goals. The report analyzes the effects of HRM on business strategy, including performance analysis, employee engagement, talent acquisition, and motivation. It also provides a CRAP test analysis of information from credible sources, assessing currency, relevance, authority, and purpose. The conclusion underscores the crucial role of HRM in making informed decisions and managing risks, ultimately enhancing objectivity and sound judgment within an organization. The report includes a comprehensive list of references and bibliography.

HUMAN RESOURCE
MANAGEMENT
Name of th e Stu dent
Name of th e Un iversity
Author Not e

Understanding Evidence Based
Management
◦ As argued by the scholar Rousseau, evidence based management involves the
translation of principles on the basis of evidence, and best evidence precisely, into
various organizational practices (Rousseau & Barends, 2011).
◦ Practice managers can make use of evidence based management in order to
gradually become experts who are capable of making decisions at the
organizational level that are based entirely on organizational as well as social
research (Ryan et al., 2007).

Characteristics of Evidence
Based Management
◦ Evidence based management is something that is characterized by four important
features
◦ It improves the quality of the decision making process, brings about a reduction in
bias and leads to an increase in valid learning in course of time
◦ It improves evidence by accumulating necessary information such as metrics,
indicators and organizational facts (Rousseau & Barend, 2011).

Characteristics of Evidence
Based Management
◦ It influences the outcome of an organizational decision on society and on
stakeholders
◦ Makes the best use of scientific evidence that is derived from legitimate and
authentic sources (Rousseau and Barend, 2011).

Importance of Human Resource
Management for CERA
◦ HR helps in training new employees while also putting older or more experienced
employees in a position to aim for higher responsibilities
◦ HR assists with the entire process of recruitment
◦ Helps in resolving disputes at the place of work
◦ Makes sure that the place of work is a safe and secure place and that crises at the
work place are handled in an adequate and effective manner
◦ HR helps in the development of pragmatic compensation structures that are drawn
up on the basis of the performance and position of the employee in the organization
(Mayhew, 2019).

Advantages of Evidence Based
Management
◦ Assists in the effective management of risks by teams in an organization
◦ Aligns the practice of the team with the objectives as well as the goals of an
organization
◦ An increase in education leads to an increase in the making of productive decisions
◦ The reliability of an organization is something that is enhanced greatly (Starner,
2015).

Effects of HR on Business
Strategy
◦ Helps in conducting performance analysis that keeps employees competing with
one another so as to improve their performance at some point or the other
◦ Engages employees around the objectives and goals of CERA for the purpose of
acquiring ideas, recommendations, feedback and reactions
◦ Attracting as well as retaining the best talent in the organization while enriching
diversity at the same time
◦ Drives the motivation of an employee towards the attainment of the goals and
objectives of CERA

Crap Test Analysis for Information that has been Derived from
www.hrdive.com/news/five-ways-hr-really-canimpact-business-strategy
◦ Currency – The information that is contained in the article dates back to 2015 and as
such has not been updated as of yet
◦ There are no specifications provided as to whether or not the topic that is under
discussion is one that requires validation from current sources of information or
whether the older sources of information give it sufficient legitimacy even now
◦ Relevance – Several sources were examined prior to deciding on this specific source
of information
◦ The information is entirely relevant for the specific audience for whom it is intended,
that is, for Mark French and the entire executive team of CERA (Starner, 2015).

Crap Test Analysis for Information that
has been Derived from
www.hrdive.com/news/five-ways-hr-really-canimpact-business-strategy
◦ Authority – The article has been authored by a journalist by the name of Tom
Starner. He has been reporting on matters pertaining to human resource
management for quite some time now and therefore possesses the skills and the
expertise that is needed to write on this particular topic
◦ Purpose – Factual information has been provided by the source, with the sole
intention of the source being to make it known to the executive team of CERA that
HR functions are of strategic value for the organization.
◦ As intended, the information is entirely biased to the role of HR in an organization
(Starner, 2015).

CRAP TEST FOR FACTS TAKEN FROM smallbusinesses.chron.com/10-
reasons-hr-important-organisation-22424.html
Currency
◦ Currency – This is a functional link with the article having been published as
recently as in 2019, with the last update having been carried out on the 29th of
January this year
◦ Relevance – The information that is contained in the link is fully relevant to the topic
that is under discussion. I
◦ t is adequate for the intended audience which is Mark French and the whole
executive team at CERA.
◦ A number of sources were examined prior to settling on this source (Mayhew,
2019).

CRAP TEST FOR FACTS TAKEN FROM
smallbusinesses.chron.com/10-reasons-hr-important-organisation-22424.html
Currency
◦ Authority – The publisher of this information is a reliable source on the internet,
which is Chron.com
◦ Mayhew Ruth is the person who has authored this article. Ruth has been reporting
on HR matters since the year of 1995 and is the right person to be authoring such a
piece
◦ Purpose – The intention of the information is to convince the executive team at
CERA that the work of an HR department is something that will always be of great
strategic value for an organization (Mayhew, 2019).

Conclusion
◦ During the five years for which he served as assistant director general for Chartered
Institute of Personnel and Development, it was concluded by Duncan Brown, that
the role played by HR in an organization was that of an unfathomable black colored
box
◦ Duncan Brown was persuaded after making use of an exorbitant number of
members subscriptions for procuring numerous academic studies, that the strategic
value of HR in an organization is something that cannot be denied.

Conclusion
◦ What evidence based management succeeds in doing is recognize that HR plays a
crucial role in making difficult decisions on behalf of an organization.
◦ Decsions, risks and uncertainties are better approached with the help of HR
◦ Objectivity is enhanced and sound judgment is assured in the decision making
process of an organization with the help of HR

References and Bibliography
◦ Barends, E., & Rousseau, D. M. (2018). Evidence-based management: How to use evidence to make better organizational decisions. Kogan Page Publishers
◦ Mayhew R., (2019, January 29). Ten Reasons HR Is Important to an Organisation. Small Business – Chron.com. Retrieved from smallbusinesses.chron.com/10-
reasons-hr-important-organisation-22424.html, Accessed March 24, 2019
◦ Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource management: Gaining a competitive advantage. New York, NY: McGraw-Hill Education
◦ Rousseau D., Barends E.G.R., (2011). HRM in the 21st Century: Becoming an Evidence-based HR Practitioner. Blackwell Publishing: Human Resource
Management Journal, Vol 21.
◦ Rynes S. L., Giluk T. L., Brown K.G., (2007). The Very Separate Worlds of Academic and Practitioner Periodical in Human Resource Management:
Implications for Evidence-Based Management. Academy of Management Journal, Vol. 50, No. 5, 987-1008
◦ Starner T.,(2015). Five Ways HR Really Can Impact Business Strategy. Industry Dive www.hrdive.com/news/five-ways-hr-really-canimpact-business- strategy/407391/ ,
Accessed March 24, 2019