HRM Analysis: Evidence-Based Source Evaluation and Report

This report provides an analysis of evidence-based Human Resource Management (HRM), focusing on the evaluation of research sources using the CRAP test (Currency, Reliability, Authority, and Purpose). The assignment examines two sources, KPMG (2014) and Jacobs (2015), to assess their credibility and relevance in supporting evidence-based HRM practices. It highlights the importance of evidence-based HRM in streamlining HR functions, making effective decisions, and improving overall organizational performance. The report also discusses strategic values of HRM within a company, factors that improve the effectiveness of presentations and the importance of high-quality information. The conclusion emphasizes the benefits of evidence-based HRM in increasing productivity, employee commitment, and ethical standards, and suggests factors for improving the effectiveness of evidence-based HRM, such as the use of varied and authentic sources, critical thinking, and appropriate analytical tools. The report references several academic sources to support its findings.

Human Resource Management (HRM)

HRM
• Set of practices
• Regulate human resources
• Influence workforce behavior
Evidence-based HRM
• Strategic phenomena
• Evaluation of HR decision according to available information
• The organized collection of information
• Critical thinking

Source of information
 From past experience
 Expert knowledge
 From personnel who significantly affects the decisions

Importance of evidence-based HRM
 Streamline HR function by effective alignment
 Quick and effective HR Decision
 Effective problem solving
 Increase the efficiency of HRM in risk management
 Helpful to achieve the desired outcome
 Increases competitive edge

Importance of quality information
 Better integration of HR
 Better functioning of HR operation
 Promotes decision making with high accuracy
 High ethical consideration.
 Increase the chances of future success.
 Truthful organizational facts
Strategic values of HRM in CERA
 For increasing the business performance .
 For enhancing the firm’s productivity despite of having low HR
 For key stakeholder satisfaction

Factors that might improve the effectiveness of
Israel Tobin’s presentation (Source 1)
 Using standardized information
 Use an analytical tool
 Organized data
 Behavior of practitioner
Source 1
KMPG, (2014). Evidence-based HR. Retrieved from
https://assets.kpmg/content/dam/kpmg/pdf/2015/04/evidence-based-hr.pdf

Factors that might improve the effectiveness of
Israel Tobin’s presentation (Source 2)
 Use internal data
 Use academic research
 Types of HR analytics
Source 2
Jacobs, K. (2015). Evidence-based HR: Under the microscope. Retrieved from
http://www.hrmagazine.co.uk/article-details/evidence-based-hr-under-the-microscope

CRAP Test
Factors Source 1 Source 2
Currency
Recent information 2014 2015
Recent update No No
Information is enough for evidence-
based HRM
Yes No
Reliability
Source of information Primary and secondary Primary and secondary
References No No

Cont…
Authority
Author David Crumley, Mike Elliott, Jonathan Ferrar,
David Feinberg, Jim Link, Jenn Mann, Lain
McKendrick, Huge Mitchell, Per Scott, James
Stringer and Mark Sullivan
Katie Jacobs
Reputable author Yes, Well known Unknown
Domain https://assets.kpmg/content/dam/kpmg/pdf/20
15/04/evidence-based-hr.pdf
http://www.hrmagazin
e.co.uk/article-details/
evidence-based-hr-und
er-the-microscope
Publisher KMPG international Cooperative HRM Magazine
Advertisement on the website No Yes
Ironic site No No

Cont…
Purpose
Information balanced and biased Biased Balanced
Intended Audience Scholars and businesses Scholars and
businesses
Information intention Increasing the in-depth
knowledge for evidence-
based HRM
Increasing the
in-depth
knowledge for
evidence-based
HR practices
First-hand account No No
Authors’ vested interest Yes Yes

Conclusion
 Evidence-based HRM ensures the easy execution of routine HR operation.
 High productivity and creativity increase the competitive edge of business.
 Increase employees' commitment and reduce turnover.
 Positive brand image due to a high ethical standard.

Factors to improve the effectiveness of
evidence-based HRM
 Verity of sources for information
 High-quality information
 Authentic source of information
 Organized information
 Appropriate use of analytical tools

Cont…
 Critical thinking
 Internal data
 Appropriate academic research

REFERENCES
Burgoyne, M. B., & Chuppa-Cornell, K. (2015). Beyond embedded: Creating an online-learning community integrating
information literacy and composition courses. The Journal of Academic Librarianship, 41(4), 416-421.
Jacobs, K. (2015). Evidence-based HR: Under the microscope. Retrieved from
http://www.hrmagazine.co.uk/article-details/evidence-based-hr-under-the-microscope
KMPG, (2014). Evidence-based HR. Retrieved from https://assets.kpmg/content/dam/kpmg/pdf/2015/04/evidence-based-hr.pdf
Kramar, R. (2014). Beyond strategic human resource management: is sustainable human resource management the next
approach?. The International Journal of Human Resource Management, 25(8), 1069-1089.
Marler, J. H., & Boudreau, J. W. (2017). An evidence-based review of HR Analytics. The International Journal of Human
Resource Management, 28(1), 3-26.
Marler, J. H., & Fisher, S. L. (2013). An evidence-based review of e-HRM and strategic human resource management. Human
Resource Management Review, 23(1), 18-36.
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.
Rubin, V. L., & Chen, Y. (2012). Information manipulation classification theory for LIS and NLP. Proceedings of the American
Society for Information Science and Technology, 49(1), 1-5.