HRM 502 Report: Evidence-Based HRM Analysis and Strategic Evaluation

This report, prepared for HRM 502, focuses on evidence-based human resource management, strategic evaluation, and HR functioning within the context of CERA. It begins by defining evidence-based HRM and its importance in organizational structures, emphasizing the use of diverse information sources, expert advice, and analytical assessments to inform HR practices. The report then analyzes two articles, "The Rise of the People Strategy Platform" and "What Should HR Focus on in 2016," extracted from Human Resource Today and Forbes, respectively, evaluating them using the CRAP test (Currency, Reliability, Authority, and Purpose). The analysis examines the strategic value of HR functions, particularly in relation to CERA's goals and workforce planning. The conclusion highlights the importance of well-planned HR departments, continuous monitoring, and the use of tools like the CRAP test to coordinate HR activities and improve organizational outcomes. The report underscores the significance of data analytics for decision-making and the promotion of empirical scholarships in HRM.

Running head: HRM 502
HRM 502
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Author Note

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Table of Contents
HRM Based on Evidence.................................................................................................................2
HR Functioning Strategic Evaluation in CERA..............................................................................2
Evaluating the two sources by using the CRAP test........................................................................3
Analytical aspects of the articles collected from Human Resource today and the Forbes on using
CRAP test........................................................................................................................................4
Analyzing the articles “The Rise of the People Strategy Platform”............................................4
Analyzing the article “What should HR Focus on in 2016” being extracted from Forbes:........4
Conclusion.......................................................................................................................................4
References........................................................................................................................................6

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HRM Based on Evidence
In the context of human resource management is about the situation arising within the
organizational structure that utilizes the four completely different sources of information that is
clearly defined, judiciously and meticulously handled. There are certain evidences that are
collected locally. Even judgments and the expert’s advices of the practitioners are given specific
importance and even the cases of analytical assessment are encouraged. It has been collectively
ascertained all the human resource practices that are based on particular evidences. It also
promotes the procedures that engage several interventions that analyses the human resource
system and at the same time detects the approaches before its implementation. Even the
availability of the substantiation in the form of evidences forms the foundation of the human
resource management. The main factor that determine the availability of the of the substantiation
form is the context of decision making (Tzabbar, Tzafrir and Baruch 2017).
It must be noted that the HRM practices helps in the promotion of the different kinds of
empirical scholarships in the area of human resource management and is considered to play a
crucial role to facilitate cooperation and coordination within the organizational structure.
However, it is a must to be mentioned that the HR practices are of immense importance and at
the same it is considered crucial to the working of an organization. Moreover, the realistic
researches and the propagations those are to be applied. The approaches to serious data analytics
is found by verifying the statistical data that are available within the business structure. The
analytical data analytics are much needed for decision making and improves upon potential
elements of the human resource management (Tzabbar, Tzafrir and Baruch 2017).
HR Functioning Strategic Evaluation in CERA
In this section there are two important sources that have been collected from internet that
are minutely analyzed for validating the comments made by Israel Tobin. It persuaded Mark
French about the available strategic value is of essential importance dealing the HR functions of
CERA. In the scenario portrayed the human resource seems to be Israel Tobin who is adequately
required to pitch up with Mark French who is the CEO and the founder of CERA. He is also

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involved in the designing and the processing of layout planning of the human resource. The
article that is taken up for discussion is titled as “The Rise of the People Strategy Platform. The
other article that is taken for discussion is titled as “What Should HR Leaders focus in 2016”
which has been extracted from Forbes. Both the titles that are extracted upholds the best strategic
functioning of the HR department of an organization (Menguc and Auh 2015).
It must be noted that the founder and the director of CERA has some significant choices
that assumes the goals and targets that are to be fulfilled. In this regard, to fulfill the work with
innovative ideas and some of the latest engineering designs along with the high services that
provides placement offers by carrying out the distinctive currents market condition. It is
recommended that the presentation of Mark French is considered to be the main reason for
certain difficulties in handling the planning of the work force. This was probably the reason for
which Tobin decided to continue the proceedings of the work force management by canvassing
several industries in the association of prospective analysis for the people working at CERA
(Mishra and Bose 2016).
However, with continuous and intensive research, it has been analyzed that Tobin comes
up with certain activities that serves as the standpoint for Mark French. It must be looked after
that the insufficient communication system must be developed and maintained for meeting the
requirements of the managers. The institutional innovations and the developments can be further
developed by initiating discussion sessions with Kelly Lincoln as she was well acquainted will
the demand figures and the ongoing business concern from the very initial day (Phillips and
Phillips 2016).
Evaluating the two sources by using the CRAP test
CRAP test is the only test that is exclusively used for making the evaluation of the
resources evaluating the specific criteria’s that are indicated as reliability or the term
dependability, currency, viewpoint, purpose and authority. The test is deliberately used for
making the evaluations along with two other sources of required information. Moreover in
addition to it, the CRAP test can be efficiently used for relating it to the executive team of the
organization CERA (Zibarras and Coan 2015).

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Analytical aspects of the articles collected from Human Resource today and the Forbes on
using CRAP test
Analyzing the articles “The Rise of the People Strategy Platform”
 Currency- The article titled “The Rise of the People Strategy Platform” got published on
the date 7th March, 2017, on the Human Resource today.
 Authority- Visier has declared that the article currently selected for evaluation possess
different conditions. Even the human resource professionals are provided with the best
possible business opportunity.
 Reliability-The article gladly informs the business concerns that are related with the
human resource management organization and at the same time provides appropriate
quality of analytical data presentations to the founder Mark French.
 Point of View- The business is quite large sized and the target audience hinges on the
people with whom the human resource practices can be widely discussed. Tobin is also
into anticipating the causes of environmental engineering
Analyzing the article “What should HR Focus on in 2016” being extracted from Forbes:
 Currency-It provides guidance to Israel Tobin and also contains some of the information
that is pertinent and elaborately describes the strategic terms of HR.
 Authority- It is designed for the sake of human resource objective and helps in
assimilating and effective planning and working of the business enterprises with the
human resource department.
 Reliability- The news article actually got declared by Edward E. Lawyer III and provided
some of the secondary information. The article includes information that is quite useful.
 Point of View- It has helped in bringing a complete makeover in the process of planning
and depicting the target audience about the process.
Conclusion
On analyzing the fact it must be noted down that the entire team of the working
organization CERA being well positioned by Israel Tobin is regulated with a well planned
department. It must be evaluated that there must be no such chances of fluctuations in the
demand and supply and the expert team must try to work in small divisional groups. Developing

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the CERA work plan is a crucial process and accumulation of the data for initiating the working
of the company needs continuous monitoring and assertion. The final process can be evaluated
while conducting the gap analysis at CERA and ultimately get successful in extracting the
information that are of quantitative value from the articles like CRAP test and help the
organization by coordinating the department of human resource management and skillfully
coordinating their activities selectively.

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References
Kavanagh, M.J. and Johnson, R.D. eds., 2017. Human resource information systems: Basics,
applications, and future directions. Sage Publications.
Menguc, B. and Auh, S., 2015. Managing Marketing Employees for Superior Business
Performance Through High-Involvement HRM Practices: Does Marketing Department Structure
Matter?. In Proceedings of the 2010 Academy of Marketing Science (AMS) Annual Conference
(pp. 22-22). Springer, Cham.
Mishra, A. and Bose, S., 2016. A study on Human Resource Management Processes and
Practices-A Review. International Journal of Scientific Research and Management, 4(9).
Phillips, J.J. and Phillips, P.P., 2016. Handbook of training evaluation and measurement
methods. Routledge.
Tzabbar, D., Tzafrir, S. and Baruch, Y., 2017. A bridge over troubled water: Replication,
integration and extension of the relationship between HRM practices and organizational
performance using moderating meta-analysis. Human Resource Management Review, 27(1),
pp.134-148.
Zibarras, L.D. and Coan, P., 2015. HRM practices used to promote pro-environmental behavior:
a UK survey. The International Journal of Human Resource Management, 26(16), pp.2121-2142.