Evidence-Based HRM and Strategic HRM in CERA: A Comprehensive Report

This report provides a comprehensive analysis of evidence-based human resource management (HRM) and strategic HRM, focusing on their application within the context of CERA. It examines the role of HRM in achieving organizational goals and improving employee performance. The report includes a discussion on the importance of evidence-based practices in HRM, highlighting how data and employee feedback can inform decision-making. Furthermore, the report delves into the strategic policies and structures necessary for CERA's overall development, as advised by Israel Tobin to Mark French. A critical evaluation of sources using the CRAP test (Currency, Reliability, Authority, Purpose) is also presented to ensure the validity and credibility of the information used in the analysis, reinforcing the report's findings on the relationship between corporate planning and human resource planning. Desklib offers a wealth of similar resources for students seeking academic support.

Running head: HUMAN RESOURCE MANAGEMENT
HUMAN RESOURCE MANAGEMENT
Name of the Student
Name of the University
Author Note

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Table of Contents
Task A. Evidence-Based HRM............................................................................................2
Task B. Strategic HRM in CERA........................................................................................2
Task C. CRAP Test..............................................................................................................3
Task D. Conclusion.............................................................................................................6
References............................................................................................................................8

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Task A. Evidence-Based HRM
The evidence based human resource management as opined by Kramar (2014) relates to
the organizational approaches that are observed to provide the assistance to the processes that
might need the presence of the concerned evidence. A huge amount of diversified information as
well as the facts and the figures might have been retrieved from the evidences. These retrieved
pieces of information might help the concerned personnel at the human resources department of
an organization to decide on the most feasible actions on the part of the concerned members that
might help the organization to attain the set goals and objectives. The information sources also
include the various opinions that are shared by the concerned employees. The information might
help in the development of the various strategies that might prove to be helpful in the overall
improvement of the concerned company in discussion. The evidence based human resource
management might also help the management to justify the various decisions that they have
undertaken in order to bring about an overall development of the business organization.
Marler and Fisher (2013) argue that the evidence based human resource management
might be considered to be helpful in the matters that pertain to the various terms as well as the
conditions that might be important for promoting the empirical scholarship concepts among the
various members of the workforce of the company. This helps in ensuring the fact that the
employees of the organization have been performing in a better manner in order to ensure the
improvement of the overall performance of the concerned organization. The authors further
argue that the major aim of the concept in discussion is the identification of the intangible
sources of human resource that have been present within the company. The concept further helps
the management to keep a check on the performance of the employees of the organization.
Task B. Strategic HRM in CERA
The people who have been serving an organization might generally be referred to as the
human resource management of an organization. The human resource might thus refer to the
authorities as well as the processes that are undertaken by the management of the firm in order to
deal with the various members of the workforce that have been serving at the various
departments of the concerned organization (Bezzina et al., 2018). The employees that have been
serving the organization might be known to be the assets of the concerned organization (Delery
& Roumpi, 2018). The given scenario discusses the ways that might be undertaken by the Israel

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Tobin in order to assist Mark French for developing the understanding on the matters that are
related to the strategic goals that are related to the human resource management of the concerned
organization. The concerned scenario reveals that Mark French would require help from Israel
Tobin in the matters that pertain to the numerous strategic policies as well as the proper structure
that might be necessary in the matters that pertain to the overall development of the various
activities that have been undertaken by the concerned company in discussion, CERA.
Task C. CRAP Test
The CRAP Test, developed by Molly Beestrum is one of the commonly used critical
tools that is used for analyzing a given piece of information. The CRAP Test is generally used by
the analysts to analyze the validity and the credibility of the various internet sources that had
been used for the collection of the concerned data on the given research topic. The CRAP Test
majorly helps in the determination of the authenticity of the various information that might have
been collected from the various websites. The major areas that are undertaken in the CRAP Test
are as follows.
 Currency
 Reliability
 Authority
 Purpose.
The CRAP Test should be implemented for ensuring the reliability and the credibility of
the various information that is collected from the internet sources. The data that has been
collected from the concerned sources refer to the facts that are related to the authenticity of the
information that is collected from the concerned websites in discussion. The currency of
information might relate to the date of publication of the information as well as the updation of
the information. The currency might be considered to be one of the primary factors that are
related to the analysis of the credibility of the information. The reliability of the collected
information depends on the matters that pertain to the relevancy of the information to the
concerned topic of discussion.
The two sources that have been discussed within the concerned paper have been
evaluated on the conditions that have been enlisted below.

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 Presence of the relevant data in the recent times.
 The data should be relevant to the needs of the concerned person.
 Updation of the collected data as well as the bear similarities to the concerned situation
that is faced by the organization.
 Clarity in the nature of the opinions to the concerned researchers.
 Relevancy of the data with the references to validate the data.
Burgoyne and Chuppa-Cornell, (2015) opines that the concerned researcher must also
consider the factors that pertain to the legalities as well as the authoritative aspects that are
related to the concerned articles in discussion. The researcher might also be advised to take into
consideration the intention of the concerned author behind the publication of the information.
The researcher should also depict the connection of the collected information to the human
resource management concepts in order to solve the issues that the organization has been facing.

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CRAP Test for http://onlinelibrary.wiley.com/doi/10.1111/1748-8583.12137/abstract
Component Meaning
Currency The article has been composed in 2017. The article has been
updated to its current version a number of times since
composition.
Reliability The materials are bear relevancy to the scenario faced by
CERA. It might also help the management in adopting the
best-suited approach.
Authority J.E. Delery and D. Roumpi had composed the article. The
article was published through various authentic sources.
Purpose The article aims to help the students as well as the future
researches with the matters that pertain to the management of
human resource.
Table 1: Components of the CRAP Test.
(Source: Composed by the Author)

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CRAP Test for https://www.sciencedirect.com/science/article/pii/S0263237317300312
Component Meaning
Currency The article has been composed in 2016. The article has been
updated to its current version a number of times since then.
Reliability The article present information that is relevant to the issues
that have been observed in CERA.
Authority The article that has been considered is composed by Frank
Bezzina, Vincent Cassar, Katarzyna Tracz-Krupa, Sylwia
Przytuła and Darko Tipurić. The article has been published
through the reliable sources.
Purpose The article aims to help the students as well as the future
researches with the matters that pertain to the human
resource management.
Table 2: Components of the CRAP Test.
(Source: Composed by the Author)
The chosen articles were analyzed based on the criteria mentioned above. The articles
that were considered were composed by the various eminent authors. The articles have been
published from the esteemed publication houses like the Wiley Online Library and Elsevier
Publications respectively. The papers are relevant to the topic and the problems that have been
highlighted in the organization. Thus, the articles might be said to have passed the CRAP Test.
Task D. Conclusion
Thus, it might be pointed out that the human resource management plays a major role in
the organizational strategic management. The human resource might thus refer to the authorities
as well as the processes that are undertaken by the management of the organization to deal with
the various members of the workforce that have been serving at the various departments of the
organization. The staff that have been serving the organization might be known to be the assets
of the concerned organization. The given scenario discusses the ways that might be undertaken
by the Israel Tobin in order to assist Mark French for developing the understanding on the

7HUMAN RESOURCE MANAGEMENT
matters that are related to the strategic goals that are related to the human resource management
of the concerned organization. The concerned scenario reveals that Mark French would require
help from Israel Tobin in the matters that pertain to the numerous strategic policies as well as the
proper structure that might be necessary in the matters that pertain to the overall development of
the various activities that have been undertaken by the concerned company in discussion, CERA.
The articles that were chosen dealt with the factors that are related to the relationship that
is existent among the corporate planning and the human resource planning. The articles were
analyzed using the CRAP Test that is generally used by the analysts to analyze the validity and
the credibility of the various internet sources that had been used for the collection of the
concerned data on the given research topic. The CRAP Test majorly helps in the determination
of the authenticity of the various information that might have been collected from the various
websites.

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References
Bezzina, F., Cassar, V., Tracz-Krupa, K., Przytuła, S., & Tipurić, D. (2018). Evidence-based
human resource management practices in three EU developing member states: Can
managers tell truth from fallacy?. Retrieved 3 August 2018 from
https://www.sciencedirect.com/science/article/pii/S0263237317300312
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.
Delery, J., & Roumpi, D. (2018). Strategic human resource management, human capital and
competitive advantage: is the field going in circles?. OnlineLibrary.wiley.com. Retrieved
3 August 2018, from
http://onlinelibrary.wiley.com/doi/10.1111/1748-8583.12137/abstract
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., & Fisher, S. L. (2013). An evidence-based review of e-HRM and strategic human
resource management. Human Resource Management Review, 23(1), 18-36.