HRM502 Presentation: A Critical Evaluation of HR Information

This presentation provides a critical evaluation of HR information, beginning with a discussion of evidence-based HRM and its importance in strategic decision-making. It highlights the benefits and critical aspects of evidence-based HRM, such as its impact on talent management, decision-making, and risk management. The presentation then examines a case study of CERA, where the HR manager faces challenges in workforce planning. It analyzes two online sources using the CRAP test (Currency, Reliability, Authority, Purpose) to assess their suitability for supporting HR strategies. The presentation concludes by emphasizing the need for critical and timely evaluation of HR information to ensure the long-term sustainability of an organization.

Running Head: HUMAN RESOURCE MANAGEMENT
Topic- Script for the Presentation
Student name
University name
Author notes

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Hi all, my name is (student name). Here I am going to present a short presentation of about 10
minutes on the various aspects of critical evaluation of the HR information. To start with the
discussion first I will focus on one of the most recent concepts of Evidence-based HRM a part of
Evidence based Management. The definition provided in the slide supports the fact that it refers
to practical employment of HR practices in areas of critical thinking and strategic decision
making by the management. It helps reduction of organizational biases and adds effectiveness to
the decision made. Evidence based HRM is used in maximum HR functions nowadays from
policy implementation to new software evaluation. To have the best results the search of the
evidences should be purposeful and on time. It has a number of importance in regard to HR
operations and some are mentioned here. It helps in effective talent management, mitigation of
management issues, better decision making and last but not the least it also helps in risk
management by improving organizational credibility. In spite of all these benefits it has a
number of critical aspects like it supports the factors of constant ‘researching’ which in reality is
not the case, it also engages Business intelligence and Analytics which reduces the reliability of
end results. Moreover, corporate culture also impacts and is impacted as well to great extent.
Next, I will focus on the case of CERA. Civil Engineering and Research Associates shortened as
CERA is a Sydney based company having three client-based business lines of civil engineering,
planning and smart structuring. The strategy is based on maximization of use of virtual
technologies by skill deployment of the human resources. As mentioned in the assignment
questions CERA’s HR manager Israel Tobin is facing difficulty of handling the whole workforce
planning process as Mark French, CEO of CERA is of different opinion from his on the same.
Tobin then decided that workforce management process will be carried out by different informal
organizational canvassing and prospect analysis of the employees in CERA for a five-year term

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plan and focus on the factors of service orientation and innovation as competitive differentiators.
For this he used two internet sources as a support of evidence based HRM research work. The
mentioned articles are extracted from Forbes and the Human Resource Today. The first article
supports talent management and talent development. And the second one supports future
prospects of human resources in organizations. Now I want to focus on the third section of the
presentation which includes CRAP test of the two resources used to support the previous
segment. CRAP stands for currency, reliability, authority and purpose. It adds weightage to a
research area and its relevance to the concerned topic of discussion. The slides provide a
tabulated CRAP test information of the two sources to add effectiveness of the sources in
research work. As you all can see the first article is of recent past of 5 years and is published on
February 4, 2016. It is a secondary source of information extracted from the news article of
Forbes. Edward E. Lawler III is the single author of it and is linked to a previous blog by the
writer back in 2014. It provides a persuasive knowledge to the intended managers and
executives. The writer has high interest in this area and is a distinguished professor of business
and director of the Center for Effective Organizations in the Marshall School of Business,
University of Southern California. The second article support is more of a present time and is
published on February 16, 2018. It is also a secondary piece of persuasive information source
collected from The Human Resource Today. It has also one single writer named Josie Sutcliffe
who is expert in Product Management, Business Development, and Marketing for technology
start-ups. The intended audiences are large sized business enterprises. It is based on knowledge
development on environmental engineering and strategic HR planning. The article is inspired
from the BCG submit of HR leaders on future of HR and trends that shape it. Both articles are
not peer reviewed and has maximum contribution to shaping the strategic planning needs in

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CERA and has helped me in deciding upon the best alternative as the HR manager of CERA.
Finally, the last section is a conclusion of all three sections discussed and an overall view of the
critical evaluation of the HR information is drawn thereupon. So, what I can conclude is that HR
information need critical and timely evaluation to support long term sustainability of an
organization.