HRM502 Presentation: Evidence-Based HRM & CERA's Strategic HR

This presentation provides an overview of evidence-based Human Resource Management (HRM) and its importance in HR practice, particularly in persuading stakeholders of the strategic value of the HR function. It defines evidence-based HRM as an approach that uses evidence, data, experience, and expert opinions to make informed decisions. The presentation highlights the benefits of this approach, including improved decision-making, alignment with organizational goals, effective risk management, and increased credibility of HR professionals. It also identifies and evaluates two online sources that could be used to persuade Mark French of the strategic value of HR in CERA, using the CRAP test to assess the currency, reliability, authority, and purpose of the sources. The presentation concludes by discussing the nature of information needed for effective evidence-based HRM practice, emphasizing the importance of using applicable research, considering diverse perspectives, and avoiding reliance on incomplete or low-credibility sources. This resource is available on Desklib, where students can find a wealth of study materials, including past papers and solved assignments.

Evidence Based Human Resource
Practice of Human Resource based
on evidence to provide a full proof
system

What is Evidence Based HRM?
• In order to attain the desired outcome, an organization
practice which conducts Human Resource
Management based on evidences, past experience,
relevant data and expert opinion, is known as
Evidence Based HRM
• The sources used to come to a decision in this
process, needs to be critically evaluated

Why is evidence based HR important in HR practice?
• Decision making can be more informed and effective
• Unique way of aligning the HR practices with the
goals of the organization
• Effective risk management
• A more analytical and scientific approach for solving
HR issues at an organizational level

Why is evidence based HR important in HR practice?
• The credibility of the human resource department and
the professionals increase due to the adapted
analytical approach
• Policies of HR can be worked on the evidence of the
effectiveness of the policy rather than the tradition of
the policy
• A scientific approach helps in overcoming the
weaknesses of instant decision which might lead to
wrong decision making

Find any two online sources for persuading Mark
French by Israel Tobin
• One of the sources is the HR Review based out of the United
Kingdom, which shares an interview with the HR Director of
Automatic Data Processing Ltd or better known as ADP UK
• The company is one of the global leaders in Human Capital
Management dealing with cloud based HRM solutions
• The link is as follows: https://
www.hrreview.co.uk/analysis/analysis-hr-news/can-hr-demon
strate-strategic-value-provide-company-qa-annabel-jones-hr-
director-adp-uk/60211
• This source can be made use of by implying on the
importance of HR in today’s world, where the manpower an
be managed by the HR while the operations can be handled
by the Managing Director

Find any two online information for persuading Mark
French by Israel Tobin
• The second source is from the Harvard Business
Review
• The link is as follows:
https://hbr.org/2014/08/the-best-hr-departments-dont-
just-focus-on-people
• This source talks about the importance of HR and
how the HR practitioners don’t just focus on the
manpower and add values to the organization

Each source useful in supporting Israel’s pitch to Mark
French and CERA executive team
• Israel can show the executive team how evidence
based HR can prevent a practitioner from relying
entirely on subjective instinct
• It also helps the HR executives, not to irrationally
follow the trends and make assumptions which can be
misleading
• Evidence based HR, ultimately helps the practitioners
to make the optimal decision with a limited quantity
of information.

Evaluation of Sources through Crap Test
• The first source from ADP UK, is from the year 2015
which falls under the criteria of currency and is less than 5
years.
• The interview is between a practicing senior HR
professional so it speaks about her understanding and
experience in the industry
• The interviewee Ms Annabel Jones is the Director of the
renowned organization and is in the HR profession for the
last 19 years
• She is also known to have completed her BSc in
Psychology from the University of Portsmouth

Evaluation of Sources through Crap Test
• The discussion is based mainly on her experience as
an HR professional over the years
• It also includes facts and opinions derived out of her
vast experience in the role of HR in different
organizations
• The source has highlighted many important aspects of
HR as a strategic business partner for any
organization

Evaluation of Sources through Crap Test
• The second source is from the Harvard Business
Review which is one of the most reputed journals
across the globe
• Also, the source is within the last 5 years and dates
back to the year 2014
• The Harvard Business Review is well known for its
research and specialization of any field that they are
working on

Evaluation of Sources through Crap Test
• The article is quite balanced in their opinion and
discussion
• The authors also refer to various other well known
sources as reference
• The article is written by an experienced Clinical
professor of Business Ms Wayne Brockbank from the
University of Michigan

What should be the nature of information for the
practice?
• First, the research used should be applicable to the
present situation and not generalized
• When experience of other members is taken into
account, then different aspects should be taken into
account.
• Only one source of information should not be utilized
and multiple sources should be tapped

What should be the nature of information for the
practice?
• Evidence based HRM, does not mean that the
practitioners need to research continuously
• The practitioners should not deduce from incomplete
evidences and sources with low credibility
• The practitioners need to see and look at things in a
new way. Also, change their way of responding to
situations

References
• Barends, E., & Rousseau, D. M. (2018). Evidence Based Management. Croydon: CPI Group (UK)
Ltd.
• Beestrum, M. (2018, May 10). Learn about Evaluating Sources: CRAP Test. Retrieved March 21,
2019, from CCCOnline Library: https://ccconline.libguides.com/c.php?g=242130&p=2185475
• Cohen, D. J. (2015). HR past, present and future: A call for consistent practices and a focus on
competencies. Human Resource Management Review , 205-215.
• Haider, S., Fernandez-Ortiz, A., & Heredero, C. d. (2017). Organizational citizenship behavior and
implementation of evidence-based practice: Moderating role of senior management’s support. Health
Systems , 226-241.
• Marler, J. H., & Boudreau, J. W. (2016). An evidence-based review of HR Analytics. The
International Journal of Human Resource Management , 3-26.
• Mitchell, P. (2017, January 16). Critical thinking tools – the CRAP test. Retrieved March 21, 2019,
from TeacherMagazine: https://www.teachermagazine.com.au/articles/critical-thinking-tools-the-crap-
test
• Oppong, N. Y. (2017). Exploring the importance of human resource activities-strategies alignments:
Interactive brainstorming groups approach. Cogent Business & Management .
• Stefano, F. D., Bagdadli, S., & Camuffo, A. (2017). The HR role in corporate social responsibility and
sustainability: A boundary‐shifting literature review. Human Resource Management .