Human Resource Management Report: CERA Strategic HRM Analysis

This report provides an analysis of strategic human resource management (HRM) within the context of CERA, addressing issues related to workforce planning and job design. The report begins with an overview of evidence-based HRM, highlighting its importance in decision-making and organizational goal attainment. It then delves into a case study involving CERA, where the HR manager, Israel Tobin, seeks to improve the company's HRM strategies and performance. The report discusses the application of the CRAP test to evaluate the credibility of the sources used, including journal articles from Emerald Insight and Wiley Online Library. The CRAP test assesses the currency, reliability, authority, and purpose of the sources. The report concludes that the articles used passed the CRAP test, thus providing a reliable basis for the solutions developed for CERA's HRM challenges. The report emphasizes the importance of aligning HRM strategies with the strategic goals of the organization to improve overall performance and employee motivation.

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
Section A. Evidence-Based HRM............................................................................................................2
Section B. Strategic HRM in CERA..........................................................................................................3
Section C. CRAP Test..............................................................................................................................4
Section D. Conclusion............................................................................................................................6
References.............................................................................................................................................8

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Section A. Evidence-Based HRM
According to Kramar, (2014) evidence based Human resource management refers to
the various organizational approaches that assist the decision-making processes that require
the presence of the various kinds of evidence. The diverse amount of information, facts and
figures that are retrieved from the evidences help the concerned human resource personnel to
decide on the decisions that are feasible and might help in the attaining the various objectives
that are set by the concerned organizations. The judgements and the experiences of the
various human resource personnel also form a part of the various important information
sources that are required to from the various important decisions for the betterment of the
concerned organizations. The evidence based human resource management techniques help
the concerned organizational management to provide for the justification of the decisions that
are taken by them in favor of the concerned organization. Thus, it might be said that the
evidence based human resource management helps in making a judgement on the human
resources of the concerned organizations.
In the opinion of Alfes et al. (2013), the evidence based human resource management
is useful in the consideration of the terms and the conditions that are necessary in cases of
promotion of the empirical scholarship among the various employees in the organization.
This technique helps the concerned management to ensure the better performance of the
various employees who have been working in the concerned organization. The major aim of
the evidence based human resource management is to identify the various types of the
intangible human resources that are present within the given organization. The evidence
based human resource management help the concerned management to keep track of the
performance of the concerned employees and in turn keep a watch on the overall
organizational performance.

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Section B. Strategic HRM in CERA
The human resource management generally refer to the people who serve the
concerned organization. The human resource might also refer to the concerned department of
an organization that deals with the management of the various kinds of the workforce that is
related to the concerned organization (Akong'o Dimba, 2018). The workforce of the
concerned company is considered to be an asset for the concerned company (Delery &
Roumpi, 2018). In the given scenario, Israel Tobin should be assisting Mark French in the
development of the understanding of the various strategic goals of the human resource
management. The given scenario suggests that Israel Tobin needed to help Mark French with
the various strategic policies and the concerned appropriate structure for the human resource
management that might be helpful for the activities related to the planning and the
development of the concerned organization, CERA, in this case.
Israel Tobin has been serving CERA as the HR manager of the organization while
Mark French is the CEO of the company. The observation about the various matters within
the company had revealed the ineffectiveness of the strategies that were used by the
concerned HR team of the company. Thus, in order to form an understanding of the various
appropriately applicable human resource management strategies, Israel Tobin took resort of
the multitude of the websites that provide information on this issue.
On going through the various websites, Tobin had arrived at the conclusion that the
human resource management strategies should be related to the personalized guidelines that
might seem to be the best for the concerned business organization. Tobin further realized the
fact that the application of the correct human resource strategies might help the concerned
business effectively. The HR manager of the company had also come across a huge gap in the
performance of the organization. Thus, he had attempted an analysis of the performance gap

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in the company. The results of the analysis had helped in bringing about a change in the
structure and the design of the job in accordance to the skills and the competencies that were
depicted by the employees of the organization.
Section C. CRAP Test
The CRAP test is one of the major critical tools that is used for the analysis of the
credibility and the validity of the internet sources that were used for collecting the necessary
data on the given topic. This tool was developed by Molly Beestrum. The key objective of the
CRAP test is to perform an analysis based on the major areas that are used to determine the
authenticity of a certain given website. The four major areas of the distinction are:
i. Currency,
ii. Reliability,
iii. Authority, and
iv. Purpose.
The implementation of the CRAP test should be done only after ensuring the fact that
the information collected from the various websites are credible and reliable for the
concerned scenario that is being presented in CERA. The collection of the data must abide by
the checks for the authenticity of the same. This might help the concerned analyst to take a
closer look at the authority, purpose, point of view and the reliability of the concerned
sources for the collected information. The primary factor that needs to be considered for the
determination of the credibility of the source is the currency of the information. The currency
of the information refers to the date of the publication of the information and the updation of
the same.
The other factor that should be considered for determining the credibility of the
sources is the factor related to the reliability of the sources. The reliability of the concerned

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information refers to the relevancy of the collected information to the areas that need to be
addressed.
The various conditions that should be taken into consideration for the evaluation of
the two sources are as enlisted below.
 The relevancy of the information plays a huge role in the consideration of the website
from which the information is being collected. There should be the presence of the
relevant data on the concerned website that has been updated in the recent times.
 The data collected should be in accordance to the needs of the person who has been
seeking the information.
 The collected data should bear the marks of updation and must bear close similarities
to the situation that the concern organization has been facing.
 The concerned source should depict clarity on the nature of the opinion that it presents
to the concerned researchers.
 The source should depict the use of the relevant data and the proper references of the
data that is presented in the sources.
According to the Burgoyne and Chuppa-Cornell (2015), the researcher should always
take into consideration the various legal and the authoritative aspects of the concerned article.
The researcher should also take into consideration the matter that pertains to the intention of
the author of the given material. The researcher should clearly intend to find a connection
between the concerned case study and the concepts of the human resource e management that
need to be applied in order to solve the same.
CRAP Test for https://www.emeraldinsight.com/doi/pdfplus/10.1108/20400701011073455
Component Meaning
Currency The articles have been penned down in 2010 and has been

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updated in the recent times as well.
Reliability The materials that are presented in the concerned articles
tend to be relevant to the current scenario in CERA and
might help the concerned management to adopt a suitable
approach.
Authority The article that has been considered is composed by B. A. o
Dimba and has been published through authentic sources.
Purpose The purpose of the publication of the articles is to help the
other future researchers and the students with the relevant
materials regarding the strategic human resource
management.
Table 1: Components of the CRAP Test.
(Source: Composed by the Author)
CRAP Test for http://onlinelibrary.wiley.com/doi/10.1111/1748-8583.12137/abstract
Component Meaning
Currency The articles have been penned down in 2017 and has been
updated in the recent times as well.
Reliability The materials that are presented in the concerned articles tend
to be relevant to the current scenario in CERA and might help
the concerned management to adopt a suitable approach.
Authority The article that has been considered is composed by J.E.
Delery and D. Roumpi and has been published through
authentic sources.
Purpose The purpose of the publication of the articles is to help the
other future researchers and the students with the relevant
materials regarding the strategic human resource
management.
Table 2: Components of the CRAP Test.
(Source: Composed by the Author)
The articles that were chosen were tested and checked on the basis of the above-
mentioned criteria. The articles that were taken into consideration were composed by eminent
authors and were published by the Emerald Group Publishing Limited and the Wiley Online
Library respectively. The topic of the papers bear relevancy to the topic in discussion and are

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related to the problem that is being discussed. Thus, it might be safely said that the articles do
pass the CRAP Test.
Section D. Conclusion
Thus, from the above discussion it might be concluded that the human resource
management is one of the key areas of strategic management in the organizations and might
help in the improvement of the various organizations in consideration. The given scenario
suggested the presence of a number of issues in the concerned organization that were created
due to the inappropriate planning of the human resources of the concerned company. Mark
French along with Israel Tobin attempted an analysis of the conditions that the company had
been facing. They had solved the concerned issues by developing the needed job designing.
The had also analyzed the performance gap that existed within the organization that helped
them to effectively motivate the workforce of the company through devising an effective
workforce plan.
The articles that were chosen attempted to figure out a relationship between the
human resource planning and the corporate planning. The articles had to be checked and
verified using the CRAP Test, a tool that verifies the credibility of the sources based on their
currency, reliability, authority and purpose. The articles had passed the CRAP Test and thus
might be said to have been from the reliable sources. Therefore, these articles were used to
solve the various management problems that arose in CERA.

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References
Akong'o Dimba, B. (2018). Strategic human resource management practices: effect on
performance. EmeraldInsight.com. Retrieved 16 March 2018, from
https://www.emeraldinsight.com/doi/abs/10.1108/20400701011073455?
journalCode=ajems
Alfes, K., Truss, C., Soane, E. C., Rees, C., & Gatenby, M. (2013). The relationship between
line manager behavior, perceived HRM practices, and individual performance:
Examining the mediating role of engagement. Human resource management, 52(6),
839-859.
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. (Burgoyne & Chuppa-Cornell,
2015)
Delery, J., & Roumpi, D. (2018). Strategic human resource management, human capital and
competitive advantage: is the field going in circles?. OnlineLibrary.wiley.com.
Retrieved 16 March 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.