Evidence-Based HRM and Strategic Evaluation Report

This report delves into the principles of Human Resource Management (HRM) with a focus on evidence-based practices. It explores the strategic evaluation of HR functions within the context of CERA, analyzing two internet sources using the CRAP test to assess their currency, reliability, authority, and viewpoint. The report examines how Israel Tobin, the HR manager at CERA, aims to persuade Mark French, the CEO, on the strategic value of HRM, specifically in workforce planning. It discusses the challenges faced and the methods employed to gather data, including informal canvassing and discussions with key stakeholders. The analysis draws conclusions about the importance of time and effort in developing CERA's work plan, highlighting the four steps Tobin identified for initiating processes within the company. The report emphasizes the value of qualitative information derived from the sources and its utility for HR managers in their activities, referencing articles from Human Resource Today and Forbes to support its arguments.

Running head: HUMAN RESOURCE MANAGEMENT
Human resource management
University Name
Student Name
Authors’ Note

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Table of Contents
Evidence Based HRM................................................................................................................3
Strategic evaluation of HR functions in CERA:........................................................................3
Evaluation of two sources using CRAP test:.............................................................................3
Conclusions:...............................................................................................................................3

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Evidence Based HRM:
Evidence based human resource management is about undertaking decisions within
organization by utilizing four different sources of information in a clear, meticulous and
judicious way. Evidence from local context, judgement and expertise of practitioner, specific
perspective who are likely to be impacted by such judgement and analytical assessment of
suggestion from existing research are the four sources of information. it has been ascertained
that practices of human resources are based on evidence that is regarded as the procedures
for engaging in several interventions of human resource and analytically detecting the
approaches used. Decision making in organization are uphold by availability of best available
substantiation in the form of evidence based human resource management (Armstrong &
Taylor, 2014). Since such HRM practice helps in promotion of different empirical
scholarship in human resource field, such practice is considered crucial to organization.
Moreover, it also helps in propagation of applied and realistic research. HR practices that are
based on evidence help in arriving at decisions having qualitative opinions and such
knowledge being utilized by professionals. Such approach to HRM can be found primarily in
data analytics, existing information and statistical data within the business enterprise. Such
analytical approach contributes to decision making by improving human resource potential
(Bratton & Gold, 2017).
Strategic evaluation of HR functions in CERA:
In this particular section, two internet sources are analyzed for validating Israel Tobin
in persuading Mark French concerning strategic value of essential functions of HR in CERA.
In the given scenario, the human resource manager at CERA is Israel Tobin who is required
to pitch Mark French who is CEO and founding director of CERA in relation to the process
and design of human resource planning. One of the articles is extracted from human resource

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today titled, “The Rise of the People Strategy Platform”. Another article that is extracted
from Forbes is titled, “What should HR Leaders focus on in 2016” that depicts different ways
involved in acquisition of best strategic function of HR in business enterprise (Forbes
Welcome 2017).
However, the founding director of CERA has set strategic choices and clear goal for
organization. Hence, in this regard, it is required by Israel Tobin to provide innovativeness in
work and engineering design along with delivering high contact service placement by
carrying out distinction in the current market. Moreover, it is crucial for team to be proactive
in several developments occurring in environment of external business (Purce, 2014).
However, the presentation of Mark French was the main reason for facing difficulties in
handling the workforce planning process by Israel Tobin. Therefore, Tobin decided to carry
out workforce management process by different informal canvassing of numbers of industry
in association with prospect analysis of people who are working at CERA.
Moreover, Tobin also presents activities and standpoints to Mark French that poor
communications need to maintained for meeting managers requirement. Interest on CERA
developed further following the discussion with Kellie Lincoln since she was well acquainted
with demand figures and can well understand business concern.
Evaluation of two sources using CRAP test:
CRAP test is the test that is used for resource evaluation on any specific criteria such
as reliability or dependability, currency, viewpoint, purpose and authority. Nonetheless, test
is used for evaluating the two sources of information. In addition to this, CRAP test can also
be used for interpreting the effects as well as cause of any information or news relating to
executive team of CERA about its strategic value function (Purce, 2014).

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Analysing the articles extracted from human resource today and Forbes using CRAP
test.
Analysis of article “The Rise of the People Strategy Platform”:
Currency- The article “The Rise of the People Strategy Platform” was published on
Human resource today on 7th March, 2017.
Authority- Visier has declared the current article that presents different situations or
conditions in different of business environment. Professionals of human resources are
provided with supreme opportunity in generating value to business.
Reliability- The article informs the business concerns about future of human resource
management of organization by observing latest trend. Moreover, this particular article
provides Israel Tobin with reliable information in appropriate data presentation to Mark
French (Sparrow et al., 2016).
Point of view- The largest sized business is the target audience that hinges on people
strategy for discussing on human resource future practice. Furthermore, Israel Tobin also
anticipates the necessity of potentiality of environmental engineering. It was directed by
Tobin that there is required for organization to become smart when performing sophisticated
assessment of environment of organization (Human Resources Today, 2017).
Analysis of article “What should HR Leaders focus on in 2016” extracted from Forbes:
Currency- “What should HR Leaders focus on in 2016” has been extracted from
Forbes that was declared on February 2016. This particular piece of information provided
guidance to Israel Tobin as it contains pertinent information about the then functioning of HR
in strategic terms. Such information helped foundation direction to come with the
introduction of HR as strategic value function at CERA (Storey, 2014).

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Authority- The information presented in the article was written by an individual
having expertise and delivering opinions. However, the fact that needs to be developed and re
designed is the human resource objectives helping in assimilation of such information. in
general, planning of human resource is directly associated with entire business enterprises
objectives.
Reliability- Such news article was declared by Edward E. Lawler III and provides
secondary sources of information to business. However, peer has not reviewed the
information that is cited in the article. Such information presented in the article acts as a
useful information and are balanced.
Point of view- Business concerns is particularly the target audience as depicted in the
article as such information helps in bringing change workforce planning process.
Conclusions:
From the analysis of above facts, it can be concluded that entire team of CERA was
well positioned and Israel Tobin being confident about the challenges they would face whilst
planning for different departments. However, there was no likelihood that there would be
misbalance between demands and supply as there is expert team in each small divisions.
Therefore, it can be inferred from the analysis that the crucial factor for the development of
CERA work plan would require making investment in time as well as efforts. Israel involved
in several discussion sessions and different meetings for development of ways for viewing
several processing at CERA Corporation. Tobin identified four ways for initiating processing
at the corporation of company. Accumulation of pertinent market data on given scenario is
the first step in processing. Workshop conduction with different managers of division is the
second way ascertained by Tobin. Ways were also developed for translating the demand into
varied functioning of staffs. All such steps involved generation of skills along demographics

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of specific staffing functioning and inventory management. The final way that was
ascertained by Tobin is assessing the strategic value functioning of HR and conducting the
gap analysis at CERA. Therefore, it can be concluded that extraction of information from
such article using CRAP test provided many qualitative information to business concerns and
thereby helping human resource managers in conducting their activities.

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References list:
Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bratton, J., & Gold, J. (2017). Human resource management: theory and practice. Palgrave.
Cascio, W. (2018). Managing human resources. McGraw-Hill Education.
Forbes Welcome. (2017). Forbes.com. Retrieved 11 March 2017, from
https://www.forbes.com/sites/edwardlawler/2016/02/04/what-should-hr-leaders-
focus-on-in-2016/#157df62348c7
Human Resources Today. (2017). Humanresourcestoday.com. Retrieved 11 March 2017,
from http://www.humanresourcestoday.com/
Marchington, M., Wilkinson, A., Donnelly, R., & Kynighou, A. (2016). Human resource
management at work. Kogan Page Publishers.
Purce, J. (2014). The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals), 67.
Sparrow, P., Brewster, C., & Chung, C. (2016). Globalizing human resource management.
Routledge.
Storey, J. (2014). New Perspectives on Human Resource Management (Routledge Revivals).
Routledge.
Wilton, N. (2016). An introduction to human resource management. Sage.

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