Strategic HRM: Evidence-Based Management and Organizational Goals

This report provides an overview of strategic human resource management (HRM) and the application of evidence-based practices within organizations. It emphasizes the importance of aligning HRM with organizational goals, highlighting how strategic management helps analyze competition and internal organizational aspects. The report explores the growing movement of evidence-based HRM, emphasizing the use of well-researched evidence for decision-making, the significance of data analysis, and the management of risks. It details the role of HRM in recruitment, employee direction, and ensuring adaptability to customer needs. Furthermore, the report discusses HRM practices such as setting objectives, planning, skill development, and performance evaluation. The conclusion underscores the value of scientific data analysis in making informed decisions and the potential pitfalls of common mistakes. References to relevant literature are included to support the findings.

Human
Resource
Management
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Strategic Management
1. Management of the resources of an organisation to achieve targets
2. The objectives are identified (Reddy & Lakshmikeerthi, 2017)
3. Helps to analyze the competition
4. The internal part of the organization is analyzed.
5. All the strategies of the organization are evaluated

Evidence-based HRM
1. It is a growing movement
2. Uses the well tested evidence for decision-making. (Cassar & Bezzina, 2017)
3. Decisions is made by combining a number of critical thoughts
4. Traditional principles used:
● The evidence must be well researched to be useful
● Skills of the management
● Preference of the evidence that have been collected

The uses of evidence-based management practice
● More informative and the decisions made are quite efficient
● Alignment between human resource practice and the goals (Ehrnrooth, Törnroos &
Barner-Rasmussen, 2019)
● Based on whether the practice works
● More credible than other methods
● Analysis of data & statistics
● Consistent procedure
● Risk is well managed

Role played by Human Resource
Management
1. Concentration on recruitment and providing direction to people. (Gill,
2018)
2. Proper use of employees and what impact each employee has
3. Companies must have the qualities of adaptability, resiliency, must be
concentrated on the customers and be able to change the management
according to the needs of the customer.
4. If the HRM is good then the organization will succeed.

HR Practices
● Set the objective of the HR department
● Plan, manage, and organize the HR department
● Measurement of the outcomes from the decisions made by the HR
department (Gubbins et al., 2018)
● Create plans that will help to achieve the targets
● Development of skills that will guide the organization
● Design plans that will motivate the employees
● Performance of each employee is evaluated by the HR department
● Providing opportunities for the employees that will be advantageous
for them

Conclusion on Evidence-based
management
1. It is based on scientific analysis of the data that are
collected so it helps to make decisions in real time.
(Hak & Sanders, 2018)
2. Common mistakes can occur. (Morrell & Learmonth, 2017)

Reference
Cassar, V., & Bezzina, F. (2017). EVIDENCE-BASED HRM THROUGH ANALYTICS: REDUCING THE PROPENSITY OF
HRM TO BECOME A CINDERELLA. Management Sciences/Nauki o Zarzadzaniu, 32(4).
Ehrnrooth, M., Törnroos, M., & Barner-Rasmussen, W. (2019, July). Transformational Leadership, HRM and Employee
Attitudes. In Academy of Management Proceedings (Vol. 2019, No. 1, p. 16532). Briarcliff Manor, NY 10510:
Academy of Management.
Gill, C. (2018). Don't know, don't care: An exploration of evidence based knowledge and practice in human resource
management. Human resource management Review, 28(2), 103-115.
Gubbins, C., Harney, B., van der Werff, L., & Rousseau, D. (2018). Enhancing the Trustworthiness and Credibility of HRD:
Evidence-based Management to the Rescue?. Human Resource Development Quarterly, 29(3), 193-202.
Hak, F. R., & Sanders, K. (2018, April). Principled negotiation: an evidence-based perspective. In Evidence-based HRM: a
Global Forum for Empirical Scholarship. Emerald Publishing Limited.
Morrell, K., & Learmonth, M. (2017). Evidence based management. The Oxford Handbook of Management, 419.
Reddy, P. R., & Lakshmikeerthi, P. (2017). HR analytics. An effective Evidence Based HRM Tool. International Journal of
Business and Management Invention, 6(7), 23-34.