Evidence-Based HRM In CERA Essay

Question:

Discuss about the Evidence-Based HRM in CERA.

Answer:

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.

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 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.

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:

  1. Currency,
  2. Reliability,
  • Authority, and
  1. 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 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

Component

Meaning

Currency

The articles have been penned down in 2010 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 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.


CRAP Test for

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.


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 related to the problem that is being discussed. Thus, it might be safely said that the articles do pass the CRAP Test.

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.

References

Akong'o Dimba, B. (2018). Strategic human resource management practices: effect on performance. EmeraldInsight.com. Retrieved 16 March 2018, from

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

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.

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