Evidence Based Hrm Practice In Cera Samples †MyAssignmenthelp.com

Question: Discuss about the Evidence Based Hrm Practice In Cera. Answer: Evidence based human resource management can be defined as the process by which the HR related factors are identified critically before they are implemented. The HRM related approaches that have the solidest basis of the support in the form of evidence and are able to attain the desired consequences are selected (Wright et al., 2016). The significance of evidence based HRM practices are as discussed further. The decisions are made in a much more effective and informed manner, the policies and practices of HRM are based on the practical applications. The credibility of the HRM practices increases and the approach is more analytical in nature. Evidence based management is the new and evolving process of management where the decisions are made on the basis of evidences. The evidence based management process supports the practices of the organizations and the managerial decisions as well. The judgement made by the management is based on the practical circumstances and the ethical concerns (Tenhil et al., 2016). The significance of evidence based management lies on the fact that this way of management helps to link the gap between the research that is performed and the practices of the management. The decisions made by the management in this process is much more practical and relevant as compared to the other ways of management (Glaub et al., 2014). The human resource management function of an organization adds value to the strategy of the organization. This process can also be termed as strategic human resource management or SHRM which is an important concept in the business environment. Strategic human resource management helps to encourage high levels of performance in the workplace and managing the human capital. The process of strategic human resource management links the human resource management function of an organization and the strategic goals of the organization. The main objective of this function is to improve the performance of the business and thereby achieve the strategic goals of the organization (Kramar et al., 2014) The SHRM function of an organization helps in developing an organizational culture that supports flexibility and innovation and also helps the organization in gaining competitive advantage. SHRM refers to the process by which the HR related activities are considered to be the strategic partner for formulating the strategies of the company and thereby implementing these strategies. The strategies of the organizations should be aligned with functions related to the human resource management including, selection, recruitment, training and then rewarding the employees as well. Strategic planning of the human resource functions of the organizations is the procedure of analysing the availability of the HR functions so that objectives of the organization can be met (Storey, 2014) The information and the analysis related to this source can help Israel Tobin the HR Manager of CERA to convince the executive team of the company to change the functions related to the HR of the company. The ideas of the executive team of CERA about the HR related functions of a company was outdated. According to them the functions are only related to managing the employees and maintain databases. The CEO of the company, Mark French also had the idea about the HR functions. The analysis of the academic source in the above portion will be able to support the thoughts of Israel Tobin to link the HR functions with the strategies of the company Currency The book has been written in the year 2014 and it is a recent article related to the subject in concern. Reliability - The books are sourced from the internet and the reference method has also been provided. The book is not peer reviewed and academic in nature. The book has acted as the correct source of information for the relevant topic and is enough to support the argument of the HR Manager of CERA Israel Tobin. The information is detailed in nature and is directly related to the topic of linking the HR functions with the strategies of the organization. The information is balanced in nature and is not biased towards any argument. Authority - The book is written by several authors however; it is not linked with any organization. The credentials of the authors are not provided in the book. The authors are experts in their own fields and their writing can be considered as credible. Purpose - The intended audience for the books are the management professionals who require an insight into the topic that is discussed in this report. The book is intended to inform the readers about the topic and not for any kind of sale related purposes. The book is based on the research of the topic and not any type of event. The author has interest in the topic and this is evident from the detailed research that is provided in the report. Currency The book has been written in the year 2014 and it was published in the last 4 years. Reliability This book is also sourced from the internet and the reference method has also been provided. The book is not peer reviewed and academic in nature. The information is detailed in nature and is directly related to the topic of linking the HR functions with the strategies of the organization. The information is balanced in nature and is not biased towards any argument. Authority - The book is written by several authors however; it is not linked with any organization. The credentials of the authors are not provided in the book. The authors are experts in their own fields and their writing can be considered as credible. Purpose - The intended audience for the book are the management professionals who require an insight into the topic that is discussed in this report. The book is intended to inform the readers about the topic and not for any kind of sale related purposes. The book is based on the research of the topic and not any type of event. The author has interest in the topic and this is evident from the detailed research that is provided in the report. The information required to conduct research about a topic should be directly related to the topic of discussion. The nature of the information used to perform the analysis of the topic should be detailed and supportive towards the selected topic. The information also needs to credible and genuine in nature and should be able to properly address every aspect of the topic in such a way so that the audience can be convinced about the argument. This type of detailed information will help the person in concern to convince the other parties about the topic of the argument. On the other hand, the information should not be biased towards any part of the argument and should be balanced in nature. In this case, the information provided by the journal articles will support the argument of the HR Manager of CERA, Israel Tobin to convince the executive team and the CEO of the company about the argument. The argument in this case is regarding the functions of the human resource department in the organization. The changing business environment has changed the functions of the human resource department as well. This is the main issue which will be pitched by Israel Tobin in the meetings of the company. References Glaub, M. E., Frese, M., Fischer, S., Hoppe, M. (2014). Increasing Personal Initiative in Small Business Managers or Owners Leads to Entrepreneurial Success: A Theory-Based Controlled Randomized Field Intervention for Evidence-BasedManagement.Academy of Management Learning Education,13(3), 354-379. Kramar, R., Bartram, T., De Cieri, H., Noe, R., Hollenbeck, J., Gerhart, B., Wright, P. (2014). Human resource management in Australia Strategy, people, performance (5th ed.).North Ryde: McGraw-Hill Storey, J. (2014).New Perspectives on Human Resource Management (Routledge Revivals). Routledge. Tenhil, A., Giluk, T. L., Kepes, S., Simn, C., Oh, I. S., Kim, S. (2016). The Research?Practice gap in human resource management: A Cross?Cultural study.Human Resource Management,55(2), 179-200. Wright, A. L., Zammuto, R. F., Liesch, P. W., Middleton, S., Hibbert, P., Burke, J., Brazil, V. (2016). Evidence?based Management in Practice: Opening up the Decision Process, Decision?maker and Context.British Journal of Management,27(1), 161-178.