Evidence-Based Human Resource Management and its connection with strategic decision making

Meaning of Evidence-based Human Resource Management and its importance

According to Budhwar & Debrah (2013), Evidence based Human Resource Management are the expertise as well as judgment of the practitioner where the evidence are taken from local context and analysis is made from the existing research. In addition, Evidence based HRM aims at delivering worldwide forum as well as important orientation used for the reason of support and distribution of sensible and practical research. Furthermore, evidence based HRM guides in arriving at knowledgeable and effectual decision that can carry increased possible for aligning practices of human resources that aligns with tactical objectives of business enterprise. However, evidence based HRM practices or approaches rely upon existing information, data and statistics used by Business Corporation.

Anderson (2013) argues that human resource practice based on evidence can be treated as the process of notification and engaging various interference of Human Resource and approaches at the same time. There are different sources of information found in evidence based human resource management that can help in uploading decision making process as it is connected with people. These HR approaches have the strongest biasness that specifies the empirical support for the purpose of attainment of future goals as well as objectives in the most appropriate way (Renwick, Redman & Maguire, 2013).

Sources that substantiate Israel Tobin in influencing Mark French of the planned worth of the HR purpose in CERA

In this particular part, the study analyzes the sources that can authenticate Israel Tobin in influencing Mark French about gaining tactical worth that necessitates the HR purpose in CERA. Here, Israel Tobin is the HR manager of CERA and he had to convince the Founder Director of CERA (Mark French) on matters relating to procedure of human resource preparation and work plan human resource planning procedure (Morgeson et al., 2013). CERA (Civil Engineering & Research Associates) is a renowned consulting trade firm that aims at operating in civil construction in Sydney as it is recognized in the year 2007. Furthermore, the title of the news articles selected for this study is “What should HR Leaders focus on in 2016?’ and taken from Forbes. This particular article explains various ways that help in obtaining best tactical HR function especially implemented by trade Corporation. The title of the second article is “The rise of the people strategy platform” that was taken from Human Resource Today (Human Resources Today. 2017). 

Sources used in the analysis

At Civil Engineering & Research Associates, it is noted that the administration of the firm need to have apparent visions and strategic choice as set by the Founding Director of the firm (Mark French). It is necessary for Israel Tobin for distinguishing market segment by providing high contact services placement. However, it is quite necessary for the entire executive team for reacting to various developments that takes place in the external business environment (Jackson, Schuler & Jiang, 2014).

Furthermore, Israel Tobin present viewpoint on activities and present in front of Mark French that need to meet executive for maintaining proper communication and informing the downside of the operations at CERA. It was later decided by Israel Tobin that the procedure of workforce administration would be analyzed by undertaking various casual canvassing of specific business for the upcoming financial year (Brewster et al., 2016).

Evaluation of the sources used

“CRAP test” can be treated as one of the effective ways that can be used for evaluating the sources founded on definite specified criteria named as currency, dependability, authority and reliability. Furthermore, this test is explained below with proper justification. The test even explains about cause and effect of the news that include tactical worth purpose for the managerial Team of CERA.

The first article is analyze and obtained from Forbes and the title of the article is “what should HR leaders focus on in 2016?” (Forbes Welcome. 2017).

“Currency”

The present news article stated above is well-written source as stated from Forbes and published on February 4, 2016. In addition, the information is not very latest bit it involves reliable facts that assist Israel Tobin in influencing Mark French in initiating tactical value of Human resource purpose at CERA (Aswathappa, 2013).

“Reliability or Dependability”

Peers do not properly review the information that is cited in the articles. In addition, the facts can be treated to be fact that is mostly universal in nature and balanced in proper ways.

“Authority”

A single individual should be selected who should have required expertise and aims at delivering opinions that are explained by the Forbes contributors. In addition, some of the objectives of human resources take into account bringing together incorporating set of human resource policies that align with programs as it is further redesigned and developed. Therefore, human resource preparation relates with the objective of overall trade enterprise (Anderson, 2013).

“Purpose or else the viewpoints”

Analysis of the first news article -“What should HR Leaders focus on in 2016?” by Forbes

Here, the targeted audience of the current article is the trade concern that needs to explain about change in the workforce planning process.

The second article is taken from “Human Resources Today” and title of the article is “The rise of the people strategy platform?” (Human Resources Today. 2017)

Currency

This current article is current news articles that were available on 7^th of March 2017.

“Reliability”

The recent news article was taken from secondary source of information that help in informing the business concern about future of human resource management that aligns with latest trends as noted during recent times. Furthermore, the present news help in explaining reliable information that guides Israel Tobin at the time of presenting relevant data to Mark French (Alfes et al., 2013).

Authority

The present news article was declared by Visier that had explained in detail about various conditions that prevails in the business environment nowadays. In addition, it helps in giving supreme opportunity to the human resource professionals for generating value for the overall business enterprise. The process itself help human resource practitioners on matters relating the certain ideas that deals with work that is founded on both past and current evidences.

“Purpose or else point of view”

Here, the targeted audience in this is the large sized trade enterprise that mainly helps in strategizing people management for explaining the future practices of human resources. Furthermore, Israel Tobin even predicted the necessity for environmental engineering potential. In addition, Israel aims at directing the fact about the strategy that should be smart enough that help in assessing the environment that include wide range of stakeholders.

Conclusion

From the above analysis, it is necessary to conclude concern regarding nature of information used for specific study. It is analyzed from the above study that Israel Tobin was quite confident as they were well versed to face challenges needed to overcome issues for different divisions. It was although difficult to manage by having small divisions and an expert team, as there was rather mismatch that takes place between demand and supply of skills of talented professionals. Planning need to be done during initial phases to avoid further issues and confusion among team members. In order to plan the work properly, it is necessary to invest both time and effort for development at CERA. Israel Tobin decided to follow ways after looking at the Business Corporation CERA by conducting meetings as well as discussion session. During the initial step, it is viewed that pertinent market data was found in this situation. It is important to conduct workshops with several managers so that they can interpret the demand into diverse recruitment purpose. Furthermore, it is essential to manage stock, skills along with demographics for specific staffing events. Therefore, it takes into account examination of gaps as well as assessing tactical HR worth at CERA.

Reference List

Alfes, K., Shantz, A. D., Truss, C., & Soane, E. C. (2013). The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model. The international journal of human resource management, 24(2), 330-351.

Anderson, V. (2013). Research methods in human resource management: investigating a business issue. Kogan Page Publishers.

Aswathappa, K. (2013). Human resource management: Text and cases. Tata McGraw-Hill Education.

Brewster, C., Houldsworth, E., Sparrow, P., & Vernon, G. (2016). International human resource management. Kogan Page Publishers.

Budhwar, P. S., & Debrah, Y. A. (Eds.). (2013). Human resource management in developing countries. Routledge.

Forbes Welcome. (2017). Forbes.com. Retrieved 4 December 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 4 December 2017, from https://www.humanresourcestoday.com/

Jackson, S. E., Schuler, R. S., & Jiang, K. (2014). An aspirational framework for strategic human resource management. Academy of Management Annals, 8(1), 1-56.

Morgeson, F. P., Aguinis, H., Waldman, D. A., & Siegel, D. S. (2013). Extending corporate social responsibility research to the human resource management and organizational behavior domains: A look to the future. Personnel Psychology, 66(4), 805-824.

Renwick, D. W., Redman, T., & Maguire, S. (2013). Green human resource management: A review and research agenda. International Journal of Management Reviews, 15(1), 1-14.