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This assessment task has four parts. A. Evidence-based HRM, a specific application of the broader term, evidence-based management, is a cornerstone in this subject. Using at least two information...

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This assessment task has four parts. A. Evidence-based HRM, a specific application of the broader term, evidence-based management, is a cornerstone in this subject. Using at least two information sources from academic journals, explain what is meant by this term. Why is this important in HR practice? (200 words) B. Find any two internet written sources that you believe would be useful to Israel Tobin in persuading Mark French of the strategic value of the HR function in CERA. (The sources do not need to be used Charles Sturt University Subject Outline HRM XXXXXXXXXXSM I-4 February 2018-Version 1 Page 9 of 18 by Israel in full – they are to inform his presentation.) Briefly, explain how each source might be used to support Israel’s pitch to Mark French and the CERA executive team. (300 words) C. Using the CRAP test, evaluate the two sources that you used in point B aboved. (500 words) D. Draw conclusions regarding the nature of information that should be used to inform practice. (200 words)
Answered Same Day Mar 15, 2020 HRM502 Charles Sturt University

Solution

Arun answered on Mar 17 2020
131 Votes
Cera Case Analysis
Introduction
The report illustrates the definition of evidence based HR practices and its relevance to the organization. It describes the sources to assists Israel to persuade Mark French of the strategic value of the HR function in CERA. The CRAP test is used to evaluate the two sources that are mentioned in the report. The report concludes with recommendation
Evidence based HR practices relevance
The definition of the evidence based hr practice states ‘evidence based HRM is a set of associated approaches to increase the use of evidence in the practices of HR. The relevance of the evidence based HRM is reflected with the fact of faulty decision making and practices abounded in the HR. Hr people often practice a standard size fit for all approach to resolve the issues of employees, but it is not a feasible approach to practice HRM in cu
ent business organization. The evidence based HRM practices promotes critical thinking that allows HR people to examine the alternative and seeking understanding of the assumptions as well as testing them to know the effectiveness of a person professional activities and decisions. Therefore, HRM based on evidence provides good insights about the issues of employees. The global environment is volatile and consists of different evolving patterns and trends for HR function; therefore, adopting a standard practice for HR function is not appropriate to deal with emergencies and sudden changes. It is required that managers should learn to respond towards uncertainty and pursue greater flexibility in decision making (Taleb, 2010). But, unfortunately, standard HR practices do not address such as issues. The relevance of evidence based HR practice is well understood by its four fundamental features (Rousseau, 2012). It permits to use the best available evidences in management practices, it allows a systematic gathering of the organizational information and facts, metrics and indicators to devise better decisions, the HR practitioner judgements are assisted by the practices, procedures and frameworks and HR practitioner also consider the ethical considerations of their decisions of society and stakeholders. The analysis reveals that evidence based HR practice is an indispensable thing for the organization.
Sources to be used to persuade Mark French and the CERA executive team about the strategic value of HR function
The behavioural pattern of the Mark French is task oriented as he practices an extreme level of transactional leadership in the organization. The analysis reflects that he is needed to be aware about teams of...
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