Evidence –based HRM majorly describes the human resource practice of identifying the most efficient HR approaches and blending them with the competent skills to make strategic and tactic decisions that are crucial to the Organization (Kehoe & Wright, 2013). The HR approaches are those that have successfully been used before or are currently being used by the organization. Empirical evidence is significance in an organization that values Evidence-based HRM. Employees need to be conversant with the HR approaches for effective management of the organization.
Evidence-based HRM is important in organizations because it enables the organization to synthesize informed decisions. Because the approaches were used before, it makes it easier for the human resource manager to come up with approaches that are viable. Secondly, through the Evidence-based HRM, the practices that are implemented are those that are guaranteed that they will work for the approaches that are used are historical. Risk management is another importance of evidence-based HRM (Marler & Fisher, 2013). The organization is certain on some returns and the risks that are associated with the approach. Conversely, the decision-making process is made familiar with the management and the employees and thus making it more dependable and time-saving.
1. Neil Kokemulla. (2017). How does Human Resource Add Value to the Organization? Retrieved From:https://smallbusiness.chron.com/hr-add-value-organization-50980.html
The first source is useful because it emphasizes that human resource enables an organization to acquire people that will help in the overall performance of the organization((Armstrong & Taylor, 2014). Also, the author states that the organization will be able to acquire talents and be able to retain the most competent employees in the organization. Human resource assists in recruiting and selection of employees in various positions in the organization. The author also emphasizes that HR assists in legal protection. HR regulates the level of discrimination in the organization (Neil Kokemulla, 2017). The HR department ensures that no particular race is privileged when it comes to rewards (Fee, 2014). Lastly, the source highlights that HR adds value to the organization through necessitating planning. Human resource managers are directly involved in the strategic planning of the organization because they present the requirements of the employees (Neil Kokemulla, 2017).
2. Trax payroll. (2017).How Human Resources can add Value to an Organization. Retrieved from:https://www.traxpayroll.com/human-resources-can-add-value-organization/
The source gives information on the benefits of strategic HR that can help Israel to persuade Mark and the CERA executive. The author states that strategic human resource aids in labor laws (Trax, 2017). The fact that HR managers are conversant with the labor makes it beneficial for the organization. Strategic human resource planning makes the organization to be robust to the inconstant changes that occur with the labor regulatory authorities (Brewster, Mayrhofer, & Morley, 2016). With strategic HR, CERA can still be safe in turbulent times in the context of labor laws. The author says that HR assists an organization to get the most competent employees and thus CERA can always be competitive in the market. Trax also believes that strategic human resource will add value to an organization because of its ability to keep the competent employees and thus the problems that are associated with high turnover will not be experienced at CERA.
The first source that is written by Neil is up to date. The information was published in 2017. The source produces all the relevant data on the topic of study. The author critically gives all the possible points on the strategic value that HR can create in an organization. The content is detailed with the author giving clear explanations of the benefits. For instance, the point on assisting in legal requirement is explained in depth, and thus the information is up to date. And thus the Currency of the source has qualified.
On the reliability of the source, the source is not peer reviewed. Also, it is a secondary source. Moreover, the source has three references provided on the site which is unconvincing. The information that is provided on the site is related to the topic of study, and thus it can be relied upon. The information is detailed and well explained. Lastly, the information from the site is not biased in any way thus it can be relied upon.
The information was authored by a single author. The credentials of the author are not provided in the source. The author represents the views of a company by the name of Chron.
The intended audience is the human resource managers and the general management of an organization. The information is for the purpose of informing the audience on how strategic human resource adds value to an organization. The author has no vested or personal interests on the issues that he writes on.
According to the analysis using the CRAP test, the source can be utilized in the persuasion that strategic human resource is fundamental to any organization.
The article was published in the year 2017 thus it is up to date. The information that is provided by the author is relevant to the topic under study. The information gives an insight on the benefits of strategic human resource in an organization.
The article is majorly a secondary source. The references to the article are not provided and thus an issue of concern. The information was published by the same company that wrote the article. All the information that is in the source applies to the topic of study and thus it is a reliable source. The information from the source in free from biases and thus it can be relied upon.
The source was written by incorporation by the name of Trax. The credentials of the author are not provided.
The intended audience is organizations to be particular on human resource managers. The information was published for the purpose of informing the readers on the value of a strategic human resource in organizations. The author has no self-interest in the information.
Through the help of the CRAP test, the second source can be used but with some amount of reservation because of the issues with its reliability (Hendry, 2012).
Conclusions
The nature of information should be that which is reliable. Information that is relevant to the issue of concern. Reliability also goes hand in hand with the availability of references or if the source is peer reviewed (Knott & Szabo, 2013). The information should be that which has been verified say through peer reviews. In addition, the sources should be up to date. That is the information must include all the new dynamics that have occurred so that it can adequately address the issue.
The information should be purposeful to the practice. It should have an audience that it addresses so that the reader can be informed on the intended group. In addition, the user of the information should be able to know if the information was researched on or not. Lastly, on the purpose of the information, it should identify if the author has vested interested or not. For information to be used for practice, it should have an author who can be a corporate author or an organization. The credentials of the author should be given so that the credibility of the information is identified. The only information that is detailed and free from bias can be used for practice.
References
Armstrong, M., & Taylor, S. (2014). Armstrong’s Handbook of human resource management practice. Kogan Page Publishers.
Brewster, C., Mayrhofer, W., & Morley, M. (Eds.). (2016). New Challenges for European Resource Management. Springer.
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.
Fee, M. C. (2014). Human resources management.
Hendry, C. (2012). Human resource management. Routledge.
Kehoe, R. R., & Wright, P. M. (2013). The impact of high-performance human resource practices, employees’ attitudes and behaviors. Journal of Management, 39(2), 366-391.
Knott, D., & Szabo, K. (2013). Bigfoot hunting Academic library outreach to elementary school students. College & Research Libraries News, 74(7), 346-348.
Marler, J. H., & Fisher, S. L. (2013). An evidence-based review of e-HRM and strategic human resource management. Human Resource Management Review, 23(1), 18-36.
Neil Kokemulla. (2017). How does Human Resource Add Value to the Organization? Retrieved from: https://smallbusiness.chron.com/hr-add-value-organization-50980.html
Trax payroll. (2017).How Human Resources can add Value to an Organization. Retrieved from: https://www.traxpayroll.com/human-resources-can-add-value-organization/
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