Critical Evaluation of HR Information

Discuss about the Critical Evaluation of HR Information.

As rightly indicated by Armstrong & Taylor (2014),  evidence based human resource management (HRM) is about arriving at decisions by means of meticulous, clear and judicious use of four different sources of information. The four most important sources of information for the evidence based HRM are the expertise and the judgement of the practitioner, evidence from the local context, analytical assessment of the existing research suggestion and the perspective of the specific people who might be affected by the judgement. As correctly put forward by DeNisi et al.,  (2014), the evidence based human resource management is therefore simply regarded as the best available substantiation that can help in upholding the decision making that are associated to people. Dormann et al., (2016) opined that the human resource practice based on evidence thus can be considered as the procedure of analytically detecting and engaging different interventions of HR as well as approaches. This essentially have the strongest bias of specifically the empirical support for the purpose of attainment of the predetermined desired goals.

As rightly put forward by Gubbins & Rousseau (2015), evidence based HRM practices can be considered to be important as this practice helps in promoting different empirical scholarship specifically in the field of human resource. In addition to this, the evidence based HRM also aims to deliver a world-wide forum and significant reference for the purpose of reinforcement as well as dissemination of realistic and applied research (Knox, 2014). In itself, this practice based on evidence helps in arriving at business decisions founded on qualitative opinions and the professionals can use their expertise as a form of knowledge that can be valid or else pertinent (Hollenbeck & Jamieson, 2015). In this case, the evidences not just intend to prove things but also can be probabilities or else indications founded on limited information otherwise observations on situations. Thus, the evidence based HRM helps in arriving at informed as well as effective decisions and deliver augmented potential to align practices of human resource with the strategic objectives of the corporation. In addition to this, the evidence based HRM also leads to improved potential for the overall discipline of human resource along with the practitioners of human resource by using this analytical approach (Lange, 2013). This approach is primarily founded on existent information, data, analytics as well as statistics held within the business enterprise (Marler & Fisher, 2013). 

Sources substantiating the Israel Tobin in persuading Mark French of the strategic value of the HR function in CERA

The current segment intends to analyse the source that can validate Israel Tobin in persuading Mark French regarding the strategic value of necessarily the HR function in CERA. In the case, Israel Tobin is the Human Resource Manager at CERA had to pitch the Founding Director and CEO of CERA that is Mark French concerning the process of human resource planning as well a work design human resource planning process. Civil Engineering & Research Associates, simply referred to as CERA, a well-known consulting business firm that deals in civil construction in Sydney was established during the year 2007. The initial news article titled “What should HR Leaders focus on in 2016?” was extracted from the Forbes. The article elucidates illustratively different ways that assist in acquiring best strategic HR function in any specific business enterprise. However, the second news article titled “The Rise of the People Strategy Platform?” was extracted from the “Human Resource Today”.

However, at CERA it can be witnessed that the management of the firm have clear visions as well as strategic choices set by the founding director of the firm Mark French. Therefore, it is necessary for Israel Tobin for distinguishing in the present market by delivering high contact service placement in addition to innovativeness in both design as well as works of engineering.  Furthermore, it is also obligatory for the entire executive team to remain objectively reactive to different developments taking place in the external business environment (Morrell & Learmonth, 2017). However, the main difficulty encountered by Israel Tobin was to handle the entire process of workforce planning that was essentially dejected to Mark French during presentation. Thereafter, it was decided later by Israel Tobin that the process of management of workforce will be carried out by undertaking different informal canvassing of definite industry numbers along with analysis of prospects of their own people functioning at CERA in the upcoming five years and further (Salas et al., 2013).

In addition to this, Israel Tobin also presented the standpoints as well as activities to Mark French regarding the requirements to meet the managers for maintaining proper communication and at the same time informing regarding the downside of the operations at CERA. Following the discussion concerning the present matter with Kellie Lincoln, interest developed towards development of CERA since she was aware of all the projected figures on demand and could completely understand the need for the business concern CERA to move beyond the fundamental metropolitan footmark. Particularly, she also directed towards the need for diversification at the when they discussed and sketched the plan for working on the smart framework (Story et al., 2014).In addition to this, analysis of the case also pointed out towards the need for strong emphasis on engineering aspects of the organization CERA. Analytical assessment of the case also replicates the fact that there is need for adaptive potential for undertaking unique difficulties encountered in different rural zones particularly at the time when the company CERA planned for operating outside Sydney.

Evaluation of the sources used

As rightly put forward by Gubbins & Rousseau (2015), CRAP test can be regarded as one of the ways that can be used for evaluation of sources founded on certain given criteria namely currency, dependability or in other words reliability, authority as well as purpose or else point of view (Lange, 2013). However, the test is expounded below for essentially both the news that are mentioned in the study. In addition to this, the CRAP test can also aid in deciphering the causes as well as effects of the news and associating the same with the strategic value function for the Executive Team of CERA.

The news article mentioned above is essentially a written source extracted from “Forbes” and declared on February 4 2016. However, this piece of information is not very latest but it contains pertinent information that can help guide Israel Tobin in persuading mark French to introducing the strategic value of HR function particularly at CERA (Forbes Welcome, 2017).

The news article under consideration can be considered to be a secondary source of information and the particular news was declared and published by Edward E. Lawler III (Forbes Welcome, 2017). However, the information necessarily cited in the article is not reviewed by peers. However, this piece of information can be considered to be an information that is essentially general in nature and at the same time balanced.

The current news article was written by necessarily a single individual who has requisite expertise and delivers opinions expressed by essentially the Forbes Contributors. However, some of the objectives of the human resource comprises of bringing out the assimilated set of human resource policies along with programs that has the need to be redesigned and developed. Particularly, human resource planning directly associates with the objectives of the entire business organization (Forbes Welcome, 2017).

Purpose or else the viewpoints

The targeted audience of the present article is particularly the business concern that needs to bring about change in the process of workforce planning.

Analysis of second article extracted from “Human Resources Today” titled as “The Rise of the People Strategy Platform?”

The present article is essentially a recent news article that was published on March 7, 2017.

Reliability The present news article obtained from a secondary source of information informs the business concerns regarding the future of human resource management along with latest trends that can be observed in the recent times. In addition to this, the current news also delivers reliable information that assists Israel Tobin in presentation of the appropriate data to Mark French (Human Resources Today, 2017).

The current news article declared by Visier elucidates in detail different conditions prevailing in the business environment of the recent times. This in turn provides supreme opportunity to the professionals of human resource for generation of value for the entire business (Human Resources Today, 2017). In addition to this, this process too makes the human resources practitioners certain regarding certain ideas concerning the work that is necessarily founded on both historical as well as present evidences.

The targeted audience in this is the large sized business enterprises that hinges on strategy of people for discussing the future practices of human resource (Human Resources Today, 2017). In addition to this, Israel Tobin also anticipated the necessity for environmental engineering potential. Furthermore, Israel directed towards the fact that there is need to become smart especially for performing different sophisticated assessment of the environment that comprises of a wide range of stakeholders.

Conclusions

In conclusion, it can be said that Israel Tobin was confident enough and his entire team was positioned very well for assuming all the challenges ahead since he was very aware whilst planning for different divisions. However, with small divisions and an experts’ team, there was no possible way for any kind of mismatches occurring between the demand and the supply of the skills of talented professionals. Thus, it can be hereby mentioned that investment of both time as well as effort is necessary for development of a work plan especially for CERA. Through different meetings and discussion session, Israel decided to follow four ways for viewing different processing at the corporation CERA. The initial step was accumulation of pertinent market data founded on scenario, conducting workshops with different managers and enabling them to translate the demand into varied staffing functions. Subsequently, it involved management of inventory, skills along with demographics for particular staffing actions. Finally, it involved analysis of gaps and assessment of strategic HR value particularly at CERA.

References

Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource management practice. Kogan Page Publishers.

DeNisi, A. S., Wilson, M. S., & Biteman, J. (2014). Research and practice in HRM: A historical perspective. Human Resource Management Review, 24(3), 219-231.

Dormann, C., Binnewies, C., Koch, A. R., van Ackeren, I., Clausen, M., Preisendörfer, P., ... & Zlatkin-Troitschanskaia, O. (2016). Transferring best evidence into practice: Assessment of evidence-based school management. Journal for Educational Research Online/Journal für Bildungsforschung Online, 8(3), 14-38.

Forbes Welcome. (2017). Forbes.com. Retrieved 11 March 2017, from https://www.forbes.com/sites/edwardlawler/2016/02/04/what-should-hr-leaders-focus-on-in-2016/#157df62348c7

Gubbins, C., & Rousseau, D. M. (2015). Embracing Translational HRD Research for Evidence?Based Management: Let's Talk About How to Bridge the Research–Practice Gap. Human Resource Development Quarterly, 26(2), 109-125.

Hollenbeck, J. R., & Jamieson, B. B. (2015). Human capital, social capital, and social network analysis: Implications for strategic human resource management. The Academy of Management Perspectives, 29(3), 370-385.

Human Resources Today. (2017). Humanresourcestoday.com. Retrieved 11 March 2017, from http://www.humanresourcestoday.com/

Knox, A. (2014). Human resource management (HRM) in temporary work agencies: Evidence from the hospitality industry. The Economic and Labour Relations Review, 25(1), 81-98.

Lange, T. (2013, April). Evidence-based HRM: a scholarship perspective with a difference. In Evidence-Based HRM: A Global Forum for Empirical Scholarship (Vol. 1, No. 1, pp. 4-15). Emerald Group Publishing Limited.

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.

Morrell, K., & Learmonth, M. (2017). Evidence-based management. The Oxford Handbook of Management, 419.

Salas, E., Tannenbaum, S., Cohen, D., & Latham, G. (Eds.). (2013). Developing and enhancing teamwork in organizations: Evidence-based best practices and guidelines (Vol. 33). John Wiley & Sons.

Story, J. S., Barbuto Jr, J. E., Luthans, F., & Bovaird, J. A. (2014). Meeting the challenges of effective international HRM: Analysis of the antecedents of global mindset.

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