01 HR Information Assignment Sample
Here’s the best sample of 01 HR Information Assignment, written by the expert.
Task A
The term evidence based HRM is a manner to identify, implement and employ the essential HR practices that hold quite a lot importance in accomplishing or achieving the necessary results. It also helps to recognize the various approaches of HR and the involvement it has in the HR policy and strategy. It is very vital in HR practice as it helps to provide the various informed decisions which are linked or associated with the best HR practices (Rousseau and Barends, 2011). The evidence based HRM practice also serves another function i.e. it is used as a decision-making process by utilizing the various facts, figures and expertise for the employees as well as for the organization. The business enterprises review the past and current evidence in order to develop the various HR policy and strategies which are associated with performance management, promotion, compensation, and recruitment. The evidence is usually comprised with the various facts and data. The evidence based human resource practices have several benefits (Marler and Fisher, 2013). It helps to provide effective decision making. It helps in aligning the HR practices with the strategic objective of the business enterprise. It therefore improves and enhances the creditability for the practitioners. It also helps in the management of the various risks effectively.
Task B
The below mentioned online sources which include news article and journal article provides detailed information in context of the strategic role of HR as these sources would be essential to Israel Tobin in persuading the Mark French of the strategic value of the HR function in CERA:
Two sources from the internet:-
- RTD online website–
Rtdonline, (2003) [Online] Available at: http://www.rtdonline.com/BMA/GM/1.html (Accessed: 4 December 2017)
- Google Scholar- Journal Article
Scholarworks (2012) [Online] Available at: http://scholarworks.rit.edu/cgi/viewcontent.cgi?article=1011&context=jes (Accessed: 4 December 2017)
These above mentioned sources might be useful in supporting the Israel’s pitch to Mark French and also the CERA executive team.
From the journal article, it is found that the HR development function plays a strategic role and goes beyond the administrative support function to operations. It was also found that Strategic HR is preventive instead of corrective. It reviews the entire workforce as mere essential resources to be developed strategically and not to be wasted. Its aim is to provide and develop a working environment for the employees to do the correct and appropriate things right at the very first time. It further results in avoiding and preventing the mistakes instead of punishing them. Apart from this, the findings of the news article showed that HR professionals were not involved in sustainability initiatives and the reason for this was that they were not approaching the sustainability in a strategic way as well as they were also not acknowledging the art and science-based approach. The findings also reflected that the HR professionals as a group must also become more proactive in understanding the changing business trends, patterns, hidden risks in area of sustainability as well as how to ensure that these are well engaged in the strategy. The art and science-based approach to sustainability helps to ensure that sustainability initiatives provide business as well as the environmental benefits.
Task C
CRAP method is developed by Molly Beestrum and it also proves as important tool in order to determine whether website is credible, reliable and authentic source. In addition to this, CRAP method includes four key areas i.e. currency, reliability, authority and purpose. Based on these areas, the website credibility is judged. At the same time, it is quite important to understand the website or article through analysing its resources, available information etc (Mitchell et al., 2013). so, it can be stated that CRAP test plays a significant role for the readers for their desired objective. This test allows to extracting or collecting the relevant or valid facts. In context to this study, CRAP test asses the two written sources so that upgrade information about HR practices is gained by the individual. It is evaluated through include different areas such as currency, reliability, authority and purpose etc.
CRAP test in regards to PDF from rtdonline. Com is mention below:-
| Currency | Reliability | Authority | Purpose |
| Information in website is presented from the year 2003. Website found as appropriate due to availability of deep facts related to HR practices. | Website of content is quite reliable as it provides detail facts of HR practices and its importance for the organisation. But, content does not include any example or primary data sources such as survey or interview facts. | Present information under the website is authorised by the professional body which is rtdonline. This online site only considers facts which are extracting from the actual study. So, authentication is high. | The purpose of given information clearly signify the key role of HR practices in regards to attain the competitive advantage. Similarly, purpose of information also defines the advertisement by showing how to cut costs with the help of HR practices. |
CRAP test for journal article which is presented below:-
| Currency | Reliability | Authority | Purpose |
| Presented information in the journal article is from year 2012. References are provided till year 2011. It means that during information collection, researcher used facts till 2011 through include both primary and secondary method. | Article content clearly indicates different viewpoint of the individual over the importance of HR practices in strategic. Moreover, content also provides the correct references to information. Thus, it can be depicted that content of article is reliable for the readers. | Facts and figures in the article are given by the Schroeder, Harold and it is published by RIT scholar.
Basically, RIT scholar works considers as digital institution of technology. It involves product of research, scholarly and creative staff etc. thus, the combine views of researchers give high authentic guarantee of information. |
The main purpose of given information is just for gaining knowledge related to HR subject but not for commercial use. This study makes the reader aware about HR practices and its current trends in today’s business environment. |
Task D
Nature of information plays a significant role in regards to present the study to the reader or individual. In addition to this, different nature information makes study more clear & precise for the reader as it allows them to understand and interpret the outcome in an easily manner (Venkatesh et al., 2013). In case to this study, the nature of information is based on the online written source that is website or journal article. The nature of information in website presents as quantitative form due to information is not shows in numerical or tabular form. On the other side, journal article indicates the information in both quantitative and qualitative form. Likewise, article provides different researcher, scholar views over the importance of HR practices. At the same time, it also mentions the percentage that how much company get benefit from HR practices. Based on this, it is stated that nature of information includes both quantitative and qualitative method. It is found that quantitative nature of information is quite effective because it provides detail learning regarding to particular topic and allows the reader to develop clear understanding about the same.
Furthermore, website provides the information of HR practices as a sample format while journal article uses detail and descriptive format to make reader understand. For that, articles includes example, qualitative terms etc.
References
Marler, J. H., and Fisher, S. L. (2013) An evidence-based review of e-HRM and strategic human resource management. Human Resource Management Review, 23(1), pp. 18-36.
Mitchell, R., Obeidat, S., & Bray, M. (2013) The Effect of Strategic Human Resource Management on Organizational Performance: The Mediating Role of High‐Performance Human Resource Practices. Human Resource Management, 52(6), pp. 899-921.
Venkatesh, V., Brown, S. A., & Bala, H. (2013) Bridging the qualitative-quantitative divide: Guidelines for conducting mixed methods research in information systems. MIS quarterly, 37(1).
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