Critical evaluation of HR information Value: 25% Due Date: 05-Aug-2018 Return Date: 24-Aug-2018 Length: Length: 1,200 words +/- 10% Submission method options: Alternative submission method Task back...

HR Information
Running head: HR Information
HR Information
HR Information    August 3    2018    
    
Contents
Introduction    3
Evidence based Human resources management    3
Strategic value of the Human resources function in CERA    4
CRAP test evaluations    5
Conclusion    7
References    8
Introduction
Human resources management refers to a process of analyzing as well as managing the organization's HR needs to make sure that its strategic objectives or aspects of human resources management position are completely involved, including recruitment, affecting employee behavior, Attitude and performance, screening, training and performance, these practices should be aligned and linked to the goals and objectives of the organization. Effective HR practices ultimately improve business performance. Technological applications have also confirmed changes in the new revolution in human resource management. It was also concluded that the standard human resources planning process greatly promoted the mission and vision of the organization and achieved its goals. CRAP testing is an important thinking tool for identifying the importance of sources in the academic arena. Analysis through the CRAAP test suggests information that is primarily relevant to the search we need. Both HR journals have passed CRAP testing and academically important sources of information. Strategic Human Resource Management and Planning Objectives The organization's strategic objectives and operational plans - to maintain a proper social organization, ritual and technical pair, to ensure proper human resources to the people at the right time. The impact of human resources in the region and business unit has an impact. This study includes the critical evaluation of HR information.
Evidence based Human resources management
As Armstrong & Taylor (2014) correctly pointed out, evidence-based human resource management (HRM) makes decisions through careful and sensible use of two different sources of information (Armstrong, 2014). This source is the important source for evidence-based human resource management are practitioners' expertise and judgment, evidence from a local contexts, analytical assessments of an existing research recommendations, and the views of specific individuals who may be unnatural by the judgment. Therefore, evidence-based human resource practices can be seen as a process for analyzing different interventions and methods of detecting and participating in human resources. This basically has the strongest bias towards achieving the desired goals, especially empirical support.
As Gubbins & Rousseau (2015) correctly put forward, evidence-based human resource management practices can be considered important because they help to promote academic research in different areas of human resources. In addition, evidence-based human resource management aims to provide a worldwide forum and an important reference for enhancing purpose and disseminating real and applied research. Therefore, evidence-based human resource management can help make informed and effective decisions and provide enhanced potential to align human resource practices with the company's strategic goals. In addition, evidence-based human resource management has increased the potential of human resources as a whole and human resources practitioners by...