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...

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 current 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...