Evidence Based Human Resource Management †Myassignmenthelp.Com

Question: Discuss About The Evidence Based Human Resource Management? Answer: Introducation Evidence based human resource management is the act of making decision of human resource with the help of evidence that will support the decision making aspect of a company (Marler Fisher, 2013). Evidence based human resource management is based on data and relevant facts which will help justifying the decisions taken by the human resource management team. Evidence based decision-making is one of the most effective decision making processes and it enhances the capabilities of the human resource team in making the decisions and helps in aligning the goals and strategies of the organization. The human resource policies should be based on what has worked previously rather taking decisions, which may work (Verbrigghe Buyens, 2015). Evidence helps to increase the credibility of the decision by providing data, which can prove the effectiveness of the decision-making statement. Moreover, with the usage of statistics and other forms of data analysis the human resource team is able to make the decisions more consistent than before. The critical analysis of the problems will help to mitigate the problems to a better extent. However, the process is time consuming and takes a skilled people to analyze the evidence. Workforce innovation Parker, S. K. (2014). Beyond motivation: Job and work design for development, health, ambidexterity, and more.Annual review of psychology,65, 661-691. Parker, S. K., Morgeson, F. P., Johns, G. (2017). One hundred years of work design research: Looking back and looking forward.Journal of applied psychology,102(3), 403. This two are the articles, which will help Tobin to pitch the usage of innovation in the work design. Innovation in work design helps in transforming the experience of the human environment at work. The innovative design would include analysis of the practices at work, research and design, modelling of the service system technologies, processes in business and development of concept (DiSalvo, 2017). This processes helps in improvement of the workforce design and help the employees to be more productive. Motivation of the workforce is very important for the production of the company and employees are the assets of the organization. Moreover, it it seen that when the workforce is happy then the level of production increase. Mark French wants to bring in innovation within the organization and Tobin has presented an opportunity to initiate a plan of action (Parker, 2014). The first article shows how change in the design of the workforce helps an organization to bring in motivation among the employees. The article shows how the work force design has changed over the years and what are the implications of using innovation in workforce design. Mark French is concerned about the stagnant nature of their organization and Tobin can use these articles to make him believe that usage of innovation in human resource management is a stepping-stone for the organization (Parker, Morgeson Johns, 2017). Globalization has made the workforce very competitive and the companies will have to keep innovating if they want to keep their competitive advantage. CRAP test The two articles that has been mentioned in the above context are current topics and was released in the last couple of years. This is a secondary source of information, which provides with the information about the usage of innovation in the workforce culture of the organization (LeBlanc Quintiliano, 2015). The article provides detail information regarding the usage of innovation and how it can help to enhance the motivation in the culture of the workforce in the organization. Human resource management is one of the most important aspects of the organization and effective changes in the workforce will definitely benefit an organization. Both the articles mentioned in the above context are relevant as they provide us with the in depth knowledge about the changes that took place in the work force design. The article shows how the design in the workforce has changed significantly in the past decade. The research of the workforce design will show how human resource management has progr essed and what measures can be used to make it more innovative. Parker has been instrumental in this research topics and has done research on similar (Burgoyne Chuppa-Cornell, 2015). There are other persons who have helped him in this research projects and these articles provide us with the in depth analysis of using innovation in the workforce of the organization. The articles are trying to educate the modern society about the importance of the human resource mange net practices and how they can be used to change the organization. The change that is most important is the internal change within the organization and the companies will be able to achieve success if they follow the procedures mentioned in this articles. The articles contain a lot of information, which can definitely can bring about a drastic change in the innovation process of the organization (Hoffman et al., 2017). The various method which are used for changing the workforce of the organization are mentioned in the articles and if these methods can be properly executed an organization can change the dynamics of the company. These articles are reviewed by reliable sources and there are lot of researchers who agree to this philosophy. The articles are written for understanding of the companies who mostly ignore the importance of the workforce culture. The dynamics of the workforce is unknown to a lot of people and they are not aware of the importance of the usage of the human resource management in an organization (Allan, 2017). However, innovation within an organization starts form the workforce and it can make significant contribution in changing the overall dynamics of the organization. Various has been conducted on this topic and with the advent of the modern era the companies are able to realize the importance of the innovation in the workforce. Thus, more and more companies are making usage of the innovation in the workforce culture to change the dynamics of the workforce culture within th e organization. Both this articles deals with the psychology and shows how it can used to understand the perspective of the employees and how their overall work experience can be made better by introducing in the management structure (Sandercock, 2017). Conclusion The information that will be sued in the practices of the organization is evidence based as it will provide in depth knowledge about the methods and success criterias. Evidence based human resource management is very useful as it provides better result that the other traditional methods. Therefore, the organization will have to make usage of the information that has been gathered from the evidence to make a better business plan of action. The information can be used as a credibility tool, which will help in mitigating of the risk factors that will be involved in the execution of the innovative pattern within the organization. There is guarantee that the evidence based will work for sure but there is no guarantee that the tradition methods will work or not. Thus, it will be beneficial that evidence based method is used as the source of information for the practices used by the organization. However, the usage of the evidence based management schemes are time consuming and will take mo re time than the traditional methods to analyze the situation. Reference Allan, M. (2017). Information literacy and Confirmation Bias: You can lead a person to information, but can you make him think?. 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. DiSalvo, C. (2017). Design, When Everybody Designs: An Introduction to Design for Social Innovation.Design Issues,33(1), 94-95. Hoffman, N., Hoffman, N., Beatty, S., Beatty, S., Feng, P., Feng, P., ... Lee, J. (2017). Teaching research skills through embedded librarianship.Reference Services Review,45(2), 211-226. LeBlanc, R. E., Quintiliano, B. (2015). Recycling CRAP: Reframing a Popular Research Mnemonic for Library Instruction.Pennsylvania Libraries,3(2), 115. 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. Parker, S. K. (2014). Beyond motivation: Job and work design for development, health, ambidexterity, and more.Annual review of psychology,65, 661-691. Parker, S. K., Morgeson, F. P., Johns, G. (2017). One hundred years of work design research: Looking back and looking forward.Journal of applied psychology,102(3), 403. Sandercock, Patricia. "Instructor perceptions of student information literacy: comparing international IL models to reality."Journal of Information Literacy10, no. 1 (2016): 3-29. Verbrigghe, J., Buyens, D. (2015). Adding value and HRM practice: evidence-based HR. InHuman resource management practices: assessing added value(pp. 15-30). Springer.