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Question:

Discuss about the Human Resource Management ?
 
 

Answer :

Introducation

The organization ability to manage the human resource in order to retrieve maximum result keeps the company at a competitive place. The quality of services provided by the company depends upon the well knitted factors that help in delivering satisfactory results. Human resource system influences the behavior and attitude of an individual and helps in managing HRM practices that include design of work, HR planning, Recruitment and Selection (Armstrong  & Taylor,2014) .

Evidence based HRM

Evidence based HRM is a manner in which an organization critically evaluates the best practice in order to attain significant result. They use the best evidences and expertise to attain efficiency.  It works under the parameter to inform human resource practice and decision making in order to intervene in ultimate policy making (Boxall  & Purcell, 2011). This practice ensures that the practitioner have information about the previous work or current evidence. These evidences include all the data and fact based on empirical information. This tool is effectively used for establishing and managing the credibility of the whole human resource function. It is a root within the scientific community that has helped many professionals to understand the whole practice. Human resource professional is familiar with the theory that is capable of managing manpower at the organization (Bratton & Gold, 2012). The importance of the function is to access effective decision making by enhancing the strategic goals. Human resource practitioner needs to be familiar with the whole theory in order to make effective decisions. The HR policies need to be directed in a manner that can be utilized in order to work effectively. These evidence based practice helps in improving the credibility by improving the HR function in a more analytical manner ((Flamholtz, 2012; Werner & DeSimone, 2011).

Evidence based HR practice is based on accepting the modern management strategies to reduce the conflict. It is defined through the reactive and instinctive approach that helps in balancing day today management functions (Noe, Hollenbeck, Gerhart & Wright,2007; Bakker & Leiter,2010). 

Strategic value of HR Function in CERA

Strategically placing the HR function in an organization is of great importance for CERA while complying with management of human resources. At CERA the human resource function is in abundance and skills are traditionally inherited.  The owner of the organization deals with the issues related to the Marketing and management related issues. Most of the employees at CERA are semi-skilled and receive training on roll only.  The personnel department has however an important role to play has. This can be stated through the active involvement of the Human resource department. The VP heads the personnel department and takes all the necessary decisions related to the human resource functions. He is assisted by the managers and the staff in effective decision making (Schuler & Jackson, 2008). The strategic decisions related to the placement, selection, and salary fixations are taken by this department. The organization recruits the employee for obtaining both the administrative and operational job.  The employees working at the middle and lower level are recruited by the local staff. There is different way of recruiting the employees at the lower level. The personnel department frames the strategy to recruit the employees at all the level. Choices related to employee selection are made through qualification.  The company has different jobs and has fixed qualification accordingly (Price, 2007).

CERA gives special attention to human resource function in order to provide an advantageous position to the employees. During their career growth employees get an opportunity to learn different concepts (Harzing & Pinnington, 2010). This is not only helping the organization to attain their targets but also helping the employees in attaining better understanding. They can effectively grasp the opportunity they are getting. Framing the strategic goals is necessary for the long term growth of the organization (Friedman,2007).

 

CRAP test

The CRAP Test helps in evaluating the currency, reliability, authority and purpose related to the objective. It is hence an important tool that helps in understanding the secondary goals.  this test is essential for understanding the values related to an opportunity.  The viability of a product can only be understood if the CRAP test is conducted in order to understand the HRM approach Of CERA in managing the strategic human resource planning. The test helps in creating viability of the academic source used in the assignment.

Currency- Flamholtz, E. G. (2012). Human resource accounting: Advances in concepts, methods and applications. Springer Science & Business Media.

The above source provides the information related to the human resource concept. The author provides the information pertaining to the various concepts associated with the human resource practice taking place in an organization.

Reliability- the  source taken is reliable in order to understand the concept of the human resource practice taking place in an organization. the academic source helps in creating a relationship in between the organization and the human resource practice.

Authority- Flamholtz, E. G. is  the author of the book. Human resource accounting provides appropriate information about the best human resource practice that are used in an organization.  the book is published y the Springer Science & Business Media which is considered to be one of the reputed publishing house.

Purpose – the purpose of the source is to create awareness among people regarding the best human resource practice. It is one of the most appropriate source that can be used to enhance information regarding the human resource practice.

Currency- Bratton, J., & Gold, J. (2012). Human resource management: theory and practice. Palgrave Macmillan.

The above mentioned source explains the human resource management theories. These theories are essential to be understood in order to understand the human resource practices.  These theories are practice by the HR personnel in the day today functions.

Relevant- the source is relevant as it include all the necessary information which is required in order to understand the whole concept of human resource practice. The employees can understand the whole concept only when they are implementing the concept on a consistent basis.

Authority- the book was published under the name of Bratton, J., & Gold, J in the year 2012 and includes the entire necessary concept.  The book was published under the name of Palgrave Macmillan. The publishing house is equally important for a business organization in order to create an authority.

Purpose- the purpose of the book is to enlighten the readers regarding the importance of the human resource practice in managing day-to-day function. Moreover the book is providing information to the readers in an appropriate manner by acknowledging effective information.

Conclusion

The report is based on the best human resource practice necessary for the development of an organization. The quality of services provided by the company depends upon the well knitted factors that help in delivering satisfactory results. Human resource practice helps in attaining significant result within the given resources. The policies related to the human resource are necessary for developing critical issues. Large size business organization is using evidence based HRM activities in order to attain significant result. . Human resource professional is familiar with the theory that is capable of managing manpower at the organization. The importance of the function is to access effective decision making by enhancing the strategic goals. The report further includes the Human resource practice at CERA that help in attaining significant results. The strategic decisions related to the placement, selection, and salary fixations are taken by this department. The organization recruits the employee for obtaining both the administrative and operational job. The CRAP report helps in evaluating the organization status in terms of human resource practices. On long run all these strategic decisions will help in understanding the long term efficiency in an organization.  Hence it is necessary to notice that the HRM function helps in evaluating the efficiency in an organization.

 

References

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

Boxall, P., & Purcell, J. (2011). Strategy and human resource management. Palgrave Macmillan.

Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2007). Fundamentals of human resource management. Boston, MA: McGraw-Hill/Irwin.

Bratton, J., & Gold, J. (2012). Human resource management: theory and practice. Palgrave Macmillan.

Schuler, R. S., & Jackson, S. E. (2008). Strategic human resource management. John Wiley & Sons.

Price, A. (2007). Human resource management in a business context. Cengage Learning EMEA.

Harzing, A. W., & Pinnington, A. (Eds.). (2010). International human resource management. Sage.

Friedman, B. A. (2007). Globalization implications for human resource management roles. Employee Responsibilities and Rights Journal, 19(3), 157-171.

Bakker, A. B., & Leiter, M. P. (Eds.). (2010). Work engagement: A handbook of essential theory and research. Psychology Press.

Flamholtz, E. G. (2012). Human resource accounting: Advances in concepts, methods and applications. Springer Science & Business Media.

Werner, J. M., & DeSimone, R. L. (2011). Human resource development. Cengage Learning.

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