Concept of Human Resource Management and Method

Question: Discuss about the Concept of Human Resource Management and Method. Answer: Introduction: The following study has focused on two journals for analyzing evidence based human resource management, such as- Evidence-based human resource management practices in three EU developing member states: Can managers tell truth from fallacy?, The Very Separate Worlds of Academic and Practitioner Periodicals in Human Resource Management: Implications for Evidence-Based Management. Therefore, it has discussed about the useful human resource strategic values for CERA. It has used crap test for evaluating the two sources used in the article. Evidence based human resource management refers to the practice in which human resource professionals of any organization consult best evidence and expertise before making any decision (Kehoe Wright, 2013). According to the article Evidence-based human resource management practices in three EU developing member states: Can managers tell truth from fallacy? management is one of the oldest human practices. The study has focused to analyze the evidence based human resource management. The author of the article has conducted survey among the HR professional of three European Union countries, such as- Poland, Croatia and Malta to show that HR professionals often access required information from the relevant sources. The study reveals that it combines Art and science as it requires evidence-based decisions in the organization. (Bezzina et al., 2016) Another Article The Very Separate Worlds of Academic and Practitioner Periodicals in Human Resource Management: Implications for Evidence-Based Management has stated that many organizations implement those practices within the organization those are shown by any research work as a positively associated with the employees and financial growth of the organization. One of the best ways for the HR professional is to study formal management from the various books, journals and articles that are available. The research showed that the managers are not aware of the trends (Rynes, Giluk Brown, 2007). Human resource strategic planning signifies the procedure that is used to fulfill the current and future human resource requirements of any organization (Marler Fisher, 2013). The main objective of these strategies is to manage the people elements of an organization. The study is to discuss about the strategic planning of CERA. CERA is an organization that deals with sanitary ware, tiles, and faucets. It was started its journey in 1980. Headquarter of CERA is situated in India ("CERA Sanitaryware, Faucets, Tiles, Wellness and Bathroom accessories", 2017). The HR manager of CERA has to establish a well-planned strategy of HR function, which will help the organization to perform well. Useful strategies for CERA: CERA needs to give importance and focus on the development of their work force. They must pay attention while recruiting or reducing them. The talented and efficient workers will always be beneficial for the organization because of the productivity level they can achieve. Training and development is very essential for all the employees. It helps the new employees to be introduced with the objectives, policies and work type of the organization (Laureiro?Martnez et al., 2015). The old employees can learn about the new technologies and ne procedures of the organization through training program. CERA must conduct training and development program within the organization. It will be useful for the growth of the organization. The management of CERA must pay attention to the recruitment procedure of the organization. They must recruit those people who possess skills and quality of hard work. They have the capacity to influence the growth of the organization. They will help the organization to survive in the race while competing with other leading organizations. CERA must apply reward and recognition strategy for the employee. This short- term appreciation program will enhance the employee engagement to the organization. CERA must be involved in some Social awareness campaign or it must include some CSR policies in their strategy. It will help the organization to establish a bright image in the society. It will influence the long- term growth of the organization. The article Evidence-based human resource management practices in three EU developing member states: Can managers tell truth from fallacy? has published in 2017. It has been published in last 10 years. It is a combination of primary and secondary source. The article has researched various resources and conducted survey then come to the conclusion. It is relevant to the topic of the article. The authors of the article are Frank Bezzina, Vincent Cassar, Katarzyna Track-Krupa, Sylwia Przytula. Authors have addressed the HR managers of the organizations. Their purpose of this article is to inform the managers about importance of evidence based human resource. The article The Very Separate Worlds of Academic and Practitioner Periodicals in Human Resource Management: Implications for Evidence-Based Management has been published in 2007. It is a combination of primary and secondary source. The article has researched various resources and conducted survey then come to the conclusion. It is relevant to the topic of the article. The article is written by SARA L. RYNES, TAMARA L. GILUK and KENNETH G. BROWN. The purpose of the article is to inform about the need of consulting relevant source and publication while making the managerial decision. The study shows the lack of knowledge and belief among the managers. Conclusion: As per the previous discussion, it can be concluded that every managerial decision need to be based on proper knowledge and evidences from the relevant and authentic source. As evident in the article, HR managers need to concentrate on many issues while making any strategies for the organization, such as- current strategy, requirement of the organization and so on. The evidence based HR practice helps to avoid any future risk that may occur due to wrong and inefficient decision. Reference: Bezzina, F., Cassar, V., Tracz-Krupa, K., Przytu?a, S., Tipuri?, D. (2017). Evidence-based human resource management practices in three EU developing member states: Can managers tell truth from fallacy?.European Management Journal. Camisn, C., Villar-Lpez, A. (2014). Organizational innovation as an enabler of technological innovation capabilities and firm performance.Journal of Business Research,67(1), 2891-2902. CERA Sanitaryware, Faucets, Tiles, Wellness and Bathroom accessories. (2017). CERA Sanitaryware Limited. Epstein, M. J., Buhovac, A. R. (2014).Making sustainability work: Best practices in managing and measuring corporate social, environmental, and economic impacts. Berrett-Koehler Publishers. Kehoe, R. R., Wright, P. M. (2013). The impact of high-performance human resource practices on employees attitudes and behaviors.Journal of management,39(2), 366-391. Laureiro?Martnez, D., Brusoni, S., Canessa, N., Zollo, M. (2015). Understanding the explorationexploitation dilemma: An fMRI study of attention control and decision?making performance.Strategic Management Journal,36(3), 319-338. 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. Rynes, S. L., Giluk, T. L., Brown, K. G. (2007). The very separate worlds of academic and practitioner periodicals in human resource management: Implications for evidence-based management.Academy of Management Journal,50(5), 987-1008.