Strategic Involvement and E HRM Technology

Question: Discuss about the Strategic Involvement and E HRM Technology. Answer: Introduction: The area of evidence based HRM (Human Resource Management) is an evolving field. Evidence based human resource management focuses on facts and figures rather than theories. The practice of evidence based HRM focuses on out of the box thinking (Charlier Brown, 2011). If companies are thinking more about the bottom line and keeping up with fast past technological changes in data control etc., it seems that the obvious evolution would be a progression to Human Resources Outsourcing on a when needed basis and the obsoletion of the HR department. The use of evidence based human resource management ensures that Human Resource Management can be used as a proactive function in the organization (Howe Schyns, 2010). The evidence based human resource management focuses on the strategic nature of the human resource management. It ensures that human resource managers are included in the strategic decision-making (Caliendo Falk, 2011). In recent times, the role of HRM has evolved and today, evi dence based HRM provides a platform where different business functions can come together for organizational benefits. Two Internet written sources Marler Parry (2016) argued that human resource management could be strategic function in nature only when the human resource managers take part in the strategic decision-making. It can happen only when the top leaders and senior managers include HR managers on the table. It is also important that HR managers and HR executives should play more proactive role. They should frequently align themselves with the leaders of different business function to get a holistic idea about the business. Authors also discusses the role of evidence based human resource management in a multifunctional group creates challenges with regards to perspective, each members goals may be different but the ultimate goal should be maintained and great communication skills are needed to keep the team focused on the ultimate goal while fulfilling their individual responsibilities. Good leaders inspire the team and interpret values and vision in a clear concise manner. The communication and execution are extremely important and if one team member falls short someone must pick up the slack. This is what makes teams effective the shortcomings of one are overshadowed by the group effort. Rousseau Barends (2011) argued that organizational development could happen only with the support of human resource management function. The evidence based HRM is actually a strategic strategy that aligns very closely to the success of business models. With competition arising and innovative technology transforming economy on a daily basis, assessing a company on a yearly basis is an extremely good idea and internal assessment could be one of the key responsibilities of human resource managers. Currency: The article was published in the year 2013. The article is not very recent but it is not very old also. There are two authors that have written this article. The article is a credible and reliable article as it is published in the international journal of human resource management. The article is right on the target as it discusses the contemporary issues of human resource management. Relevance: It can be said that authors have done a great work to write the article. It is never easy to write the article and get it published in the international journal of human resource management. To complete the article, authors used a mix method of research. The main part of article is secondary research. However, authors also used primary method of research. A small survey was created to get the inputs from a sample size of 80 respondents. Authority: There are two authors that have written this article. The article is a credible and reliable article as it is published in the international journal of human resource management. Before starting any analysis or discussion in the article, authors have introduced themselves. Authors have a deep connection with the area of human resource management and the quality of research in the article is an evidence for that. Purpose: The target audience of this article is the people who have interest in the field of human resource management. The scholars, researchers and the students are the targeted audience for this article. The people doing research in the field of human resource management would get greatly benefited from this article. Currency: The article was published in the year 2011. The article is a six-year-old article. However, it can be said that article holds good significance in todays world also. The article discusses few of the important issues in the area of human resource management. The article is a reliable article as it is published in the human resource management journal. The article discusses the key issues that surrounds human resource management. Relevance: It can be said that authors have done a great deal of work to write the article. The article is based on mix method of research. Authors have conducted a deep secondary research and literature review to complete the research. The article is published in the journal of human resource management as this in itself speaks about the volume of hard work that authors have done. Authority: In general, it is observed that authority is always high with more number of authors. There are two authors that have written this article. The good thing about the authority of article is that authors have provided a good introduction about themselves while writing the article. The two authors have worked together to come up with an intelligent piece of work. Purpose: The target audience of this article is the people who have interest in the field of human resource management. The scholars, researchers and the students are the targeted audience for this article. The people doing research in the field of human resource management would get greatly benefited from this article. Conclusion The above paper discusses the area of evidence based human resource management. The area of evidence based human resource management is an interesting area as it deals with the facts and figures in the area of human resource management (Olivas Rousseau, 2010). It is expected that there would be more and more researches in the area of evidence based human resource management. The paper discusses the two articles in detail. Both the articles are written by two authors. One of article is published in international journal of human resource management and one of the articles is written in human resource management journal. Therefore, it can be said that both the articles are great in terms of credibility and reliability. The learning from these articles could be useful for scholars, students, researchers and organizations. The organizations, which want to have strong human resource management function, can also use the learning from this article to develop a strong and strategic functio n in the organization. At the same time, a deep assessment of organization is required to establish a strong human resource management in the organization (Thompson, 2011). The organizations must have a strong vision in place before they can start taking steps to improvise on human resource management function. References Caliendo, M., Falk, A., Kaiser, L. C., Schneider, H., Uhlendorff, A., van den Berg, G., Zimmermann, K. F. (2011). The IZA Evaluation Dataset: towards evidence-based labor policy making. International Journal of Manpower, 32(7), 731-752. Charlier, S. D., Brown, K. G., Rynes, S. L. (2011). Teaching evidence-based management in MBA programs: What evidence is there?. Academy of Management Learning Education, 10(2), 222-236. Howe-Walsh, L., Schyns, B. (2010). Self-initiated expatriation: implications for HRM. The International Journal of Human Resource Management, 21(2), 260-273. Marler, J. H., Parry, E. (2016). Human resource management, strategic involvement and e-HRM technology. The International Journal of Human Resource Management, 27(19), 2233-2253. Olivas-Lujn, M. R., Rousseau, D. M. (2010). Can the Evidence-Based Management Movement Help e-HRM Bridge the Research-Practice Gap?. Evidence-Based e-HRM? On the way to rigorous and relevant research., 3. Rousseau, D. M., Barends, E. G. (2011). Becoming an evidence based HR practitioner. Human Resource Management Journal, 21(3), 221-235. Thompson, P. (2011). The trouble with HRM. Human Resource Management Journal, 21(4), 355-367.