Critical Review of the Hr Facts

Critical review of the HR facts

Table of Contents

1.0 Evaluation of the concept of broader term in evidence-based HRM system        3

1.1Identifying the approach of broader term in HR prospective        3

2. Significance of the source supporting the Israel’s pitch to Mark French and the CERA executive team        4

3.0 Analyzing the sources by CRAP test        5

4.0 Conclusion        7

References        8

1.0 Evaluation of the concept of broader term in evidence-based HRM system

In this recent age, objective achievement is the prime pillar of success. This would not only enhance the sustainability rate of the organization but also augment its position in global respect. Considering this, Briner (2015) signified that evidence based HRM process is to act as per the desires and requirements of the human resources. Only then, the management of the firm may retain the employees and motivate them towards the working responsibilities. Doing so, would act positively over the profitability and brand image of the organization thereby boosting its performance among others.  

Moreover, the most simple logic of EBHRM is that, the strategies and facts presented by the senior members need to be evaluated with better quality relevant evidences. Along with this, expert HR specialists need to be hired by the organizational management at the time of decision making (Kotler, 2016). Only then, best policies and practices may be introduced within the firm that would prove effective in achieving the targets in the long run.

1.1Identifying the approach of broader term in HR prospective

Evidence based HR is considered as the driving force of the organizations functioning in this era. This is because, it believes in optimization of the capabilities present in the firm so as to create a distinct place for itself. Doing so, the popularity and fame of the firm might get enhanced significantly in the entire globe among many other rival contenders. On the other hand, critical thinking practice is also highly appreciated as it helps in augmenting the prosperity and reliability of the firm (Briner, 2015). Apart from this, the business strategies need to be designed in such a way that may be accepted by employees working in cross-cultural boarders as well.  So that,  the pre-decided targets may be easily attained by the employees working in diverse regions of the globe.   However, to do so, fact-based decision making process need to be introduced. This may be possible only if proper coordination and relationship might be maintained within all employees. Failure to do so, might prove troublesome for the firm to retain its ranking in the market.  

[pic 1]

Figure 1: Evidence based Hr practices

Source: Briner, 2015

2. Significance of the source supporting the Israel’s pitch to Mark French and the CERA executive team

According to the Deutsche Welle (2017), “Israel rejects French peace initiative, insisting on direct talks with Palestinians”, the government executives of the Israel tried to reject the peace initiatives of French. The prime intention behind it is that, the higher officials stated to make proposals within the Israel and French prior making the final decisions. Such a verdict is passed by the prime minister of Israel, named Benjamin Netanyahu, after rejection of the peace treaty of middle-east developed by France people. Moreover, they blocked the participation of the Israel members in the international conference. This created angers within the people of Israel and so they worked against the interest of the French associates. Other than this, the French treaties are always against the policies of the CERA. This means that CERA also desires to assist the poor and unwanted individual but the French policies are not at par with it.

Due to this, the Israel higher individual does not favor the opinions of the French and hence a set of rivalry aroused (Briner, 2015). So, a conflicting situation also took place within the nations that reduced the business prospects entirely. However, in order to diminish such types of negative aspects, both the officials worked coordinately and communicated so as to increase peace within the countries. Failure to do so, might prove troublesome for the countries in the long run in this age. Other than this, face to face conversation may also be possible within the nations at the time of the conferences and this may enhance the bonding within the nations in the future.  

3.0 Analyzing the sources by CRAP test

The two sources named “Israel rejects French peace initiative, insisting on direct talks with Palestinians” and the “What's the evidence for... Evidence-based HR?” has been taken to perform the CRAP test. The CRAP test actually analyze the Currency, Reliability, Authority and the Purpose/Point of View of the adopted two journals. It has been examined that the journal named “Israel rejects French peace initiative, insisting on direct talks with Palestinians” has been published in 2016, and the journal named “What's the evidence for... Evidence-based HR?” has been published in 2014. Therefore, this sources has been published after evaluating the current scenario of these two countries. It demonstrates that there are a few negative perspectives among the general public as the administration collections of these two countries are unable to take after the principles utilized by political specialists. The updated concept and idea about evidenced based HRM system has also been identified in this current scenario. As the sources are of original date, then it has become more dependable for the current study. It has been identified that the two sources used in this current research are one type of secondary evaluation to help the researcher. Therefore, it has helped to draw the outcome. The sources clearly state the current situation of these two nations. Moreover, the facts have been provided to analyze the current topic clearly. It has been recognized that the sources are copyright protected; hence, there would be no chance for the data duplicity issue.