Information Literacy and Adult Learners †Free Samples to Students

Question: Discuss about the Information Literacy and Adult Learners. Answer: Evidence based HRM Human resource management is an important concept that focuses on the management of employees and maximizes the performances in respect of the service of an employers strategic goals and objectives. At CERA, human resource management functions include staffing, compensation and benefits for the employees along with designing work and defining the roles and responsibilities of the employees to ensure that the strategic goals and objectives are met properly. According to Sheehan (2014), With the high complexity and need for making decisions at a faster rate, it has become important to make critical choices and decisions for gaining success in the future as well as ensure that the management of human resources in done properly (Sheehan, 2018). According to Marler Fisher (2013), the evidence based HRM has brought several benefits including the combining of managerial judgment with the validated rest results to select the most skilled new employees within the company (cera.org.au, 2018). It could also allow the incompetent individuals benefit more than the highly competent individuals while the task related conflicts would be reduced; thereby improve the work group performance as well. The EBHR would not only facilitate the decision making process for CERA, but would also create a positive impact on the organization as well as its employees (Marler Fisher, 2013). The evidences should be based on researches done on the HR domains including the motivation, coordination of work, organization and individual learning along with innovation and change management. Strategic value of HR function in CERA The strategic human resource management is an important concept that creates a good relationship between the high performance Human resource practices and the firm level financial and market outcomes. The strategic HRM determines the perception of employees at CERA regarding the outcomes generated based on the high performance HR practices that can create a positive impact on the HR practice and performance relationship. The strategic HR practices include managing the human resources and studying the performance of the employees along with the level of absenteeism, organizational citizenship behavior and even the commitment of the organization itself (Kehoe Wright, 2013). From the case study, it could be understood that Israel Tobin should influence Mark French by stating him about the strategic value of the HR functions and its importance at CERA. As a senior HR manager of the company. Israel Tobin could relate to the various issues that were experienced until now and how with the strategic HRM functions, it would be easy to deal with those. He analyzed the previous business scenarios and identified the gaps to check whether it could affect the organization negatively or not. The strategic value of HR function could help in focusing on the strategies and ensure improvement in the HR standardization and automation process too (Marchington et al., 2016). At CERA, there were several issues that could be overcome by the strategic value of HR functions and Mark French should understand this properly. Israel Tobin must implement the HR strategies for higher engagement of employees and enhancing the employee productivity too. The technological advancements and integrated systems could improve the HR functions efficiency as well as transform the entire value of the strategy implemented. Therefore, this is how accurate strategic value of HR function could be obtained at CERA and Mark French would be influenced as well (Jackson, Schuler Jiang, 2014). The CRAP test could be used as an effective tool for deciding whether the website or information sources were valid and credible or not. It would assess the four major areas including the currency, reliability, authority and purpose to check whether the two sources are effective or not during the process of evaluation. It would also check whether the information obtained from the sources are reliable and authentic enough or not to analyze the actual scenarios with much ease (Lengnick-Hall, Lengnick-Hall Rigsbee, 2013). The most important factor that should be considered while conducting the CRAP test could be the information currency and purpose. The credibility of the information is also important for understanding whether the sources and information to address the outcomes are reliable or not (Kramar, 2013). To evaluate the information sources accuracy, various things are needed to be considered such as accessibility to data and information and whether the information are kept upd ated or not. The collected data and information must be suitable to meet the needs of the individual wanting the information and must also be inclined with the current business scenarios. The sources of information must be able to determine the clarity and reliability so that it could enable critical and scientific thinking and at the same time, ensure successful management of human resources at CERA (Perkins, 2016). The Evidence based Human resource management allows the organization to combine the scientific evidences and critical thinking skills with the consideration of various information for managing the human resource functions with ease and effectiveness. CRAP test 1: https://journals.sagepub.com/doi/abs/10.1177/0266242612465454 Components Description Currency The journal articles are kept updated, because of which the information and data are relevant enough concerned with the human resource management. The article was introduced in 2013 and it is often updated for keeping the data and information inclined with the research objectives (Rapchak et al., 2014). Reliability The articles assessed are related to the actual scenario concerned with the management of human resources at CERA. The content is well balanced and proper references have been provided as well, which has improved the accuracy. Authority The author of the article is Maura Sheehan and the source of information is a reliable online website. It contains all the necessary information that are needed and information about the author can also be found along with his other works. There are not many advertisements, which makes it easy to collect the revenant data and information with ease. Purpose The purpose of performing the CRAP test on this article is to conduct future researches and provide the students with relevant information to know about the various aspects of human resource management (Alfes et al., 2013). Table 1: CRAP test 1 (Composed by author) CRAP test 2: https://www.tandfonline.com/doi/abs/10.1080/09585192.2013.816863 Components Description Currency The journal article was published in the year 2013 and it was updated consistently. It consisted of information regarding the HRM as well as something more, which could be essential for research conduction. Reliability The reference are provided properly along with accurate data and information about the sustainable and strategic HRM. Authority Robin Kramar is the author of the article who has provided the best quality information that are required to analyze various business scenarios and understand the importance of sustainable HRM (Kramar, 2013). There are very few advertisements, due to which information accessibility is easy and convenient. Purpose The purpose of obtaining these information and data is to conduct researches and derive positive outcomes all throughout. Table 2: CRAP test 2 Conclusions From the analysis of the above section, it could be understood that the EBHR involved making decisions as well as critically evaluated the importance of information based on critical thinking for enabling continuous learning. This could further strengthen the connection between effective HRM practices and enhance the scopes of research to allow for better decision making. There were various factors that influenced the HR practices and decision-making process and the various HR departments could also enable standardization of policies and manage the evidences properly to promote flexibility as well as benefit the people working at CERA. To influence Mark French, the assessment and monitoring of the employee performances and other related attributes were done, which would create ease in managing the human resources and ensure that the organization function properly within the business environment. Not only the HR functions efficiency would improve, but also the organization would obtai n the relevant skills and knowledge to sustain within the competitive business environment with ease. The CERA test for the two websites consisting of the journal articles was done for understanding the reliability and accuracy of the data and information required to conduct the research and understand its relevance with the concepts of human resource management too. References Alfes, K., Shantz, A. D., Truss, C., Soane, E. C. (2013). The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model.The international journal of human resource management,24(2), 330-351. cera.org.au. (2018). Cera.org.au. Retrieved 18 March 2018, from https://www.cera.org.au/ Jackson, S. E., Schuler, R. S., Jiang, K. (2014). An aspirational framework for strategic human resource management.The Academy of Management Annals,8(1), 1-56. 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. Kramar, R. (2013). Beyond strategic human resource management: is sustainable human resource management the next approach?. Retrieved 18 March 2018, from https://www.tandfonline.com/doi/abs/10.1080/09585192.2013.816863 Lengnick-Hall, M. L., Lengnick-Hall, C. A., Rigsbee, C. M. (2013). Strategic human resource management and supply chain orientation.Human Resource Management Review,23(4), 366-377. Marchington, M., Wilkinson, A., Donnelly, R., Kynighou, A. (2016).Human resource management at work. Kogan Page Publishers. 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. Perkins, K. (2016). The CRAAP Test: An Easy Fun Way to Evaluate Research Sources.RefME Guest Blogger [Internet]. Rapchak, M. E., Lewis, L. A., Motyka, J. K., Balmert, M. (2015). Information literacy and adult learners: Using authentic assessment to determine skill gaps.Adult Learning,26(4), 135-142. Sheehan, M. (2018).Human resource management and performance: Evidence from small and medium-sized firms.SAGE Publications. Retrieved 18 March 2018, from https://journals.sagepub.com/doi/abs/10.1177/0266242612465454