Organization Development and Change Behavior Management

Question: Discuss about the Organization Development and Change Behavior Management. Answer: Introduction: Human resource management is all about developing and enhancing skills of employees so as to make them more beneficial to an organization (Cummings Worley, 2014). Human resource management theories deal with employee management practices (Uwaubuka, 2016). This paper shall cover Human Resource Management procedural system within an organizational content concerning evidence-based resource management. Evidence-Based Human Resource Management Evidence-based human resource management is an approach whereby available information evidence relevant to the human resource are used in making policies, decisions, interventions and setting organizational strategies (Gerrish Clayton, 2013). The most appropriate method of adopting evidence-based practice is through the identification of practical human resource strategies and interventions that are likely to produce or help an organization to achieve its desired goals. Quality evidenced human resource management does not ignore historical information concerning work but uses it to develop current evidence. Besides, evidence should include data and Evidence-Based Human Resource Practice (EBHRP) (Colbert, 2014). The relevance of evidence-based human resource management in human resource practice is diverse. First, the evidence-based human resource enhances decision making in organizations thus enabling organization staffs to achieve the desired goals (Scott Davis, 2014)Secondly; human resource practice presents a group to use available evidence in determining best organization practice through making a comparison on the approach that may or may not works well. Thirdly, evidence-based practice enhances accountability and transparency in the human resource practice as it provides detailed information on statistics, data and analytics that exists within an organization thus promoting effective decision making on risk management interventions. Written Internet Sources Relevant To Israel Tobin in Persuading Mark French on Strategic Value of Human Resource Function in CERA Israel Tobin persuasion of Mark French in CERA is about the relocation announcement of CERA to Bathurst ("ASSESSMENT 3B- ROLE PLAY 2 ,it is now two months since the relocation of CERA to Bathurst was announced. A new headquarters in Bathurst has been. (Public sotissiaalt institution,2017). Mark French is the leader of resettlement arrangements and is being supported by Israel Tobin and other managers. The relocation announcements have raised concerns among officers in CERA competitors, and they are thus prepared to recruit staffs. Fortunately, the CERA team is still united and willing to relocate. However, the management team has classified their staffing position into three; those willing, those unwilling and those undecided to move. The strategic value of Human resource management in CERA is therefore to conduct qualitative evidenced human resource historical and contemporary information about CERA. Another strategic value of the Human resource is to provide people with an analyzed information, data, and statistics relevant to employment conditions in CERA organizations. Qualitative Evidenced Human Resource Historical And Contemporary Information Human Resource Managers play a role of researching on possible information relating to employee work conditions (2017). Past historical information regarding an organization also helps managers in making decisions on appropriate strategies that can be applied in an organization (Pettigrew, 2014). For instance, through conducting statistical, analytical and data information of an organization management process, human resource managers can develop best training methods, recruitment interventions and communication techniques within an organization. Provide Employees with an Analyzed Information, Data and Statistics Relevant to Employment is a human resource strategic management strategy that is based on enhancing industrial relations within an organization. Analyzed information on an organization success will strengthen relationships among employees (Boxall et al. 2017). Data and statistical analysis will equip employees with appropriate decisions that will influence and influence decision making patterns. Using CRAP Test in Evaluating Evidence-Based Human Resource Management Academic Journal Sources The first journal source that has been used for research on the evidence-based human resource management is known for promoting evidence-based practice in an organizational support. The journal may be said to be current as it was written in the year 2013 by Gerrish. K and Clayton. J. The information contained in the journal is more appropriate for the topic of study as the authors capture their focus on human resource management issue. One of the themes that have been caught on this journal is on evidence-based human resource management whereby the authors explain the meaning of evidence-based human resource management. Ii believes that this information is important and more significant to areas of study as it prepares the reader's attention in the authors area of discussion. Prior preparation enhances better understanding and flow of subject on discussion statements. The journal article is authoritative as the authors Gerrish and Clayton uses various sources and research from other authors to develop their research. The article journal has been reviewed Academy of managements. Nevertheless, the author of the journal tends to focus more evidence-based practices and focus so little on challenges and solutions to evidence-based practice in organizational support content. The purpose of the author in this journal is to help managers, employers and employees understand on how human resource management practices can determine and organization success and on appropriate human resource management practices. The second journal article used for the evaluation of evidence-based human resource management practice is a complex resource based view. The book majorly focuses on the implications of human resource management theories and practices that can be used in strategic human resource management. The book was written in the year 2014 by Colbert, B.A in the as it was written less than five years ago when the year 2014. The book is more current as it was written less than five years ago when developments in technology had begun improving. The author of the book addresses on the information relevant to the impacts of evidence-based human resource planning. According to the author human resource argument on the journal, evidence-based human resource practice is an appropriate approach that should be adopted by all human resource managers within an organization. Evidence-based human resource practice is a constant practice as it has a close relation with human resource evidence management pract ices. This journal article is authoritative as the author's research is based on human resource management from a nursing perspective. The only limitation that this source has is that the author assumes researching on human resource management practices in other areas of concern and focuses only on nursing. The purpose of the author in this journal is to help the readers understand how they can best utilize human resource management practice by using an evidence human resource management practice. Conclusion The nature of information used in informing practice should have the following traits. First, it must be flexible enough to stand the test of time; this implies that the nature of information used to inform practice should be flexible for change whenever there is a new development. Secondly, the quality of information used to inform practice should be more elaborate and informative. The information should be guided by simple terms that can easily be understood by employees. Besides, the information should be informative. This means that people should be able to benefit and learn from the nature of the information provided. Lastly, the nature of information should be based on a creative approach rather than a personal gain approach. Using innovative approach in informing practice is a more contemporary module of enhancing organizational. Behavior, this is because creative approach enhances effective decision making (Crossan et al, 2016). References ASSESSMENT 3B- ROLE PLAY 2 it is now two months since the relocation of CERA to Bathurst was announced. A new headquarters in Bathurst has been.... (2017). Coursehero.com. Retrieved 22 March 2017, from https://www.coursehero.com/tutors-problems/Human-Resource-Management/9431166 Boxall, P., Purcell, J., Wright, P. (2017). Human Resource Management. Retrieved 22 March 2017, Colbert, B. A. (2014). The complex resource-based view: Implications for theory and practice in strategic human resource management. Academy of Management Review, 29(3), 341-358. Crossan, M, Byrne, A., Seijts, et al.(2016). Toward a framework of leader character in organizations. Journal of Management Studies Cummings, T. G., Worley, C. G. (2014). Organization development and change. Cengage learning Gerrish, K., Clayton, J. (2013). Promoting evidence?based practice: an organizational approach. Journal of nursing management, 12(2), 114-123 Pettigrew, A. M. (2014). The politics of organizational decision-making. Routledge Public sotissiaalt institution (2017). Retrieved 22 March 2017, from https://www.ttu.ee/public/s/sotsiaalteaduskond/Instituudid/avaliku_halduse/Jarvalt_thesis_final.pdf