Human Resource Management Reflection Paper

1170 Words3 Pages
bulb-icon

Recommended: Introduction and background of career development

When we first began this course, I was not sure what to expect since Human Resource Management is such a broad topic that can easily be left open to the interpretation of others. This course has opened my mind to all of the possible functions and job responsibilities that come with working in human resources. During this time together, we have studied the government regulations that set high expectations for our industry regarding fair treatment of employees, job applicants, prospective applicants, and the human resource representative. We also ventured to discuss the job satisfaction piece that influences productivity, efficiency, and influencing a positive employee morale in the workplace. One of the final topics we addressed, was the use …show more content…

Personal outlooks would not get any better if everything stayed the same all of the time. The second part of my Artifact represents opportunity of changing operations within an organization. The whole purpose of change is to improve upon the organization as a whole, and allow for “managers and employees to use their developed skills and abilities” in the most effective ways (Byars & Rue, 2011 p. 180). According to authors Byars and Rue, in Human Resource Management (2011) leaders within the organization must identify the need for change and communicate it throughout the organization to the employees or staff members (Byars & Rue, 2011 p. …show more content…

I get so much enjoyment helping others create their own meaning when it comes to their career. When we find meaning in the organizations where we work, that personal meaning transfers to value to those we serve. Since I work in the public sector, meaning comes to me when I use my own personal strengths to strengthen those that I coach. One of the reasons that I am so intrigued by performance management and career development is from all of the intrinsic rewards I get from my career. The human resource professional is responsible for helping others find commitment and engagement in the work that they do through building positive internal procedures with the employee network (Vardiman, Performance Management,

Show More
Related

  • How Cabela's maintain competitive advantage through human capital

    2621 Words  | 6 Pages

    Mathis, R. L., & Jackson, J. H. (2010). Human resource management (13th ed.). Mason, OH: Thomas/South-western

    Read More

  • Human Resources Management at REI, Inc.

    2489 Words  | 5 Pages

    Noe, Raymond A., et al. Human Resource Management: Gaining a Competitive Advantage. 7th ed. New York: McGraw-Hill/Irwin, 2010. Print.

    Read More

  • Ban The Box Case Analysis

    822 Words  | 2 Pages

    Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2014). Fundamentals of human resource management (5th ed.). New York, NY: McGraw-Hill Education.

    Read More

  • Organic Evolution Of Change Case Study

    1242 Words  | 3 Pages

    Change affects more than just a program or a process within an organization, change affects employees, collecting data on employee’s readiness and willingness to accept a change will help leaders know if the organization is socially ready for change (Cole, Harris, and Bernerth, 2006). A change might be positive for an organization but if the employees who will be affect by the change are lost in the process then it could create a greater issue than not making the change. Leadership needs to communicate and inspire the employees to be positive toward the change, seeking to enhance their job satisfaction not make changes that will increase their desire to leave. This data is best collected early in the change initiative allowing leadership to properly cast the vision while addressing concerns. This requires leadership to create platforms for employees to engage in the change initiative freely (Ford, 2006). Employee attitudes can be measured through these dialogues providing leadership with necessary measureable data (Hughes, 2007).

    Read More

  • Case Analysis: RL Wolfe

    3133 Words  | 7 Pages

    Ulrich, D., Younger, J., and Brockbank, W. 2008. “The twenty-first century HR organization.” Human Resource Management, 47, pp.829-850.

    Read More

  • Reflection Paper On Human Services

    946 Words  | 2 Pages

    My overall experience in Intro to Human Services was phenomenal. This class was definitely one of my favorite classes this semester. I loved the way it was taught and I was able to understand how human services works while reading the book Precious throughout the semester. This course isn’t an easy class that you can just relax and breeze through. It has a lot of fundamental chapters that explain the jobs of helpers also known as human service workers. I loved how we were supposed to read the chapters before class and then we would review in class. It made more sense by doing it this way. It never felt like we were rushing through the material and the pace of the class was perfect. I also loved how professor Oropall always was willing to explain

    Read More

  • Human Service Reflection Paper

    1266 Words  | 3 Pages

    This course has taught me a lot about the role human service workers have in communities and what communities need from human services. I learned about why this type of work is so important and was able to seen that importance first hand through my observation hours at the Dorothy Day Center.

    Read More

  • Strategic Human Resource Management

    1221 Words  | 3 Pages

    Fisher, C., Schoefeldt, L., & Shaw, J. (1996). Human resource management. (3rd Edition). Princeton, NJ: Houghton Mifflin Company.

    Read More

  • Response to Change

    986 Words  | 2 Pages

    Change should be seen as a challenge and embraced with enthusiasm (Marquis & Huston, 2012). In my professional and personal life, I view and respond to change as a way to make improvements to existing regulations and circumstances. I embark upon the quest with determination to succeed at whatever task is presented to me. Life without change can become unchallenging and stagnant (Marquis & Huston, 2012). As society and technology advance, you must incorporate the necessary transformations that arise with it.

    Read More

  • Top Down Vs Bottom Up Change

    1050 Words  | 3 Pages

    When organizational change proves necessary, all people at all levels of the organization should address change as a “how,” “what,” and “why” problem in order for the change to be sustained over time.

    Read More

  • Culture's Critical Role in Change Management

    2535 Words  | 6 Pages

    Change in an organization occurs when an organization identifies an area of where necessary change must be undertaken, examines it thoroughly and adapts to it. This may lead to gaps where employees may not adapt to a certain change and therefore it is important that an organization takes into considerati...

    Read More

  • Management of the Employer-Employee Relationship

    1530 Words  | 4 Pages

    Reed, S. M., & Bogardus, A. M. (2012). PHR/SPHR: Professional in human resources certification study guide (4th ed.). Indianapolis, IN: Wiley Publishing, Inc. ISBN-13: 9781118289174

    Read More

  • Human Resource Challenges of the 21st Century

    1350 Words  | 3 Pages

    Noe, Raymond A., John R. Hollenbeck, Barry Gerhart, and Patrick M. Wright. Human Resource Management: Gaining a Competitive Advantage. 7th ed. Boston: McGraw-Hill Irwin, 2010. Print.

    Read More

  • History Of Human Resource Management

    1796 Words  | 4 Pages

    Human Resource Management (HRM) is fundamentally another name for personnel management. It is the process of making sure the employees are as creative as they can be. HRM is a way of grouping the range of activities associated with managing people that are variously categorised under employee relations, industrial/labour relations, personnel management and organisational behaviour. Many academic departments where research and teaching in all these areas take place have adopted the title department of human resources management. HRM is a coordinated approach to managing people that seeks to integrate the various personnel activates so that they are compatible with each other. Therefore the key areas of employee resourcing, employee development, employee reward and employee involvement are considered to be interrelated. Policy-making and procedures in one of these areas will have an impact on other areas, therefore human resources management is an approach that takes a holistic view and considers how various areas can be integrated.

    Read More

  • Human Resource Management, Questions and Answers

    1663 Words  | 4 Pages

    Human Resource Management is the title given to define formal systems arranged for the management of people within a company. There are many responsibilities of a human resource manager. These responsibilities usually fall into three major areas: employee compensation, staffing and defining and/or designing work. The purpose of Human Resource Management is to maximize the capacity of a company by bettering its employees. This is unlikely to change in the future even though the pace of business is always changing . Edward L. Gubman said in the Journal of Business Strategy, "the basic mission of human resources will always be to acquire, develop, and retain talent; align the workforce with the business; and be an excellent contributor to the business. Those three challenges will never change."

    Read More

More about Human Resource Management Reflection Paper

Open Document