Understanding HRM, Team Effectiveness, and Business Ethics

Student Name
INSTITUTIONAL AFFILIATION(S) |
BUSN113
[DOCUMENT SUBTITLE]

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Introduction
This reflective journal has been prepared to reflect upon my understanding of key
concepts and theories related to three major topics mentioned below. To accomplish strategic
approach, HRM aligns various human resource function to ensure every employees abilities
and skills are identified and utilised effectively and thus workforce planning and talent
acquisition proves to be major elements within HR department (Caliskan, 2010). The
chapters related to team effectiveness also demonstrated ways that can be used by me in my
professional business career as now I know that teams are based on collective perspectives
than individual thoughts that helps organisations in gaining sustainable objectives through
joint efforts. Week 11 learnings taught me that although people might show tendency towards
making quick judgements for rationalising unethical behaviour, literature suggests that people
must take considerable amount of time to think objectively. Training related to CSR is one
way that can enable business managers with a sense of taking better decision that support
ethical consideration in organisational management (Vitell, Ramos, & Nishihara 2010).
Topic 1. Human Resource Management: Strategic Contribution, Workforce Planning &
Talent Acquisition
Conceptual understanding: The basic approach of HRM is to focus upon people
management and enhance employer-employee relationship so that every individual present in
the organisations contributes in achieving strategic business objectives. This is achieved by
HR managers through designing and implementing strategic HR policies and frameworks that
can potentially motivate employees and translate their knowledge into more productive
behaviour (Caliskan, 2010). While planning, HR managers reviews organisational mission

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and objectives so that effective team is developed that avoids issues related to legal,
environmental or governmental factors. Therefore, workforce planning enables organisations
with strategic options that attracts, retains and develop workforce’s in accord with
organisational objectives. Such planning even helps in identifying demand and supply of
employees and how to acquire talented workforce (Mwangi & Kiambati, 2015). Attracting
and sourcing talented individuals have made many organisations consider enabling strategic
plans to manage talent acquisition role for considering various factors that affects recruitment
and selection of talented employees like employer brand, sourcing and targeting skilled
labour (Tripathy, 2014).
Application: HRM strategic contribution cannot be overlooked by contemporary firms for
which they hire skilled HR mangers who are able to perform every HR function in
competitive way. BHP Billiton is considered among reputed firms in Australia, however
faces issue related to SHRM especially while expanding its businesses in Asian countries.
This shows four significant issue within the firm that includes recruitment, planning, training
and development of staff in which culture shock expatriates and HR managers fail to adjust
with new cultural dimensions. This shows their lack of consideration towards strategic human
resource planning and incapable talent acquisition in the company. In fact, the firm itself
acknowledged their past discriminations, historical imbalances and how they address issues
through initiation of new talent acquisition programs like “Indigenous employment and
training and Black Economic Empowerment” (Studhalter, 2014, p. 76)
Reflection: This fourth week topic can be used by me in my professional business career
especially while I am been given charge to manage workforce and for talent acquisition. Now
I am aware that HRM have considerable contribution in aceiving strategic business objectives
and organisational success. The study has changed my viewpoint where previously I used to
consider HRM as a way to manage organisational staff, but now I am aware the significance