Journal Review: HR Management.

Journal Review: HR Management
Name of the Student
Name of the University
Author’s Note:

Article 1 citation:
Jackson, S.E., Schuler, R.S. & Jiang, K., 2014. An aspirational framework for
strategic human resource management. The Academy of Management
Annals, 8(1), pp.1-56.
Objective Summary Reflections on summary
The main objective of this
article is to provide an
aspirational framework for
strategic human resource
management. The value of HRM
systems is mentioned here as
management tools to influence
wider variety of outcomes of
concern related to all internal
and external stakeholders. The
several concerns related to
multiple stakeholders for
striving greater practical
usefulness after addressing the
major problems like
management of innovation as
well as environmental
sustainability in any specific
industry.
 After reading the entire article of “An
aspirational framework for strategic
human resource management” by
Jackson, Schuler & Jiang 2014, I have got
relevant knowledge regarding strategic
human resource management.
 Moreover, I have even known about
practical usefulness of a proper
aspirational framework for human
resource management. This particular
framework helps in addressing several
problems such as environmental
sustainability and management of
innovation.
 One of the major advantages that I have
got by reading this article is that my prior
beliefs and knowledge of HR are
corrected. My ideas have been changed
that strategic HRM can be applied in
every industry.
Highlights, major points etc. Reflections on highlights, major points
etc.
Few quotes from the reading
are as follows:
i) “Human resource (HR)
professionals use the term
“strategic HRM” broadly to
signal their belief that effective
HRM contributes to business
effectiveness. Presumably, this
is achieved by HR professionals
who work in close partnership
with line managers and have “a
seat at the table” when
business decisions are made.”
ii) Strategic HRM and its
interrelationships with other
elements eventually comprise
of an additional system for
understanding internal and
external environments.
iii) There are few primary
elements that complete an HRM
system, which specifies the
values.
iv) HR professionals have
 I completely agree to the highlights or
major points from this reading, since the
HR professionals have to maintain better
relationships with all other entities in an
organization.
 I was extremely excited and impressed
with the findings of this reading.
 The various policies related to HRM are
also being demonstrated in this reading,
hence I have got proper knowledge about
business plans.
 Although every point is covered in this
article, I would like to know more about
the framework provided.
 My entire concept regarding HR
framework is changed and I have gained
detailed knowledge about strategic HRM.

designed formal policies of HRM
after responding to business
plans and the supervisors have
transformed these policies into
daily practices.
Lingering Question Personal significance of lingering
question
How can strategic HRM reduce
complexities for internal and
external organizational
environments?
 This question is important to me as I
know that HRM can reduce complexities
related to employee management,
however it is not specified that how
strategic HRM is useful in this aspect.
 The implications of this questions include
accurate knowledge about strategic HRM
in internal and external environments.
Application within industry Reflection on industry application
Strategic HR management can
provide a proper framework for
hospitality industry and the
entire process of employee
retention is being analysed.
 Several popular hotels have
implemented this framework in their
business, hence issues related to their
stakeholders are resolved.
 I personally have an experience with the
application of strategic HRM in hospitality
industry as I have seen a popular hotel to
implement this framework for issues
related to stakeholders.

Article 2 citation:
Albrecht, S.L., Bakker, A.B., Gruman, J.A., Macey, W.H. & Saks, A.M., 2015.
Employee engagement, human resource management practices and competitive
advantage: An integrated approach. Journal of Organizational Effectiveness:
People and Performance, 2(1), pp.7-35.
Objective Summary Reflections on summary
The main objective of this
article is to know about a
model, which shows four key
practices of HRM to be focused
on engagement influencing
organizational climate.
 After reading this peer reviewed article, I
have got subsequent knowledge about
an integrated approach on competitive
advantages, practices of human resource
management and employee
engagement.
 It has been tied up with my prior
knowledge of HRM since I have learnt
that competitive advantages can be
attained by proper inclusion of practices.
 My ideas regarding HRM have been
confirmed by reading this article.
Highlights, major points etc. Reflections on highlights, major points
etc.
i) “Human resource practices
strategically focused on
engagement will directly
influence organizational climate
and will directly and indirectly
influence the demands and
resources experienced by
employees in their work roles,
the psychological experience of
meaningfulness, safety and
availability, employee
engagement and attitudinal,
behavioural, and performance
outcomes.”
ii) “Organizations that create
the conditions that support,
enhance and sustain employee
engagement will have higher
levels of job, unit and
organizational performance,
and therefore competitive
advantage.”
iii) “Both broad and narrow
personality dimensions can be
included in selection processes
aimed at embedding employee
engagement in organizational
contexts. The broad traits of
Conscientiousness (particularly
the achievement dimension),
Emotional Stability, and
Extraversion will provide utility
 I agree with the points or quotes
highlighted from the article.
 I am both impressed and excited with the
knowledge that I have gained from this
article as I am able to know about all
requirements in the most effective
manner. Moreover, the broad and narrow
personality dimensions in a selection
process are also analysed here that are
aimed at embedment of employee
engagement within organizational
context.
 Apart from the points covered in this
article, I want to learn about better
socialization programs in an organization.
Psychological meaningfulness is also
experienced by the employees and I
want to learn about efficiency of these
programs.
 Yes I am aware of similar literature or
research that has conflicts with the
author’s position. According to Stone and
Deadrick 2015, there are few aspects
that are needed to be analysed for
involving employee engagement.
 As employee management is related to
HR, I have understood that the
integrated approach mentioned in this
article is also related to HR.

for selecting energetic and
motivated employees who are
focused on achieving
organizational goals. Finer grain
personality traits such as
Achievement Striving, Activity
Seeking, Social Potency,
Generalized Self
‐Efficacy,
Proactivity, Optimism, and Self
‐
Discipline are also likely to
predict engagement.”
iv) Socialization programs are
required for developing
newcomer’s engagement in the
business.
Lingering Question Personal significance of lingering
question
Is performance management a
part of HR?
 This question is important to me as I
want to know that whether employee
performance is linked with HR
management,
 The major implication of this question is
that is since employee performance is
required for organizational productivity,
it is needed to know that whether HR
management is related to performances.
Application within industry Reflection on industry application
The application of the
integrated approach of
employee engagement, HRM
and competitive advantages is
possible for hospitality industry.
 I have seen this approach applied in
hospitality industry broadly since it can
enhance organizational productivity.
 No, I do not have any experience with
the application of this integrated
approach.

Article 3 citation:
Collings, D.G., Wood, G.T. & Szamosi, L.T., 2018. Human resource management:
A critical approach. In Human Resource Management (pp. 1-23). Routledge.
Objective Summary Reflections on summary
The main objective of this
article is to know about a critical
approach for human resource
management. Moreover, the
intellectual boundaries and
applications of HRM are also
considered in this article.
 After reading this peer reviewed article of
“Human resource management: A critical
approach”, I have got proper knowledge
about basic principles of human resource
management. The respective
motivational factors, employee outcomes
are being included in the respective
model of this article, hence practices of
HRM are well executed in the process.
 My experience and beliefs of HR are
being upgraded after reading this article.
 The ideas of HRM are being confirmed
when I have analysed the factors
presented in this article.
Highlights, major points etc. Reflections on highlights, major points
etc.
i) The HR practices are
responsible for providing a
stronger impact on
organizational climate.
ii) Soft and Hard HRM are
needed to be analysed for
providing an emphasis of HR
system usage regarding
personnel management.
iii) “A simpler way of viewing
things is that HRM in the narrow
sense can be defined as a
strategic approach to managing
employees.”
iv) “The management of HR
flows within the organizations
and looks at specific aspects of
the HR practice.”
 I agree with the points and I have
understood that HR practices
strategically are focused on the
engagement for influencing
organizational climate efficiently.
 I am extremely impressed with the article
as I have understood that the most
important values of human resource
management systems are required for
solving issues or problems related to
wide variety of results for internal and
external stakeholders.
 I even learnt about organizational
climate, however I want to learn about
description like job resources and job
demands, psychological safety
experiences, employee engagement,
organizational as well as group
performances and finally competitive
advantages.
 I am aware of other authors’ work of
Jackson, Schuler & Jiang 2014 that
conflicts with this article. Organizational
climate is demonstrated in every aspect
by these authors with the help of an
aspirational framework by strategic HRM.
The major aspect in this article is that
some of the primary elements are
needed to be analysed effectively, which

specify the values.
 It has changed my concept regarding
business applications of HRM and it has
proved overall connection to HR.
Lingering Question Personal significance of lingering
question
Are HRM and knowledge
management closely related
with one another?
 After reading this article, I got to know
about knowledge management and how
this knowledge management can bring
advantages to the business, hence it is
important to me.
 The main implication of this question is
that I will be able to know whether HRM
and knowledge management closely
associated with one another.
Application within industry Reflection on industry application
HRM plays one of the major
advantages in hospitality
business and it resolves all
complexities regarding
employee management.
 I have seen this concept to be
implemented in hospitality industry for
better management of employees, hence
treating customers effectively.
 No, I do not have any experience with
the application of this particular concept
in industry.

Article 4 citation:
Stone, D.L., Deadrick, D.L., Lukaszewski, K.M. & Johnson, R., 2015. The influence
of technology on the future of human resource management. Human Resource
Management Review, 25(2), pp.216-231.
Objective Summary Reflections on summary
The main objective of this
article is to know about the
impact of technology on the
future human resource
management. IT plays one of
the major roles in HRM and the
goals to attract, motivate and
retention of employees is
possible for all organizations.
 After reading this peer reviewed article of
“The influence of technology on the
future of human resource management”
by Stone et al. 2014, I have learnt about
the importance of information technology
for the future of human resource
management and how this can be
affected in the organization.
 I have eventually tied up this knowledge
with all the experience, beliefs as well as
all prior knowledge of HR since I have got
knowledge about importance of
information technology.
 My ideas about human resource
management and information technology
have been changed as I have known that
HR management can be improved in
future with the involvement of IT.
Highlights, major points etc. Reflections on highlights, major points
etc.
i) “Technology has transformed
the way HR processes are
currently managed, mainly in
terms of how organizations
collect, store, use, and
disseminate information about
applicants and employees.”
ii) “Various workforce, but can
also help build customer
satisfaction, foster innovation,
and encourage creativity. Over
time, various forms of
technology have been
introduced to attract applicants,
ranging from passive, one way
technologies (e.g., web based
job ads, job boards) to more
interactive techniques (such as
virtual job fairs).”
iii) E recruitment is one of the
major aspects that is possible
with the involvement of
information technology in future
for human resource
management.
iv) There are several distinctive
technologies that are being
 I agree with all the highlighted points
from the article of “The influence of
technology on the future of human
resource management” and I have learnt
some of the major and the most
significant aspects of information
technology for the future human
resource management. I have
understood that the involvement of
technology has transformed the method
of HR processes in respect to collection,
storage, utilization and dissemination of
information regarding employees and
applicants.
 I am impressed with the electronic
recruitment process as it can reduce the
time consumption to a higher level.
 I want to learn about performance
management with the help of
technology.
 I am aware of conflicting author’s
position of Sikora and Ferris 2014, where
modern strategic human resource
practice implementation is being
referred.
 I have changed and confirmed my ideas

adopted by the businesses for
effectively delivering or
managing the entire process of
training in the company.
and views after understanding the
importance of IT in future HRM. Training
process is being completed by
involvement of technologies.
Lingering Question Personal significance of lingering
question
Can IT reduce manpower for
recruitment?
 Since technology is completely acquiring
the technological world, I want to know if
it will reduce manpower and make
recruitment without HR manager.
 The implication of this question is that IT
might the entire HR department and take
charge of all recruitment and selection
processes.
Application within industry Reflection on industry application
IT is extremely beneficial for
hospitality HR management as
they have to deal with several
customers both online and
offline.
 IT is being applied to several popular
hotels and resorts for their employee
management and retention.
 No, I do not have any experience with
this application in hospitality industry.

References
Albrecht, S.L., Bakker, A.B., Gruman, J.A., Macey, W.H. & Saks, A.M., 2015.
Employee engagement, human resource management practices and competitive
advantage: An integrated approach. Journal of Organizational Effectiveness:
People and Performance, 2(1), pp.7-35.
Collings, D.G., Wood, G.T. & Szamosi, L.T., 2018. Human resource management:
A critical approach. In Human Resource Management (pp. 1-23). Routledge.
Jackson, S.E., Schuler, R.S. & Jiang, K., 2014. An aspirational framework for
strategic human resource management. The Academy of Management
Annals, 8(1), pp.1-56.
Sikora, D.M. and Ferris, G.R., 2014. Strategic human resource practice
implementation: The critical role of line management. Human Resource
Management Review, 24(3), pp.271-281.
Stone, D.L. and Deadrick, D.L., 2015. Challenges and opportunities affecting the
future of human resource management. Human Resource Management
Review, 25(2), pp.139-145.
Stone, D.L., Deadrick, D.L., Lukaszewski, K.M. & Johnson, R., 2015. The influence
of technology on the future of human resource management. Human Resource
Management Review, 25(2), pp.216-231.