People, Culture and Contemporary Leadership - Reflective Journal

Running head: PEOPLE, CULTURE AND CONTEMPORARY LEADERSHIP
People, Culture and Contemporary Leadership

PEOPLE, CULTURE AND CONTEMPORARY LEADERSHIP 2
Reflective Journal
Theories to recruitment and talent management
From the lectures, I have developed my understanding regarding the theories of recruitment and
talent management. In this way, I have learned that there are certain processes of selection such
as application, screening, testing, interviews, medical examination, reference checking, offer,
acceptance or rejection. I have also increased my understanding related to subjective factor
theory of recruitment. Under this theory, recruiter focuses on a different test of recruitment such
as communication, personality, emotional intelligence, and general mental ability. I have also
identified that there are different sources that provide the added value to employees and it could
be considered in the recruitment strategy. These sources are technical knowledge, ability to learn
and motivation, grow, decision-making capabilities, commitment, and teamwork (Northouse,
2018).
On the other side, I have generated my understanding regarding theories of talent management
such as performance gap and pervasive learning. This learning would be related to formal,
informal, and social factors. Formal factor contains e-learning, conferences, rotations, physical
classrooms, and performance reviews. In addition, informal factors involve the websites,
podcasts, coaching, and workshops. Along with this, social factors entail the micro-blogging,
user-generated, and videos. This learning would be beneficial for me to organize and administer
the training. It is effective for timely planning as well as implementation. It would be effective
for me to identify the problem quickly (Tannenbaum and Schmidt, 2017).
Online resources
There are different online resources that help me to enhance my knowledge in the leadership
subject. These resources are videos, podcasts and textbook chapters. In such a manner, I have

PEOPLE, CULTURE AND CONTEMPORARY LEADERSHIP 3
learned that succession planning is linked to leadership development. Moreover, I have
addressed that process of selecting and enhancing a successor is part of a manager’s own
development. Throughout the video, I have enhanced my learning regarding the CEO succession.
I have enhanced my learning regarding leadership development. In such manner, I have realized
that leaders are both born and made as leadership talent could be developed. Throughout the
online resources, I have gained my understanding that leadership could be developed by using
different factors. These are education, experience, and mentoring. It would be utilized by me for
enhancing my personal and professional career (Antonakis and Day, 2017).
Guest lectures
During the guest lectures, I have generated my understanding regarding the ways of managing
the performance. I have learned that the main aim of SHRM is to enhance the productivity of a
company, increase sales, and declines employee turnover. I would use SHRM practices for
enhancing the performance of the business. This guest lecture has also increased my knowledge
that there are different purposes of performance management. These purposes are change
organizational culture, link pay to performance, develops individual competencies, and align
objectives (Priest and Gass, 2017).
I have also increased my knowledge regarding the rating scale. I have enhanced my knowledge
about the rewards. In this way, I have learned that rewards might be tangible and intangible that
a company provides to its workforces in against of potential and actual contribution of work. It
may positively satisfy the needs of customers. I have learned that rewards could be extrinsic and
intrinsic. This factor would be considered by me in the future in order to provide the rewards to
my employees at the workplace (DuBrin, 2015).