Increasing Self Awareness for Personal and Professional Development in Human Resource Management

UGB361 Developing
the Reflexive
Practitioner

Table of Contents
Part A...............................................................................................................................................1
Introduction............................................................................................................................1
Purpose..............................................................................................................................1
Overview............................................................................................................................1
Importance.........................................................................................................................1
Research context.....................................................................................................................1
Professional identity..........................................................................................................1
Future aspirations...............................................................................................................2
Core and specialist knowledge..........................................................................................2
Core behaviours.................................................................................................................2
Literature review....................................................................................................................3
Critical incident.................................................................................................................3
Experiential approaches.....................................................................................................3
Research design......................................................................................................................4
Research method................................................................................................................4
Challenges faced................................................................................................................5
Part B...............................................................................................................................................6
Critical Incident Analysis.......................................................................................................6
References......................................................................................................................................10

Part A
Introduction
Purpose
The purpose of the current research is to conduct the qualitative investigation on the topic
related to the increase of self awareness in context of human resources management. Therefore,
it has an aim such as “To evaluate the importance of increasing the self awareness for managing
personal and professional development of an individual”.
Overview
Self awareness is defined as gaining of the experience of an individuality and one's own
personality. It basically involves the gaining of the awareness of assorted aspects which includes
the self traits and behaviours along with the feelings. It is considered as the psychological state in
which the person focuses on oneself and pay attention on their own attitudes (Riese, 2019). It
helps in emerging the self concept of being oneself. It is referred to the ability to focus on oneself
actions and thoughts along with the emotions and internal standards.
Importance
Self awareness has a great importance in the personal and professional development of an
individual. This is because it helps an individual to identity any gaps in their own skills which
can hinder the promotion of skill development. It also assist in finding out the situations in which
they can perform best and in which area needs improvement (Holmes, 2020). It also aids in
making the strategic decisions and also supports in the stress management and gaining self
motivation as well.
Research context
Professional identity
The selected professional identity is the human resource management (HRM). It is
defined as the area of staff or people management in the organization so that the retention of the
best talent and hiring of the skilled employees can be performed in a tactical manner (Dahlberg
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and Dahlberg, 2019). It also includes the activities like on boarding and performance appraisals
along with the training and development and exit interviews and many more related to the
employee management.
Future aspirations
There are several future aspirations from the role of human resource management within
organization in terms of professionalism. Such as achieving and maintaining high morale and
motivation among the staff. Moreover, providing the company with well trained employees
while enhancing the employee's capabilities in order to perform their task effectively.
Furthermore, inculcating the sense of team spirit and teamwork along with the inter team
collaboration (Hennink, Hutter and Bailey, 2020). Additionally, helping the company in reaching
its goals and maximum and efficient growth and development of the human resources while
identifying and satisfying the requirements of the employees.
Core and specialist knowledge
Core knowledge which is required by the human resource manager is the knowledge of
recruitment and selection. Specialist knowledge required are the problem solving and leadership
knowledge. Recruitment and selection is basic knowledge which is important to gain because it
is the first stage of the entire human resource cycle. Problem solving is considered as the
specialist knowledge because HR has the main responsibilities of resolving the queries of the
employees so that employees can be satisfied with the organizational culture (Jacobson and
Mustafa, 2019). Leadership knowledge is the specialist knowledge because HR is also
responsible for the team management and directing employees for the accomplishment of the
task.
Core behaviours
There are several core behaviours of human resource management. Such as transparency
and trustworthiness, purpose and solutions oriented, technology savvy. Transparency and
trustworthiness is an essential core behaviour because until and unless the HR will not contain
transparency in delivering some information then trust cannot be attained by the employees on
the company which can result in the employee turnover (Ravitch and Carl, 2019). Purpose and
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