Reflective Journal: Foundation of Human Resource Management Practices

This reflective journal explores the author's experiences with HRM practices at Procom Services, a contract and staffing workforce service provider. The journal focuses on employee separation processes (voluntary and involuntary), performance management systems (including appraisal rounds and normalization), and pay-for-performance and financial incentive schemes. The author reflects on the effectiveness of these practices, identifies potential improvements, and draws on theories like Herzberg's motivation theory, Maslow's theory, and expectancy theory to analyze the impact of these HRM elements on employee behavior and organizational outcomes. The journal highlights the importance of employee recognition alongside financial rewards and incentives.

Running Head: FOUNDATION OF HUMAN RESOURCE
Foundation of Human Resource
Name of The Student:
Name of the University:
Author Note:

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Managing Employee Separation
As compared to the internal aspects that are associated with the operational process of the
organization in the market. Some of the major factors that are related and based on the system of
managing employee separation process, functions related to Performance management and
incentives schemes offered to the employees within the internal environment of the organization
may basically play an adaptive role in order to remain more competitive and sustainable in the
market functioning (Stewart & Brown, 2019). The respective written reflective part basically
gives more emphasis on my own experience within the organization where I identified several
positive and negative affects under human Resource management activities and employees’
operations within the organization. I believe under the above mentioned three factors there are
some major part of changes and procedures required to be adopted and initiated in the
organization to remain more stable and competitive in the upcoming times.
Currently I am working with Procom services in Canada which is a leading contract and
staffing workforce service providers. Currently the organization is facing adaptive improvement
and growth in the market both based on our internal operational aspects and also, we have gained
strong response form the side of customers regarding our successful functioning (Soans, 2015).
As compared to the employee’s separation process related to our organization, on the basis of my
understanding of being an employee, this respective process is undertaken under two major parts
which involves involuntary and voluntary process of separation.
Employee separation process basically refers to the function under which the
organization systematically ensures, when the employee quits the organization, they are exited
by the company effectively in a required orderly and well-structured manner. As per my ideas

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and understanding level I can state that voluntary separation of employees within the
organization happens when they leave the company or organization on their own will and
interest. On the other hand, involuntary separation process occurs when a particular employee is
directly asked by the management to leave the organization due to certain negative factors
happened from their side which can be related to their weak performance or nay mode of in
disciplinary approaches happened from their side.
As compared to certain components that are associated with the components of
employee’s separation function, I believe that this respective process starts within the internal
environment of the organization when the employee informs their employer regarding their
intention to exit. This is basically called “putting in one’s paper” the key reason is because in
earlier times the employees were required to submit a resignation letter on a formal basis but in
the current times the same activity is performed using email. Once employee provides the notice
all their major records and financial transaction are frozen from the side of HR department and
the manager of the employee is tasked to ensure and take responsibility on all those particular
projects and works which were allotted to the respective employee earlier. I learned that, after
the separation process the employee will have to serve a notice period which depends upon the
particular level under which the individual was working.
One of the core parts of learning I gained from Procom services regarding the employee
separation process was that, this respective function generally proceeds with two major parallel
tracks. The first part is where the manager and employee and the other part is related to
separation team and who deals with other extra benefits which is required to be made available to
the employees during the time of their separation. The human resource manager under this
respective part basically have an important role where it is important for them to evaluate and

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understand the core reason which made the respective employee leave the organization. On the
other hand, it is important for them to make sure that there are no any mode demotivating factors
pertaining within the company which is affecting the employees and the organizational
functioning.
Performance Management
As per my understanding level through platforms of learning and work experience gained
form the current organization Procom Services. Several operational aspects associated with the
function of performance management is considered to be the process under which the
performance of the employees is reviewed and evaluated during preceding cycle or year and
determining their standings as far their peer under the similar group are concerned. After
performing with the organization for more than one year even I was also under the part of
performance management process, this respective initiative is completely managed and
controlled by the human resource department of the respective company.
In simple terms, it can be stated that, the organization first evaluates our overall
performance on the basis of actual work performed, overall target achieves, all positive and
negative factors during the job a then decides the secondary part, which is based on salary or
bonus hike and many others. The complete cycle associated with the appraisal process in the
organization can be yearly or on a half yearly basis which completely depends upon the
organizations policies and their terms and conditions. It can also be based on financial year or the
calendar year.
Appraisal process associated with the respective organization is basically divided in to
three major rounds. In Procom services during my appraisal period in first round there were two

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participants one was my manager and the other was myself (Buckingham & Goodall, 2015). My
manager had to submit the HR department a letter which clearly states a complete data about my
overall performance with a particular rating.
After completing the first round, the key participants in the second round is the managers
manager and the manager itself. This is considered to be the actual evaluation part which
measures the overall rating and performance of the employee with the particular organization
compared to their peers (Mone & London, 2018). This respective process which happens within
the internal environment of the organization is called normalization.
My organization follows the above-mentioned part for the performance appraisal process
but in some organization this respective process happens on a different method and perspective.
Evaluation and rating process generally take place under round there in which the HR
department also participates to measure the employees review.
As per my learning, I gained a clear knowledge that the key major reason why most of
the employees leave the company’s is because of this made comparison during the appraisal
process. Attrition in most of the cases is direct significance of particular way under which
process associated with performance management is managed.
Pay for Performance and Financial Incentives
According to the operational aspects that are associated with the organization, I believe
that most of the managers basically give more emphasis on the part of motivating the productive
employees in their organization as they generally play a crucial role under the success of the
company in the future (Mattke et al., 2015). According to me the key major part of question
which continuously arises is what are the core strategies adopted in order to initiative the

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respective function of motivation within the organization among the employees from the side of
managers.
In Procom services as per my experience, one of the one of the core strategies adopted to
implement the respective process is performed through offering an incentive pay based on the
performance of the particular employee. In my organization usually this function happens under
two forms. The first part is where the bonus is provided to the employees based on their actual
performance on the other hand, the same bonus is also offered to the employees in the form of
organizational incentives like share ownership or profit based pay. Sometimes this respective
process basically happens in the organization on a particular method as per the intention of the
managers. There are numerous methods under which the system of performance pay within the
organization can be a strong barrier. In my I have noticed some core issues which were related to
the same, this involves argumentative behavior between the employees, there were also some
complaints about partial payor stress and overwork.
Apart form this the best part of theory apart from Herzberg’s motivation theory and
Maslow theory of motivation which is most suitable under the respective situation can be
expectancy theory. This theory basically demonstrates a clear statement that individual will
generally act or behave in certain way, the reason is where they are strongly motivated for the
purpose of choosing a particular behavior over others due to what they actually imagine the
results of that particular behavior will be (Jaworski et al., 2018). For example, it can be stated
that the core emphasis of the organization must not be just offering and availing continuous
rewards and incentive programs for the employees instead the core importance must be under
the part of analyzing the emerging emphasis on employee recognition within the organization in
order to ensure strong mode sustainability and consistency in the future. Because it is identified

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that apart from reward systems lack of recognition is the actual problem why an employee quits
for the company.
References
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Bianchi, C. (2016). Dynamic performance management (Vol. 1). Berlin: Springer.
Buckingham, M., & Goodall, A. (2015). Reinventing performance management. Harvard
Business Review, 93(4), 40-50.
Jaworski, C., Ravichandran, S., Karpinski, A. C., & Singh, S. (2018). The effects of training
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Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2015). Human resource
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