Human Resource Management Reflective Report: A Rolfe Model Approach

Desklib provides past papers and solved assignments for students. This report reflects on HRM recruitment and selection.

HUMAN RESOURCE MANAGEMENT
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HUMAN RRESOURCE MANAGEMENT
Table of Contents
Description of Reflective Model Used............................................................................................3
HRM Quote.....................................................................................................................................3
Meaning of the Quote......................................................................................................................3
Use of the Rolfe’s Model.................................................................................................................4
Analyzing Experience......................................................................................................................5
Good and Bad experiences..............................................................................................................6
Two areas of learning......................................................................................................................6
References........................................................................................................................................7
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Description of Reflective Model Used
The reflective model that I have used in this assignment is regarded as one of the simplest ones.
Rolfe suggested this model and it is very efficient in terms of executing a reflective work with
minimum complexity. The model is based on three questions, which cover the different elements
that are necessary in terms of conducting a reflective essay or report. The first question is
“What?” and in this question, the reflective practitioner describes the situation that he or she was
involved in. The reflective practitioner also describes his or her feelings being in that particular
situation. In the second part, the question is the question is “So what” and in her the practitioner
describes what affects the previous analysis results can have upon the situation. In the last
question of “Now what” the practitioner reflects upon his or her learning from the situation and
how the learning can be used.
HRM Quote
Steve Wynn was responsible for a famous quote regarding HRM, which is as follows-
 “Human Resources is not a thing we do, it’s the thing that runs our business” (Razzaq et.
al, 2017)
Meaning of the Quote
The quote as mentioned above was a great help for me in terms of developing an understanding
about the importance of Human Resource Management. In an organizational environment, the
employees in most cases are regarded as the human resource. I used to think that HRM is a
practice that large organizations have so that the employee interests can be managed and secured.
However, this quote helped me think and it changed my thought process. Now, I understand that
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HRM is necessary in the organizational context, as employees need to perform in accordance
with the company policies, objectives, and HRM helps to align the employee activities with the
objectives of the organizations, so that operations run a smooth pace.
Use of the Rolfe’s Model
In terms of learning about HRM practices, the first activity I was part of in my class was to chose
a particular business and a industry. It helped me to understand that the type of business and
industry has a major effect on the employee selection process. The nest part was to analyzing the
CV applications. This part was very much significant as it was consisting information about
potential employees at the business. My learning from this process was that CV applications
must be closely analyzed so that information can be derive easily about the employees.
In the next part, we I was involved in learning the STAR model and CASE model for interviews.
The class helped me to understand how an applicant is able to describe his or her progress by
using the STAR model. The CASE model in my understanding was also a very helpful model for
conducting interviews as it stressed upon the response skills of the applicants in certain
situations.
The above-mentioned elements were described in brief and thus it was very helpful in
understanding how the elements can be applied in a real world situation. I had a few doubts
about the CASE model, as I could not understand what particular skills of the applicants this
model demonstrates. However, I concentrated hard and came up with the answers to the doubts I
had. It was very amusing how this model can give out so much information about a particular
person.
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In the next part I understood the importance of describing the job role of the vacancy. The
applicant needs to aware of what is expected from him or her and thus this was very important.
The job that we selected was of a waitress in the restaurant business.
Analyzing Experience
In term of keeping up the class learning, I had a mixed feeling about different elements that were
taught. In analyzing the CV applications, I was very much confident as I selected two objectives
when going through all the applications. The two objectives were to look for job experience and
communication skills. In mind, I was very clear that in the hospitality sector, one has to be very
good in terms of communication and good experience is always welcome.
I felt very much excited to learn all these new elements and I was confident that if I am able to
develop these skills properly, I could secure an HR position at a leading business organization in
a particular industry.
In terms of the process of choosing the right candidate, I felt that I had to take a very careful
approach. I was confident that I would be able to focus on the execution skills rather than the
qualifications that applicants already had.
From my point of view, the most important part was to make sure that the right candidate is
chosen for the job vacancy. As I was going through the CV, I was focusing more on candidates
who had the experience of waiting at restaurants before. The rationale behind my approach was
that an experience waitress has a better consumer friendly approach and thus it would be helpful
for managing the consumer interests.
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Good and Bad experiences
There were good experiences that I came across while going through the assignment. I
understood that I was very good at analyzing the importance of different practices related to
HRM. My interpretation skills regarding the information that can be received are a strength that I
have which I experienced in this assignment. However, the negative part is that I had a
knowledge gaps while conducting the study and it is due to my poor skills of concentrating at
class.
Two areas of learning
 I learned that organizational objectives must be the center of every recruitment process in
HRM. If the objectives are followed, it is expected that the process will also be easy to
execute. Thus, I will try to incorporate this learning if I am able to secure a HR post in
future.
 I also got to know that HR mangers must be able to look for the right skills in a candidate
before employing him or her as it will compliment the expectations from him or her.
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References
Abraham, M., Kaliannan, M., Mohan, A.V. and Thomas, S., 2015. A Review of Smes
Recruitment and Selection Dilemma: Finding a'Fit'. The Journal of Developing Areas, 49(5),
pp.335-342.
Armstrong, M.B., Landers, R.N. and Collmus, A.B., 2016. Gamifying recruitment, selection,
training, and performance management: Game-thinking in human resource management.
In Emerging research and trends in gamification(pp. 140-165). IGI Global.
Ekwoaba, J.O., Ikeije, U.U. and Ufoma, N., 2015. The Impact of Recruitment and Selection
Criteria on Organizational Performance.
Gamage, A.S., 2014. Recruitment and selection practices in manufacturing SMEs in Japan: An
analysis of the link with business performance. Ruhuna Journal of Management and
Finance, 1(1), pp.37-52.
Mahmood, M., 2015. Strategy, structure, and HRM policy orientation: Employee recruitment
and selection practices in multinational subsidiaries. Asia Pacific Journal of Human
Resources, 53(3), pp.331-350.
Razzaq, S., Aslam, U., Bagh, T. and Saddique, S., 2017. The impact of human resource
management practices on employee commitment: Evidences from Pakistan Telecom
Sector. International Journal of Academic Research in Business and Social Sciences, 7(7),
pp.649-667.
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