Human Resource Management: A Reflective Paper on EY Netherlands

This essay presents a reflective analysis of a Human Resource (HR) scan conducted on EY Netherlands, focusing on the application of the six-component model for analyzing HR strategy. It highlights the importance of aligning HR objectives with strategic goals using a balanced scorecard and the KSP model. The analysis delves into the external market context, particularly the aging population and the increasing demand for skilled workers in the Dutch labor market, emphasizing the need for long-term planning and consideration of future generations entering the workforce, especially Generation Y. The paper also reflects on the adoption of new technologies in recruitment, such as digital hiring systems and robotic process automation, and suggests improvements like resuming campus recruitment and promoting internal employees. Furthermore, it uses Luijk’s 7-steps-method to evaluate the decision-making process in implementing these changes, weighing the improvements against potential costs to ensure effective HR operations within the company.

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Reflective paper on an HR scan of EY Netherlands
Based on what I read about the theory used in an HR scan of EY Netherlands I found that
the application of the six components for analysis of the HR strategy of the EY is very important.
In my point of view, the model used gave an identification of alignment gap of the analysis.
Through the application of the theory of six component model, the balanced scorecard was
established for the effective strategic objectives. What motivates me is the fact that the HR
scorecard for the determination of HR objectives was needed for the support of the strategic
objectives (Bell, Özbilgin, Beauregard, and Sürgevil, 2011 p.131). In my reflection, KSP model
was needed to achieve the objectives of the HR. I believe that the six components theoretical
models on EY were completed with the aim of determining the problems gap within the different
types of the models used in the group paper. I did not find the concept the theory used in
analyzing the general external market context on labor situations (Gallardo-Gallardo, Dries and
González-Cruz, 2013. p.290). The theory used in the group work analyzed the aging population
in an external context. In reflecting on the external context of the theory, most of the population
aging capacity was determined and most of the working class was found to be reaching the
retirement age. The Dutch labor market had shown some tension in the demand and supply of
skilled workers who could perform the tasks. Considering the upcoming generation, by 2025, the
growth of the demand of the skilled manpower is expected to be high (Hargreaves, 2009 p.89).
In this model, I have learned that external consideration of what organization need is much better
for the analysis of organizational progress over a span of period. Through the study of the theory
used, I have learned that any organization should have a long term plan and strategies for future
generation. In addition, I have learned that the generation that is striving to enter the labor market

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should be considered and evaluated based on the predecessors. The group project has reflected
on some of the factors that should be considered in the evaluation of generation Y (Hershatter
and Epstein, 2010 p.211). Through the analysis of the project, I have found that most of the
generation Y moves to private business organizations. In addition, I believe that the young
generation that is entering the job market focus on new business ideas considering the previous
performance of similar business venture. Moreover, I have learned that most members of
generation Y mainly focus on the great values of healthy business work life. Through what is
presented in the group work, I have learned that most of the generation Y expects high levels of
flexibility in the working environment from their jobs.
I am concerned with the group process used in the project considering their significant.
Considering modern recruitment, most of the companies strive in the adaption of the new
technologies to be used in the workplace (Biswas and Suar, 2016 p.57). I think the EY is
currently in the process of developing the digital hiring system that will be an automatic match
for the potential application of the workplace open positions. In the current situation, there are
about 1000 bots which are under production for the purpose of improving the digital process of
recruitment (Bobkova, Korobejnikova, Nelyubina and Likhman, 2015 p.17). I can see the
applicants being interviewed by means of video calls. I support the fact that this is a basic
method through which the applicants will not be taking so much time going to the location of
the interview since through video call they will do all that is needed. I think the robotic process
automation was for me simply because I felt that there should be a new way of a revolutionary
system which should be utilized in the field consultant firms and other forms of the business
organizations. In outcomes consideration, I believe that that there is a need for the campus to
resume the recruitment of the EY HR department so as to make the hiring process of the

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applicants smoother. I think the time that will be needed for the by the Hr resources will be saved
as compared to when the traditional methods for recruitment processes are used in the
organization. The HR outcomes can be achieved similarly by moving up the internal employees
through promotions (Antonova 2013 p.4). I have learned that the hiring department and the
selection department will be to running very smoothly in recruiting the already existing
employees to new positions. This will be the most effective process since they already have
knowledge of what is taking place in the business organization (Agrawal, Mathialagan, Goyal,
Chavali, Banik, Mohapatra, Osman and Batra, 2015 p. 265). I have learned that recruiting
already existing employees in high job position as compared to recruiting completely new people
will promote the performance of the business. In addition, I have learned that through the
measuring analysis of the outcomes on basis of measurement metrics the campus recruitment is
defined by the companies through the determination of the retention rate of the organization. I
think the objective metrics evaluate the level of effectiveness as well as the recruitment activities
which takes place in the Campus recruitment process.
I do believe in the recommendation given because they provide an extensive portrait of the status
of the company in regard to human resources management. I think the six models used provide
the tool used in the identification of the EY’s context of the organization in external and internal
basis (Ewoh, 2013 p.107). Considering the recommendation, the aging population is considered
as the external factor which brings about the positive impact on the company. I agree with the
recommendation that that aging generation which is towards retirement creates room for the
young high potential and high professional youths to take their positions.
Using the Luijk’s 7-steps-method I will apply the following steps;

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Step 1: the decision I will make is that six models be applied in the process of the recruitment
process as this will improve the performance of the company. I will consider the following
question. What is the positive impact of resuming digital recruitment process as compared to
traditional ones?
Step 2: The moral values at stake is the best way to access applicants with integrity. I think
through the application of the automated programs in operations such as recruitment process will
bring out equality on how the applicants are handled (Hardt, 2018 p. 389).
Step 3: the responsible party here is the campus management team in cooperation with the IT
department stakeholders who should work together to establish the digital process.
Step 4: the relevant frameworks understands the concept of the whole process. Each change
within the campus should be a well-discussed activity and there should be no form of bias
regarding any information.
Step 5: The argument that should be brought up is the steps to be taken in establishing the new
changes within the organization.
Pro Contra
Improvement of the company standards
through establishment of new frameworks.
It highly costly in terms of the skilled power
needed and capital wise.
Step 6: I think the changes brought within the campus will bring a new way of doing things.
Things will be operated in a different way not like it was in a traditional way. On the other hand,
there will be some cost that will be incurred in bringing the frameworks in working.

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Step 7: I am standing and following my decision and I think by allowing the changes discussed
in the group work project especially in the case of the recruitment process, the company will
have an effective operation program.

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