University of Liverpool: HRM Portfolio Reflection - Week 4

This portfolio reflects on the student's understanding of Human Resources Management (HRM) principles and practices, particularly focusing on the importance of communication and employee relations. Drawing from personal experiences in an HR role, the student highlights the significance of establishing favorable relationships with employees and addressing their grievances effectively. The reflection contrasts the student's perspective with that of a colleague, emphasizing the value of communication in fostering a positive work environment and ensuring that employees adhere to HR policies. The assignment incorporates readings from Armstrong (2014) and Bamberger, Biron & Meshoulam (2014), providing a framework for analyzing HR policy development and its impact on organizational sustainability. The student's approach emphasizes the role of communication in resolving employee issues and promoting a harmonious workplace. This portfolio is submitted as part of a Personal Development Portfolio assignment for a course at the University of Liverpool, showcasing the student's ability to reflect on their experiences and apply theoretical concepts to real-world scenarios.

Running head: HUMAN RESOURCES MANAGEMENT
Human Resources Management
Name of the Student
Name of the University
Author Notes:

1HUMAN RESOURCES MANAGEMENT
The sustainability of an organization is determined by various assimilated factors.
From the various factors that determine the sustainability of an organisation, the human
resources policies are some of the most important and deciding factors which lead up to the
development or achievement of organizational sustainability. I have never undermined the
importance of HR polices are some of the most important aspects within an organisation.
Since employees are the individuals who are responsible for the success of an organisation, it
can be said the immediate management overseeing the employees are important for ensuring
organizational effectiveness (Coombes 2014). Moreover, I have been engaged to an
organization in which I fulfilled a certain Human Resources Management function. I was
associated to the grievances and the discipline related functions of the Human resources wing
of my organisation.
While operating as human resources personnel, I was regularly meeting various
employees within the organisation. Furthermore, I was able to address the problems of
various employees within the organisation and provide solutions to the problems that they
highlighted. As a result of this, I was able to develop a good rapport among the employees of
the organisation. I have been able to realise the importance of establishment of favourable
relations with the employees of the organization. In an organisational context, being able to
establish favourable relationships with the employees of the organisation determines the
nature of communication that exist between the human resources department and vice versa
(Bamberger, Biron & Meshoulam 2014). As a result, I have always focused on being able to
establish favourable relationships with the employees of the organisation and communicate
effectively with the employees.
The wing of HR that I was associated to, that the grievance and discipline wing was
present in the organisation as a result of the importance of clarity between the employees of
the organisation and the management. Thus, I have developed a bias towards an activity

2HUMAN RESOURCES MANAGEMENT
which I feel is not that bad. It is relying on communication. I assume and believe that
communication is the solution for every problem. By establishing a proper framework of
communication between the employees and the management, the grievances of the
employees can be addressed (Armstrong 2014). As mentioned before, it can be said that the
communication can lead to better relations between the employees and the management, and
thus, it is with the help of better relationships that the employees are likely to abide by the
organizational human resources policies. On a contrary, a colleague of mine did not believe
in the same. She believed that if the employees abide by the policies and maintain the
decorum first, everything will follow. Thus, she placed emphasis on employees complying
with the human resource policies.
In the end, I respect everyone’s decision making mechanism and I believe everyone
does certain things for particular reasons. However, regardless of that I know that I will stick
to my personal values as I believed that they will guide me in attainment of organisational as
well as personal sustainability.

3HUMAN RESOURCES MANAGEMENT
REFERENCES
Armstrong, M. (2014) Armstrong’s handbook of human resource management practice, 13th
ed. London: Kogan Page.
Bamberger, P.A., Biron, M. & Meshoulam, I. (2014) Human resource strategy: formulation,
implementation and impact, 2nd ed. London: Routledge.
Coombes, R. (2014) ‘Ten trends that will reshape the future of HR’ [Online]. Available at;
http://www.hrmagazine.co.uk/article-details/ten-trends-that-will-reshape-the-future-of-hr
(Accessed: 6 September 2016).