HRMG203 Assessment: Reflective Journal on HRM Chapters 1, 2, 3, 8, 10

This report presents a reflective journal analyzing key concepts in Human Resource Management (HRM) based on specific chapters from a course on HRM in Australia. The journal explores the legal aspects of HRM, strategic HRM, recruitment and selection processes, and performance management techniques. The first part of the journal focuses on chapters 1, 2, and 3, examining HRM practices in Australia, strategic management, and relevant legal considerations, including sexual harassment laws. The second part, based on chapters 8 and 10, delves into recruitment and selection methods, including the role of recruiters and selection criteria, as well as performance management strategies, covering performance measurement approaches and employee evaluation techniques. The journal also reflects on the integration of various HRM theories and their practical implications. The student discusses the benefits of the learning experience, self-awareness, and integration of different theories to enhance the understanding of HRM practices.

Running head: HUMAN RESOURCE MANAGEMENT
HUMAN RESOURCE MANAGEMENT
Name of the Student
Name of the University
Author Note

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Reflective Journal 1
Description
The most important part of the learning experience related to the analysis of first
chapter based on Human resource management in Australia is related to knowledge that can
be gained related to this subject. The concept of strategic management has been a major part
of the learning experience that is related to chapter two which provides details about strategic
human resource management. The learning experience that is related to the chapter three is
related to the details that are provided based on legal aspects of human resource management
in Australia. The experience that I have gained as a part of learning process related to chapter
one, two and three has been quite smooth in nature (Albrecht et al. 2015).
Analysis
The learning experience related to the three chapters is mainly based on the different
perspectives that can be gained based on the implementation of human resource management
activities within the modern organizations. Human resource management activities that are
performed in Australia are analysed with the help of details that are provided in the first
chapter. The development of strategic human resource management and different
perspectives are an important part of the details that have been provided by the second
chapter. The analysis has also helped me to understand the ways by which strategic
management is able to affect the human resource management processes within the
organizations (Bratton and Gold 2017).
The strategic human resource management activities are discussed in the second
chapter in detail. The third chapter has provided a learning experience is mainly based on the
legal aspects that have an influence on the human resource management in Australia. The

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learning objectives that have been set in the third chapter is based on the different forms of
sexual harassment that takes place in Australian organizations. The laws related to actions
that can be implemented to protect women in the organizations are an important aspect
related to the discussion made in the chapter (Brewster et al. 2016).
Evaluation
The most significant benefit of the learning experience was based on the knowledge
that I have been able to gain based on the human resource management in Australia. The
activities related to human resource management that are performed in the Australian
organizations have been analysed as a part of the learning experience. The legal aspects
related to proper human resource management and the proper implementation of laws in the
operations are an important part of knowledge gained in the analysis. The understanding that
I already had based on the human resource management activities has been enhanced with the
help of information that is provided in the three chapters. The learning experience has proved
to be fruitful for the proper levels of information that I have been able to gain related to
human resource management (Collings, Wood and Szamosi 2018).
Self-awareness
The strengths and weaknesses that I had were also influenced by the learning
experiences that are provided by the three chapters. My awareness levels based on different
aspects and parts of human resource management have been increased effectively by the
knowledge provided by the various chapters. Human resource management and its integration
with strategic management are also major aspects that are related to the knowledge that has
been gained by me. The laws related to human resource management in various firms and
their impact on the operations of the organizations are also major factors that is able to
influence the knowledge that I have received as a part of the learning experience.

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Integration of theory
The most significant theory that can be implemented as a part of the analysis made
with the help of three chapters is based on the different views of human resource
management. The three major types of view that are related to human resource management
are behavioural view, resource-based view and political-influence view. The three types of
view are mainly able to influence the human resource management activities that are
performed by the modern organizations. The integration of HRM with the line management
of organizations is also a major part of the analysis that is made with respect to theory (Guest
2017). The theory of strategic management and its integration with human resource
management activities is a major aspect that is related to the proper implementation of skills
based on human resource management in the organizations. The link between of human
resources and strategic management is also developed in order to manage the operations and
to develop a proper model of strategic management process (Noe et al. 2015).
Reflective Journal 2
Description
A significant part of the learning experience related to the chapter eight is mainly
based on the recruitment and selection processes that are implemented by various
organizations. The experience is also able to provide details based on methods that are
applied by organizations to attract the candidates. The learning experience related to chapter
ten is mainly based on performance management techniques that are developed and
implemented by the organizations. The time for learning about the performance management
activities in the organizations was also quite huge (Noe et al. 2017).
Analysis

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The different approaches of recruitment and selection can be analysed with the help of
the knowledge and information that is provided in the chapter eight. The limitations that are
faced by the recruiters are also major parts of the aspects that are been provided in detail in
the chapter. The scientific properties that are a major part of the selection methods are related
to information that is provided. The learning experience is able to provide a major
opportunity to me in order to understand the process of recruitment and selection that is
implemented in the organizations. Chapter ten has on the other hand provided a learning
experience based on the performance management techniques that are implemented in the
modern organizations. The proper implementation of performance management processes is
able to support the operations of various organizations. The learning that is provided by the
chapter ten is also able to increase the knowledge related to different theories that can be
implemented by the organizations (Sparrow, Brewster and Chung 2016).
Evaluation
The most significant benefit that I have received as a part of the learning experience is
mainly related to the knowledge that is provided based on recruitment and selection activities
in the organization. The role that is played by the recruiters in the process of recruitment and
selection is a major aspect related to the knowledge that is provided to me through proper
learning. I have also understood that the selection of human resources is a major task that is
performed by the recruiters of the organization. The development of characteristics that are
related to the job and selection process are also understood with the support that is provided
by the chapter (Stone and Deadrick 2015).
I have been able to comprehend the major determinants that are related to
development of the individual performances of the employees. The purposes of proper
performance management activities are discussed in the chapter and this is able to provide me

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with effective levels of knowledge regarding the subject as well. Effective management of
performances is also based on the five major criteria that have been discussed in the chapter
ten in detail. The different approaches of performance measurement have been discussed in
the chapter that include strategic congruence, validity, reliability, acceptability and specificity
(von Bonsdoff et al. 2018). The criteria related to proper measurement of performance is
considered to be an important part of the learning experience that is provided with the help of
chapter ten. The purposes of performance management are also considered in the analysis
that include developmental purpose, administrative purpose. The purposes that are fulfilled
with the help of performance management are considered to be highly important for the
organizations to manage the employees.
Self-awareness
The learning experience has been helpful for proper development of understanding
based on the ways by which performance measurement techniques can be used in order to
manage the employees. The importance of recruitment and selection in attracting the
employees is an important aspect that has been discussed. I have gained major knowledge
based on the different aspects related to selection and proper management of the employees
as well. I have been able to understand the significance of the performance measurement
techniques that have been implemented by various organizations in the industry.
Integration of theory
The theory related to performance management in organizations is an vital aspect that
is related to the discussion that is made with the help of the chapter. Performance appraisal
and performance feedback based theories are able to support the process of performance
management in the major organizations. The theory of human resource management is
considered to be significant for the development of knowledge related to the proper ways of

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managing the employees after they are selected. The recruitment and selection based process
are a vital aspect based on the ways by which different organizations can fill the positions
with deserving candidates or employees (Noe et al. 2017).

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References
Albrecht, S.L., Bakker, A.B., Gruman, J.A., Macey, W.H. and Saks, A.M., 2015. Employee
engagement, human resource management practices and competitive advantage: An
integrated approach. Journal of Organizational Effectiveness: People and
Performance, 2(1), pp.7-35.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C., Vernon, G., Sparrow, P. and Houldsworth, E., 2016. International human
resource management. Kogan Page Publishers.
Collings, D.G., Wood, G.T. and Szamosi, L.T., 2018. Human resource management: A
critical approach. In Human Resource Management (pp. 1-23). Routledge.
Guest, D.E., 2017. Human resource management and employee well‐being: Towards a new
analytic framework. Human Resource Management Journal, 27(1), pp.22-38.
Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M., 2015. Human resources
management. Instructor, 2015.
Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M., 2017. Human resource
management: Gaining a competitive advantage. New York, NY: McGraw-Hill Education.
Sparrow, P., Brewster, C. and Chung, C., 2016. Globalizing human resource management.
Routledge.
Stone, D.L. and Deadrick, D.L., 2015. Challenges and opportunities affecting the future of
human resource management. Human Resource Management Review, 25(2), pp.139-145.

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von Bonsdorff, M.E., Zhou, L., Wang, M., Vanhala, S., von Bonsdorff, M.B. and Rantanen,
T., 2018. Employee age and company performance: An integrated model of aging and
human resource management practices. Journal of Management, 44(8), pp.3124-3150.