Reflective Journal: Reflecting on HR and Learning Transfer

This reflective journal assignment explores the complexities of reflective practice within the context of Human Resources. The student reflects on an article discussing the challenges of transferring learning in organizations and integrates their understanding of reflective practice. The journal references the '4Rs' framework to promote deeper reflection, examining the application of reflective learning in HR, the role of organizational culture, and the importance of measuring reflective practice. The student identifies challenges in understanding reflective practice among professionals and suggests focusing on HR practices to foster a better learning environment, referencing relevant literature, including the Gibbs model of reflection and the provided textbook. The assignment highlights the importance of understanding employee characteristics to promote effective reflective learning and career progression within HR.

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Reflective Practice: A critical perspective on the complexities of transfer

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The following article is my reflection on reflective writing and reflective practices. According to
my understanding about reflection, a reflective writing involves understanding of the past or
ongoing experiences which helps us to forecast our future decisions or actions (Griggs, Rae,
Lawless and Holden, 2013). I also understood about critical reflection which engages critically
reflect our reviews on a particular topic or person. In an organization, critical reflection can be
challenging for both working professionals and the management. I could understand that
organizations in future will be able to benefit from reflective practices for the professional
development of employees. But I also identified that reflective learning cannot be understood by
many. Reflective learning can be applied to different fields of work like social work and nursing.
I came across the concept of reflective practitioner who applies an approach for the transfer of
the learning to the workplace. Transfer of learning depends upon the factors that helps the
reflective practitioner to impart his knowledge to the employees. According to Liu (2018), when
employees are motivated, and have the ability to grasp the knowledge, they are going to
understand the matter clearly. As I understood, the approach of learning from our own selves is a
good character of reflective practice. This allows an individual to understand themselves and
critiquing themselves first and then create a perception about others. Though, there can be
differences in reflective practice and reflective writing. According to a tutor's point of view,
applying the framework of reflective writing can be helpful to develop reflective learning in
students. From the student's point of view, I understood that majority of the professionals were
unable to define about reflective practice. Therefore, in the report it was concluded that reflective
practice techniques can be beneficial to develop the HR responsibilities.
Apart from that, as identified by Knott and Scragg (2016), measuring reflective practice is also
important. My reflection on this is that reflective practice can be challenging for some
organizations but if understand properly, it will be helpful to assess the performance of the
students. I identified that the next step in reflective practice is constructing and measuring the
characteristics of the trainee understanding about reflective learning. I understood about career
progression in HR and how the characteristics of a Trainee leads him into this career. In this
report, majority of the students working as professionals in many companies have not considered
reflective learning (Griggs, Rae, Lawless and Holden, 2013). Moreover, they valued on skill
development. Although many organizations have embedded reflective learning in their courses. I
was able to identify the Gibbs model of reflection mentioned in this article.

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I observed that the responses from the student perspective was different with one another. Some
felt that reflective learning can improve the issues in workplaces while some felt reflective
practice skills as an important part of their jobs. According to what I felt, it becomes essential to
know the reasons if students face difficulty in understanding the reflection learning and also if
organizations require any alternative learning methods to teach the students. One major
constraint identified was that organization culture may also be a hindrance in constructing
reflective practices (Johns, 2017). Therefore, I would suggest organizations to focus mainly on
changing the HR practices if required in order to foster a better learning environment. This will
provide essence of learning among the employees and the management would be ethically and
humanly apply reflective practices. There are different frameworks developed for the
understanding of reflective practices but it is the responsibility of organizations to understand
their work culture, characteristics of their employees and the best practices suitable for their
employees.

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Reference List
Griggs, V.M., Rae, J., Lawless, A. and Holden, R., 2013. Reflective Practice: A Critical
Perspective on the complexities of transfer.
Johns, C., 2017. A reflective framework for clinical practice. Becoming a Reflective Practitioner,
p.233.
Knott, C. and Scragg, T. eds., 2016. Reflective practice in social work. 4th ed. California, USA:
Learning Matters.
Liu, C.H.S., 2018. Examining social capital, organizational learning and knowledge transfer in
cultural and creative industries of practice. Tourism Management, 64, pp.258-270.