Human Resource Management Reflection Report: Chapters 1, 2, 8, 9

This report offers a comprehensive reflection on key aspects of Human Resource Management (HRM) in the Australian context. It delves into strategic HRM, examining its role in developing and retaining employees to meet organizational objectives, including legal frameworks and employee rights. The report also explores recruitment and selection processes, including e-recruitment and selection technologies. Furthermore, it analyzes diversity management and work-life balance, discussing how these factors impact organizational performance and employee well-being. The author reflects on various theories, such as Herzberg's two-factor theory, attribution theory, and the Four Burners Theory, to provide a deeper understanding of HRM principles and practices. The report emphasizes the importance of legal compliance, employee motivation, and creating a balanced work environment for enhanced productivity and organizational success.

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

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Table of Contents
1. Chapter 1, 2:.................................................................................................................................2
Reflection on Human Resource Management in Australia.........................................................2
Reflection on Strategic Human Resource Management..............................................................3
2. Chapter 8, 9:.................................................................................................................................4
Reflection on Recruitment and Selection....................................................................................4
Reflection on Managing diversity and work-life balance............................................................6
References........................................................................................................................................8

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1. Chapter 1, 2:
Reflection on Human Resource Management in Australia
In case of organizational enhancement, human resource management is one of the
important assets of the company. Human resource department thinks about every employee and
they are responsible for hiring effective employees. Hiring is one important aspect of human
resource management which builds a company structure and differentiates a company from
others in aspect of production and market position. Identification of the potential of job seekers
and providing them a good working condition is the major concern of human resource
department. A company cannot build their productive team unless they hire potential people and
I have learned this throughout my class. The basic need of these classes is to understand the
potential need of the company and how human resource team moves through the selection
process of an employee (Brewster, Mayrhofer and Morley 2016). There is problem situation that
I have also faced in my lesson which is imposed on organizational behavior and issues mitigated
by human resource team. There are many companies compassing on different colleges and
students has the opportunity to join those companies.
Human resource department takes this initiative to search such potential students for the
development of the company. The aspect of human resource can be explained with respect to
some theories like Herzberg’s two-factor theory of motivation which help employees to
motivate and maintain hygiene factors. In my learning session I discovered that recognition,
success, growth, satisfaction and prosperity are the basic factors of this motivation theory. (Hur
2017). I learned this theory in my class and I thought this is one of those theories which will

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really help employees to motivate at their workplace. I have learned attribution theory in my
class which understands the sense of objectivity and psychological balance needed in the
workplace (Graham 2014). There are two kinds of causalities’ like personal and impersonal. To
make a control over the employees this is one of the important theories used in workplace.
Reflection on Strategic Human Resource Management
Strategic human resource management is a practice of developing and retaining
employees for the benefit of both individuals as employees and organization as a whole. Human
resource department interacts with all the employees and then create strategies to meet the
objectives (Jackson, Schuler and Jiang 2014). All those strategies reflected on the production of
the company. In case of legal context, human resource management is quite complex and some
particular laws followed by the employees regarding their shifts, wages and performance.
Employment law and Labor law these are the two bodies of legislation followed by the
organization. Employment law is followed by all the employees in workplace and labor law are
applied to the unionized employees (Moss 2016). I have learned these two laws in my class. All
these laws have some specific dimension and I have learned about the new perspectives of an
organization. I have also learned that how these laws are providing equal rights to employees and
how employees can motivate through these laws.
Human rights legislation provides protection against the basis of workplace adverse
behavior, age, sex, national origin and other protected grounds. Health and Safety legislation
also provides protection against diverse working conditions and unsafe environmental conditions
(Gibson 2014). Employees need to stay fit for better production and healthy working condition
can only provide these. I have learned these employee-related laws and also have come to know

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how these laws are applied certain situations and prevent those cases for the betterment of
organizational flow. Legal framework in organization is important for the employees and that
change the strategic human resource management align the objectives of the company. I have
learned that human resource management also utilized employees’ talent and creates strong
bench strength for the company. From the findings I understand that better opportunity can be
drawn if legal framework is applied on effective way. In case of leadership and management, this
theory is important to protect their employees in organization and that is entirely covered by the
human resource department. I have also learnt that some of the department needs extensive legal
regulation in management so that their departmental process will run in a smooth way.
2. Chapter 8, 9:
Reflection on Recruitment and Selection
The first and foremost thing I have learned in recruitment and selection topic is the hiring
section of potential people. I am excited about this class as identifying potential people is the
concern learning process for me. E-Recruitment system is a modern form of filling employees
and I have learned all the aspect of this selection process. In this process, job opening and job
application and even the interview procedure have been done through internet (Faliagka et al.
2014). I have learned the cost of job filing has reduced in this process. There are enough chances
to fill the job vacancies in a quicker way. Employee satisfaction also increased in that E-
Recruitment process. I have also learned selection technologies which have been used by the
organization for selection procedures. Human resource management has to maintain data of
whole organization regarding employees, management and people who are seeking job.

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I learned that there are different methods of selection and this learning session helped me
for my future growth. Employees are from different background, class and genre, so different
approach is needed for every individual; this is one of the adaptive learning that I knew during
the class. Recruitment and selection strategy like choosing potential people is the main function
of this strategy. There is another strategy like retaining employees is another important factor
that evaluates the production of the company. In some cases, employees are not coping with the
target rather, in that situation organization creating pressure over them. The performance level
decreases and employees are providing their resignation (Taylor 2014). Retention policy
hampers in that situation and level of the production simultaneously decreases. Another theory
like organization chart maintenance is important for the organization. A managerial mind is
needed for that operation and human resource department are doing this responsibility
effectively. I have learned this strategic theory and this will help in near future. The process
starts from sourcing applicants, as the creating sourcing is needed for the development of the
organization. The next stage is considered as tracking applicants through Applicant Tracking
System (ATS). This system produces resumes of potential candidates and through the process,
people are involving with the company (Meier 2017). The next chain process is the preliminary
phone interview that employees have to deliver before coming to the face to face interview. The
next stage is face to face interview and there communication level of the person has been
evaluated along with the organizational behavior of the person. After completion of that process,
the person moves in the organization. This is the entire process that I learned throughout my
lesson plan.

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Reflection on Managing diversity and work-life balance
Workplace diversity is important for organizational performance and better production
level can be acclaimed by this process. People are from different genres accumulate in the
organization and their background, culture, specialization help in case of bringing different
community people in organization. Leaders have to manage those diverse conditions and so
organizational balance has remained (Harvey and Allard 2015). There are several issues that
have come in this process like promotion, extra facilities, leaves, community disturbance,
production difference and support from seniors, working environments, better communications,
equal monitory programs and job opportunities. These are needed to be maintained in that
scenario so that promotional activities and wages problems can be sorted in an ethical way and
employees are not confronted each other for this reason. In my class, I have learned about
Diversity management theory by Thomas. (Thomas and Peterson 2017). Diversity
management theory also contributes to organizational goal and provides solution fo problem and
complex situations. Diversity is important for mitigating any complex situation and logical
approach to the management is needed in that case to solve the problem.
Employees concern about their work-life balance. This is a kind of freedom and space
they want to form their working sectors. I have learned that for better work productivity is
dependent on the psychology of employees. The thinking and work involvement depends on the
mental situation and the emotional attachment of employees. I learned Four Burners Theory in
my class and the theory depends on four factors like family, friends, health and work (Makarov
2014). At first, the family becomes the first priority as people have to stay their entire life with
them and their responsibility is the ultimate factor for which job is needed. At the second phase,
friends are also important because quality time can only spend with them. At the third stage,

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health is important, because without good health condition they unable to involve in their work.
At the last stage, work becomes priority and I understand that work is important but it should be
balanced with all the factors. Work-life balance is important aspect of organization and leaders
and management put a stable view over that for their production enhancement.

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References
Brewster, C., Mayrhofer, W. and Morley, M. eds., 2016. New challenges for European resource
management. Springer.
Faliagka, E., Iliadis, L., Karydis, I., Rigou, M., Sioutas, S., Tsakalidis, A. and Tzimas, G., 2014.
On-line consistent ranking on e-recruitment: seeking the truth behind a well-formed
CV. Artificial Intelligence Review, 42(3), pp.515-528.
Gibson, M., 2014. Health and safety legislation. Occupational Medicine, 64(6), pp.441-441.
Graham, S., 2014. Attribution theory: Applications to achievement, mental health, and
interpersonal conflict. Psychology Press.
Harvey, C.P. and Allard, M., 2015. Understanding and managing diversity: Readings, cases, and
exercises. Pearson.
Hur, Y., 2017. Testing Herzberg’s Two-Factor Theory of Motivation in the Public Sector: Is it
Applicable to Public Managers?. Public Organization Review, pp.1-15.
Jackson, S.E., Schuler, R.S. and Jiang, K., 2014. An aspirational framework for strategic human
resource management. Academy of Management Annals, 8(1), pp.1-56.
Makarov, A.N., 2014. Theory of radiative heat exchange in furnaces, fire boxes, combustion
chambers is replenished by four new laws. Science Discovery, 2, pp.34-42.
Meier, M., 2017. Job posting, resume creation/management and applicant tracking system and
method. U.S. Patent 20170270485A1.

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Moss, S.A., 2016. Labor and Employment Law at the 2014-2015 Supreme Court: The Court
Devotes Ten Percent of Its Docket to Statutory Interpretation in Employment Cases, But Rejects
the Argument That What Employment Law Really Needs Is More Administrative Law. ABA
Journal of Labor & Employment Law, 31(2), p.171.
Taylor, S., 2014. Recruitment and selection. Strategic Human Resource Management: An
International Perspective, 10(6), pp.139-14.
Thomas, D.C. and Peterson, M.F., 2017. Cross-cultural management: Essential concepts. Sage
Publications.