Thinking HR Assessment-2: Individual Learning Journal Reflection

This individual learning journal reflects on the core concepts of Human Resource Management (HRM) as explored over a series of weeks, encompassing topics from foundational principles to advanced practices. The journal begins with an introduction to HRM, emphasizing its role in organizational goal achievement through recruitment, training, and motivation. It delves into business models like PEST and SWOT analyses, and then transitions to the skills and competencies required of an HR professional, including self-assessment and personal development planning. The journal progresses through resourcing, talent management, recruitment, selection, diversity, and the nature of work and employment relationships, including contracts and the roles of state and trade unions. Learning and development, performance and reward management, labor flexibility, and HR ethics are also thoroughly examined. The student identifies their strengths and weaknesses, particularly in areas like time management and decision-making, and outlines strategies for improvement, including leveraging various learning styles and online platforms. The analysis also includes a CIPD skill map analysis, demonstrating the student's current skills and knowledge against the CIPD professional areas. The journal concludes with a forward-looking perspective on the future role of HR, emphasizing the importance of employee engagement, digital tools, and global HR practices.

THINKING HR
ASSESSMENT-2
GUIDELINES
INDIVIDUAL LEARNING
JOURNAL REFLECTIVE

Week 1
Introduction to HRM module - expectations, commitment and assessment
HRM- concepts and models
In the 1stweek, I learnt that HRM is related to the concept of recruiting, training, guiding
and motivating candidates within an organisation with an expectation to fulfil goals and
objective of entity in well defined manner. Purpose of HRM is to stay committed towards
employee performance while ensuring successful accomplishment of organisational goals.
This model effectively assist me to undertake different types of role and responsibility as
with the help of this concept I had provided proper training to candidates and recruited
them as per according to organisational needs. Along with this placing them to right place
as per according to the skill and competencies has been also undertaken by me with the
help of HRM concept.
Week 2
HRM in context
Application of concepts and models to business. PEST & SWOT analysis.
In the second week, I learnt about 2 of the most widely used business models, namely, PEST
analysis and SWOT analysis. In this regard, I learnt that PEST is a tool that provides assistance
to the management of an enterprise in analysing the aspects of macro environment in an
effective manner so as to take key organisational decisions. Further, I understood that SWOT
provides an overview of the internal or micro environmental aspects of an entity. I applied both
of these models to business entity to ensure that I had understood what these models aimed at
doing.

Week 3
Becoming a HR Professional Skills and competences needed
Skills audit and self-assessment, PDP
Critical Writing and Referencing
In the 3rd, I learnt that As to become HR there are different types of professional skill as well
as competencies that are undertaken by me as to effectively ensure my performance in best
effective manner. Different type of skills such as time management, communication skill,
training and development skill, motivation skill, analytical and critical thinking
capabilities, relationship building and leadership are some of the competencies have been
undertaken and learned by me. It has been identified by me that I lack in time management,
decision making and relationship building skill. With the help of self assessment such as
undertaking lessons from different learning platforms aid me to increase the skill level in
order to become an HR and further fulfil my goal in best effective manner.
Week 4
Resourcing and Talent Management
HR planning. Job analysis.
Talent Management.
Planning and management of human resources is crucial for an organisation to make sure that
the entity reaches heights in a short run. For this purpose, I acknowledged that job analysis is an
effective technique that is taken into use by companies across the globe to recruit and select
talented candidates. When these candidates are hired, they are provided with orientations and

trainings to make them feel comfortable with the old staff members.
Week 5
Recruitment, Selection and Diversity.
Fundamental principles that underpin the various stages. Legislative framework.
Role of the HR and the line managers.
There are different type of role and responsibilities that has been undertaken by HR and
line manager as to execute function of Organisation in effective manner. It has been duly
identified by me that there are different type of fundamental principles that take place at
various stages which are required to be duly adopt by me. The process of recruitment and
selection has been done by me in best effective manner by having the proper understanding
of diversity. In this I recruited individuals from different location as to bring diversity in
workplace it helps to fulfil organisational goals in more effective manner. Along with this
different type of legislative measures such as employment health and safety legislation,
compensation, placement, recruitment and development legislations have been
implemented by me at workplace in order to ensure employee safety.
Week 6
Nature of work and employment relationship
Contract of employment.
Psychological contract. Role of the state & the trade union.
Skills and competences of the HR Professional
During the 6th week, I acknowledged that employee has to enter into an agreement with the
employer to fix the terms and conditions of job. This is known as contract of employment. HR
professional is required to have analytical, observatory and decision making skills to devise key
policies for the betterment of company. I gained knowledge about some of these which inflated
my existing knowledge base of the field of HR. Further, I learnt that state and trade union play
an important role in empowering the conditions of employees at workplace.

Week 7
Learning and development
Training needs identification
Learning styles
Importance of evaluation
Becoming a HR Professional PDP
Learning and development play key essential role, as with the help of this enhancement
within own scale can be effectively made while increasing competencies of other. By
performing role of HR identification of training need is being done by me as it is
effectively benefit me to increase potential and skill of individuals. It has been identified
that there are number of learning styles such as logical, physical, visual and aural that aid
in increasing potential of me. It has been identified that evaluation hold great importance as
it helps in identifying skills that are required by me to develop in order to perform the
roles. With the help of proper evaluation I become HR professional as with the help of
evaluation I determined that there is a need of time management, decision making skill
which has required by me to develop. These are undertaken by me with visual and physical
learning style.
Week 8
Performance and Reward Management
Key stages of PM
Appraisal process and various methods
Role of rewards.
Pay determination.
Concept of competencies.
Performance and reward
Fringe benefits. Equal pay act
In the 8th week, I gained knowledge of the overall procedure and systems associated
with performance and reward management. In this relation, I acknowledged that there
are 4 steps in the process of performance management, namely, plan, act, track and
review. Further, I learnt that appraisals are crucial for encouraging the employees to

perform in an effective manner as per the requirements of organisation. In this relation,
monetary and non-monetary, both the rewards are effective. Fringe benefits also
appeal significantly to personnel motivating them to a large extent. Further, I
ascertained that it is important for a firm to determine the pay for each individual as per
their job responsibilities and by acting within the constraints of Equal Pay Act.
Week 9
Labour Flexibility and the firm
Theoretical model of ‘flexibility’ and issues of practical. implementation on the work
force. Internal and external labour market
Health, safety and welfare
Health, safety and welfare provision in organisations
Importance of context. Relevant implications to organisations
In today’s modern era, any person who has wide knowledge and extensive skill set can gain
success in a quick manner. HR professionals can leverage their knowledge of market and
compliance laws to gain success in future course of time. In this regard, HR professionals and
the field itself are full of lucrative opportunities for future. This implies that the personnel
working within the confines of this field have a number of directions whereby they can seek to
make a trial to undergo career advancement and professional progression. As the knowledge
base of HR professionals is rich with industry standards and employment laws, they can gain
employment in a number of areas. Such roles are acknowledged to be Employee Engagement
Manager, Learning Director, Diversity Officer, Talent Manager and Mindset Coach. All of
these roles require a similar skill set and knowledge base as it already possessed by
professionals working in the field of HR.
Week 10
HR and ethics
Ethics in the workplace. professionalism and code of practice. Ethical dilemmas at
work.
Fairness and Employment.
Grievances / disciplinary
Principles of natural justice

Employer’s duty of care to workers. The concept of procedural, organisational and
consequential action
Week 10 acquainted me with one of the most crucial aspects for an enterprise, namely, ethics.
This is an important facet that needs to be considered by an organisation in order to attain
support and facilitation on the part of employees, customers, government and other key
stakeholder groups. I learnt that every entity should abide by the provisions stated under code of
practice and code of ethics of company. There may be several ethical dilemmas that may be
encountered by HR professional within an enterprise yet they are expected to take positive and
ethical decisions, thereby acting in the interest of public as well as company. Employers should
exercise duty of care to workers which implies that they should take all the necessary measures
which can provide aid in ensuring the health, safety and wellbeing of employees at all times
within the work premises. For the protection of employee rights, grievance or disciplinary
procedures are laid down within the confines of each firm. This seeks to ensure that staff is not
aggrieved.
Week 11
Future role of Human Resource Management Possible future directions for HR
Needs of the future HR practitioner. Global HR and its future
Becoming a HR Professional
Nowadays it is becoming hard to attract and retain talented workforce within organisational
culture. Future role of HR is effectively insurance employee engagement within decision
making and ensure proper feedback while different surveys and identification of their health and
happiness within organisational workforce. It has been required for future HR practitioner to
undertake modern and dynamic approach and enhance employee experience within company
with new ways of appraising employee performance. Future HR practitioner is also required to
take advantage of digital human resource as nowadays Technologies offer it best to fulfil roles
in best effective manner. Nowadays employee face many challenges due to the transforming
business thus, it has been identified by me that Globally HR gain its significant importance as
they have responsibility to provide mental and workplace assistant to employees to increase

their critical thinking skills to fulfil goals best effective manner.
CIPD SKILL MAP ANALYSIS
CIPD
Professional Area-1
Organisation Design
Band 1
Own skills and knowledge
requirements, giving evidence
Band 2
Requirements to
meet
Where am I?
Skills & Knowledge?
Decision making skill Regularly engage in
decision making
activities
Where do I want to
be?
What extra skills
needed?
Undertake decision
even in complex
situation
Frame best effective
decision in tensed and
complex situation
How do I get there?
What actions
required?
Different types of
learning measures
Practical application of
decision making

CIPD SKILL MAP ANALYSIS
CIPD
Professional Area-2
Employee engagement
Band 1
Own skills and knowledge
requirements, giving evidence
Band 2
Requirements to
meet
Where am I?
Skills & Knowledge?
Time Management Schedule activities
according to time
Where do I want to
be?
What extra skills
needed?
To Fulfil task in timely
manner
Regular review
How do I get there?
What actions required
to meet?
Undertake proper
time management
from different learning
platforms
Learning from online
platform