Week 5 Assignment BUS 303
“Looking Back Reflection”
John Doe
BUS 303 Human Resources Management
Instructor John Doe
August 18 2099
The purpose of this reflective paper is to show my understanding along with what I have learned about HRM (human resources management) and the different way HRM impacts the success behind every business, along with the rules and regulations that go with it. Over the last five weeks I have learned quite a bit about HRM and will reflect on that throughout this paper. “Human resource management is the managing of human skills and talents to make sure they are used effectively and in alignment with an organizations goals.” (Youssef, 2012). I will be including the things I learned throughout the last five weeks in this course, and also let those know what I plan on taking with me in my future career as a manager. Human Resource Management Managers play the role of carrying out the functions of HRM department within an organization. HRM is the organizational function that deals with issues related to people such as pay & benefits, hiring, performance management, organizational development, wellness, admin, and training. High performance work systems are integrating employees’ talents and skills and technology in order to maximize them together to achieve the desired results. In order for an organization to achieve high competency levels and a competitive advantage through high performance work systems, the organization must first of all identify top talent. Personnel Selection is the methodical placement of individuals into jobs. Its impact on the organization is realized when employees achieve years or decades of service to the employer.
The typical selection process can include up to five steps:
Preliminary screening with an application resume and a brief interview Employment interview
Employment tests
Reference checks and letters of recommendation.
Physical examination as a part of a conditional job offer.
Assuring you have an accurate
John Doe
BUS 303 Human Resources Management
Instructor John Doe
August 18 2099
The purpose of this reflective paper is to show my understanding along with what I have learned about HRM (human resources management) and the different way HRM impacts the success behind every business, along with the rules and regulations that go with it. Over the last five weeks I have learned quite a bit about HRM and will reflect on that throughout this paper. “Human resource management is the managing of human skills and talents to make sure they are used effectively and in alignment with an organizations goals.” (Youssef, 2012). I will be including the things I learned throughout the last five weeks in this course, and also let those know what I plan on taking with me in my future career as a manager. Human Resource Management Managers play the role of carrying out the functions of HRM department within an organization. HRM is the organizational function that deals with issues related to people such as pay & benefits, hiring, performance management, organizational development, wellness, admin, and training. High performance work systems are integrating employees’ talents and skills and technology in order to maximize them together to achieve the desired results. In order for an organization to achieve high competency levels and a competitive advantage through high performance work systems, the organization must first of all identify top talent. Personnel Selection is the methodical placement of individuals into jobs. Its impact on the organization is realized when employees achieve years or decades of service to the employer.
The typical selection process can include up to five steps:
Preliminary screening with an application resume and a brief interview Employment interview
Employment tests
Reference checks and letters of recommendation.
Physical examination as a part of a conditional job offer.
Assuring you have an accurate
References: Abowd, J. M., Milkovich, G. T., & Hannon, J. M. (1990). The effects of human resource management decisions on share. Industrial & Labor Relations Review, 43(3), 203-203. Retrieved from http://search.proquest.com/docview/236272907?accountid=32521 BEDNALL, T. C., SANDERS, K., & RUNHAAR, P. (2014). Stimulating Informal Learning Activities Through Perceptions of Performance Appraisal Quality and Human Resource Management System Strength: A Two-Wave Study. Academy Of Management Learning & Education, 13(1), 45-61. doi:10.5465/amle.2012.0162 Welch, J. (2009). HRM Business Practices and Notes. Retrieved from http://www.hrmbusiness.com/2009/08/building-competitive-organizations.html Youssef, C. (2012). Human resource management. San Diego, CA: Bridgepoint Education.