Human Resource Management Reflection Paper

1170 Words5 Pages
When we first began this course, I was not sure what to expect since Human Resource Management is such a broad topic that can easily be left open to the interpretation of others. This course has opened my mind to all of the possible functions and job responsibilities that come with working in human resources. During this time together, we have studied the government regulations that set high expectations for our industry regarding fair treatment of employees, job applicants, prospective applicants, and the human resource representative. We also ventured to discuss the job satisfaction piece that influences productivity, efficiency, and influencing a positive employee morale in the workplace. One of the final topics we addressed, was the use…show more content…
Personal outlooks would not get any better if everything stayed the same all of the time. The second part of my Artifact represents opportunity of changing operations within an organization. The whole purpose of change is to improve upon the organization as a whole, and allow for “managers and employees to use their developed skills and abilities” in the most effective ways (Byars & Rue, 2011 p. 180). According to authors Byars and Rue, in Human Resource Management (2011) leaders within the organization must identify the need for change and communicate it throughout the organization to the employees or staff members (Byars & Rue, 2011 p.…show more content…
I get so much enjoyment helping others create their own meaning when it comes to their career. When we find meaning in the organizations where we work, that personal meaning transfers to value to those we serve. Since I work in the public sector, meaning comes to me when I use my own personal strengths to strengthen those that I coach. One of the reasons that I am so intrigued by performance management and career development is from all of the intrinsic rewards I get from my career. The human resource professional is responsible for helping others find commitment and engagement in the work that they do through building positive internal procedures with the employee network (Vardiman, Performance Management,
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