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Session_4_My_Development_as_an_HR_Professional.Reflective_Practice.pptx
HRM4411 Principles of People Management and Development (PMD)
Session 4: My Development as an HR Professional. Reflective Practice
Module Leader: Lauren Brennan ([email protected])
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Learning outcomes
At the end of this workshop you should be better able to
Know, understand and apply four reflective and reflexive practice models to all the sessions in HRM4411 as part of Patchwork Text (Assignments 1 to 3).
Recognise the difference between Professional and Unprofessional Behaviour.
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Donald Schön
John Dewey
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(1) Reflective and Reflexive Practice
Reflection might lead to insight about something not noticed in time, pinpointing perhaps when the detail was missed. Reflexivity is finding strategies to question our own attitudes, thought processes, values, assumptions, prejudices and habitual actions, to strive to understand our complex roles in relation to others.
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(1) Reflective Model: Rolfe and Freshwater
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Experience
WHAT?
(description of events)
Learning
NOW WHAT?
(what has been learned?
what is the impact of the learning?)
Reflection
SO WHAT?
(unpacking the events)
Many authors claim ownership of this model. Rolfe et al are most probably the researchers.
Rolfe, G., Freshwater, D., Jasper, M. (2001) Critical Reflection in Nursing and the Helping Professions. Basingstoke: Palgrave Macmillan.
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(2) Reflective Model: John Gibbs
Experience
(What happened?)
Feelings
(What were you feeling? What were you thinking?)
Evaluation
(What was good or bad about the situation?)
Analysis
(What have you learned in HRM4411 that could help you to make sense of the situation?)
Conclusion
(What else could you have done?)
Action Plan
(What would you do differently next time?)
John Gibb’s Reflective Model
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Gibb’s model acknowledges that your personal feelings influence the situation and how you have begun to reflect on it. It is breaking down reflection into an evaluation of the events and analysis and there is a clear link between the learning that has happened from the experience and future practice.
However, despite the further break down, it can be argued that this model could still result in fairly superficial reflection as it does not refer to critical thinking/analysis or reflection. It does not take into consideration assumptions that you may hold about the experience, the need to look objectively at different perspectives, and there does not seem to be an explicit suggestion that the learning will result in a change of assumptions, perspectives or practice. You could legitimately respond to the question ‘What would you do next time?’ by answering that you would do the same, but does that constitute deep level reflection?
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Finley, L. (2008) Reflecting on reflective practice. Open University: London.
(2) Reflective Model: John Gibbs
Identify any learning
(Which has occurred?)
Awareness
(Of discomfort, or action/experience)
Describe the situation
(Include salient, feelings, thoughts, event or features)
Analyse feelings and knowledge
(Identify and challenge assumptions –imaging and explore alternatives)
Evaluate the relevance of knowledge
(Does it help to explain/resolve the problem? How was your use of knowledge?)
Atkins and Murphy (1993) address many of the criticisms mentioned on the previous slide.
Atkins, S. and Murphy, K. (1994) Reflective Practice. Nursing Standard 8(39): 49-56.
(3) Reflective Model: Atkins and Murphy
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(4) Reflexive Model
Uri Bronfenbrenner: Environment and interrelationships among systems shaped you as a child … and vice versa – Ecological Model.
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Additional models
Six thinking hats
David Kolb- Experiential Learning
Schon- reflection in action
http://www.debonogroup.com/six_thinking_hats.php
In your teams, research the models and feedback to the class
Vocabulary Aid for Reflective Writing
For me, the (most)
important
meaningful
relevant
useful
significant
event(s)
aspect(s)
idea(s)
experience(s)
issue(s)
activities
was (were) …
learning
happened when …
resulted from …
arose form …
began after …
became relevant for …
The following are just a few suggestions for words and phrases that might be useful for prompting reflective writing (adapted from Hampton, 2010).
Hampton, M. (2010). Reflective writing: a basic introduction. http://www.port.ac.uk/media/contacts-and-departments/student-support-services/ask/downloads/Reflective-writing---a-basic-introduction.pdf
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I have
developed
improved
enriched
upgraded
my understanding of …
my knowledge of …
my ability to …
my skills in …
Having
analysed
applied
discussed
experienced
learned
read
I now
feel …
know …
question …
realise …
think …
wonder …
Vocabulary Aid for Reflective Writing
Hampton, M. (2010). Reflective writing: a basic introduction. http://www.port.ac.uk/media/contacts-and-departments/student-support-services/ask/downloads/Reflective-writing---a-basic-introduction.pdf
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This knowledge
This understanding
This skill
is
could be
will be
essential
important
useful
Because I
did not
have not yet
am not certain about
am not yet confident with
do not yet know
do not yet understand
I will need to …
to me in the workplace because …
Vocabulary Aid for Reflective Writing
Hampton, M. (2010). Reflective writing: a basic introduction. http://www.port.ac.uk/media/contacts-and-departments/student-support-services/ask/downloads/Reflective-writing---a-basic-introduction.pdf
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Previously
Initially
Subsequently
Later
I
thought (did not think) …
felt (did not feel) …
noticed (did not notice) …
questioned (did not question) …
realised (did not realise) …
Alternatively,
Equally
this
might be
is perhaps
could be
is probably
because of …
due to …
explained by …
related to ...
Hampton, M. (2010). Reflective writing: a basic introduction. http://www.port.ac.uk/media/contacts-and-departments/student-support-services/ask/downloads/Reflective-writing---a-basic-introduction.pdf
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(2) Professional Behaviour
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Professional Behaviour
Definition: “Professional behavior is a series of actions deemed acceptable in the workplace.”
How does knowledge of TA help you to become a more effective PMD professional? Give examples of all three ego states (from your own experience).
How do these behaviors link with what the CIPD is expecting of you?
How is behaviour in general linked to values and organisational culture?
Who is driving the organisation’s values and culture?
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What else can you add?
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Skills Assessment
MS Teams document 1
Please complete the skills assessment in your own time
This will help you to understand what you need to become employable in the future
This can also be used to inform your PDP (Session 3)
Excellent reflective exercise
Reflective assignments
Reminder:
| Summative assessment | Weighting | Deadline | Feedback |
| Patchwork Text 1 | 1/3 | 28th Feb 2021 6pm | 21st Feb 2021 |
| Patchwork Text 2 | 1/3 | 14th Mar 2021 6pm | 4th April 2021 |
| Patchwork Text 3 | 1/3 | 28th March 2021 6pm | 18th April 2021 |
Remember we want to hear what you learned, not what anyone else did
Do not summarise what we did in class- I know, I was there
Make sure to use one of the mentioned models in Session 4 to reflect
Introduce the model briefly in your introduction
Always spellcheck and use grammarly
References to be used where appropriate
UK English to be used in all assignments
Do not miss the deadline
Time to Reflect
Use any of the mentioned reflective models and write at least ½ page about what you have learned in class from the previous 2 days.
Think about how it will change your PMD practice in future.
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Leverage the collective power of your class mates and enjoy the journey!
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