FINAL PAPER HUMAN RESOURCE MANAGEMENT - DUE IN 30 HOURS

Running head: REFLECTION 1

REFLECTION 3

Reflection on Units 1 and 2

Student’s Name

Institution Affiliation

When I reflect on the value of knowledge gained from 1 and 2, I feel myself as an accomplished human resource manager. Concepts I have gathered, they not only help to build my career profile and portfolio, but they form a pipeline of a well which my younger brothers and sisters, cousins and friend can drink on shape their career life and build strong and an appealing brand to the interviewers. Further, after reading and internalizing concepts in unit 1and 2, I now have a clear mind of some of the terms that used to be confusing, I now I feel that I not only have to sit as human resource personnel in the department of the human resource, but rather to invest and exploit potential to develop human resource through special training programs and also offering consultancy services to companies on the matters relating to human resource management, planning and even strategic planning.

In the unit1, one of the most important concepts was developing a clear catch on whole differences between human resource plan and HRM strategic plans. After taking the time and conducting theoretical analysis and went further to look at the practical application of the two terms, I realized there is a wide range of the difference between HR plans and HRM strategic plans. Essentially, HRM strategic plans precede HR Plans. HRM strategic plans are long-term in nature and are prepared to illustrate blueprint plan that the organization would like to implement in respect to the human resource which is developed and aligned to mission and vision of the organization. For example, consider an organization such as Apple that committed to providing quality and design value for technology products and solutions to customers. With such commitment would develop HRM strategic plans that seek to have quality, competent, versatile and high-tech pool of the employees across all department. Having developed HRM strategic plans, the company will implement HRM plans which seek to accomplish and realized HRM strategic plans. Therefore, it means that HRM plan is the subset of the HRM strategic plan. HM plans include processes of the human resource management such as identification of the human resources that are needed, recruiting and hiring process, training programs to develop the capacity of employees and equip with new skills emerging in the market, determining working environment and conducting appraisal programs which seek to identify areas of the improvement and also make other motivational decisions such promoting employees that are found to have performed excellently. All these human resource processes are designed to actualize HRM strategic plans.

Unit 2 was another important that created an opportunity to explore details of knowledge, skills and abilities (KSAs). In the human resource management and especially in the process of drafting the job description, posting job vacancies, receiving of the applications, screening applicants, interviewing process and finally settling on the right candidates, it is a tiresome process but worth sacrifice because organizations are determined to recruit employees that meet parameters described as KSAs. Considering the fact I am students, I felt motivated to understand explicitly dynamics of the KSAs and how I can use them to create my brand when applying for any job opening.

Considering KSAs, one thing caught my attention that is, responding successfully to KSAs which entails four steps-reading KSAs as stated in the job description, review experiences that relate to individual KSA, an examination of the identified experiences and establish those would appeal more to reviewers and finally, demonstrates with facts to the reviewers how experiences that identified relates to individual KSAs. In nutshell, to win the heart of the reviewers, KSA captured in my application should be relevant and specific illustrating how I can apply knowledge, skills and abilities to deliver value to the organization and in the advertised position.