Strategic Human Resource Management

Reflective essay on learning experiences during session.
Critically rethink the future of strategic human resource management practice.

Task one 20%: Describe how your understanding of HRM has changed throughout the session
Succinct and considered reflection on learning. Demonstrated ongoing engagement in subject, group work, and/or required readings.

Information help in reflective writing:
Reflective Writing
YouTube URL:

Watch the video above to learn more about what reflective writing involves.
The specific way you approach this will depend on your personal experiences, but some questions you may want to ask yourself include: Did you go into this subject expecting something but encountered something else? Was there a particular lecture, activity, reading or moment in this subject that was particularly memorable and changed the way you thought about HRM? Was there a topic or moment that elicited a strongly negative response in you and why do you think it did that?
Then look towards the future and ask yourself: What changes, no matter how minor, have you made or will you make to your professional practice as a result of your learning experience?

Lecture slides information :
Week 1 Introduction to strategic human resource management
Week 2 Cultivating Organisation Cultures
Week 3 Recruiting and staffing
Week 4 Training and developing
Week 5 Analysing SHRM cases
Week 7 Performance Management and Feedbacks
Week 8 Employee separation and Retention
Week 9 Social Justice and SHRM
Week 10 Design your career
(I will upload all the lecture slides )

Required Readings
Western, S. (2013). Leadership and organizational culture. In Leadership: A Critical Text (pp. 107119), Thousand Oaks: Sage.

Alvesson, M., & Willmott, H. (2002). Identity regulation as organizational control: Producing the appropriate individual. Journal of Management Studies, 39(5), 619644.

Rivera, L. A. (2012). Hiring as cultural matching the case of elite professional service firms. American Sociological Review, 77(6), 9991022.
Zanoni, P., Janssens, M., Benschop, Y., & Nkomo, S. (2010). Unpacking diversity, grasping inequality: Rethinking difference through critical perspectives. Organization, 17(1), 929.
(I will upload the pdf file of each readings )

Group Work:
We talked about strategic human resources
approach for the company Google
( I will upload the power point presentation)

It is:
A succinct articulation of how your knowledge has extended, deepened and/or transformed in this subject.
A reflection on how your skills have been enhanced.
Evidence of engagement with the subject (with references to specific topics, readings and/or theories).
(IMPORTANT TO INCLUDE THEORIES FROM THE LECTURE SLIDES, for the group work presentation we got bad marks because we didn\’t include theories to support the statement)

For example1:
A moment that stuck with me was in the lecture about culture where Helena suggested it was the water in which we swim and not something that we build. This struck a chord with me because up until that time I considered culture to be one that management could significantly develop into whatever they wanted.

For example 2:
I have had to evaluate different organisational cultures from the outsider perspective before, but once I finally got in [to a new role], my approach to understanding culture had to change. I realised that it is something that will be revealed and developed though my presence. Further, how the key values espoused by an organisation are lived out cannot be simply described but must be observed. I think this reframing of culture in my mind will benefit me in the future as I seek to adapt to new work environments. It will allow me to consider a deeper approach
such as to what extent I share the values or agree with the norms of the organisation.

It is not:
A description of what this subject is about and what you did for it e.g., we had a reading pack of journal articles that were really hard, but the weekly group presentations were a good way to summarise our learning.
A testimonial for me (as much as I appreciate it!) e.g., Helenas explanation of key concepts were clear.

Task two 80%: Critically evaluate the limitations of existing human resource practices
Rethink the future of strategic human resource management practice.
Fundamental to your piece ought to be a sophisticated engagement with social justice.

Part 1 : Critical evaluation of SHRM limitations (25%)
Great depth of analysis, identifying incisive limitations of contemporary SHRM practice supported by research.

Part 2 : SHRM vision (25%
Thoughtful and creative articulation of the future of SHRM practice. Vision resonates with the weaknesses identified in the response.

Part 3 Engagement with ethics and social sustainability (20%)
Sophisticated articulation of how ones original SHRM vision relates to issues of social justice. Demonstrates deep understanding of more contemporary approaches to ethics and social sustainability, such as social constructionist theories of identity.

It is:
A critical analysis of existing practices of your choice. More conservative examples may include the lack of validity in recruitment processes or poor training in performance appraisals and feedback. More radical examples may include mismanagement of diversities or the need to rethink age and generational differences.
Compelling articulation of your vision as a scholar and practitioner for the future of HRM.
Showcase of advanced mastery of concepts and theories of the topic(s) of your choice.

It is not:
A repeat of what you wrote for the individual assignment. Youre giving a recommendation to the human resources industry, not just one company.
Unsubstantiated opinion with no engagement or reference to theory.
A generic summary of what you learnt in another subject.

I identify as a first generation Australian-Arab, Muslim woman who has experienced both sides of privilege and marginalization. My privilege comes from being born and raised in Australia, experiencing access to quality resources such as health, education and work. Experiencing the rich diversity of cultures and value systems is also a unique privilege of belonging to this society.Being a veiled Muslim woman forms a large part of my identity, but I am conscious of the many unique experiences and other facets of my being that define me. My intersectional identities have meant I have learnt face and overcome racism, patriarchy and Islamophobia in daily life.These barriers exist at a social, educational and professional level.

The presence of privilege and oppression in organisations means there is an inherent imbalance of power within the system. This may be systemic to wider society, or specific to within the organisation. In both cases, members of the organisation will not experience truly fair consideration for their value in their work, rather reward for attributes favoured by positions of power.HR managers are responsible for engineering just policies that ensure the interests of organisations and their members; they should also facilitate greater representation of marginalized groups. In my view, a way to counter the imbalance of power in HR systems would be to ensure fair representation of all groups in the organisation and their interests. I would also encourage ongoing dialogue between minority groups and upper management as a means of propelling change and creating systems of inclusion.

Treat your response to Week 10s online activity is a springboard for your response to the final take-home exam.
This grounds your vision for future SHRM practice within your own values, beliefs and assumptions, which the exercise helped you to identify.
The exercise also prompted you to reflect on the role of power dynamics in organisations and society and your position within its intersecting axes.
YouTube URL:

Task: Watch the two videos above to learn more about how privilege and oppression, through an intersectional perspective, intertwine with each other. The specific way you approach this will depend on your personal experiences. However, you may start by asking yourself the following questions:
Thinking about your intersectional identities, how do you experience privilege and/or oppression (marginalisation)?
What implications may privilege and oppression have on the lives of organisational members?
What is the role of human resource managers in maintaining or challenging the status quo?
Looking towards the future, what changes, no matter how minor, could human resource managers make to achieve social justice and dismantle power systems embedded within corporate organisations? e) As a human resource manager, what changes might you make to disrupt the ways power informs HRM practice?

Take advantage of the time to assemble notes and catch up on reading.
Conduct additional research on areas of future practice, e.g., Neo-Marxist theories.