Full name: Nguyen Dang Hue Lan

Student ID: 2057061089

Class: QH18-20_CLC_C
Teacher: PhD. Pham Kim Anh

REFLECTIVE ESSAY
HUMAN RESOURCES MANAGEMENT

Human resources management (HRM) plays a critical role in organizations by

managing the most valuable asset: people. Throughout the course of human resources
management, I have come to realize the multifaceted nature of this field and its impact
on organizational success. In this reflective essay, I will highlight my viewpoints
about my journey in learning this subject, and the lessons I have learned along the
course.
To be able to learn with an enthusiastic teacher is one of the most notable
experience in the Human Resource Management class, I recall how his fun and
friendly approach left a lasting impression on me. From the very first day of class, the
teacher took the time to ask each student about personal information and encouraged
us to discuss it in English. This approach immediately created a sense of connection
and set a positive tone for the rest of the course. Throughout the lessons, the teacher
continuously engaged us through various interactions, making the learning experience
both enjoyable and interactive. I particularly remember his unique practice of
rewarding students with candies, which not only brought a sense of excitement but
also served as a token of encouragement. These small gestures fostered a supportive
learning environment and motivated me to actively participate in class. Looking back,
I appreciate the teacher's efforts to create a memorable and engaging learning
environment, as it not only enhanced my understanding of the subject matter but also
inspired me to approach teaching and learning with creativity and enthusiasm in the
future.
During the study weeks, we were provided with Human resources management
theory, from basic to advanced. First, we learn about the definition of human resources

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management as well as other related definitions. Before knowing what Human
resources managament is, it is important to understand the term “human resources",
which refers to the people within an organization (Robert & John, 2018, p. 56)
I acknowledge that Human Resource Management (HRM) is a strategic
approach to managing employees within an organization. It involves the coordination
of various activities such as recruitment, selection, training and development,
performance management, compensation and benefits, and employee relations. The
primary goal of human resources management is to maximize employee performance
and contribute to the achievement of organizational objectives. (Human Resource
Management, 2011, p.2)
To motivate the class, our teacher encouraged us to improve self-learning by
presenting about related theories, in which each group is provided with each step in
Human resource management, then we had a 15-minute presentation about our topic
and case study as an example. Our group’s topic was “Training and Development” and
we chose a case study of HP company. In this presentation, we went through an
agenda, including defined training and development and its importance, the training
process (5 steps), common challenges to the process, and HP’s training and
development (T&D). Theoretically, to ensure that a training event meets predefined
learning objectives, a systematic approach must be followed. The process begins with
a thorough needs analysis to identify the specific learning gaps of the target audience.
Clear and measurable learning objectives are then defined, serving as the foundation
for content development. The instructional design is carefully considered, structuring
the training content in a logical sequence and incorporating interactive elements to
engage participants actively The appropriate delivery method is selected, whether it
be in-person sessions, virtual training, or blended learning approaches (Human
Resources Management, 2011, p. 217-250). Throughout the event, emphasis is placed
on engagement and interactivity through group discussions, hands-on exercises, and
gamified activities. Evaluation and feedback mechanisms are implemented to assess
the effectiveness of the training and gather insights for improvement. The training
program is continuously reviewed and updated to remain relevant and aligned with
organizational goals. By following this comprehensive approach, a well-designed and

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developed training event can effectively equip participants with the knowledge and
skills needed to achieve the predefined learning objectives. (Robert & John, 2018,
p.650-746)
The reason our group chose HP company as a case study for training and
development is: they are successful in plenty of interesting T&D programs, such as
HP Life e-learning courses, Leadership development programs, Green advocates
training program, Eco solutions advocate program. As a result, they show how
remarkable this company brings to make a successful company throughout the years.
After the presentation, the teacher was impressed by our examples, especially about
the HP Life e-learning courses and leadership development program. Although it
might not be the best presentation, we did our best in teamwork and it will be the
foundation for us to be better in the future.
Moreover, the content of the subject is not only provided by theory but also by
vivid practice. Because the teacher teaches at school while running his own business, I
enjoy his practical teaching style. He not only lectures about the theory in the textbook
but also provides useful information outside. For example, we have a chance to
understand some familiar but new job title phrases at companies such as CEO (as
Chief Executive Officer), COO (as Chief Operating Officer), CFO (Chief Finacial
Officer), CHO (Chief Happiness Officer), etc.
After conducting extensive research and studying the topic, I have come to
acknowledge the significant impact that training can have on employees' ability to
transfer their newly acquired knowledge and skills into real-life situations. Effective
training programs not only impart theoretical concepts but also provide practical
applications and opportunities for employees to practice and reinforce what they have
learned. This promotes a higher level of retention and enables employees to apply
their training directly to their work responsibilities, resulting in improved job
performance and overall organizational success.
Regarding the influence of modern media and working conditions on the way
people learn in a company, several key points can be highlighted. First, modern media,
such as e-learning platforms, video tutorials, and interactive online resources, have
revolutionized the learning landscape by providing flexible and accessible learning

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opportunities. Employees can engage in self-paced learning, access information
on-demand, and engage in virtual collaboration with peers and experts. This allows for
personalized learning experiences tailored to individual needs, preferences, and
learning styles . Second, working conditions, including remote work and flexible
schedules, have necessitated a shift in traditional learning approaches. Virtual learning
platforms, webinars, and video conferencing tools have become essential for
delivering training and facilitating communication and collaboration among remote
teams. The ability to access learning materials and engage in training remotely has
increased convenience and adaptability, enabling employees to learn at their own pace
and integrate learning into their work routines. (John & Chinyere, 2022, p.123-130)
However, it is important to acknowledge that challenges can arise in the field of
Human Resource Management (HRM). One aspect that proved more challenging than
initially thought is managing organizational change. HR professionals play a crucial
role in helping organizations navigate through transitions, such as mergers,
acquisitions, or restructuring. The complexities of change management, including
resistance from employees, communication challenges, and ensuring smooth
transitions, require strategic planning and effective people management skills.
Moreover, managing employee performance may have a challenge. Performance
management involves setting clear expectations, providing regular feedback, and
addressing performance issues. Balancing the need for objective evaluation with the
need to support employee development and engagement can be a delicate task.
Additionally, ensuring fairness and consistency in performance assessments across
different teams and departments can present challenges. Furthermore, staying updated
with evolving labor laws and regulations is a constant challenge in HRM.
Employment laws change frequently, and HR professionals must stay informed to
ensure compliance and mitigate legal risks. This requires continuous learning and
keeping up with legal updates and industry best practices. (Raymond et al., 2018, p.
2-64)
In conclusion, my journey in understanding human resources management has
been enlightening and transformative. I have come to appreciate the strategic role of
human resources management in organizations and its impact on employee

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engagement, diversity and inclusion, and ethical considerations. I really appreciate the
teacher's enthusiasm in teaching, it makes me motivated to study and complete this
reflection essay in the best way.
​
References:
Human Resources Management. (2011). University of Minnesota, 2-341.
John, E. B., Chinyere, F. E. (2022). The Role of E-Training on Human Resource
Management Staff of Management Development Training Institutions. NDA
Journal of Management Sciences Research, 2(2), 123-130.
Raymond, A. N., John, R. H., Barry, G., Patrick, M. W. (2018). Fundamentals of
Human Resource Management. Mc Graw Hill Education, 2-101.
Robert, N. L., John, R. H. (2018). Human Resources Management: Functions,
Applications, and Skill Development. SAGE Publications, 56 -746.