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Now What:

In the next steps of my HR journey, I will integrate the CIPD knowledge area insights into my practice, with a particular emphasis on the interplay between culture and change management. Informed by the detailed exploration of change models, my approach will be culturally nuanced and ethically sound, ensuring that strategies are tailored to the varied cultural fabrics of global organisations.

 

My commitment is to develop HR strategies that are congruent with the cultural and ethical landscapes of the organisations I serve. I will draw on the sensitivity required to manage change in diverse environments, as revealed through the study of Lewin's model, Kotter’s framework, and the ADKAR model, among others.

 

As I navigate the transition from academia to the professional world, I am mindful of the unique challenges I've faced as an international student. These experiences have been invaluable, providing me with the cultural intelligence that is crucial for effective HR management in a globalised business landscape.

In conclusion, the HR4S013 module has been instrumental in enriching my understanding of HR’s strategic role and the importance of navigating cultural and ethical dimensions within the workplace. It has equipped me with a comprehensive understanding of various change management models and their significant impacts on organisational culture. The insights gained from studying Lewin's model, Kotter’s 8-Step Change Model, and the ADKAR model have been particularly profound, reinforcing the need for a culturally sensitive and ethically grounded approach to change management.

 

Moving forward, I am committed to applying these models in a way that respects the diversity of the workforce and aligns with the ethical standards of the field. The cultural intelligence I have developed through this module, coupled with my international background, will be invaluable assets as I embark on a career in HR. I am poised to enter the professional world with a nuanced perspective that values both the collective culture of an organisation and the individual experiences of its members. The learning from this module will serve as a cornerstone in my efforts to lead and manage change effectively, ensuring that HR practices I advocate are both strategic and culturally competent.

Reflective Log Entry: HR4S013 - Leading and Managing People

What is the Author Saying and doing?

What the author is saying: They plan to apply the insights gained from the CIPD knowledge areas and change models to their future HR practice, with a focus on the interplay between culture and change management.

What the author is doing: Outlining actionable strategies for future practice, showing prospective reflection, and committing to developing HR strategies that are culturally sensitive and ethically grounded

Reflection-for-action:

The "Now What" section explicitly demonstrates reflection-for-action. The author discusses how they will integrate the learning from the module into their future HR practices, particularly the interplay between culture and change management. They outline a commitment to developing HR strategies that are culturally sensitive and ethically grounded, and how they plan to apply the change models in a way that respects workforce diversity and aligns with ethical standards.

Throughout the entry, the author links their experiences within the module to the CIPD professional standards, demonstrating an understanding of the strategic role of HR and the importance of cultural and ethical considerations in the workplace. They express a commitment to applying change management models in a culturally competent way, reflecting both their learning from the module and their personal journey as an international student preparing for a strategic HR role.

This reflective log entry encompasses all three types of reflection, with a strong emphasis on reflection-on-action and reflection-for-action, highlighting the author's process of learning from past experiences and planning for future application in professional HR practice.