Introduction
Reflective practice is a cornerstone of professional development, providing a structured approach to learning from experiences. This reflective log serves as a compendium of my introspections across the MSc in Human Resource Management at the University of South Wales, each offering a unique perspective and a rich tapestry of learning opportunities. Through these entries, I have engaged with critical reflective practices, employing models such as Kolb's Experiential Learning Cycle and the Burton Model of reflection, to deepen my understanding of Human Resource Management (HRM), strategic business contexts, and leadership dynamics.
The entries within this log chart my journey through three distinctive modules: HR4S004 focuses on Global Talent Management, HR4S02 delves into HRM and Strategy in a Business Context, and HR4S013 explores the nuances of Leading and Managing People. Each entry encapsulates the transformative learning that occurred, reflecting on action to glean insights from past experiences, reflecting in action to adjust approaches in real-time, and reflecting for action to proactively plan for future professional practice.
In HR4S004, the reflection navigates the delicate balance between strategic HR roles and operational responsibilities, exploring how to align HR practices with market trends for enhanced organisational performance. The HR4S02 entry retraces the steps back into the theoretical realms of HRM and strategy, integrating scholarly discussions with professional practice. Lastly, the HR4S013 entry contemplates the strategic potential of HR within the context of cultural and ethical dimensions, underpinning effective leadership and change management.
Collectively, these reflections have been compiled and submitted as my final portfolio for the module DEVELOPING SKILLS FOR BUSINESS LEADERSHIP (HR4S010), together they represent a critical evaluation of my academic and practical experiences but also signify a roadmap for future application. They underscore my commitment to continuous learning and adaptation, aiming to embody the principles of the Chartered Institute of Personnel and Development (CIPD) and to contribute meaningfully to the field of HR. As I progress, these reflective entries will serve as beacons, guiding my growth and ensuring that my practice remains informed, strategic, and culturally competent.
In this example assignment, I will use this column to offer annotations. These will explain the author's statements and actions, identify which one of the three reflection approaches is being utilised, and provide additional important details to aid your comprehension of the assignment's requirements.
What is the Author Saying and doing?
In the introduction to the reflective log, the author is establishing the significance of reflective practice for professional development, stating the purpose of the log as a record of their learning journey through their MSc in Human Resource Management. They are doing several things here:
1. Setting the context: They provide an overview of their academic journey, mentioning the specific modules undertaken and the reflective models used, such as Kolb's and Burton's, which indicates that they are linking theory with practice.
2. Reflecting on action: By mentioning that they engaged with critical reflective practices, the author is showing that they have reflected on past actions to deepen their understanding of HRM, strategic business contexts, and leadership dynamics.
3. Reflecting in action: The author indicates that they have adjusted their approaches in real-time during the module, which is an element of reflective observation and abstract conceptualisation within Kolb's Cycle.
4. Prospective reflection (reflecting for action): They mention their proactive planning for future professional practice, which shows they are looking ahead to how they can apply what they've learned (active experimentation in Kolb's Cycle).
5. Drawing links between theory and practice: The author reflects on how the modules allowed them to explore and align HR practices with market trends, integrate academic theory with professional practice, and understand the strategic potential of HR in cultural and ethical contexts.
6. Linking experience to CIPD standards: The author emphasizes their commitment to the CIPD principles, suggesting that their reflection has been aligned with the professional standards expected in the field of HR.
7. Creating a roadmap for future application: They identify this log as not only a critical evaluation of academic and practical experiences but also as a guide for future application in their professional life.
8. Commitment to continuous learning and adaptation: The author expresses a dedication to continual development and the strategic application of their learning, aiming to remain culturally competent and informed.
In no more than 550 words the introduction serves to inform the reader about the purpose of the reflective log, connect the author's experiences with professional standards, and demonstrate an insightful approach to learning and professional development in HR.