Employee Experience Reflective Piece Assignment Sample
MAIN BODY
Internal communication, onboarding and people
management
The topics, concepts and approaches chosen are
internal communication and onboarding. I found them interesting as these are
important for the role of HR and also cover a broad range of topics about HR. These
are effective in improving the performance of the role of HR in the future in a
successful manner (Wuersch et al, 2023, p. 614).
This experience of learning the module was effective and has provided me with
the information that is essential for future development in the future. Internal communication
is a crucial practice that leads to the flow of information in a smooth manner
between the employers and the employees (Chenji et al, 2021, p. 2150046). Through
this, I found the working of the same and the way it plays a great role in managing
the people in the organisation. With the work of Mishra, Boynton and Mishra
(2014), I analysed that organisational communication is necessary for keeping
the employees engaged. In case communication is not good, then it will affect working
well. For example, two employees are working on a single task, and the
communication between them is not clear, then it will affect the work. Thus, the
task objectives will not be accomplished and eventually the working effcieicy
of the business will be affected. Also, internal communication helps improve
the interpersonal relationships among the employees.
I found that internal communication is essential for
better internal control and to increase the engagement of the workers, which is
needed for better performance. Through internal communication, I understood that
the mission, objectives and targets are communicated to the company, people and
stakeholders. Jiang and Men (2017) stated that the main aim of this is to keep
the employees engaged and able to understand the organisation's values and
objectives (Vokić et al, 2022, p. 19). I
also learned about the various forms of communication used in this process that
involves oral, written, digital, etc. I found that it has its importance in
collaboration, strategic alignment, resolving concerns, etc. There are various
types of communication which are top-down, bottom-up down and horizontal (Maksuti
et al, 2021, p. 111095). The company here practices transparency, promotion of
feedback, listening to the workers, etc. For example, while working at the time
of training in a company, I assessed that having compliance with different
methods of communication is very necessary. Also, I assessed that during teamwork
work the most essential element is effective coordination, as in case
collaboration among the employees is not good, then the team objectives will
not be attained well.
Onboarding is the practice followed by the HR manager
when a new employee joins the company. I understood that it is a necessary
practice that introduces the newly hired to the firm's policies and practices. This
includes the orientation of the new worker, which is effective in giving the
details on the firm’s policies, working, roles, and expectations for the new
staff (Men, 2021, p. 1). I found that
this is crucial to make the worker feel welcomed and valued in the
organisation. This also made me understand that it is effective in workforce
engagement and retention for a long time. It familiarises the people with the culture
and helps in its integration with the venture, its goals and team (Godinho et al, 2023, p. 79). I also identified
that this leads to the integration of the staff with the venture and its
internal environment.
Onboarding is significant in making the new joiner
understand what skills they require to have and develop to perform the
particular task. Its main aim is to make the newly joined worker feel
comfortable and a sense of connectivity with the new place (da Silva et al, 2022, p. 108111). This topic interests me as I feel curious to know
more in detail about this. This gave me knowledge on the duration of how long
it takes place (Refer to Appendix 1). This goes from a day to several months, depending
on the nature and demand of the job and the skill development required of the
workers.
People management is the management of the personnel
in the organisation, which encompasses all of its activities. It also fulfils
its needs, which can lead to better performance outside and the development of
the people in the firm (Jeske and Olson, 2022,
p. 63). I found these are very important and identified myself as interested
in playing the role of the same role in the future. In this, I would be working
in the recruitment of people, providing them with the training and development,
working in managing their performance, engaging them, resolving concerns, etc. This
looks for the overall handling of the workers in the company (Verčič, 2021, p. 102009).
People need to be managed so that they can be moved in
the direction of the firm’s common goal. Through this, the workers can be
motivated to work to their best abilities and seek opportunities for growth in
the future (Appel-Meulenbroek and Danivska, 2021,
p. 312). It made me identify that when the workers feel the need to grow,
they grow the company with them in the process. Through this module, I have
found that these topics interest me, and it has made me gather details on the
same. For instance, another company, SkinVision, is a company dealing in the healthcare
industry and deals in effective management of skin-related diseases (Seeing
a vision for truly strategic HR, 2025). The company continues to grow and
is developing the HR system well. They treated onboarding as a major function, and
for this, they started recording all the records in one place.
Influence on knowledge and understanding
My knowledge and understanding have been improved by
participating in this module. This has helped me to obtain the information on
the topics that I find interesting, which are internal communication, onboarding
and people management. This has also helped me gain an idea of this and the way
these are effective for my future professional role in HR. It helped me to
develop the idea and understanding of the same. I found the way this works and
the significance of the practice in the role in future. This also led to my
knowledge development on the skills that are needed to perform the job in this
profession of HR profession. Through the module, I understood what I need to do
to become successful in this profession in this field.
I found that when I would be working in the role of HR
in the future, I need to have a proper understanding of internal communication.
I also need to understand that there is a need to know the way it works, and
proper practice is crucial for better handling of the people in the team and the
firm. Through internal communication, the people are more engaged with the
company and the objectives (Petrilli et al, 2022,
p. 5684). This ultimately leads to the better
achievement of the goals, and I would be able to fulfil the demands of my role effectively
and focus on greater productivity. For instance, Adobe is a company that
replaced its annual performance review and rating system. The employees of the
company were not liking the older system as the structure was not good. Thus, there
were certain barriers relating to the system, and for this, they developed the
check-in, and with this, the employees were motivated to work better. The
employees and the manager were using a common web-based document, and as a
result, the employees were happy. This was a case of internal communication as
by assisting employees through the web-based document, the relationship between
the management and employees increased, resulting in better internal communication.
I
also gained the knowledge that will help me in my future profession, which is onboarding
in the role of HR in the future. I would be engaged in the onboarding of the
newly hired employees, which identifies them with the organisation, its culture
and its working. Through the participation in this module, I found clarity on
the topics of my interest and the role that would interest me in my
professional career. This made me understand that I need to develop myself for
better performance in my career. I also developed certain skills such as
critical thinking, problem solving and soft skills such as communication,
leadership, etc. These are effective for the role of HR and can handle the
various issues (Hoffman and Tadelis, 2021, p.
243).
People management has made me understand the overall
role that HR plays in the organisation. I got to familiarise myself with the
process in a more detailed manner and how it works in a real-world setting. The
role needs to have resilience and adaptability, and also needs to bring the
team of different people together and more engaged with the work (Lee and Kim, 2021, p. 101998). Further, with the help of the module, it assisted
me in getting in-depth information and helped in the planning for my future
profession and the need to grow in it. It gave me knowledge on recruitment,
training, compensation, conflict resolution, organisational culture, etc. These
are crucial roles to be played in the job of an HR (Armstrong and Taylor, 2023). This sets my base for the planning
for my career and developing myself in a way that I can satisfy the demands of
the role and tasks effectively given to me.
Through this, I will also be able to foster an
environment of support and development of all and also grow in my role in the
future as an HR professional. I will work on feedback, making my communication
and leadership better and effective so that I can have influence on the team. I
would be able to better delegate and manage the team by understanding these practices
of internal communication, onboarding and people management better.
REFERENCES
Books
and Journals
Appel-Meulenbroek, R. and
Danivska, V., 2021. A handbook of theories on designing alignment
between people and the office environment (p. 312). Taylor &
Francis.
Armstrong, M. and Taylor, S.,
2023. Armstrong's handbook of human resource management practice: A
guide to the theory and practice of people management. Kogan Page
Publishers.
Chenji, K. and Raghavendra, S., 2021.
Onboarding Effect on Employee Creativity: The Moderating Role of Psychological
Empowerment. Journal of Information & Knowledge Management, 20(04),
p.2150046.
da Silva, L.B.P., Soltovski,
R., Pontes, J., Treinta, F.T., Leitão, P., Mosconi, E., de Resende, L.M.M. and
Yoshino, R.T., 2022. Human resources management 4.0: Literature review and
trends. Computers & Industrial Engineering, 168,
p.108111.
Godinho, T., Reis, I.P.,
Carvalho, R. and Martinho, F., 2023. Onboarding handbook: An indispensable tool
for onboarding processes. Administrative sciences, 13(3),
p.79.
Hoffman, M. and Tadelis, S.,
2021. People management skills, employee attrition, and manager rewards: An
empirical analysis. Journal of Political Economy, 129(1),
pp.243-285.
Jeske, D. and Olson, D., 2022.
Onboarding new hires: recognising mutual learning opportunities. Journal
of Work-Applied Management, 14(1), pp.63-76.
Jiang, H. and Men, R.L., 2017. Creating an
engaged workforce: The impact of authentic leadership, transparent organisational
communication, and work-life enrichment. Communication research, 44(2),
pp.225-243.
Lee, Y. and Kim, J., 2021.
Cultivating employee creativity through strategic internal communication: The
role of leadership, symmetry, and feedback-seeking behaviours. Public
relations review, 47(1), p.101998.
Maksuti, S., Bicaku, A., Zsilak, M., Ivkic,
I., Péceli, B., Singler, G., Kovács, K., Tauber, M. and Delsing, J., 2021.
Automated and secure onboarding for systems of systems. IEEE Access, 9,
pp.111095-111113.
Men, L.R., 2021. Evolving
research and practices in internal communication. In Current trends and
issues in internal communication: Theory and practice (pp. 1-18).
Cham: Springer International Publishing.
Mishra, K.,
Boynton, L. and Mishra, A., 2014.
Driving employee engagement: The expanded role of internal communications. International
Journal of Business Communication, 51(2), pp.183-202.
Petrilli, S., Galuppo, L. and
Ripamonti, S.C., 2022. Digital onboarding: facilitators and barriers to improve
worker experience. Sustainability, 14(9), p.5684.
Verčič, A.T., 2021. The impact
of employee engagement, organisational support and employer branding on
internal communication satisfaction. Public Relations Review, 47(1),
p.102009.
Vokić, N.P., Verčič, A.T. and
Ćorić, D.S., 2022. Strategic internal communication for effective internal
employer branding. Baltic Journal of Management, 18(1),
pp.19-33.
https://brightclassroomideas.com/do-my-assignment-service/
Wuersch, L., Neher, A. and
Peter, M.K., 2023. Digital internal communication: An interplay of
socio‐technical elements. International journal of management reviews, 25(3),
pp.614-639.
Online
99firms (2025). Onboarding Statistics. Online. Available through: https://99firms.com/blog/onboarding-statistics/#gref
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