Before

Before
In this reflection paper, I will be discussing the different topics that, at first glance may seem unrelated but
upon deeper analysis, reveal a surprising correlation that was able to profoundly influence my
understanding of this course. These topics—Topic 2-3 (Job Analysis & Design) and (Expanding the Talent
Pool: Recruitment and Careers), Topic 4-5 (Employee Selection: Overview of the Selection Process) and
(Training & Development: The Scope), and lastly Topic 6-7 (Performance Management) and (Introduction
to the Field of Organizational Behavior). Different reporters tackled these topics in a span of weeks which
resulted in me acquiring new knowledge in different sub-fields of HRM that enabled me to have a better
insight into the course. Initially, I found the interaction of these different topics rather appalling due to the
fact that I may not be able to fully comprehend it, but as I started to look at it closely and slowly grasp
every bit of information thrown by the reporters it revealed an interconnectedness that captivated my
interest that somehow helped me managed to get a grip of it.
During
In the aspect of the first two topics that were discussed-- Topic 2-3 (Job Analysis & Design) and (Expanding
the Talent Pool: Recruitment and Careers), I've learned that by effectively leveraging job analysis and
design, HRM can broaden the talent pool, attracting a diverse range of candidates while nurturing career
growth within the organization, an important fact that was highlighted by the reporters and something
that I have realized while they were discussing their report.
Furthermore, with the discussion of the fourth and fifth reporters, the integral link between Employee
Selection and Training & Development has become apparent to me, at the very least. The fourth
discussants were able to expound the idea of Employee Selection. This allowed me to comprehend that
Employee Selection ensures that individuals with the necessary skills and cultural fit are recruited. The
report of the fifth group started strong, especially on the part of Mr. Calipay and Ms. Pacana highlighting
that Training & Development programs further improve these skills, enhancing employee capabilities and
contributing to organizational success. Their PPT as well was well crafted given the fact that they only
included information that was relevant to their discussion, which I liked.
Moreover, I've come to understand the critical connection between Performance Management and
Organizational Behavior in HRM. While the sixth and seventh reporters were discussing, I have noted that
Performance Management involves goal setting, feedback, and evaluation. This is needed to align
individual efforts with organizational objectives. On the other hand, I would say that the sixth reporter was
able to tackle the topic smoothly and it can be easily understood especially in the report of Ms. Dagatan.
She was able to expound and relate it to her experience as an SK Councilor in her Barangay. The seventh
group also did an exceptional job in explaining the topic emphasizing that Organizational Behavior explores
the dynamics of individual and group behavior within an organization. However, I was taken aback by the
report of Ms. Dumara since she wasn’t able to expand her topic that much focusing only on the information
provided by the textbook. On a positive note, her report was fun to listen to and engaging, unlike the
reports of the prior discussant. Overall, recognizing this combined effect, I appreciate how integrating
insights from Organizational Behavior research into Performance Management practices can cultivate a
positive work environment, motivate employees, and drive organizational success through effective
performance management strategies.
After
Studying these has made me understand the different concepts of each of the topics, providing some sort
of scaffold and laying the foundation of knowledge about finding the right people for the job, and how I,
as an instrument, be of help to these people in order for them to grow, and how I am as a part of an
organization be an instrument to help it grow. This
translates later on to my chosen profession.
As a future educator, I think it is imperative for me

to identify and be able to understand the different
behaviors and needs of students and how I can
translate this to help them grow and let them
understand how their individual efforts can
contribute to our society collectively.
Figure 1. Beyond Curriculum: The Value of Teachers

as Teachers and Role Models
Reflecting on these topics together has deepened my understanding of the Company-Employee

Relationship. This made me realize how a company plays an integral role in the development of its
employees and how employees help the company achieve its organizational goal.
Investing and developing a healthy company-

employee connection is critical to organizational
growth and success. By addressing employees'
well-being and satisfaction, companies may build
a healthy work culture that fosters innovation,
attracts top talent, and ultimately leads to long-
term profitability.
Figure 2. Importance of Employee in Growth of Business
In conclusion, the discussions made me realize a lot of things. This includes me realizing the value of an
employee to an organization and how … By exploring the interconnectedness of the different topics…
As I continue on my journey
References:
Agarwal, V. (2021, February 5). Importance of employees in growth of business.
https://www.linkedin.com/pulse/importance-employees-growth-business-vivek-agarwal
Motan, I. (2023, August 6). Beyond the curriculum: the value of teachers as mentors and role
models. https://www.linkedin.com/pulse/beyond-curriculum-value-teachers-mentors-role-
models-motan

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As a future educator, I think it is imperative for me

Figure 1. Beyond Curriculum: The Value of Teachers

Reflecting on these topics together has deepened my understanding of the Company-Employee

Investing and developing a healthy company-

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