�Reflect on your prior knowledge of and experience with HR policy in organisations. As an employee,
reflect upon your own perspective and engagement with HR policy.
�Reflect upon the perspective of colleagues whose role may involve HR policy development and/or
whose role requires a close working relationship with HR policy developers.
�Your prior knowledge of and experience with HR policy within your own organisation (or one that you
are familiar with).
�Your own particular areas of personal and/or professional interest (e.g. diversity management,
recruitment and selection, grievance and discipline etc.).
�Your personal biases and assumptions about the ways in which these polices have been developed
�Challenge yourself to think critically about these policies from the perspective of others. For example,
colleagues whose role may involve HR policy development and/or whose role requires a close working
relationship with HR policy developers.
DHRP W4 PDP: 2
Prior Knowledge of and Experience with HR Policy in Organisations
As an employee, it is vital to establish that the engagement, energy and commitment in
HR policies aid in inclusively brining to work the indicators of dedication and involvement
within a work environment. The engagement in productive and quality content clearly indicates
our engagement in being loyal within an organization. When an organization embeds sound HR
practices, they ensure that employees feel safe, satisfied and in a position to work in achieving
their full potential (Armstrong, 2014). My knowledge and experience in HR policies in an
organization clearly determines the essence of people as the primary resources that an
organization has in delivering its services effectively. In this case, strategic planning and the
inclusion of HR policies in management clearly guide an organizations strategic plan, a factor
that indicates that the staff plays significant roles in steering the direction of the organization.
Particular Areas of Personal and/or Professional Interest
In detailing my personal and professional interest within HR, the recruitment policy plays
a significant role in my professional experience. This policy within the areas of work I have
gained experience from ensures that an open recruitment approach in inclusively established
within and outside and organization in ensuring qualified and experienced applicants are
included within the workforce of an organization (Bamberger, Biron, & Meshoulam, 2014). In
addition to this, the recruitment policies of an organization primarily places stress on the need to
ensure special efforts in securing a sufficient recruitment process is facilitated with the aim of
achieving an affirmative action plan.
DHRP W4 PDP: 3
These policies ensure that the recruitment process is open and are developed to include an
organizations objective in fostering a well-qualified and diverse work team. On the other hand,
several organizations policies articulate the essence of ensuring career positions are filled
through the inclusion of recruitment process on an organizations HR website (Marchington, &
Suter, 2012). This allows the HR client services teams to consult and assist with several
discursive strategies that include professional organization association and networking.
Personal Biases on How These Policies are Developed and Implemented
The hiring of talent remains one of the essential elements in an organization, a factor that
remains challenging in achieving. In this case, diversity in the hiring and employment of
qualified personnel ensures the initiation of a robust and well-equipped team that can effectively
perform in meeting the pressures and circumstances of an organization. My personal bias on how
policies are developed and implemented remains in expectation anchor where an interviewee
may bypass proper investigative measures in reliance on the frivolous expectations that focuses
on the element of favoritism (Toon, 2011). An interviewer therefore believes that such a
candidate remains in a suitable position to acquire the job thus putting a mental block during the
process of interviewing.
Critical Thought of these Policies from the Perspective of Others
In thinking critically about these policies from the perspective of others, it is significant
to ascertain the essence of diversity and fair treatment by acknowledging the need to appreciate
the differences among the employees and the value of investing in these differences with the aim
of enhancing the management practices of an organization (Tricker, 2015). This therefore
ensures that the element of discrimination is omitted and inclusiveness in promoted, an aspect
DHRP W4 PDP: 4
that is essential within a work environment. On the other hand, it is essential to ensure equal
opportunities and diversity is also included in providing training, advice and help on several
situations that are tailored within specific environments.
Armstrong, M. (2014) Armstrong’s handbook of human resource management practice, 13th ed.
London: Kogan Page.
Bamberger, P., Biron, M. & Meshoulam, I. (2014) Human resource strategy: formulation,
implementation and impact, 2nd ed. London: Routledge
Marchington, M. & Suter, J. (2012) “Where informality really matters: Patterns of employee
involvement and participation in a non-union firm” Industrial Relations 52 (1) pp. 284-
Toon, C. (2011) ‘Is your HR policy outdated?’
Tricker, B. (2015) .Corporate governance: principles, policies and practices. Oxford: Oxford