BH7307 Employee Experience Reflective Piece Assignment

Introduction

Human resource management plays an important role in supporting employees, improving organisational performance and creating a positive workplace environment. Effective management of people requires organisations to focus not only on recruitment and performance but also on communication, onboarding and the overall employee journey. Internal communication enables information to flow between employees and management, helping workers understand organisational objectives, responsibilities and expectations. Effective communication can also support employee engagement, collaboration and stronger workplace relationships.

Onboarding is another important HR practice that influences how newly hired employees experience an organisation. A well-structured onboarding process helps employees understand organisational culture, policies, responsibilities and team expectations. It can contribute to employee engagement, integration and long-term retention. The employee journey also includes different stages, from joining and developing within an organisation to performance management and eventual offboarding.

This assignment help service explores internal communication, onboarding and employee journey management from an HR perspective. It discusses the importance of these practices, their influence on employee performance and engagement, and the knowledge and skills developed through studying these areas. The discussion also uses organisational examples, including SkinVision and Adobe, to demonstrate how HR practices can be applied in real workplace contexts.

Main Body

Internal communication, employee journey and performance 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). 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 efficiency 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. For improving the journey of employees within the company, it is the responsibility of HR to welcome they are welcomed well into the company. I understood that it is a necessary practice that introduces the newly hired to the firm's policies and practices (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. Also, it was assessed that during the employee journey, design thinking is needed as it will improve the working of company's better. With the design thinking, the innovation can be promoted and as a result, it will assist in integrating the needs of people with the latest techniques and eventually it will increase the working capability (Verčič, 2021, p. 102009). Also, during the journey of an employee, there are many different moments which can create better working conditions. It includes a certain type of specific moments or even ongoing moments which can create a better working image among the employees. Also, it can include some of the broken moments which might have created a negative effect on the work of the employees.

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 (da Silva et al, 2022, p. 108111). Also, the case study highlighted that better onboarding assists in engaging the employees for longer (Jeske and Olson, 2022, p. 63). This is because of the reason that with the help of an effective type of onboarding, the employees are welcomed well and as a result of this better efficiency of the company and organisational communication are improved.

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. Also, this assists in effective management of the work and as a result of this, the overall working of the company is improved.

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 and people management. 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 (Lee and Kim, 2021, p. 101998).

The complete life cycle of the employee includes the stages which start with attraction and end with off-boarding. It includes different moments that matter within this whole cycle. The cycle starts with the joining of the company and there they will be working and within the company and will grow a lot. Further, the next stage is of growing where the performance appraisal need to be implemented so that the employees are highly motivated to work well. after that the lifecycle includes the stage where the employee might leave the company due to the moments which were not good. lastly, in case the employees will be good then the company will try to sustain the employees so that they do not leave the company.

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 effective creation of the moment of the newly hired employees, which identifies them with the organisation, its culture and its working (Armstrong and Taylor, 2023). 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). 

Through this, in future 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, performance management better.

List Of 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.

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

Seeing a vision for truly strategic HR. 2025. Online. Available through: <https://www.personio.com/references/case-study-skinvision/?utm_source=cipd&utm_medium=partner&utm_campaign=om_cipd_checklist>