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Critical Reflection

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Having left a decade long career to pursue my aspirations to work in the human resources field, I have personal and professional experiences that directly relate to the Massachusetts Institute of Technology research study “Reinventing Employee Onboarding”. The authors presented this argument with a focus on the field of human resources and more specifically the specialization of onboarding practices, which follows the criteria for an argument based in the technical sphere. The research shows that the traditional use of onboarding “assumes that organizational values are something to be taught to and adopted by newcomers” but this process has serious weaknesses (Cable, Gino, & Staats, 2013). This argument challenges the traditional onboarding methods used by businesses by producing researched evidence that shows how the traditional method is failing to produce the needed results. This argument is effective in the delivery of the message because it was produced using the guidelines of the technical sphere, which allows for the argument to be effectively received by the intended audience. The intended audience for this argument includes experts in the field of human resources and those business managers that are seeking ways to improve their workforce. This argument is based primarily in the technical sphere, but it has big influences over other spheres. A main part of this argument focuses on implementing a personal-identity socialization onboarding process so that the emotional needs of the future workforce are met. Although the argument is based in the technical sphere, this change can address needs in the personal sphere. As the argument shows, when the workforce is able to work as their authentic selves, the public is effected in a positive manner.

As I mentioned in the opening of this critical reflection I left a long-term career to pursue something I would get more fulfilment from. This argument was effective in showing why I was not getting the fulfilment I wanted from my previous career. Being in the human resources field at this time, I see this argument as extremely effective in its delivery within the technical sphere. I am currently developing an onboarding process for my workplace and this argument has shown me, through valid research data, that for this new process to be successful I will need to change the focus. My reception of this article is a clear indicator that the argument clearly meets the criteria of the technical sphere. In conclusion, the human resources field is a fast changing area of business. This article addresses the need for the HR field to grow and change with the workforce it will be serving. Shifting the focus during the onboarding process from an organizational view to a personal-identity view can create an efficient workforce, and this change can only start within the workplace, thus this argument is based in the correct sphere for the message to be heard and used. I will be using the information I gleaned from this argument during the development of a new onboarding process and during my day to day dealings with employees. The authors of this argument fulfilled Aristotle’s three main requirements for a valid and effective argument. This argument shows the audience logical reasoning as to why this new process should be implemented, it appeals to the emotional side of the audience by clearly defining the emotional benefits for the employee and it illustrates how this new process can be implemented in an ethical manner.

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