Importance of SWOT Analysis for Personal Skill Audit

The provided assignment delves into the significance of using SWOT analysis for personal skill audits, emphasizing its role in professional development. It also touches on the importance of continuous learning, performance management, and different approaches to managing employee performance. The document references various sources, including books and journals, to support its arguments.

Developing individuals, teams
and organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1 ...........................................................................................................................................1
Different skills, knowledge and behaviour required by HR professional...................................1
Personal skill audit and professional development ....................................................................3
TASK 2 ...........................................................................................................................................6
Difference between organizational and individual learning, training and development ............6
Continuous learning and professional development to sustainable business performance ........8
TASK 3 .........................................................................................................................................10
Contribution of HPW to employees engagement and competitive advantages .......................10
TASK 4 .........................................................................................................................................11
Different approaches to performance management .................................................................11
CONCLUSION .............................................................................................................................13

INTRODUCTION
Individual and team development is essential activity and portion of organizational
success. This can aid to development of organizations and its success. It is necessary to develop
the skills and knowledge of individual which help to effective team working in the workplace
(Ahmed and et.al., 2016). This study is based on Alexandra-Reisse. It is the financial institution
which provides financial services to the people. Report will analysis employee knowledge, skills
and behaviours required by HR professionals. It will create personal skills audit and professional
development plan to identify the appropriate knowledge, skills and behaviours. It will examine
differences between organizational and individual learning, training and development.
Furthermore, assignment will analysis need of continuous learning and professional development
to drive sustainable business performance. It will demonstrate HPW contributes to employee
engagement and competitive advantages within particular situations of company. It will evaluate
different approaches of performance management.
TASK 1
Different skills, knowledge and behaviour required by HR professional
Human Resources Management:
HRM is the strategic approach to effective administration of people within the
organization which aid to achieve the goals and gain competitive advantages. Human resource
management help to improve the performance of employees and achieve their goals of personal
and professional development (Buckingham and Goodall, A., 2015). In this context, different
skills, knowledge and behaviour which are required by HR professionals within the organization.
Knowledge, Skills and Behaviour for HR professionals:
Professional Knowledge  Technical Knowledge: It is the necessary to
have technical knowledge like understand the HR
software, maintaining the pay records and other
activity (Cloutier and et.al., 2015). HR
professional must have technical knowledge
within the Alexandra-Reisse.
 Laws and Regulations: It is the needed to have
knowledge about different laws and regulations
1

relating to well-being, security, welfare of labour
or workers in the workplace. Therefore, HR
professional must have knowledge about
legislation within the Alexandra-Reisse.
 Training and Education: HR professionals must
have knowledge about training and education, so
that they are improved performance and
developing skills and competencies of employees
within the Alexandra-Reisse.
 Media Knowledge: HR professionals must have
knowledge about the media production,
communication techniques and methods for
managing the performance of individual as well
as Alexandra-Reisse.
Professional Skills  Communication Skill: It is necessary to
effective interaction with employees relating to
performance, solving problems and issues in the
workplace (Dong and et.al., 2017). Thus, HR
professionals must have communication skills
within the Alexandra-Reisse.
 Time management Skill: It is needed to manage
time for effective working and improving
performance of workers in the workplace.
Therefore, HR professionals must have time
management skills for completing task in the
Alexandra-Reisse.
 Problems solving skill: HR professionals must
have identified complex problems, reviewing the
information to evolve and implement solutions
within the Alexandra-Reisse.
2

 Decision Making skill: There are many
decisions making included in human resources.
HR professional must have decisions making
skill to support critical functions of organizations.
With the help of it, an individual make decision
about the team development within the
Alexandra-Reisse.
Professional behaviours  Coordination: HR professionals must have
coordination with employees for effective
working and improving their performance within
the Alexandra-Reisse. Effective coordination help
to increase motivation of employees within the
firm (Hawkins, 2017).
 Adaptability: HR professional must have
responsible for managing the people, improve
their performance within the Alexandra-Reisse.
Also, they must have created flexible culture,
working practices and environment of workplace.
Importance of continuous professional development
In order to that, it is necessary to develop all skills, knowledge and behaviour of
employees as well as improving their performance within the Alexandra-Reisse which is
specialized in financial management. Therefore, HR professionals adopt continuous professional
development (CPD) which help to systematic improvement of an individual. The purpose of
CPD is to search for improving skills and knowledge through revelation to new experiences
benefits both individual and business. Many of HR professionals actively promoting the
continuous professional development (Hayes, 2018). In addition to that, CPD is the rounded of
constantly development, determining new experiences to pursue. Through it, individuals chance
to reach their competencies and staying up to date builds self-confidence and adds to credibility.
In this context, CPD is self orientated and needs motivation and seriousness to improving
personal standards that for some singles can be challenges is itself. Therefore, it is necessary to
3

record and evaluate CPD by HR professionals for developing the abilities, skills and
competencies of individual within the organization. Continuous professional development is
good for build self-confidence and credibility as well as progressions of employees. It is
beneficial for HR professional to set the SMART objectives for training actions which is to be
more nearly connected to business needs.
Personal skill audit and professional development
Personal skill audit is an effective way for single person to determine their strengths and
requires developing in healthy environment of Alexandra-Reisse. Personal skill audit is
important for professional development and achieve the career goals. A key piece of info which
needs to know is skills and knowledge have to people in an organization.
Strengths
 Good leadership skills.
 Great problem solving abilities.
 Effective creative skill.
Weakness
 Poor communication skill.
 Lack of technical knowledge.
 Poor time management ability.
Opportunity
 Meet the new people.
 Working with people from new
culture.
 Working under pressures.
Threats
 Lack of knowledge about the policies
and procedures, regulations.
 Ineffective management for work
balance.
Skills Audit
Some times, auditing the skills through rating scale like 1 to 5 with the confidence level
of an individual.
Skills Rank with confidence level
Communication Written 2
Verbal 5
Listening 3
Visual 4
4

Presentation skills 1
Learning to learn Time management 2
Reflective practices 5
Working to deadline 4
Problem solving 3
Professional Development Plan:
Professional development plan is made by manager working nearly with staff member to
determine necessary skills and resources to help career goals of staff members and needs of
organization. Professional development for staff members start when new member joins team.
My development objectives is to be human resource manager of Alexandra-Reisse which is
specialized in financial management.
Skills Activities Resources Time frame Take review
Communication
Skills
Recently, my
communication skill
is weak, so that I am
following different
activities like
training sessions for
achieve the
development
objectives.
I will follow
different online
resources for
improving the
verbal
communication as
well as reading
some books for
accomplishing the
career goals.
I will develop
my
communication
skills within
the 1 week.
I will take
reviews my
superior for my
communication
skills within the
Alexandra-Reisse.
Technical
Knowledge
My technical
knowledge is very
weak, so that I am
not given any
knowledge to my
team members.
Therefore, I am
I will develop
knowledge about
different software
and hardware
from the online
sources which
help to achieve
I will develop
technical
knowledge
within the 1
month for
achieve my
career goals.
I will take review
from my superior
in relation to
develop technical
knowledge, so
that I will give
training to my
5

gaining knowledge
from training and
development within
the firm.
my career
objectives.
staff members for
handling technical
issues within the
Alexandra-Reisse.
Time
management
skills
I am unable to
manage my time for
completing the work
according to time
limit. Therefore, I
will take advice my
superior for
managing the time
which help to me
effective working in
the workplace.
I will attend the
training and
follow different
short cuts for
completing work
at the allotted
time limit.
Improving this
skill help to me
for achieve my
development
objectives.
I will develop
my time
management
skill within 3
weeks.
I will take
feedback from my
superior about my
work and time
management
which help to
develop the skills
and achieve the
career goals
within the
Alexandra-Reisse.
In order to that, personal skills audit help me in terms of identify my strength and
weakness about my skills and knowledge. Therefore, I am created the professional development
plan for improving and developing my weak skills through following the different activities and
utilising the resources. This PDP help to improve performance and developing skill and abilities
in the Alexandra-Reisse. Therefore, I will follow all the resources for achieving my personal and
professional objectives.
TASK 2
Difference between organizational and individual learning, training and development
Comparison between individual and organizational learning:
Criteria Individual learning Organizational learning
Meaning Individual learning is to acquire
knowledge and ability through
Organizational learning is more
difficult and dynamic than
6

study and instruction or experience. enlargement of individual
learning (Hitt, Xu and Carnes,
2016).
Purpose The aim of individual learning is to
identify the strengths and weakness
of individual.
The aim of organizational learning
is to create knowledge relating to
functions and culture for solving
ineffective team work situation in
Alexandra-Reisse.
Importance It is the essential to learns new
skills and thoughts for productivity
and gain expertise (Kearney,
2018).
It is the important to raise
efficiency through changing
environment and adjust under
uncertain conditions.
Comparison between individual and organizational training and development:
Criteria Individual training and development Organizational training and
development
Meaning Individual training is to take into
thought difference among learners.
Organizational training is to way
of developing skill and knowledge
of people for improving the
performance in the Alexandra-
Reisse.
Aim The purpose of individual training and
development is to achieve the career
goals of an individual.
The aim of organizational training
and development is to increase
productivity and job satisfaction of
employees within Alexandra-
Reisse.
Importance It is the important to gain expertise by
an individual.
It is the essential to increase
productivity and efficiency of
organization.
7

Learning, training and development is essential for individual and organization in relation
to increase the productivity and efficiency. In this context, learning can be directed on strategic
and tactical goals by following the gap analysis. In order to that, gap analysis is essential step in
career professional plan and ensuring the activities of development which are leading towards
accomplishment objectives (Hawkins, 2017). In the gap analysis, different steps involves
analysing the current situation, future needs, differences and prioritizing actions. After following
all steps, an individual implement professional development plan which help to achieve the
professional objectives within organization. With this, developing skills and knowledge as well
as competencies for improving behaviour and solving ineffective team work situation in the
Alexandra-Reisse.
Learning Cycle theory:
It is necessary to set out learning goals, training and professional development through
following the learning cycle. It is the theory of way of people learn from experience. For that,
team leader follow Kolb’s learning cycle theory for learning and drive sustainable business
performance objectives. There are four stages learning cycle such as concrete experience,
reflective observation, abstract concept and active experimentation.
 In concrete experience, situation is combated and reading the existence experience. In
this stage, I have identified the situation to ineffective team working than I have realised
the new ideas and experience is very essential to solve existing the situation in team
within the Alexandra-Reisse.
 Uniformity between experience and understanding in reflective observation of new
experience (Dong and et.al., 2017). In this stage, I have realised that my understanding
and experience is totally different for solving that situation in the team within the
Alexandra-Reisse.
 Increase to new thoughts and changing of existing ideal concept by an individual. As per
my experience, I will get new ideas and experiences as compared to exist concept which
help to me for solving the situation of team in the Alexandra-Reisse.
 After that, learners applies ideas during the active experimentation. In this stage, I will
apply my ideas and experience for solving the ineffective team work within the
Alexandra-Reisse.
8

 This theory views learning as an incorporated procedure with each steps being mutually
supportive of and feeding into the next.
This learning cycle theory, training and professional development help to improve the
performance of individual which is directly the sustainable drive business performance (Cloutier
and et.al., 2015). Through it, individual develop skills and competencies for effective working
and performance within the Alexandra-Reisse as the staff development manager and team
leaders. Effective learning, training and development help to achieve the career goals of
individual as well as organizational sustainable objectives.
Continuous learning and professional development to sustainable business performance
It is necessary to determine and implement learning within the organization. For that,
team leaders and staff development manager needs to use the formal and informal learning
across to develop individual, team and sets organizational skills.
Formal learning: Formal learning happen in structured and organised environment like training
or education organisations or on the job. It is deliberate learning from the perspective which is
leading to degree and certification (Buckingham and Goodall, 2015).
Informal learning: On other side, informal learning is the teaching which is beyond restriction
and goes on external of traditional formal learning atmosphere such as colleges, schools and
universities. This learning is based on the everyday life experience such as family, media and
other effect in the environment of learners.
In order to that, utilization of formal learning in the organization which is major to
degrees and authorization (Ahmed and et.al., 2016). For that, it is necessary to continuous
learning for improving the performance of employees within the Alexandra-Reisse. Constantly
learning help to development of individual professionally. There are highly needed to continuous
learning for professional development in the organization.
Continuous learning and professional development:
Continuous learning is about growing ability to learn through regularly upgrading
abilities and raising the knowledge of individual within the organization. Powerful learning skills
are needed to successfully adapt to change work and life demand of staff members as well as
team leader at the Alexandra-Reisse.
 Continuous learning is determined through activities the carries out regularly in relation
to constant raising the knowledge of an individual.
9

 It is needed to continuous learning is shaping the team adapt to modification of
environment of Alexandra-Reisse.
 Staff development managers and team leader make efforts for creating learning culture
and improving performance of the firm (Sommer, Howell and Hadley, 2016).
 Continuous learning help to develop sense of trust and keeps engaged employees and
interested new ability and knowledge which help to achieve the career objectives.
 It involves viewing experiences as possibility learning and re-examine assumptions,
belief, method, procedure and actions.
 It is the also current procedure of improving, maintaining and representing professional
skills within the organization (Van Dooren, Bouckaert and Halligan, 2015).
For implementing continuous learning, staff development managers and team leader
follow the learning cycle that is Honey and Mumford theory in the Alexandra-Reisse. In the
team, previous leader is careless, so that all members do not working effectively, unrest and
unsure of their roles and negativity staring to creep into the team. As new leader, recruited
employee needs to continuous learning for improving their behaviour for working in team as
compared to previous leader. They must have followed the democratic leadership style for
increasing motivation of firm.
Honey and Mumford learning cycle Theory:
This theory is based on Kolb's in which identifies four different learning styles and
preferences like activist, theorist, pragmatist and reflectors. These styles are learning theory
which single persons artificially prefer in relation to increase personal learning each person
ought to identify their learning preferences and try out chances to learn to utilise that styles
(Honey and Mumford's learning styles, 2019).
Activist: These people who learn through doing some activities such as brainstorming, group
discussion, role play for learning new things and experience within the Alexandra-Reisse. In this
style, I will conduct the role play in team and ask to every member for act to role. This help to
members for learning something new and communication skills improved and other skill
development.
Theorist: These people understand theory behind the activities. They require models and
approach as well as figure in relation to engage in the procedure of learning within the
organization. In this style, I will follow different leadership style and theories for solving issues
10

within the team. This help to increase motivation and developing skills of each and every
members.
Pragmatist: These people want to be able to look way to put learning into action in the real
world. Abstract concept, games and case studies of limited utilise unless by which they can look
path to put thoughts into activity in lives of individual (Shields and et.al., 2015). In this style, I
will play game to team members as the real world which help to effective team working and
improving their performance within the Alexandra-Reisse.
Reflector: These people learn through observing and thinking about happened with individual.
They are doing paired discussion, self analysis questionnaires, observing actions, coaching and
interview for increasing the learning and new experience within the Alexandra-Reisse. In this
style, I will observe and paired discussion for de-terming the problems and giving the
appropriate solution within the organization.
TASK 3
Contribution of HPW to employees engagement and competitive advantages
COVERED IN PPT
11
Illustration 1: Honey and Mumford's learning styles
Sources: (Honey and Mumford's learning styles. 2019)

TASK 4
Different approaches to performance management
Performance management is the procedure of creating work atmosphere or setting in
which people are allowed to act to the best of their competencies. It is full work system which
begin when job is defined as necessary (Ponnuswamy and Manohar, 2016). It is finished when
employees leaves the organization. For managing the performance of employees, staff
development manager and team leader follow different approaches with in the Alexandra-Reisse.
Effective performance management help to accomplish the personal and professional objectives.
Behavioural Anchored Rating Scales:
It is the major approach of measuring the performance within the Alexandra-Reisse.
These scales combine important components from critical incident and graphic rating scale
approaches. The rates worker according to items along number scales but it items are instances
of actual behaviour on job instead of general description. This help to accomplish the personal
and professional objectives.
Quality Approach:
The system of performance management formulated with powerful quality orientation
which can assess both person and system elements in the management method. In this approach,
express managers and workers perform together to solve problems of execution (Noe and et.al.,
2017). There are both inside and outside consumers involving in setting standards and managing
performance within the Alexandra-Reisse. Staff development manager utilise multiple sources
to assess person and system elements. This approach help to improve quality of work and
improve the performance of firm. This approach aid to develop skills and capabilities of
employees in the workplace. This help to accomplish the personal and professional objectives.
Comparative Approach:
It is also important approach of performance management in which staff development
manager and team leaders are compared the performance between employees by utilised
different methods such as ranking, forced distribution and paired comparison (Kearney, 2018).
In raking method, employees are ranked from highest to the lowest level within the Alexandra-
Reisse. In the forced distribution, workers are ranked in groups for measuring the performance in
the organization. This help to accomplish the personal and professional objectives.
Result Approach:
12

It is the also essential approach to performance management in which leaders needs to
focused on managing the objectives which measurable result of job. This approach help to
improve performance of employees within the Alexandra-Reisse. This aspect aid to develop the
skills and competencies for attaining the effective result for job. This help to accomplish the
personal and professional objectives (Hitt, Xu and Carnes, 2016).
Collaborative working approach:
It is the also major approach to measuring the performance of employees within the
organization. Leaders needs to work collaboratively with employees for increasing the
motivation, developing skills and competencies as well as improving the performance within the
Alexandra-Reisse. Collaborative working help to worker in relation to increase the productivity
and efficiency within the company. This assist to achieve the personal and professional
objectives.
CONCLUSION
This report has summarised different skills, knowledge and behaviour required by HR
professional such as communication skills, technical knowledge, coordination and so on which
are beneficial for effective performance in the organization. It can be concluded that utilise
SWOT analysis for personal skill audit than create professional development plan for achieve the
objectives. It can be discussed that importance of continuous learning and professional
development for implementing the Kolb's learning style with in the company. More report has
completed that determine performance management and different approach like quality,
comparative, attributed for managing performance of employees with the company. These
approaches are beneficial for improving the execution and raise productivity of employees.
13

REFERENCES
Books and Journals
Ahmed, T. M. and et.al., 2016, May. Studying the effectiveness of application performance
management (APM) tools for detecting performance regressions for web applications: an
experience report. In Proceedings of the 13th International Conference on Mining
Software Repositories (pp. 1-12). ACM.
Buckingham, M. and Goodall, A., 2015. Reinventing performance management. Harvard
Business Review. 93(4). pp.40-50.
Cloutier, O. and et.al., 2015. The Importance of Developing Strategies for Employee
Retention. Journal of Leadership, Accountability & Ethics.12(2).
Dong, Y. and et.al., 2017. Enhancing employee creativity via individual skill development and
team knowledge sharing: Influences of dual‐focused transformational leadership. Journal
of Organizational Behavior. 38(3). pp.439-458.
Hawkins, P., 2017. Leadership team coaching: Developing collective transformational
leadership. Kogan Page Publishers.
Hayes, J., 2018. The theory and practice of change management. Palgrave.
Hitt, M. A., Xu, K. and Carnes, C. M., 2016. Resource based theory in operations management
research. Journal of Operations Management. 41. pp.77-94.
Kearney, R., 2018. Public sector performance: management, motivation, and measurement.
Routledge.
Noe, R. A. and et.al., 2017. Human resource management: Gaining a competitive advantage.
New York, NY: McGraw-Hill Education.
Ponnuswamy, I. and Manohar, H. L., 2016. Impact of learning organization culture on
performance in higher education institutions. Studies in Higher Education. 41(1). pp.21-
36.
Shields, J. and et.al., 2015. Managing employee performance & reward: Concepts, practices,
strategies. Cambridge University Press.
Sommer, S. A., Howell, J. M. and Hadley, C. N., 2016. Keeping positive and building strength:
The role of affect and team leadership in developing resilience during an organizational
crisis. Group & Organization Management. 41(2). pp.172-202.
14

Van Dooren, W., Bouckaert, G. and Halligan, J., 2015. Performance management in the public
sector. Routledge.
15