Employability Skills and Professional Standards for HR Managers

This report discusses the importance of knowing oneself, knowing the sector, and letting others know about oneself in the context of HR management. It also analyzes the Johari and Gallup theories and the significance of professional standards for HR managers.

GRENNWICH SCHOOL OF MANAGEMENT
EMPLOYABILITY SKILLS
MODULE CODE:EMSK5012
StUdent Name: Sylvie Zoh
3/4/2018
ModuleLeader: Jackie Lewis
Student No.50282 50282

Contents
INTRODUCTION......................................................................................................................................2
KNOW YOURSELF..................................................................................................................................2
Analysis of the Johari theory...................................................................................................................2
Analysis of the Gallup theory...................................................................................................................3
KNOW YOUR SECTOR..........................................................................................................................4
2.1. Career sector and related professional standards............................................................................4
2.2. Gaining Professional Standards........................................................................................................5
LET THEM KNOW YOU..........................................................................................................................5
3.1. Job Description.................................................................................................................................5
3.2. Skills highlighted in my CV................................................................................................................5
3.3. Interview Feedback..........................................................................................................................6
Conclusion...................................................................................................................................................6
References:................................................................................................................................................16
GALLOP STRENGHT( CLIFTON)…………………………………………………………….9
CURRENT JOB DESCRIPTION……………………………………………………………..10
CURRICULUM VITAE(CV)………….…….…………………………………………………11
LINKEDLN……………………………………………………………………………………...14
PERSONAL DEVELOPMENT PLANNING…………………………..……………………..15
STAR METHOD INTERVIEW………………………………………………………………..16
REFERENCE…….…………………………………………………………………………….17
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INTRODUCTION
In this report, the main the main themes that will be looked upon are ‘know
yourself’, ‘know your sector’ and ‘let them know you’. Along with that, this report also
contains a critical appraisal of the Gallop and Johari theories. It has analyzed the
qualification of the Chartered Institute of Personal development and evaluates the
importance of them for a candidate (Armstrong, 2012). Besides that, this report will also
demonstrate how my Curriculum Vitae and LinkedIn profile matches the required skill of
an HR Manager as well as reflect on the interview process.
KNOW YOURSELF
Analysis of the Johari theory
Considering the fact that the above-mentioned window model was devised by
two of the most eminent psychologists, Joseph Luft and Harry Ingham in the year 1950,
the theory was named ‘Johari'. The Johari window model can be defined as a
communication tool which is designed to invite personnel so that they can focus on
themselves through other lens and thus can gain a vivid and clear idea o their strengths
and weaknesses. Along with that, this model is also referred to a feedback and
disclosure model since it focuses on both self-awareness of an individual and the
thoughts of other individuals that create trust amongst an individual (Bhattacharyya,
2009). The above-mentioned model is comprised of four quadrants, namely, the open
area, the hidden area, the blind and the unknown. The open area comprises of the
adjectives that both the individual along with the peers have selected. The Hidden Area,
also known as the Façade Area is consists of adjective selected by the individual but
not by any of the peers. The peers are either unaware of the adjective selected by the
subject or consider the adjective as untrue. The third area is known as the Blind Spot.
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This area consists of adjectives that are selected by the peers but are not selected by
the individual or the subject. This area represents what the peers of the individual
perceive but the subject does not. The fourth quadrant of the mentioned model is called
the unknown. This area consists of adjectives that are neither selected by the subject
nor by the peer of the subject (Saxena 2015). These adjectives represent the motives
and behaviors of the individual that is recognized by nobody for two probable reasons,
either they do not apply or because of collective ignorance of these traits.
This theory helps to built trust in the individual. Trust is built when an individual is
able to understand their own strength and how their strengths are viewed by his peers.
Respectful and thoughtful feedbacks given by the peers help the individual to grow.
Therefore, it can be understood that responses should be constructive and should not
create misunderstanding.
Analysis of the Gallup theory
When it comes to the Gallup theory, it was designed by Clifton and his team of
scientists. The Gallup theory can e defined as an online assessment test that accesses
the self-awareness of an individual by assessing his traits as well as characters. The top
five strengths generated with the help of this tool are considered to be the most
dominant ones. These strengths also provide in-depth information about the themes.
This tool is highly used in organizations since it allows the participants to obtain in-depth
knowledge of their strength (Gatewood, Feild & Barrick, 2010). This knowledge, in turn,
allows them to set a goal and achieve it. In order to successfully met a career goal, it is
highly crucial for every employee to understand his strengths as well as to invest in
other employee's strengths. For managers, having a clear understanding of his own
strength as well as the strength of his employees and managers, helps him to manage
the employees as well as the consumer efficiently (Bach, 2009). The gallop theory is an
effective tool that is used to enhance the confidence of an employee by identifying his
unique strengths and thus provides the ability to the individual to achieve any career
goal set by him.
Both of the theories discussed here are about characters and straits related to
self-awareness of an individual. While the gallop test helps me to identify my strengths
ignoring the weaknesses in me, the Johari window model helps me to identify myself
and the thoughts of other individuals about me (Malcolm Martin, 2016). I consider both
the models to be highly beneficial for me. Knowing my strengths enabled me to
understand my own personality in a better way. Along with that, it also enabled me to
identify my areas of potential. I am able to understand my peers and employees which
will help me to work as a team in future. On the other hand, I am able to understand my
weaknesses as an HR manager. Assessing my weaknesses will enable to eradicate
them and achieve success in future.
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KNOW YOUR SECTOR
2.1. Career sector and related professional standards
The Chartered Institute of Personal Development (CPID) is a UK based
institution for Human Resource management professionals. The chief professional
qualifications required in the Human resource are recognized by the above-mentioned
institution. According to me, it is highly crucial to obtain professional standards in order
to build knowledge as well as to demonstrate expertise in the workplace. Being a highly
renowned institution, CIPD provides recognition of the applicability of the knowledge in
a good number of organizations (Mick Marchingo, 2016). A CIPD certificate, diploma or
award certifies an individual as an HR professional.
In order to enhance my knowledge and obtain expertise in the field of HR, I have
planned to enroll myself in CIP for a 13 months long course. Along with the course, I will
continue my degree in HR in a centre situated in London at a level 5 intermediate. The
HR course, I am studying at the London centre costs approximately 3,495 pounds.
Being a student, I pay the fees in an installment of 171.19 pounds per month. In order to
handle my studies along with the CIPD program, I have already organized myself.
Besides that, it will be advantageous for me to directly reach the CIPD centre directly
from my school. Along with that, I found the CIPD course to be highly affordable on the
basis of the payment methods.
I think the HR department is one of the most crucial sectors of an organization.
The overall growth of the organization is highly dependent on the effectiveness of the
HR department (Hendry 2012). This is because the productivity and the enhancement
of the overall revenue of an organization are highly dependent on the effectiveness and
experience of the employees recruited. The chief role of an HR professional includes
recruitment, selection of the most appropriate candidates for a specific job role and
providing appropriate training and development to the employees to enhance their skills.
Other roles of an HR professional include looking after the work-life balance and other
issues of the employees in order to keep them motivated. HR professional needs to
ensure that performance appraisals are conducted appropriately so that efficient and
highly skilled employees can be retained. Additional to all of these, a Her professional
also looks after whether all the laws and regulations set by an organization is followed
properly or not. Therefore it can be clearly understood that in order to manage an
organization effectively, it is highly crucial to acquire qualification and knowledge in
order to handle both the employers and the employees effectively in an organization.
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2.2. Gaining Professional Standards
In this era of high competition, it is highly crucial to have a CIPD degree to apply for the
post of an HR Manager (Gold et al. 2013). Companies who are offering jobs for the role
of Hr professionals are opting for the most qualified candidates from the numerous
application submitted to them. Considering the fact that the CIPD degree is considered
to be of high value when it comes to HR related job roles, I will get an added advantage
while applying for jobs associated to my field of study. Moreover, gaining professional
standard under the banner of a highly reputed organization like CIPD will enhance my
possibility of high earning. Due to the high demand for HR professionals who have a
degree from CIPD, I will be able to negotiate with organizations when it will come to my
salary. These are some of the chief reason behind my decision of pursuing the
mentioned professional qualification since it will equip me with the skills and advantages
in the highly competitive world of today.
LET THEM KNOW YOU
3.1. Job Description
After my completion of the professional course along with my studies, I have
planned to apply for the post of the Human Resource Manager. Considering the fact
that I have a really limited amount of Jo experience, I will start as a fresher and will
eventually achieve my goal by achieving each step in my professional life. The job
description of my role as an HR Manager will be as follows:
 Recruiting employees for the organization
 Departmental planning of the organization
 Improving systems and performance management (Kerzner and Kerzner)
 Ensuring development of the organization
 compliance with regulatory concerns regarding employees
 requirement assessments of the employees along with proving appropriate
training to the employees for development of their skills
 Finally, policy development and documentation
3.2. Skills highlighted in my CV
Both my LinkedIn profile as well as my curriculum vitae (CV) highlights my
strengths obtained from the Clifton Strength Analysis as well as my skills that I have
acquired during my previous work experiences and from the numerous activities I had
taken part in. Along with my skills, I have also mentioned in both my CV as well as in my
LinkedIn profile that I am currently pursuing my professional course for being an HR
professional. This can be considered as an essential requirement when applying for the
post of the Human Resource manager.
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While preparing my CV, I have also highlighted my strengths that have been
detected by the Clifton’s Strength tool. Four of my major strengths is being restorative,
relater, include, positive thinker and ideation. When it comes to my professional skills,
the majority of my professional skills are the result of the knowledge I have acquired in
my academic career along with my professional experience and most crucially, from my
current course in CIPD institution.
3.3. Interview Feedback
My lecturer had overseen the whole interview process. Since the interview
conducted was a planned one, I had prepared myself on the basis of appropriate dress
aspects and psychologically. One of the remember worth question asked to me by the
interviewer was to explain a phenomenon in my life which I am proud of. I had
answered the question by implementing the star method. In turn, I was highly praised by
the interviewer since my answer was well defined as well as well structured. The
approach and feedback given by the interviewer were highly encouraging and has
boosted my self-confidence to a great level.
Conclusion
From the above discussion, it can be concluded that both the theories namely the
Johari and Gallup Theory have enabled me to understand and assess my strength and
weaknesses successfully. While my strength encouraged me to pursue the education
related to my chosen career, the weaknesses help me understand and eradicate the
loopholes of my personality and character so that I can be an efficient HR manager. The
professional course offered by CIPD, on the other hand, ensures to add value to my
qualification. Finally, keeping all these in mind, I have designed my LinkedIn profile to
demonstrate that I possess all the required skills as well as knowledge of to bean HR
Manager.
References:
Armstrong, M., 2012. Armstrong’s handbook of human resources management practice,
London. In Library of Congress Cataloguing, pp.23-27.
Bach, S. 2009, Managing human resources, personnel management in transition,
pp.37-42.
Bhattacharyya, D. K. 2009, Human resource planning. Excel Books India, pp. 12-16
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice.
Palgrave, pp.56-62.
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Gatewood, R. D., Feild, H. S., & Barrick, M. R. 2010, Human resource selection,
pp.123-126.
Gold, J., Holden, R., Iles, P., Stewart, J. and Beardwell, J. eds., 2013. Human resource
development: Theory and practice. Palgrave Macmillan, pp. 106-112.
Hendry, C., 2012. Human resource management. Routledge, pp. 15-18.
Hillson, D. and Murray-Webster, R., 2017. Understanding and managing risk attitude.
Routledge, pp.32-35.
Kerzner, H. and Kerzner, H.R., 2017. Project management: a systems approach
planning, scheduling, and controlling. John Wiley & Sons, pp. 345-351.
Malcolm Martin 2016, Human resource practice, pp.134.
Mick Marchingo 2016, Human resource management at work, pp. 203-240.
Saxena, P., 2015. JOHARI WINDOW: An Effective Model for Improving Interpersonal
Communication and Managerial Effectiveness. SIT Journal of Management, 5(2),
pp.134-146.
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(b) current Job description
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(C) Current personal (CV)
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(E) Current professional development plan
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