Employability Skills and 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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