Challenges and Organisational Development at Papa John's

This report analyzes the challenges faced by Papa John's in the market and provides smart objectives and strategies for organisational development.

HR

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Executive Summary
Every organisation seeks a way to improve them and for this they adopt different
methodology that gives them edge over the rivals. Organisational development plans are
usually made on the basis of challenges that are faced by the organisation in the market. This
report analyses the case of Papa John’s and the challenges they are facing in the market. For
this company needs to make objectives that helps them in providing strategic benefits and
develop in an appropriate manner. This report will provide 3 smart objectives for Papa
John’s. Apart from this, the report consists of application of Brown’s five stage model and
the way it can be applied at Papa John’s for strategic development. It is found that Papa
John’s requires leadership change. At the same time their business model is weaker than that
of their competitors. They need to build better relation with their clients. In diagnosis it was
found that taking the help of more advanced technologies and utilising better business model
can help them in giving success over the their rivals. Regular internal audit, Implementing
advanced technology, Digital marketing strategy, Low price strategy, Redesigning
organisational structure and Choosing right partners are some of the strategies that company
can use in order to make organisation development. The action plan for it has been provided
in the report.

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Contents
Chapter 1...............................................................................................................................................1
INTRODUCTION.............................................................................................................................1
3 smart objectives..............................................................................................................................2
Key Questions...................................................................................................................................2
Chapter 2...............................................................................................................................................3
Chapter 3...............................................................................................................................................6
Application of the Brown’s five stage model.....................................................................................6
Need for change.............................................................................................................................6
Performance gap............................................................................................................................7
Client/Practitioner relationship......................................................................................................8
Diagnostic stage.............................................................................................................................8
Action plan and strategies..............................................................................................................9
Monitoring, stabilising and self-renewal......................................................................................13
Conclusion...........................................................................................................................................14
REFLECTION.....................................................................................................................................15
INTRODUCTION...........................................................................................................................15
Main Body.......................................................................................................................................16
Conclusion.......................................................................................................................................18
References...........................................................................................................................................18
Appendix.............................................................................................................................................23

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Chapter 1
INTRODUCTION
Organisational development is the key to success in the modern days. This is because there is
continuous change in the external environment of the countries. In any organisation different
kinds of operations are being run and hence organisational development must in different
aspects. Organisational development is understood as study of successful organisational
performance and organisational change. OD is also concentrated towards aligning firms with
their fast changing and complex environment by the help of knowledge management,
organisational learning and change of organisational values and norms. The major concepts
of OD include organisational culture and organisational climate as well as organisational
strategies. Organisational development is done on various variables but the first most priority
is that company should define their priorities and find the challenges they are facing. Based
on this research, company needs to make strategic goals that allow them to bridge the gap
between the performance of the company and the objectives made by the company. Papa
John’s is an American pizza firm that operates in terms of restaurant franchise. It is operating
as the fourth largest pizza delivery restaurant chain in the United States. The major products
of Papa John’s include dessert, Pizza and Chicken wings. It is operating at around 5,200
locations. In 2017, company earned revenue of US$ 1.78 Billion. Total numbers of
employees that are working under the firm is around 20,700. From its establishment in 1984
till today this company has faced many challenges and still it has come out of these
challenges so as to remain competitive in the industry. In this process the role of
organisational development has been the highest. Development in different areas has helped
them in reaching at the position they are today. This company is worth researching because it
gives the proper idea about the organisation development and the way in which it is going to
develop in future. The pizza industry is touching new heights hence analysing the
organisational development these players can be beneficial for the researchers. It will give the
idea about how the developing companies plan their organisational development.
3 smart objectives
 To increase market share of Papa John’s by 10% in next one year.
 To enhance the financial efficiency of Papa John’s by 20% in next 12 months.
 To improve the technological practices of Papa John’s by twice in the next three
years.

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Key Questions
 What do you mean by organisational development?
 What are the challenges faced by Papa John’s in organisational development?
 Which are the strategies used by Papa John’s to bridge the performance gap?
 What are the methods to eliminate the challenges of Papa John’s in organisational
development?
This report will analyse the challenges that are faced by the Papa John’s in the organisational
development. It will also analyse the way in which Brown’s 5 stages of OD will be applied in
Papa John’s. This report also presents the action plan and strategy made by the cited firm
including structural, technological and behavioural aspects of change so as to make
successful organisational development and at the same the approaches for evaluating and
monitoring of changes will be done.
Chapter 2
5 stages of OD model
Most of the researchers identifies that there are five stages of organisational development.
Brown’s five stage models is a framework that helps in understanding the way in which an
organisation can change them so as to achieve success. This is crucial for effective change.
The five stage organisational development model is as follows:
Anticipate the requirement for change
This is the first stage of the model that suggests where first an organisation must understand
or anticipate why the change is needed. In this stage, managers understand their organisations
performance to be poor and hence require improvement. These improvements are required
due to both negative and positive growth or also due to fast changes in the competitive
market, introduction of technology or the innovation that is going in the company or industry
(Burnard and Bhamra, 2011). The changes in both internal and external environment play a
major role in the organisational development. There are different factors in the environment
that has impact on the growth of the firm and hence compelling them to make necessary
changes so as to ensure long term growth. As early an organisation is able to anticipate the
requirement for change, more is the chance that they can gain success in the market.
Developing the practitioner-client relationship

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Second stage of this model suggests creating practitioner-clients relationship in which
companies gives an OD program where higher success depends on the clients and
practitioners system relationship. The beginning of the interpersonal relation relies of the
good first impression. Companies change their model so as to improve this relation as it has a
major role in ensuring that marketing remains successful. A psychological contract needs to
be made by working as per the expectation of the customers and also by analysing the
obligation that it must fulfil in the market.
The Diagnostic phase
In this stage of organisational development, both firm and their customers start gathering the
data regarding the system. It gives a better knowledge about client system issues. It is crucial
that an appropriate, powerful and without default diagnosis is attained so as to prevent an
ineffective and costly change. This is a crucial phase where the problems due to which
changes are required is analysed. It must be a thorough process where different aspects of the
system and client’s requirement are found out. Based on this analysis only, organisational
development process can be carried out and hence selecting best strategies that can give them
competitive advantage over the others (Lalonde, 2011). Strength of diagnosing through
technology is that it increases the reach of the company so as to communicate with large
numbers of customers and the weakness with of this data gathering technique is that it might
give vague data that might not be necessary for dong the research.
Plans, Actions, techniques and strategies
This is the fourth stage of the organisational development model where programs, activities
and interventions for change will be decided. This is totally done on the basis of diagnosis
that is done in the above phase of the organisation development model (Lloret, 2016). The
programs will apply OD techniques that are relevant and helps them in making required
changes. All the efforts are made according to the goals and strategies made for the process
of organisational development. The actions that will be taken gets planned in this part of the
model where it is found that which actions will give maximum benefit and which will not.
These activities or actions are decided according to the demand of change and the
requirements they have for implementing this change.
Monitor, Stabilize and Self-Renewal

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When all the activities, processes, strategies are implemented, the next step is to keep the
track on the results. This will help in stabilising the desired alterations. This is a stage where
a firm analyses the effectiveness of the strategies of change for obtaining the desired
objectives. This monitoring is essential for ensuring that once the issue is being corrected and
change program has already being implemented, new kind of behaviour can be internalised
and stabilised (Francis, Holbeche and Reddington, 2012). This step ensures what more
changes are required by the organisation based on which solution can be redesigned. Self-
renewal is done through this process based on the data that is collected through monitoring
the alterations done.
In this process, the humanistic values have to be included in the organisational development
model. This is because changes are being done from basics which will have direct impact on
the employees and the stakeholders attached with the company (Pastuszak, et al. 2012). In
order to reduce the challenges that confront the business in any change, it is essential that
company applies ethics appropriately. This is not only crucial for managing the challenges
that are confronting the changes but also ensure that no one remains unsatisfied. Since in the
organisational development practices a huge range of stakeholders gets affected hence it is
also necessary that ethical value, societal and company’s norms along with individual’s
perspective is taken care of. This is necessary for enhancing the effectiveness of the
organisational development model.
Here secondary research strategy has been used that involved gathering of data from different
secondary sources such as books, Journals, article review, company’s annual report (Mills
and Plangger, 2015). The published papers and the documents from different sources are
being used so as to analyse the organisational development model that needs to be applied in
the Papa John’s. The limitation of this type of research can be fact that the data involved in
this research might be vague and sometimes misleading. There is always a lack of trust on the
way others have gathered the data. This is also true in terms of the fact that approach of the
other person’s work might be different (Mumford, 2010).
Brown’s organisational development model allows a company to do changes in different
steps. From the perspective of other change management models, this is a highly suitable
strategy as it reduces the chances of confrontation. Change management models such as
Lewin’s change management model and Kottler’s eight step change management model are
justified in these five stages. Kottler states that there must be sense of urgency which in this

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model is expressed in the first step where the model suggests anticipating the change
(Ladyshewsky, 2010). The other steps are also being addressed in the Brown’s five stage OD
model. For instance the second stage of both the models suggests focusing on building
effective relationship or partnership. Brown’s OD model also suggests monitoring the
changes which is crucial for ensuring the overall effectiveness of the changes.
Chapter 3
Application of the Brown’s five stage model
Need for change
There are series of challenges being faced by Papa Jones. These challenges have forced the
company to make changes in their business and the way in which they do their business. First
thing that is a matter of challenge for the company is its decreasing sales which has seriously
affected their financial performance. In spite of company’s efforts towards improving the
condition, Papa Johns have failed in doing so (Richards, 2018). Along with this competitors
have made significant changes in their business model that has given them competitive
advantage over the rivals especially Domino. From recipe to Customer Loyalty Engagement
Index, Domino has put all their competitors far behind. Papa John’s has not been able to beat
any big global competitors.
Apart from this, company is facing leadership challenges at the top levels which have been
reported by many of its shareholders. Due to management issues at the top level, Papa Johns
has also faced issues related to corporate culture. Company has not been able to examine the
needs of consumers and react according to the demands in the market. Company’s reaction
towards meeting the requirements of the consumers has been slow. Apart from this company
has been failing in building trust in the community they serve as their public relation
programs have been poor (Carlström and Ekman, 2012). For this they need to deliver new
advertisements having transparent ads at several platforms.
Technological advancements and increasing economic instability in different parts of the
world is not allowing the company to ensure the growth that they desired for. In achieving
desired goals role, their strategic initiatives and approaches used by them has not been so
much successful. They have generated many communicational barriers as they are not able to

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have proper interaction with all its stakeholders (DiPietro, et al. 2012). Company has failed in
terms of increasing the customer satisfaction level and providing a value to their product that
customers desired for. The changes are also needed as the company has failed to meet its own
expectations and achieve a growth rate that is desirable or said to be good in the industry. Its
top leadership did not take the support of the people at different levels and that egoism has
made such a huge loss to the company.
Performance gap
The external environment in the Pizza industry has become very much competitive. The
political and economic changes are too fast and are forcing the companies to reduce their
operational cost and increase their profit margins. Political tensions in various parts of the
world have increased and this has fostered instability in the business environment especially
in the foreign trade and expansion plans of the company (Dawson-Shepherd, Kellner and
Neumann, 2013). Due to declining European economy and reduction in the growth rate of the
American economy, their scope of expansion in the new markets has reduced. This has
affected the financial performance of Papa John’s. There is a serious gap in the kind of
performance desired by company in this environment and the type of performance that it is
delivering. The change in the external environment is fast and this fast changing external
environment need to be tackled with the appropriate strategy and flexible approach to
business but right now, this is missing in the way Papa John’s is doing their business (Otutu,
2015).
Pizza industry has largely incorporated technology in their different operations. In such an
environment, it was essential that Papa John’s also takes use of highly advanced technologies
especially the once that are innovative. On the other hand Papa John’s has not been able to
incorporate disruptive innovation which gives them competitive advantage over the rivals
which is reflected by its sales data. At the same time, it is also to be noted that society
demands have changed and this change in the social demands is in terms of providing best
value for the prices they have attached with their products. People also want to buy products
of different varieties for which Papa John’s will have to enhance their product range for
which this firm has not done anything significant. In today’s time customer relationship
management along with stakeholder’s management plays a very significant role in the
success of business. This company has been poor in terms of maintaining healthy relationship
with their clients (Pruis, 2011). This performance gap has resulted company in their sales
growth. Apart from this increasing complexities in the legal environment of the Pizza

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industry along with the strengthening of the environmental laws by different countries have
pushed Papa Johns to ensure that they do not violate any of these laws.
In this environment, it has become essential for the firm to maintain a healthy relation with
their clients as well as their investors. They will help them in implementing their strategies an
appropriate manner which is necessary for achieving long term growth of the organisation
(Fowler, 2013). They have not been able to manage their human resource management
especially in terms of building their skills and gaining larger market segment. Due to this,
productivity and efficiency of the overall organisation is at stake. Due to lack of training,
performance gap can also be seen in the way employees are performing in the company.
Client/Practitioner relationship
As per the need of change that has been analysed in the start of this report and the
performance gap that has been analysed by the analysis, it can be said that company needs to
apply organisational development model in an appropriate manner. The relationship between
client and practitioner has to be appropriate so as to achieve the maximum effectiveness.
Since customer relationship management in the industry is very much vital and this company
has performed poor in managing this (Garavan, Carbery and Rock, 2012). First thing that
needs to be done in this regards is that company should implement technology for increasing
the reach of the company towards the clients. Use of advanced technologies will help the
organisation in enhancing the customer engagement which is very much crucial in the
client/practitioner relationship. As this company is facing challenges in understanding the
need of the customers hence through this relationship they can easily be able to find out what
changes they need to do for improving the situation (Prakash and Singh, 2011). In order to
improve the scope of the company towards making better client/practitioner relationship, it is
essential that firm hires people that are dedicated towards this. In the client/practitioner
relationship, firm must concentrate upon improving the standards of communication. The use
of social media and other platforms will help the firm in enhancing the relationship with the
clients as the organisation will be able to read the behaviour of the client especially the
marketing behaviour (Valinski, 2018).
Diagnostic stage
For implementing strategies related to change, it is crucial that company diagnoses the
problems in a better manner so as to understand the thing that can help them in facing the
challenges in an appropriate manner. In diagnostic phase, a company must be able to not only

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find the challenges but also should be able to find the reason why they are arising. Doing the
market analysis with the help of tools such as data analytics can enhance the chances of the
company to make better strategies. The real reason for degrading sales of the company is that
their employee’s productivity is not up to the standards of the industry (Magzan, 2011). For
this, company can take help of continuous training. Training regarding client oriented
services will help them in improving the situation related to service quality and client
relationship. It is seen that top leadership is not effective even after some of the resignations.
It was diagnosed that since the decision making was only done at the top level of the
management hence lots of ego came into the decision making process. This is not good for
making effective decisions at the bottom levels. For this, it was necessary that company
applies collaborative decision making approach where more numbers of people who belongs
to different departments and are working at different levels of the organisational structure is
involved (Wolfe, et al. 2014). Making decisions as a team will help the firm in enhancing the
quality of decisions. In such decisions people from different professional backgrounds must
be involved so that issues that may arise due to these decisions can be reduced.
Recruitment and selection process in the company must also be improved, this is crucial for
hiring the best talents in the firm. This will also reduce the chances of ineffectiveness or
working as the performance gap will be lesser and company will be able to focus on other
things (Harper, Randall and Rouncefield, 2012). Special attention needs to be given to the
people who are not performing as per the need of the company. Best Fit approach needs to be
adopted by the company in the HRM area.
Action plan and strategies
For reducing the challenges related to Papa John’s that was identified in the above section,
company needs to make a suitable action plan that is capable of organising all the activities in
an appropriate manner so that they can reduce their performance gap.
Milestone Start Date End Date Budget Department
Concerned
Diagnosis of the
areas where
changes are
required
1/5/2019 9/7/2019 $1000 Business
Development
Thorough 10/7/2019 11/9/2019 $2500 Marketing

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market
research so as
to understand
the changing
behaviour of
clients
department
Making of
strategies that
are effective.
15/9/2019 15/10/2019 - Business
Development
Reorganising
organisational
structure.
15/10/2019 20/12/2019 - Business
Development
Training of the
employee
especially sales
department
especially in
terms of using
best resources.
1/1/2020 1/3/2020 $2000-$5000 Training
Department
Installation of
new
technologies
that can help in
improving the
communication
within the
organisation as
well as also
fasten up the
speed of the
process that
can ensure
client
2/3/2020 1/5/2020 $10000-15000 Technology
department

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satisfaction.
Training of the
employees on
these new
technologies
1/5/2020 1/7/2020 $2000 HRM
Marketing
using digital
media to
enhance brand
presence.
1/8/2020 $85000 Marketing
department
Strategies that need to be made in order to make changes in the organisational development
phase for achieving success in the market by eliminating the challenges that are confronting
the business. Strategies that can be included in this process are:
Regular internal audit: It is crucial for the company to understand the internal situation of
the firm and the resources or capabilities that a different department has (Zephir, Minel and
Chapotot, 2011). Internal audit must also be done about the behaviour of employees and
management personals so as to understand their needs. Behavioural analysis can be
conducted by the help of surveys or feedbacks collected from the employees. These audits
must be conducted at all the stores so as to know about demands of the employees
irrespective of their job area (Muijs, 2011).
Implementing advanced technology: In order achieve efficiency in the work process, it is
essential that company understands the technology requirements and implements most
advanced technologies of them. This is not only necessary for enhancing the profit margins
but also for bringing efficiency in the work process (Grant, 2016). Advanced technologies
such as data management system and data analytics will help the firms in improving the ways
in which decisions are made or the quality of decisions made (Malan, 2011). This is because
company will be able to apply all the variables that might have impact on the decision
making process. Advanced technologies will also help the firm in interacting with the
customers on the regular basis. Technologies such as social media will help the company to
understand the behaviour of the people which will have direct impact on the business of the
company. Technology will also help the company to understand the strategies that has been

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made by the competitors and their performance (He, Zha and Li, 2013). Since competitors
like Dominoes are working on delivering the Pizza with the help of technologies such as
Drones. In such an environment, it is essential that Papa John’s also thinks about using
innovative technologies in their business process that would help them in improving customer
retention policies. Implementation of technology such as supply chain management system
will help the firm in optimising the overall supply chain system which is essential for
managing the demand and supply appropriately. For enhancing the profits, this can be highly
beneficial as it allows the firm to reduce the cost of inventory and product delivery (Brindal,
et al. 2012).
Digital marketing strategy: This Company has been focused towards making offline
marketing strategy. Taking the use of digital marketing strategies will help the firm in
reaching to larger population. It will also help the organisation to improve the way in which
they deal with the customers. In the modern day digital marketing with extend the reach of
the company in the new markets (Krogstie, 2012). Digital marketing strategies such as App
based business, taking the help of third party delivery services that are connected with
technology will help the firm in increasing their reach. This company has also lost its image
in the market due to the recent approach of the leadership. Making digital campaigns can help
the firm in improving the image and will also help in enhancing the pace with which
company can expand in the new areas (Varadarajan, 2010).
Low price strategy: This firm can also gain success in the market by making pricing strategy
that is on the lower side. Low price strategy will enhance the sale of the company. Company
needs to set the prices at lowest in the market. Taking help of digital technology will help the
firm in reducing the overall cost of the products. In the process of organisational
development, this implementation of new technologies will help the firm in gaining success
(Kolk and Van Tulder, 2010).
Redesigning organisational structure: In order to improve the work culture and efficiency
at Papa John’s, it is essential to improve the structure of the organisation. Company needs to
place experienced personals at the top of each department. A more horizontal kind of
structure needs to be made where the external stakeholders such as suppliers have been given
an important role (Dietz and Gillespie, 2011). This redesigning will help the organisation in
involving more numbers of people in the decision making and other strategic processes.

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Universal training: Company also need to focus more on the training. This must be done by
designing a training program that is for all their stores. They can conduct training with the
help of technology such as video conferencing and provide a digital user manual to the
employees so that they may not face any kind of challenge in performing their job roles.
Performance management system must be used at each unit so that exact idea about each
individual’s performance can be obtained based on which personalised training can be given
(Sankar, 2019). Training regarding how to use new technologies and how to enhance
customer service experience needs to be given.
Choosing right partners: It is essential for the firm to select most appropriate partners for
doing business. These partners can be in the form of suppliers, franchise owners, local
marketing agencies etc. Selection of franchise partners should only be on the basis of their
capability to serve quality at their outlets as the local vendors are often the major reason for
client satisfaction. Some vendors fail to meet the standards that company has made for itself
and hence reducing the value of the overall services (Pheko, 2013).
Monitoring, stabilising and self-renewal
In order in ensure the success of the organisation by making organisational development it is
crucial that company monitors each and every process related to change. For this a proper
monitoring system needs to be used. Technological systems such as performance
management system to analyse the gap in the performance can be useful (Stensaker and
Vabø, 2013). At the same time, company should also take use of metrics that must be
monitored through technological mediums such as IT systems. During the whole process of
change and after the change is implemented there must be a team that must keep a close eye
on each and every aspect of the change as well as the requirements of change in future. In
monitoring the whole process, ethical aspects also need to be given proper care so that change
process do not face challenges related to management of ethics or may face problems in the
maintaining the business value (Hollenbeck and Kaikati, 2012). Monitoring of the local
vendors can also be done by making regular financial audits so that return on investments can
be calculated. In all the areas of change, ROI needs to be analysed so as to check whether the
changes are helpful or not.
Along with monitoring, company also needs to ensure that they stabilise their business. This
is essential for gaining maximum profits and is also helpful in reducing the chances of failure
in the long term. In the stabilisation process, company needs to invest a lot more in the

15
process delivery and in changes that can mitigate the challenges in the process of change.
Most amount of investment is needed in the technology that will be used in this process
(Granerud and Rocha, 2011). The variable that is found to be disturbing the proper change
management needs to be managed. Conflicts among stakeholders and the increasing pressure
on the resources need to be managed so as to ensure that Papa John’s make large amount of
sales.
Based on the monitoring of the whole process and the identified areas such as conflict
management, initial slowdown in the process etc. needs to be removed by the company. For
this Papa John’s can optimise business structure. More stakeholders need to be added
especially the investors and decision makers. Regular feedbacks must be collected from the
customers and changes must be done accordingly (Pollack and Algeo, 2014). These changes
would help in increasing client satisfaction and will also help in improving the approach of
the company towards customer relationship management. Customer retention program must
be evaluated so as to make changes in the procedures and apply best and most attractive
strategies to retain customers. Providing offers to the clients and customers especially
through digital mediums can help the firm in achieving higher sales. Relationship marketing
with all possible channels would help the firm in achieving greater profits by building long
term relationship with clients (Young, 2014). In the time when there is a high competitive
market, this can be an effective strategy.
Conclusion
From the above based report it can be concluded that Papa John’s is one of the larger players
in the Pizza industry. This company is facing many kinds of challenges and it is essential for
the firm to make organisational development in different areas so as to improve the way in
which organisation is performing. In the competitive market of Pizza the competitors such as
Dominos has made its business model according to the demands in the market. Papa John’s is
also facing challenges related to management of services and making of effective decisions
due to lack of appropriate leadership. There are various areas such as human resource,
customer relationship management, decision making, marketing and sales etc. where there is
performance gap. Due to this performance gap, company is not able to make sales of higher
value and generate profits that are expected by the firm. Brown five stage model is an
effective model for making changes in the organisation and is relatable with all the change
models such as Kottlers and Lewin change management model. It is essential that company

16
maintains a healthy relationship with clients and their partners especially their suppliers. Papa
John’s needs to use strategies such as digital marketing, Regular internal audit, implementing
advanced technology, Low price strategy, Redesigning organisational structure, Universal
training and Choosing right partners are some of the strategies that this company has to be
selected. This will help Papa John’s in changing the organisational business model and hence
will give them competitive advantage over the rivals. First and foremost requirement is that
company needs to implement innovative technologies that can help them in improving the
customer experience. There must be a monitoring system that is further based on certain kind
of metrics so as to analyse that whether the changes made are actually reducing performance
gap or not.
It is recommended that Papa John’s adopts a cooperative decision making model where the
number of individuals in the whole decision making process must be large. This will not only
help in bringing innovative ideas but it will also ensure less dissatisfaction to remain in the
minds of stakeholders. Company needs to add more numbers of investors so that their change
process do not gets hampered. Technologies such as data analytics and automation will help
the firm in enhancing the pace of the organisational development process and will also help
in bringing efficiency in the business operations (Duprey, 2017). Adding cultural touch to the
business of the place where they are doing business is necessary.

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REFLECTION
INTRODUCTION
This part of the paper is a reflective where the things that I have learned during the course
have been illustrated. In this practice I have analysed the skills that I have and the skills that I
don’t have. It analyses the strengths and weaknesses of my employability skills and the way
in which I have to develop new skills has been highlighted. Based on my weaknesses and the
areas of improvement an action plan will be presented here. This will help me in not only in
getting a good job. These skills will help me in performing in a better manner in my job role.
Main Body
For improving my skills, it is first important for me to highlight the strengths and weaknesses
I have. This personal audit will enhance the chances of mine to properly identify the areas of
change and according to this identification only, I will be able to make personal and
professional development action plan. By analysing this I will able to make sure that on what
areas I will have to work in future and the areas where I will have to improve.
Strengths of my employability skills
I have good communicational skills not only in verbal communication but also in non-verbal
communication. This skill of mine helps me in making a better relationship with not only my-
colleagues but also with my seniors. I can also speak different languages which gives me an
edge while communicating with the students of different cultural backgrounds.
I also have good analysing power. This skill of mine has helped me in making exact program
that is successful and also helps me in analysing the challenges that is faced by organisation
and in my job area.
My skill of being an active listener and able spokesperson is my greatest strength. This has
helped me in controlling the business operations and managing the workforce. Due to this
skill I am able to understand the need of my sub-ordinates and listen to the problems they are
facing in their job roles.
Weaknesses of mine
I lag leadership skills. Apart from communication most of the skills that must be present in an
effective leader is not present inside me. I will have to work hard on it so as to grab the
opportunities available in the market in different companies.

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I also lag in terms of effectiveness. In the changing business environment and the speed with
which the industries are transforming a person needs to be very much effective and efficient.
I am able to perform all the tasks appropriately but I have lagged in terms of doing it in an
efficient manner. In the competitive environment that is present in the market, this is the only
thing that can give a person competitive edge over the others.
I lag in the skills of motivation as I have not been able to motivate others. The major reason
of this is the fact that my personal motivation is also on the lower side. I need to work on my
personal motivation so that I can transfer it to others.
I am also not able to work as an able team player. The skills of being an effective team mate
and team leader is missing inside me. In the current business environment where firms are
forcing employees to work in a team, these skills are very much crucial.
I also lag in terms of leadership style as I have been told many a times that I become
autocratic rather than staying democratic. This is major reason that I have seen people have
been dissatisfied with me.
S.N
O
Skills and Competencies Score Score by
line
manager
s
Differences
1. Communication skills 9 8 1
2. Team formation and management 6 7 -1
3. Active listener and advisor 9 7 2
4. Decision making skills 9 7 2
5. Giving motivation 9 8 -1
6. My efficiency and effectiveness 8 6 2
7. Analysing power 8 7 1
8. Effective team mate 7 7 0

19
9. Leadership style 8 9 -2
10. Leadership skills 7 8 -1
Positive values show my strengths while negative value shows my weakness. I will have to
work on my weaknesses for which the personal and professional development plan is made
which are attached in the Appendix part.
While doing this project I was able to understand that in the lack of leadership skills,
company has faced many issues and hence it is the first and foremost priority of leadership to
make changes in the leadership style. They should be more democratic especially in areas
such as decision making. It is crucial for the management to improve the ways in which they
deal with their stakeholders. In the competitive environment the challenges for the
individuals have also increased and hence I understand that I need to make improvements in
me so as to grab the opportunities available in the market. While doing this project I was able
to understand that I need to enhance my technological skills as per the trends running in the
market. I have also learned that communicational skills play a better role in the management
of services and making better relation with customers. It also helps in making the team efforts
that can bring changes in the organisation that is positive.
Conclusion
From the above based report, it can be concluded that I have many skills but I will have to
improve in many areas. I have done the analysis with the help of my colleagues and seniors
and the report from them has been understood as a basis on which I can have made the plans
for making improvements. I have focus on leadership development skills so as to grab
opportunities in the market. Three major areas of development include leadership style,
effectiveness and efficiency and team player. Taking help of others will assist me in
improving the skills of mine.

20
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24
Appendix
S.n
o
Learning
objective
Curren
t skill
Target
skill
Chances
of
developm
ent
Criteria
for
judging
success
Time
scale
Evidence
1. Efficiency
and
effectiven
ess
At
present,
my
approac
h for
doing
work is
not
effectiv
e.
Inculcati
ng
methods
and
skills
that
make me
an able
employe
e.
Assistance
from
senior
managers
Performa
nce report
5-6
mont
hs
Administrat
or’s
judgement
2. Leadershi
p style
Presentl
y, using
autocrat
ic
leadersh
ip style
It is
importan
t to
transfor
m it into
a
democra
tic
leadershi
Learning
from other
senior
managers
in the
clinic
might be
effective.
Along
Judgemen
t reports
by senior
managers
3
week
s
Top
management
’s report

25
p style with this
simulation
training
will be
more
beneficial
3. Team
player
Poor
team
player
and
leader
An
employe
e that is
able to
take
everyone
as team
and
work
effective
ly.
Conferenc
es and
seminars
might be
effective.
Virtual
training
for
working as
a team
mate can
help.
Judgemen
t by team
mates can
be
effective
3
mont
hs
Judgement
report by
team mates
and other
co-workers