Skills and Competency Audit of Self in the Role of a HR Thinking Performer

This portfolio highlights skills and competency audit of self in the role of a HR thinking performer. It includes self-audit, reflection, and conclusion.

Portfolio 1

Table of Contents
Introduction......................................................................................................................................3
Main Body ......................................................................................................................................3
Self-audit......................................................................................................................................3
Reflection.....................................................................................................................................4
Conclusion.......................................................................................................................................5
REFERENCES................................................................................................................................6

Introduction
Responsibilities of a HR professional is an inclusion of various set of overlapping skills
and competencies. If an individual is looking forwards for a decent career as a HR professional,
variety of skills ranging from critical thinking skills to communication skills are most required.
The present portfolio will highlight skills and competency audit of self in the role of a HR
thinking performer (Cisi and et. al., 2020).
Main Body
Self-audit
I as a thinking performer is well known for the strategic campaigner who tends to worth
for the all the way by unremitting challenge and self-obligatory development of target. For this,
the I am weak in the overall quality of thinking performer in subsistence. For this, I need to make
sure that the business gets useful things from their employees and I have to attract the performers
that drive success factor. In this context, the CIPD framework is helpful in doing proper
assessment that leads to break down several types of workers into different quadrants. As a
thinking performer there are several things that need effectiveness of an individual in order to get
suitable result. As a thinking performer I have several strengths and weaknesses which are
important for me at the time of performing my job and assigned task (Stewart and Rogers eds.,
2017).
Strengths: I carry various skills and traits that are my strengths which include innovation
and confidence. Innovation is my strengths because I am capable enough in order to take creative
decisions and actively take action to improve things. In regard of this, I also tend to think out of
the box in order to make that particular innovation efficient and successful. Along with this, I am
able to deal with questions and suggestions as if they are not providing several aspects for the
nurturing environment. I am also confidence enough in order to put suitable ideas as it is
something inherent undertaking the role of confidence which has been gained by having suitable
learning and experience. I developed confidence by considering the additional training and
positive performance reviews, regular feedback and awards considering the formal check-ins in
terms of having informal motivating chats to enhance the confidence level of workforce.
Weaknesses: This part of the report describe the weaknesses that can become barrier for
me in my future growth and success. It includes that I am not able to communicate with others

prominently and also weak in order to explain my ideas and thoughts as it need social prowess. I
as a thinking performer have some natural talent which is not present in me regarding the
networking and for which other people appreciate me considering the career goals that being
developed on their relationships with other and take care to curate with supportive network.
Besides from this, I also have attitude problem at the time of providing guidance to employees
regarding the different skills that force other people to change their overall attitude. It is
considered as the individual challenge which has been influenced by the range of factors (Esser
and et. al., 2018).
Skills and Competencies Score to Self Score by Others
Communication Skills 4 5
Confidence 9 10
Attitude 6 5
Innovative skills 9 4
Flexibility 8 9
Reflection
I as a thinking performer must have effective communication skills because with the help of
this skill I am able to communicate with others and also convey my views and perspective to
them. I have some skills and traits which are my strengths whereas there are some skills which
are my weaknesses and I need to work on it to enhance these skills as I need to communicate
with lot of people (Tan and Laswad, 2018). In this context, Kolb’s model of reflection is used
and some stages are discussed as: Concrete experience: Here, I am able to create new and effective situation to improve
my skills and also take initiative to provide enhanced experience to my supervisors and
peers towards my weak skills. Reflective observation: In this, I provide suitable importance to any other inconsistencies
among the understanding and overall experience. In regard of this, I need to be active
about communicating things to others whether it is verbal or oral and I also have smooth
and gentle attitude at the time of dealing with others. Abstract conceptualisation: Here, I need to give rise to the new concept, idea and any
other modification considering the existing abstract concept in terms of enhancing the

learning experience of an individual. During the above self-assessment, I get to know
various aspects about me like my interests, behaviours, skills, traits and many more.
 Active experimentation: Here, I as a thinking performer need to apply suitable ideas
around the world and then see what happens as the current situation. I am able to
effectively conduct self-assessment of my skills undertaking communication, innovation,
confidence and attitude.
Conclusion
From the above discussion, it has been analysed that I as a thinking performer has some
strengths and weaknesses after conducting the self-assessment and audit effectively. After that,
reflection is conducted with the help of Kolb’s reflective cycle undertaking the prominent
experience an d observation for the development of weak skills.

REFERENCES
Books and Journals
Cisi, M., Corazza, L. and Centrone, F.A., 2020. Does the Integrated Reporting's definition of
human capital fit with the HR manager's perspective?. Does the Integrated Reporting's
definition of human capital fit with the HR manager's perspective?, pp.5-32.
Stewart, J. and Rogers, P. eds., 2017. Studying Learning and Development: Context, Practice
and Measurement. Kogan Page Publishers.
Esser, A., Kahrens, M., Mouzughi, Y. and Eomois, E., 2018. A female leadership competency
framework from the perspective of male leaders. Gender in Management: An
International Journal.
Tan, L.M. and Laswad, F., 2018. Professional skills required of accountants: what do job
advertisements tell us?. Accounting Education, 27(4), pp.403-432.