HRM6001 Managing Self and Others - Personal SWOT, Strategies for Skills Development and Lifelong Learning, High Performance Individuals and Teams

This article discusses Personal SWOT, Strategies for Skills Development and Lifelong Learning, and High Performance Individuals and Teams in HRM6001 Managing Self and Others course. It explains the importance of personal development plan, skill audit, and strategies for skills development and lifelong learning in career development. It also discusses the concept of high performance individuals and teams and how performance management can improve the abilities of employees. The subject is HRM6001 Managing Self and Others and the course code is not mentioned. The article is relevant for students pursuing HRM6001 Managing Self and Others course in any college or university.

HRM6001 MANAGING SELF AND OTHERS

Table of Contents
MAIN BODY..................................................................................................................................4
QUESTION 1..................................................................................................................................4
A. Personal SWOT......................................................................................................................4
Personal development Plan..........................................................................................................5
Skill Audit....................................................................................................................................6
B. How strategies for skills development and lifelong learning may enable career development
.....................................................................................................................................................7
QUESTION 2................................................................................................................................10
High Performance Individuals and Teams................................................................................10
B. High-performance strategies.................................................................................................12
REFERENCES................................................................................................................................1

MAIN BODY
QUESTION 1
A. Personal SWOT
It is known as method of individual assessment that can be done at any time as it helps in
determining self-improvement in areas of education, career and also provide for opportunity in
order to build performance. Although personal SWOT will contribute in mitigating mistakes
through finding innovative solution (Zhuldyz and et.al., 2020). By writing down strength will
allow individual to know areas it is good and the way it can help in position so that goals can be
achieved on time. In addition to this, knowing the weakness is very important so that proper plan
and strategy can be used to fill the gap successfully. Moreover, opportunity will help in
determining about availabilities that guides towards goals. Thus, recognizing threat will allow in
building defensive plan so that prevention can be taken from unexpected challenges.
Strength:
One of my biggest strength is that I believe in myself and due to that I am able to reach my task
efficiently and give best to complete it. Although my creativity skill is good which has helped
me solving the problem innovatively and it has also beneficial in making power point
presentation (Issayev, Masalimova and Magzumova, 2018). In addition to this, my unique skill is
I have good control on my communication skill that has helped me in sharing my thoughts and
ideas with other as well as to build healthy relation. Moreover, I have analysed in last 12
months that I have good strategic thinking ability and due to that I am able to solve problem
more easily as compare to others.
Weakness: My major weakness is that I have poor time management skill and due to that there
is always delay in finishing the task. Along with this, due to this I am not able to delegate my
task and that lead a lot of confusion while working (Sholiha, Dai and Sari, 2021). Moreover, I
don’t have a clear career plan which is very much necessary in order to improve personal
performance. Thus, it is difficult for me to visualize my potential.
Opportunity: In order to improve my performance, I need to participate in career development
classes so that I can learn new skill and gain experience that will be helpful in working
effectively in work area (Bratko and et.al., 2021). Although I will be joining verified work
course as it will contribute in finding best job in my field.

Threat: One of the major threat that company has face is Covid – 19 and due to that there has
been negative impact on economy a made many businesses to build strategy (Jefferies, 2018).
Although there has been drastic change in technology so it is important to have knowledge about
them. Moreover, my part time job is not enough to meet my daily expenses so I will be requiring
job that adds value to my career growth.
Personal development Plan
Objectives Strategy Resources Targets date
Time management I will be keeping
schedule dairy so that
I can keep record of
the time (Özer, Can
and Duran, 2020).
Write down to do list.
Conduct time audit
12 days
Technical skill I will be join online
digital course in
which I will take
specialization in area
of Excel. Along with
this, I will be
practicing using Excel
for 1 hour daily
(Buxarina, 2018).
Computer and money 15 days.
Public speaking skill Although my
communication skill
is good but I have
stage feat so for that I
will be participating
in debate competition
or joining online
class for learning key
points relating to
Computer and brain
storming session
1 week

speaking.
Earning professional
certificate in field of
business
I will be participating
in internship
programme of retail
manager of small and
big firm as it will
contribute in
enhancing my CV
(Molale, 2019).
Online and offline
internship programme
1 month.
Leadership skill It is one of the best
skill in order to build
confidence and
improve personality.
So for developing
this I will be
volunteering in
internship programme
as well as to
participate in team
work area (Joodaki,
Jamour and Sadiqi
Shahdani, 2018).
 Books and
journal related
to leadership
management
as well as
reading blogs
and website.
 Online
Training
Resources and
Certificate
Programs
25 days.
Skill Audit
SKILL HIGH MODERATE LOW
Time management:
 Planning
 Goal setting.
 Auditing and
improving
workflows
✓

Assertiveness
 Reliability
 Teamwork.
 Leadership.
 Responsible
✓
Communication
 Written
communication
 Contextual
communication
 Listening.
 Non-verbal
communication
✓
Organizational skills
 Working under
pressure.
 Self-
motivation.
 Analytical
thinking.
✓
Honesty.
 Integrity
 trustworthy,
loyal,
 fair
 sincere.
✓

B. How strategies for skills development and lifelong learning may enable career development
There are various strategies that can be used by company in order to develop their skill as
well as to increase the performance of team. Along with this, lifelong learning is defining as the
process of gaining knowledge and skill throughout life and it is mainly used to find appropriate
career path. However, lifelong learning is accepted as learning that takes place at every stage of
an individual and it can be in form of formal and informal learning (Bandaranaike, 2018). In
addition to this, this process of learning benefits in career development of an individual as well
as team. Such as it sharpens the minds as it provides with intellectual stimulation that will
contribute in keeping the mind sharp that enable to develop career in long run. Although in case
of team when a senior employee is mentally sharp then it will be able to solve the challenges
easily and the task can be achieved on time as well as the whole company will be benefited with
employee contribution.
Furthermore, at individual level lifelong learning helps in enhancing professional
confidence such as when the employee is doing the same job from long time then it will be hard
for the person to step out of the comfort zone and take challenge. Thus, participating in lifelong
learning will help in gaining and regaining confidence while learning something new. This will
help in gaining confidence and taking new professional challenges. Moreover, in case of team
when employees learn something new then it naturally gains knowledge to share the knowledge
with team and that helps in building their confidence (Gardner, Bodiya and Subramanian, 2021).
Such as employer can help other employees to participate in training opportunity that are useful
in developing career growth. Thus, it will not only increase employee’s productivity but also
nurture employee’s motivation as well as loyalty towards team. Although lifelong learning
widens the career opportunities as training include helping in nurture them to take on more
serious positions as well as having people with right skill will help team and company to grow
faster.
In addition to this, lifelong learning also empowers late bloomers such as people that did not got
chance to right qualification earlier in life. At individual level late bloomer can help in launching
new and successful career and business (Grote and et.al., 2021). Moreover, the another concept
that contributes in developing career is skill development as it allows in fulfilling the gap as
well as in developing personality. Although it is the process of identifying skill gap and
developing new one that play important role in achieving the success at professional as well as at

individual level. It also helps in meeting the company goal as the team member will be qualified
and able to deal with challenges effectively and improve the workplace performance. However,
it has been found that company which do not provide their employees with chance to develop
career face high employee turnover rate and due to that there has been downfall in profit. Thus, it
is one of the most essential ways to develop their career (Pulakos, Mueller-Hanson and Arad,
2019). In the programme of skill development company can make use of on and off job training
so that team have idea about their roles and the way it has to deal with external and internal
environment changes. Another method is task job rotation in this employee can be transferred
from one team to another and also in different team. This will allow the worker to widen the area
of knowledge and increase their experience while working.
Furthermore, coaching and mentoring strategies of skill development contributes in
enhancing career path as right guidance of work allow team to work effectively and the
outcomes are also beneficial for company. In addition to this, it has been found that it is the role
of senior to look after their subordinates and help them achieving company and personal goals.
However, bad mentoring and coaching may have negative impact on career if employee do not
work according to set criteria of company then the goals will not be achieved on time and it will
result in loss (Pugna, Duțescu and Stănilă, 2019). Thus, proper training should be set twice a year
so that employees can learn and adapt with new technological or other changes in management.
Moreover, another method of skill development is conducting workshop and it can be related to
work or other social issues. The advantage of work shop is that it helps in proving both practical
and theoretical knowledge to employees. It is one of the most used method as it is easy to
conduct and it benefits both company and other worker.
Career development is the process of managing life, learning and work over the life
duration and it is applied to everyone. This, is one of the most important factor that has been
focused by company so that it enhances performance of their employees. Although in simple
words career development is known as collection of various activities that helps in defining new
goals regulate and acquiring new skills (Zhang, Liu and Guo, 2019). This concept has been
referring to manage one’s own career while working in professional and nonprofessional area. It
usually includes programmes like developing new skills such as higher job responsibility and
making a career change with the same company. Although it is to keep in mind by company
manger that goals and objective of an individual has been linked to the plan so that it can be

effective for employees. However, worker has to select one goal and its relevant development
practices in order to achieve success and to improve overall performance. Thus, it is linked to
individual growth and satisfaction so it need to be managed properly by employer so that
employee can contribute in growth of company.
In addition to this, with help of career plan a person can learn new skill like leadership,
communication, organizational that will contribute in developing shape and career (Agnew and
et.al., 2019). Furthermore, career development strategy is developed by individual as well as by
company the tactics used by organization are skill development programme in which training
session will be given to them so that workers can improve their performance and help in long
run. Although employees can also plan strategy at individual level like constant evaluation of
their skills through developing personality development plan.
Furthermore, as business is changing day by day so in order to meet with the changes and
to allow company to grow it is important to give proper training to the employees. Although
career development is crucial for individual and organization as it allow both of them to enhance
the performance. Human resources department is responsible for looking after employees as well
as to make fruitful strategy for them (Kaše, Saksida and Mihelič, 2019). The manager of the
company has to keep knowledge about worker’s strength and weakness so that it can delegate
them the work according to their abilities. One of the best ways manager can developed career of
their subordinates is by doing skill audit as it will be allowing in knowing about their skill gap.
So in order to fulfil that gap HR can make personal development plan as it will help employee to
know about the skills it need to developed or improve and the ways it can be achieved in the set
time.
Hence it can be stated that if company provide the employees with proper skill
development plan then it will help in building positive culture at work area as well as reduce the
chance of losing the employees. So it will allow workers to take their responsibility and
successful planning of career in professional as well as in personal life. Thus, skill development,
lifelong learning process do contribute in developing team and individual career.
QUESTION 2
High Performance Individuals and Teams
From the below mentioned blog in Appendix it can be state that performance of employee need
to be improved so that it can contribute in success of firm and at individual level it helps in

dealing with the weaknesses. Moreover, the definition of performance management is that it is
ongoing process that helps in developing the skills and ability through making use of various
strategy such as training and development or through providing them with opportunity related to
career development. In addition to this, it has been found in Blog that one of the best ways
through which organization can improve the abilities of employees is through giving them
flexible working hour as it allows them to manage their work/ life balance as well as support
their health (Hagedorn and et.al., 2020). This type of strategy was most used at time of
pandemic like work from home and because of that employees felt more comfortable as well as
stay longer in firm. For examples, company like Google and Netflix has adopted for flexible
hour strategy in order to increase the performance of employees. Thus, it encourages employees
to work more consistently at higher level as they are tending to be happier at company and
therefore motivate them to perform at their best.
Moreover, way of effective management can lead to high performance as it helps in
developing better understanding in the team. Thus, if leader have better knowledge about
strength and weakness of the employees then it will help them boosting the strength and support
their weakness. Although it can be done through staff training or transferring the work position
of the employee as it will help them in learning new skills. Along with this, high performance
can be supported through a close working relationship between workers and leaders. The one of
the best way through performance can be improved through is career development as it motivates
employees (Leguizamo and et.al., 2021). As motivation is huge key factor that ensure workers
to have goal and to work for it to achieve them. However, there are various strategy related to
effective performance management and it is necessary for the company to align individual goal
with the strategy. Moreover, communication play important role in it manager should
communicate clear goals to the employees so that it can work accordingly and it can be done
through setting goals as well as regular meetings. Another method that can be adopted by
company is hands off style of management that encourage workers to make use of their
techniques. However, goals can be communicated through check in meetings but the focus
would be on encouraging the performer to work solo. This way allows them to support to take
responsibility for their actions and grow their confidence as performers.
Moreover, a well structure development plan for an employee will encourage them to make use
of their strength and identifying weakness and setting goals to improve their performance. By

identifying weak areas will allow the employees to address it and to boost productivity (Durham
and et.al., 2020). This way is very helpful in ever changing environment as it allows to build
healthy relation with the client and to strengthen their network for stronger services.
In addition to this, performance management also give opportunity to manager to ask
employees regarding the areas it need to develop as well as regarding job role weather it is
satisfied or not.
Furthermore, performance management system makes sure that employees of each
departments across the whole business are working to achieve the strategic business goals in
effective manner. There are various steps that need to be fulfil in the management cycle and it
need to be done on annual bases throughout the year. A performance management process is
when employees and managers collaborate with each and plan, monitor and develop strategies to
analyse performance over the year (Schleicher and et.al., 2018). The first stage is known as
planning in which setting of goal is done and expectation of an individual and company is set to
ensure that company can achieve their objectives and aligning personal objectives to the overall
plan. This will help employee to understand their roles and responsibility in the organization.
The second step is known as monitoring in which issues are identify as well as to help them to
improve their performance. Moreover, in the third stage of developing actions will be made and
implemented so that it can ensure that objectives can be met on time. Training session will be
given to them so that their skills can be enhanced and level up their performance. In the last
stage rating and reward is given to employees on the basis of their work and it also motivates
them to work hard and handling new responsibilities.
Thus, it can be stated that performance management contributes in improving higher
performance of teams and individual.
B. High-performance strategies
There are various strategies that can be used by a team leader in order to improve their
performance in effective manner. Along with this, the role of HR in this is very important as its
role is to look after the needs of the employees and to support team leaders to focus on critical
elements. In addition to this, the first strategy that can be used by the company is to select team
members that can support organization (Franco‐Santos and Otley, 2018). It has been found that

that employees are the key source of business that leverage profitability of firm and reduce the
impact of risk. Although team should be diversified in nature on the basis of age, gender and
ethnicity as it will improve organizational productivity and creativity (Leguizamo and et.al.,
2021). Managing diverse team is very challenging for company as people from different
background works collaborate then there are high chances of conflicts and improvement in
productivity. Thus, in order to improve the performance of team it is crucial for company to set
good and positive working environment in which culture of each employee is valued and their
opinion and issues are appreciated and solve that influence organization works.
Although HR team support new team development by helping to select the appropriate
mix of individual that have experience and are expert in their field of work as well as fresher that
possess good skills and abilities. This will contribute in solving the issues that has been face by
company through changes in external and internal market as well as fresher can learn from their
seniors. Thus, selecting right team helps in improving the performance of organization and
employees as it allows them to learn new things.
Furthermore, another method for enhancing performance is communication as it helps
employees to know about their jobs and responsibility (Lin and Wang, 2019). Although high
performing teams requires free flow of information so that it do not miss important agreement as
well as there is frequent and respectful interaction is maintained with the team members.
Although the leader of them team can make of strategies that build communication skills training
in order to help other members and stay connected with each other. In addition to this, goals need
to be communicated proper so that employees are aware about their roles in the company that
helps in achieving goals.
The another method that is used by company is conflict resolution which need to done
appropriately so that risk can be mitigated. There is difference between average and high
performance team as their way of handling conflicts is different. Any issue that arise in the
company is mainly handle by individual or team in general. However, team should see conflict
as strength and find innovative way to deal with it as task conflicts helps in improving
performance of team and to manage collaboratively (Franco‐Santos and Otley, 2018). Thus,
conflicts help in creating deeper understanding of task and issue and exchange of data that helps
in solving problem, generating ideas and making decision. Along with this, conflict arises due to
differences such as attitudes, values and power may arise due to working with diverse team. For

avoiding the negative consequences stress should be given to how to deal with dispute quickly
and openly as well as it is not necessarily destructive when managed properly. Although to
support effectiveness of team it is necessary for team leader to understand the working style of
an individual. Team leader ca make use of DISC assessment so each individual has better
understanding of their team member like personalities, thinking style and fellow team members.
In addition to this, collaboration is another strategy that is the basis of bringing together
the knowledge, skills and experience of multiple team members to contribute to service
development or product more effectively than individual. Thus, it allows in understanding the
practices that make it more successful as well as HR can help facilitate positive ways to
collaborate in team that helps in achieving maximum effectiveness. One of the most common
way of developing performance such as training that helps in increasing the contribution of an
individual in team (Tweedie and et.al., 2019). Although HR should make use of effective team
and typical stages of team dynamic as well as role expectation. This training helps team member
to develop their skills as well as to deal with the challenges that has been occurred due to
changes in business environment. However, training improve overall performance as it gives
theoretical and practical knowledge about the job and understanding issues that may occur and
best respond to programme. Moreover, HR can introduce new department and team members as
it will be helpful for people that are fresher and it can disrupt the group dynamics. Helping new
members in understanding the group norms will contribute in success of firm as it will work
accordingly. Although HR can help in managing the teams effectively by using this method.
Reward and appreciation also helps in enhancing the performance of team and individual as
it acts as motivated factor for them. Along with this, it can be in form of monetary and non-
monetary in nature such as bonus or appreciation certificate of hard work. It has been stated in
Maslow theory that motivation is very much important for employees as it help them in
increasing their productivity (Tseng and Levy, 2019). However, if employees and teams are less
motivated they tend to work slow and not also effective so it is the duty of leader to keep their
employees motivated so that it can work hard. Leadership also play crucial role in increasing
performance such as if there is flexible leadership style then employees will work effectively as
their opinions are appreciated and mode of communication are two like these issues are being
address. This type of leadership allow leader to make healthy relation with the workers and
contributes in increasing their performance in positive manner. In addition to this, in case of rigid

leadership style the employees get frustrated and tend to leave company due toxic working
environment.

REFERENCES
Books and journals
Zhuldyz, B. and et.al., 2020. SWOT analysis of the Human Resource Management Service of
Medical Organizations in Kazakhstan. Journal of Health Development. (2 (37)). pp.31-
36.
Issayev, T., Masalimova, A. and Magzumova, R., 2018. SWOT-ANALYSIS OF
PROFESSIONAL-PERSONAL COMPETENCE OF ECONOMISTS IN MEDICAL
ORGANIZATIONS. Georgian Medical News. (276). pp.1143-1153.
Sholiha, N. F., Dai, R. M. and Sari, D. S., 2021. The SWOT analysis of policy implementation
on competence development at Bandung Regency. Jurnal Manajemen Pelayanan
Publik. 4(2). pp.128-145.
Bratko, A. and et.al., 2021. Use of the SWOT analysis in the field of national security
planning. Emerging Science Journal. 5(3). pp.330-337.
Jefferies, K., 2018. A Personal Leadership Development Plan for Black Undergraduate and
Graduate Nursing Students. Nursing Leadership (Toronto, Ont.). 31(4). pp.57-62.
Özer, B., Can, T. and Duran, V., 2020. Development of an Individual Professional Development
Plan Proposal That Is Based on Continuing Professional Development Needs of
Teachers. European Educational Researcher. 3(3). pp.139-172.
Buxarina, A. Y., 2018. Individualnye planyrazvitiya v texnologii i praktike nastavnichestva v
organizaciyax [Personal development plan (PDP) in practice and technology of
introducing mentoring in organizations]. Sotsial'naia psikhologiia i obshchestvo.
pp.162-176.
Molale, T. B., 2019. Participatory communication in South African municipal government:
Matlosana local municipality’s Integrated Development Plan (IDP) processes.
Communicare: Journal for Communication Sciences in Southern Africa. 38(1). pp.57-
75.
Joodaki, M., Jamour, M. and Sadiqi Shahdani, M., 2018. Determining the Capacity of Creating
Employment in Different Economic Sectors to Achieve the Purposes of the Sixth
Development Plan Using the input-Output Approach. The Journal of Planning and
Budgeting. 22(4). pp.101-123.
Bandaranaike, S., 2018. From research skill development to work skill development. Journal of
University Teaching & Learning Practice. 15(4). p.7.
Gardner, M. E., Bodiya, E. C. and Subramanian, S., 2021. Remote Learning Barriers and
Opportunities for Graduate Student and Postdoctoral Learners in Career and
Professional Skill Development: A Case Study. Journal of microbiology & biology
education. 22(1). pp.ev22i1-2451.
Grote, D. and et.al., 2021. STEM doctoral students’ skill development: does funding mechanism
matter?. International Journal of STEM Education. 8(1). pp.1-19.
Agnew, D. and et.al., 2019. Life skill development and transfer beyond sport. Physical Culture
and Sport. 84(1). pp.41-54.
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Kaše, R., Saksida, T. and Mihelič, K. K., 2019. Skill development in reverse mentoring:
Motivational processes of mentors and learners. Human Resource Management. 58(1).
pp.57-69.
Durham, S. and et.al., 2020. Work-integrated learning and skill development in a Master of
Public Health program: Graduate perspectives. Journal of University Teaching &
Learning Practice. 17(4). p.2.
Schleicher, D. J. and et.al., 2018. Putting the system into performance management systems: A
review and agenda for performance management research. Journal of management.
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Franco‐Santos, M. and Otley, D., 2018. Reviewing and theorizing the unintended consequences
of performance management systems. International Journal of Management Reviews.
20(3). pp.696-730.
Tweedie, D. and et.al., 2019. How does performance management affect workers? Beyond
human resource management and its critique. International Journal of Management
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Tseng, S. T. and Levy, P. E., 2019. A multilevel leadership process framework of performance
management. Human Resource Management Review. 29(4). p.100668.
Pulakos, E. D., Mueller-Hanson, R. and Arad, S., 2019. The evolution of performance
management: Searching for value. Annual Review of Organizational Psychology and
Organizational Behavior. 6. pp.249-271.
Pugna, I. B., Duțescu, A. and Stănilă, O. G., 2019. Corporate attitudes towards big data and its
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Zhang, W., Liu, Y. and Guo, Z., 2019. Approaching high-performance potassium-ion batteries
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Online references
A, B., 2018. [Online]. Available through <>
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APPENDIX
EFFECTIVE PERFORMANCE MANAGEMENT
Performance management is the continuous process of improving the performance of an
employee or an individual through setting goals that are align to organizational objective,
planning the methods to accomplish goals, assessing progress and developing the skills and
abilities of people. Along with this, it can be state that effective performance management can
support employees to perform well and it can be done through various ways. One ways through
which company may enhance this is through flexible working arrangement as it will allow
workers to complete the task without any stress which will directly contribute in increasing their
consistency. It may also include opportunity to work from home that enables employee to have
better work/life balance supporting wellbeing. This encourage wellbeing of employees and
motivate them to perform well and contribute in success of company.Thus, one of the best way
to improve the performance is through giving the career development opportunity as it feel
motivated to work and stay longer in the organization.
4