Management: Self Development Portfolio and Supporting Organisational and Individual Learning

Running head: MANAGEMENT
Management
Name of the student
Name of the university
Author Note

1MANAGEMENT
Table of Contents
Learning Outcome 1........................................................................................................................3
Part 1: Self development portfolio...............................................................................................3
Personal skills audit..................................................................................................................3
Personal SWOT analysis..........................................................................................................5
Personal Development Plan for the job role.............................................................................6
Part 2: Information document......................................................................................................7
Difference between organisational learning, individual learning, training and development..7
Explanation of Continuous Development Process (CDP)........................................................8
Meaning of CPD.......................................................................................................................8
How do we engage in CPD......................................................................................................9
How and why should CPD be recorded...................................................................................9
Personal reflective statement....................................................................................................9
Feedback for learning.............................................................................................................10
Learning Outcomes 2.....................................................................................................................10
Supporting organisational and individual learning................................................................10
Training GAP Analysis..........................................................................................................11
Learning skills........................................................................................................................11
Learning cycle models............................................................................................................11

2MANAGEMENT
Barriers to learning skills.......................................................................................................12
Learning Outcomes 3.....................................................................................................................12
Concept of HPW and HPWO.................................................................................................12
Benefits of HPW....................................................................................................................13
High Performance practise.....................................................................................................13
HPW employee engagement and partnerships.......................................................................14
Barriers to HPW.....................................................................................................................14
Learning Outcomes 4.....................................................................................................................15
Performance Management......................................................................................................15
Transformation process..........................................................................................................16
Organisational Culture...........................................................................................................16
Development approach to PM................................................................................................16
Conclusion and recommendation...........................................................................................17
Reference.......................................................................................................................................18

3MANAGEMENT
Learning Outcome 1
Part 1: Self development portfolio
The job role I have at Tesco is that of the junior line manager. As a junior line manager
my job was to maintain direct managerial responsibilities for chosen employees at the sales
department. Tesco is one of the most famous retail chain organisations in the United Kingdom
and is known for providing various types of merchandises that can be used effectively for daily
purpose in life (Tesco plc.com 2019). The junior line manager job at Tesco has helped me to
gain experience related to running of business taking full responsibility of a situation at hand.
Personal skills audit
Skill Summary Confidence (1-5) Example Need
improvement
Employee
service
Provide and
understand the
needs of the
employees so
that they can
remain
productive in the
business
4 Work as a
junior line
manager and
foreword every
concern of the
employee to the
senior line
manager so that
experience can
be gained in
managing the
No

4MANAGEMENT
employees in
the future
Leadership Identification of
the strengths of
the employees
based on which
proper delegation
of jobs can be
done to ensure an
increase in
productivity
3 Leading the
employees to
success by
analysing the
skills possessed.
However, also
required to gain
consent from
the senior line
manager to
delegate tasks
Yes
Manage time Allocate critical
production jobs
to experienced
employees so
that production
deadline can be
met. Working
hours of the
employees also
need to be taken
4 Maintain and
record the
deadlines
provided for the
completion of a
task so that
delay in
production does
not take place
No

5MANAGEMENT
into
consideration
Table 1: Personal skills audit
(Source: Created by author)
Personal SWOT analysis
Strength
 Ability to understand the needs of the
employees
 Delegate proper tasks
Weakness
 Have concern regarding leading the
employees in a proper manner
 Inability to provide rotational tasks
 Lack of communication
Opportunity
 Quick promotion to senior line manager
 Improve the production level of the
company
Threat
 Presence of other junior line managers
 Inability to show empathy towards the
employees
Table 2: Personal SWOT analysis
(Source: Created by author)
The SWOT analysis table shows that I am capable of understanding the needs of the
employees and at the same time can delegate proper tasks to them. However, my weakness lies
in the fact that I am incapable of providing rotational tasks due to the lack of communication and
at the same time fail to lead the employees in a proper manner. The strengths that I possess can
be utilised to gain an advantage over the weakness so that I can be able to opportunities for
growth.