Managing Self and Others

This document discusses the importance of managing oneself and others, career development strategies, and high performance individuals and teams. It includes topics such as career development and lifelong learning, career development strategies, and effective performance management. The document also provides insights into personal SWOT analysis, skill audit, and personal development planning. It concludes with a discussion on high performance individuals and teams and strategies to develop high performance.

MANAGING SELF AND
OTHERS

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
a. Career Development and Lifelong Learning...........................................................................3
b) Career development strategies.................................................................................................7
TASK 2..........................................................................................................................................10
a. High Performance Individuals and Teams.............................................................................10
b. Strategies to develop high performance................................................................................11
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Managing self is the most important part in the life of any individual as it analyses who the
person is, what activities can be done and which activities have influence on them (Zhang, Liu
and Guo, 2019). The report shed light in the high performance people and their development by
effective performance management. This was done by doing the self-assessment and also by
doing the personal SWOT. This will be followed by evaluating the high performance strategies
which can help in working in a team. Furthermore, the ways will be described in which high
performance people can be developed by the effective performance management. Lastly, it will
also analyse the ways in which high performance strategies can be used to meet the personal
development needs and helps in working as a part of team.
TASK 1
a. Career Development and Lifelong Learning
Individual management
In order to achieve career development and career goals it is very important that
individuals are able to effectively manage themselves. Managing themselves include managing
stress in order to ensure it does not affect quality of performance and practices undertaken for
the purpose of developing career. In addition to this positive thinking and assertiveness are also
important aspects of managing self. Some of the ways in which I manage self including
managing stress, assertiveness and positive thinking are as follows-
 Getting engaged into personal and social activities in order to manage stress
 Working on health and fitness activities to relive stress
 In order to maintain and manage assertiveness working on active listening is very
effective and in addition to this staying calm are very helpful
 For positive thinking focusing on good thinking, practicing gratitude and spending time
with positive people as well as identifying areas and elements causing negative thoughts
and reducing them have been very helpful
PDP, SWOT, Skill
I have decided that will focus on developing Human resource skills which are required
for changing business (Zacher and et.al., 2019). Developed a PDP plan by personal swot as well
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as skill audit and hence will know the way in which qualities for HRM can be developed or
improved.
Personal SWOT
It will help me to understand my strength which can be use for various types of task,
weakness that can be improved by proper plan, opportunities that can be taken by skills and
challenges that can become barrier in my professional growth.
In Appndix
Skill Audit
In Appendix
PDP
In Appendix
b) Career development strategies
It is important for me to develop proper career development strategies which will benefit
me in future endeavours (Burnette and et.al., 2020). I have taken help from professional as well
as other specialized person so that planning of mine will contribute in my professional
development and hence skill related to it so that I will able to work for corporate and get higher
opportunity in business. There are number of career development strategies I chosen after
creating PDP and discussing below in details.
Ask for feedback
Taking feedback is one of the important strategies that I am following during semester of
University. Number of people I chosen which are close to and help me to evaluate where I am
advancing or where I am lagging. In this firstly friends will be consulted who can share both
positive as well as negative aspects of performance. They suggested me to improve time
management skills as I was not punctual and after I try to doing things time, give opinion the
way in which it can be improved. Professors also assessed that various places where I am not
able to perform and gave guidance the way in which I can improve for example Problem solving
quality can be developed by focusing on problem more deeply and think in multiple way (Guan,
Deng and Zhou, 2020).
Conduct regular self-assessments
Self assessment plays significant role in analysing skills which are not yet developed or
under development and hence I will be able to make changes in it so that timely improvement
4

can be done in various types of quality (Autin and et.al., 2018). However, daily assessment also
completed by me and checks if skills are developing according to plan or not. It will help in
spotting problematic area which needs to be focus by me and hence contribute in professional
growth of mine.
Make your goals manageable
From the beginning I set small goals so that it can be easily analysed and accomplished
and there are number of ways to check all. I prepare proper plan for every goal and work
accordingly which help me in accomplishing on correct time with right direction. However, this
strategy was taught by our professors and also explains importance of it. Planning for smalls
aims increase motivation and contributes in enhancing performance of me. It make positive
outlook for every task and hence remain energetic for any type of work. Smalls aims are
inversely proportional to detail planning and hence give more brief and time to me for proper
work out.
Create a vision board
Vision board help me a lot in development of various skills and motivate during my
journey. I created vision board which was stick in front of desk and hence whenever I go for
studied see and hence remind me for accomplishing goals. I will continue use it as it highly
beneficial and one can easily understand different types of problem on time. There are multiple
apps which I used for building it and hence perfection can be achieved.
Conduct a SWOT analysis
Personal Swot analysis helps me identify negative and positive in me which can impact
on my professional life. I realise that leadership skills of mine is good and hence it can help me
when I am working in corporate and use it in different places to make impressive image in front
of friend as well as professor (LENT, 2020). Team management skills were imbibed me from
long time and able to work in group and focus on collectivism which I am able to identify with
the help of SWOT analysis. There are number of weakness that has been observed from it for
example unable solve problems on time and hence effect on my decision making. I have taken
help of my friends which have good decision taking power and hence able to overcome from this
challenge. Additionally take coaching for increasing knowledge of digital technology.
Career coach
5

Help of career coach for improving skills and developing professional quality have also
been taken. Teachers have helped in learning ways in which various types of qualities can be
developed including time management skills. Existing professional traits are also improved by
coach such as leadership skill was good but he the way in which it can be use to influence other
and take their confidence for any type of work. Teachers suggested number of ways in which
problems can be solve and able to implement in my routine life.
Personal development planning plays important role in firm for example if the personal
working according to it then efficiency, quality and productivity can be improved. There are
number of firm in our country which implement this in training and development programs and
hence workers able to focus on developing professional quality that are required for their growth
and ways in which it can be improved. Career coach also provided by firm for it and it helps
employees in multiple ways. Employees feel that organisation focus on their personal and
professional growth which reduces chances of turnover of workers from firm. Organisation able
to achieve higher goals as workers remain motivated and committed to work. This is why
choosing a company which focuses on professional development will help in both ways in
professional development of individual and also contributes in maintaining effective
performance standards in organisation.
Gibbs Reflective Cycle
It helps individual in analysing experience of individual related to learning in cyclic form.
It was postulated by Graham Gibbs in the year 1988 in order to give structure to understand from
experience. Cycle is divided into 6 elements description, feelings, evaluation, analysis, and
conclusion and action plan.
Description
In the beginning new activities and work takes lot of time of me. I was unable to manage
personal as well as professional life and hence decrease efficiency, quality and productivity of
work and started feeling exhausted. There are many times when I thought to just stop and back
out from project from classroom but class stop me and explain me that things are experienced by
everyone in university and can be handle with time. During classes and activities my patience
level reduced to zero and because of these activities I also isolated from personal and social
activities. Additionally, this also affected my health. Because of some people at workplace I also
6

became involved in some conflicts at workplace even after being very participative and this led
me to think to leave place permanently.
Feelings
During the experience I had different types of feeling both positive as well as negative
and while accomplishing tasks recognition by professors motivated me which increase
efficiency, quality and productivity. It became difficult to bear ignorance of people in team and it
increased isolation feeling inside. Friends supported me a lot during every activity and hence
able to accomplish various goals. It also increases positivity in me and participates and tries to
tackle people with effective leadership which I imbibed during module and hence set my unique
image in front of everyone. In last days of semester stress level also increase but this time I am
able to tackle every situation in effective way. There are number of times when friend, family
and people working with me offended because of my aggression and not behaving properly but
they remain calm and try to change my nature. I feel sometimes that I had taken wrong decision
related to future and have to think again if I am able to walk out from this situation but my
professor created positive and healthy environment.
Evaluation
There are number of things which I faced during this module and hence increase
experience whether it is of type or bad type. I am able to build contact with senior who guided
me a lot and they also got job in MNC and they told me to give reference whenever need job in
their company. However, there are many people who misguided me and tried to deviate from my
goals but with time I am able to indentify such type of people. Also it improves various types of
professional quality such as leadership skill develops in this module.
Analysis
I find many reasons for work and module complete on time. Firstly able to develop time
management skills which help in scheduling task and work on time. However, because of some
poor communication skills faced challenges which in later stage overcome somehow. Every
situation was difficult but with time and good people I am able to manage and control
everything. Guidance of professors, senior students helped me a lot. Books and journals in
library very helpful and it support me in accomplishing task time and hence increase quality,
efficiency and productivity of work. I faced challenges in various training and development
7

programs because of orientation and the way of expressing by HR but in the end disusing with
them reduced my confusion and enable to learn properly.
Conclusion
There are many who supported me throughout work such as senior; provides notes and
links where I can complete my assignment and read about chapters. Professor also guided me a
lot during work and helps me in accomplishing my goal as well contribute in creating
professional development plan which is necessary for changing business. I will try to enhance
and improve emotional intelligence and also not to get exhausted by simple tasks and also take
helps of others.
Action plan
If I will get assignments feedback etc. then I can easily work on it because now able to
understand the resources and ways in which various question can be addressed. There are
number of software coaching centres in country where I can go to develop IT skills. Problem
solving can be improved by taking helps of seniors and analysing situation before passing the
judgement.
I have use multiple intelligence learning style for increasing my knowledge during
module and it prepare for corporate. I have take various independent way of this style for my
learning’s such as verbal–linguistic (word smart), logical–mathematical (logic smart), visual–
spatial (picture smart), auditory–musical (music smart), bodily–kinesthetic (body smart),
interpersonal (people smart), intrapersonal (self smart) and naturalistic (nature smart). It build me
professionally developed.
TASK 2
a. High Performance Individuals and Teams
Effective performance management helps many people in increasing speed of work and
enables them to realise their goals and objectives on time while maintaining efficiency as per
changing business requirements (Ismail and Rishani, 2018). I have use developing various types
of skills and hence increase quality, efficiency and productivity of work which is necessary for
professional growth. From the beginning I know the advantage and contribution in corporate as
well as academic life. Tesco’s owner, Zara’s founder etc. use this in their career which help in
gaining achievement and increase speed of them related to work. My career coach describe
various people which following and able to increase efficiency, quality and productivity of work.
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Learning and development process plays important role in it and hence from the starting I was
curious about types of planning, organising and managing things for task can be adopted so that
work can be done properly and on time (Savickas, 2019). My friend explains the way in which
process need to change for increasing performance as well as productivity of work. I have set
smalls and detailed goals and work on it with full dedication which helps me in achieving goals
on time. I always use SWOT analyses knowing strength that are developed and weakness that
become barrier in growth of mine and hence able to work in right direct on time and effectively.
I plan every day meeting with people who have various types of professionals and observe them
so that able to learn effectively (Belser and et.al., 2017). My focuses changes to develop
problems solving and software learning which creating number of challenges. Professor of mine
also provided various types of feedback related to my performance and also share their views
relating to it. I am able to understand them timely and hence make quick changes in my
professional plans. Online platform are very grateful tool which help me in improving this skills.
There are number of celebrities and businessmen which share their opinion regarding
performance assessment and way in which it can be enhance so that future challenges can be
overcome by me. There are number of tools that are use by firm in evaluating speed and quality
of workers and reward according to it. Key performance indicator, 360 feedbacks are some of
tool that use by organisation at workplace for performance monitoring and controlling. I have
learn that proper strategy must be framed by me in order to improve various types of professional
quality which can contribute in increasing efficiency, quality and productivity of work. Always
motivated by professors and senior for my achievement and hence remain energetic for any type
of work. There are number of opportunity for me because of developing various types of traits
and showing good performance in exams. Try to focus on achieving goals before the deadlines
so that can work effectively and efficiently and on time. There are number of friend in various
companies which share their experience high performance and its impact. I always enjoy
working with different types of people which develop team management as well as participation
quality. Many time professors make me project head and hence improve this quality n more
effective way.
High performance teams will not only help in increasing the performance of the teams but also
helps in developing the individuals. There are various tools which will help me in my personal
development also. The various tools can be used for my personal development also which can be
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coaching, performance related payment, measurement, 360 degree feedback, setting performance
objectives and the standards, performance reviews and many more. This will provide clear goals
which can be achieved by me in definite time frame. The performance related pay can help me
knowing the worth of my hard work. Also, I will come to realize that the hard work done by me
is valued and paid off. This will motivate me to do the tasks individually and in the teams more
efficiently and effectively. Learning and development programs must also be organised which
will help in enhancing me weaker areas which requires learning. Learning can also support the
performance of the teams as well as the workplace. These tools can help in developing me as an
individual so that I can contribute more towards increasing the performance of the teams.
b. Strategies to develop high performance
High performance is the word which is used a lot nowadays but only few of the businesses know
what it is and how to define it. This is becoming must for the companies in order to develop the
employees as well to compete with the competitors in the dynamic markets. But they find it
difficult to articulate and implement. There are various strategies for high-performance which
can also help in creating high performance teams. This is not complicated as it looks as I may
use the following steps to use the high-performance strategies for meeting my personal
development needs:
Defining the high performance for business
This is different for every firm as they have different values and the expectations from
the employees to fulfil the values. In some organisations, employee value proposition is
developed under which the expectations from the employees are that they must come into the
work with complete motivation and efforts which helps in overshadowing the feelings of
obligation (Muduli, Verma and Datta, 2016). I think that the companies must ensure that the
employees do not think about obligation, as if they think they miss an opportunity. They must
always think of the opportunity and the areas from where it can come which does not only help
in achieving the goals of the organisation but also helps in developing the personal needs. I
realized that the HR should not dwell on what they are obliged to do and that will lead to
innovative workforce with brimming ideas from where the opportunities cannot pass by.
Recruiting the right people
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This is the most important strategy for the high performance as the right people are the
reason for the high performance. In my opinion, the HR must exercise the robust recruitment
process including the clearly defined roles and expectations. It contains the multiple interviews
with various people in firm and also screening for high performance indicators must be done. I
think that the HR must take sufficient time to take the interview of as many potential candidates
they can as they get opportunity to analyse the individual differences, perceptions and
communication skills of various candidates. This develop them individually and helps in meeting
the personal development needs. High performers are 400% more productive than the people
will average performance. This will also help in developing effective and productive teams (van
Esch, Wei and Chiang, 2018).
Being transparent with the strategy
When the HR of the firm is transparent about the strategies of firm, it develops a sense of
mutual understanding and trust. Through this, the employees get to know about what the
company is seeking for, this makes them more enthusiastic and increase their involvement. Also,
when the employees realise that their work is contributing in achieving the goals of organisation,
then they get a purpose to do work. I think that the HRM of the companies must give updates to
the employees regarding the new strategies so that they come to know that they are playing an
important part in reaching the goals. This helps the HR to develop personal needs as they can
reduce their work load by giving work to the employees. This will be more beneficial when
developing teams as they can collectively perform the tasks effectively by being aware of the
goals.
Do not underestimating the importance of succession planning
This is considered as the key by being honest regarding the growth opportunities and
ensuring that the HR speaks to the employees regarding their careers and the position where they
see themselves in future. When the employees are clear about the future of firm and their
position in it, the motivation and dedication is increased. The HR must ensure that no single
points of failure are there for keeping the business when run at top performance (Jyoti and Dev,
2016). This also improves the development of the employees but also helps in personal
development of HR along with enhancing the performance of the teams developed for achieving
the goals by performing the tasks collaboratively.
Tracking employee engagement
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In my opinion, the HR must ensure that there is an emotional connection between the
employee and the firm and the goals. More engagement leads to more productivity and the better
services are provided by the employees to the customers and longer the employees stay at the
jobs. This makes the environment more collaborative, innovative, empowered, productive and
overall positive.
In my opinion, the HR can track the engagement of the employees by openly communicating
with employees by taking the regular feedbacks which gives them various opportunities. They
must have a formal system for the engagement of employees. Employees can appreciate the
chance to give the feedback. This also helps in building effective teams which also helps in
meeting the needs of personal development.
Seeking out diversity
In modern firms, diversity can be considered as the necessity in modern firms. HR must
focus on employing people from range of backgrounds and cultures which can help in getting
mix of talents, experiences and perspectives to the workforce. This helps in bringing innovations
and also in making the teams where the employees can share different sort of ideas to take the
decision and come to an innovative solution (Rasheed and et.al., 2017). This forces the
employees to think out of box. This will also help in development of the HR as they will also
interact with the diversified workforce. This benefits the organisations to gain competitive
advantage.
Recognizing the achievements
The influence which rewards and recognition have on the employees and the employers
cannot be underestimated. HR must ensure that all the achievements whether big or small must
be celebrated from the milestones of individuals to the efforts of teams and firm. This can be
done by sending a thoughtful email or employees can be even appreciated and acknowledged by
breaking out the cake which can be a big celebration for them. This will also help in resolving
the conflicts which will prove beneficial in developing the teams and also will help in personal
development. This can help in various contexts such as at the time of recruitment, engaging the
employees, tracking the performance of the employees, strategy planning, succession planning,
measuring the achievements and many more other contexts. This will also help me in my own
learning as I will be provided with various opportunities to judge myself where I stand actually. I
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will be able to know the weaker areas of mine which needs to be improved. Also, the tough and
different type of interviews for the recruitment and selection process can help me in enhancing
my skills and abilities as I will come to know about the areas which need development.
Therefore, high performance can help me in developing myself as an individual.
CONCLUSION
The above report was focussed on the career development and lifelong learning. It was
started by creating the individual PDP which showed the evidence of development achieved in
past 12 months and that was also applied to the development which is planned for next 12
months. This included the self-management by developing goals which helped in making career
development plan which used the audit of personal skills and the personal SWOT. Furthermore,
it also illustrated the report which examined the ways in which strategies can help in skills
development and career development of them and the colleagues of team. Also, it shed light
upon the ways in which high performance people can be developed by effective performance
management. This was followed by mentioning the ways in which high performance strategies
can help in meeting personal development needs as well as working effectively in team.
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REFERENCES
Books and Journals
Autin, K.L and et.al., 2018. Career development among undocumented immigrant young adults:
A psychology of working perspective. Journal of Counseling Psychology, 65(5), p.605.
Belser, C.T and et.al., 2017. Predicting undergraduate student retention in STEM majors based
on career development factors. The Career Development Quarterly.65.(1).pp.88-93.
Bocciardi, F and et.al., 2017. Career adaptability as a strategic competence for career
development. European Journal of Training and Development.
Burnette, J.L and et.al., 2020. A growth mindset intervention: Enhancing students’
entrepreneurial self-efficacy and career development. Entrepreneurship Theory and
Practice.44.(5).pp.878-908.
Guan, Y., Deng, H. and Zhou, X., 2020. Understanding the impact of the COVID-19 pandemic
on career development: Insights from cultural psychology.
Hollywood, A and et.al., 2020. ‘Overwhelmed at first’: the experience of career development in
early career academics. Journal of Further and Higher Education.44.(7).pp.998-1012.
Ismail, H.N. and Rishani, M., 2018. The relationships among performance appraisal satisfaction,
career development and creative behavior. The Journal of Developing Areas.52.
(3).pp.109-124.
Jyoti, J. and Dev, M., 2016. Perceived high-performance work system and employee
performance: role of self-efficacy and learning orientation. Metamorphosis. 15(2).
pp.115-133.
LENT, R.W., 2020. Career development and counseling: A social cognitive framework. Career
Development and Counseling: Putting Theory and Research to Work.p.129.
Muduli, A., Verma, S. and Datta, S.K., 2016. High performance work system in India:
Examining the role of employee engagement. Journal of Asia-Pacific Business. 17(2).
pp.130-150.
Rasheed, M.A. and et.al., 2017. Exploring the role of employee voice between high-performance
work system and organizational innovation in small and medium enterprises. Journal of
Small Business and Enterprise Development.
Savickas, M., 2019. Career counseling (pp. xvi-194). Washington, DC: American Psychological
Association.
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van Esch, E., Wei, L.Q. and Chiang, F.F., 2018. High-performance human resource practices and
firm performance: The mediating role of employees’ competencies and the moderating
role of climate for creativity. The International Journal of Human Resource
Management. 29(10). pp.1683-1708.
Zacher, H and et.al., 2019. Academic career development: A review and research agenda.
Journal of Vocational Behavior.110.pp.357-373.
Zhang, W., Liu, Y. and Guo, Z., 2019. Approaching high-performance potassium-ion batteries
via advanced design strategies and engineering. Science advances. 5(5). p.eaav7412.
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APPENDICES
SWOT Analysis
Strength Weakness
 My communication skills are good
which help me to understand people
and represent myself effectively in
front of others. Number of people
influence by this quality and
continuously improve using online
sources.
 I can work effectively in team as well
as manage people easily which can help
me completing project by support of all
(Bocciardi and et.al., 2017). My seniors
inspire and instruct me to the way in
which I can develop this quality or can
improve.
 Leadership skills in one of important
quality in me which help gaining
confidence of batch mates. Follow ideal
leaders for enhance it.
 It takes lots of time for me to adopt any
technology and working on it. I didn’t
take any coaching which again effect
on software learning traits. Many of
colleges able to work quickly and laugh
on me for it.
 Problems solving skills are very poor
because from the beginning dependent
on other for my work.
 Impatient nature another poor quality in
me which sometimes offended others.
Opportunities Threats
 I can use leadership skills at workplace
in future jobs and hence able to gain
higher opportunities on time and it can
more developed by personal meeting
with people who have strong leadership
quality.
 Communication skills again impact on
dealing with various clients and take
them in confidence which increase my
 Poor software learning may effect when
I am working in corporate as most of
firm adopted advance technology and
continue make changes in it.
 Decision will delayed by me because of
poor problem solving skills and hence
in future it will affect on profession
life.
 Impatient behaviour may affect people
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position in firm. I can develop it more
by taking classes from professor.
in firm and hence they will irritate by
me which can impact on my growth.
Skill Audit
SKILL TYPICAL DESCRIPTORS SKILL LEVEL
Low High
SPECIFIC
COMMENTS
Organisation and time
management
Prioritising, dealing with
paperwork; interruptions;
planning your day.
1 2 3 4 5
3
Decision making and
problem solving
Ability to make decisions;
selecting suitable solutions;
analysis of appropriateness.
1 2 3 4 5 1
Planning Leading teams; consulting
team members; task allocation;
objective setting.
1 2 3 4 5
3
Delegation Matching tasks to staff;
providing guidance and
advice; maintaining staff
motivation and focus.
1 2 3 4 5 4
Motivation Applying motivational
techniques; understanding
individual motives; making
tasks challenging; encouraging
creativity; providing team
support; engendering trust and
openness.
1 2 3 4 5 4
Coaching Providing guidance; listening
skills; ability to draw out
1 2 3 4 5 2
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information; reinforcing
behaviour using feedback;
negotiating; planning goals
and objectives.
Target setting Understanding and
communicating organisational
objectives; use of SMART
objectives to achieve targets.
1 2 3 4 5 3
Interpersonal skills Relating to others; building
rapport and positive
relationships; being sensitive
to peoples needs; using
influencing and persuasive
skills to help others improve
performance or overcome
problems; listening effectively
and providing feedback; being
assertive; use of body
language.
1 2 3 4 5 5
Written communications Structure and format of letters,
memos, e-mails, reports
1 2 3 4 5 2
Oral communications Structure and format:
techniques for effective
presentations; using the
telephone; meetings.
1 2 3 4 5 1
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PDP
Plan is set from 1-01-2020 to 1-01-2021
Objective of PDP
 To develop decision making and problem solving skills in next 6 months
 To enhance the coaching and learning skills in the next 6 months
 To improve written and oral communication skill in next 3 months
 To enhance organisation and time management skill in 2 months
 To improvise the target setting skills in two months
Transferable Skill Your
Current
Level
Evidence Level
required
for study
Level
required for
future work
Higher
level of
skill
required
Action needed
Oral and written
communication
Bad The tutors and my
seniors has
provided the
details that I am
unable to
communicate
better
Medium High High To be engaged in learning from
seniors and also to be involved in
taking the online classes. Online
toolkit can also be used.
Coaching and
learning skills
Poor My peers has said
that I am really
bad at learning and
also I should
improvise my
grasping skills
low low low The action needed is to increase the
power of hearing and also to increase
patience level
Management of time
and resources
Poor Unable to submit
work on time.
Also I miss to go
college on time
because of this my
tutors are angry
High High high Time Management Plan will be
helpful. I should be engaged in
prioritising task
Decision making
skills
Very Poor I take help and
assistance from
my seniors and
unable to make
own decision.
High Medium High Will take help from professor for it.
Also ask my tutors to share their
experiences so that I can learn from
it
Identifying and
solving problems
Very Poor Not able to solve
problem in
classroom
Medium High High Try to develop problem solving
skills analysing it and understand
carefully.
Analysing and
evaluating
Poor Not identify
various
Medium Medium High Try to evaluate way by modern
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information information
carefully
approaches.
Thinking creatively Good Note taking done
in creative way
High High Medium Work on it by implement it in
various works.
Thinking
independently
Good Not depends on
others for my
decision
Medium Medium Medium Try to present my thinking in unique
by facts as well as figure.
Critical reflection Good Can analyse my
weakness.
Medium High Medium Dig out my weakness and work on it
Presenting material
orally in a clear and
effective way
Excellent I am good
presenting by
speaking
Low Medium Low Not required
Presenting written
material clearly and
effectively
Very
Good
Able to write in
effective way
Medium Medium low Take help from people who have
good writing skills.
Interacting on a one-
to-one basis
Excellent Yes I am very
friendly while
meeting to people
low low low Not required
Working creatively
and flexibly with
others
Very
Good
Create various
types of blog
which are admired
by others.
High Medium low Learn from You tube and online
classes.
Formulating and
meeting team
objectives
Excellent Good in
participating at
work
Medium Medium low No required
Using websites and
libraries
Poor Cannot find source Medium Medium High Spend more time on surfing internet
and dig out raw material for work
(Hollywood and et.al., 2020).
Observational skills Very Poor Wrongly evaluate High Medium low Attend classes where professor gives
lectures on life skills
Practical skills Good Can practically
work
Medium Medium Medium Attend professional seminars.
Blog
How may high performance people be developed by effective performance management?
Every organisation aims at developing high performance people. These are employees in
organisation who are able to effectively perform and effectively contribute in realisation of
organisational goals and objectives. Performance management is an act of ensuring that
organisational activities and performance meet objectives and goals of organisation.
Effective performance management can be highly important element for developing high
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performance people within organisation. High performance people are those who are able to
think proactively and this requires that performance management emphasise on being creative
and innovative in approach of working. In order to develop high performance people it is very
important that people are well aware of the skills and knowledge for their job and this requires to
effectively training people for their job role. Organisations for this require working on effective
training and development practices of organisation that are able to meet organisational training
and development requirements. It is very important that in order to develop high performance
people organisation communicate their vision that is appealing and people are able to understand
their role in achievement of organisational vision. This is important that vision of organisation is
part of performance management. High performance also requires clarity and High performance
people requires to be adaptive towards their mistakes and performance that are below standards
and timely communicating these will help them to work on these limitations. This will contribute
in developing high performance people within organisation.
The comments were been given by the managers that HPW has assisted in increasing the
performance level of workers. They have said that it has assisted in effective understanding of
activities that individuals are expected to do and this requires that organisation has a system of
open and clear while performance management as well as engaging communication. Providing
timely and constructive feedback to develop high performance working.
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