Managing Self and Others

The present summary is based on the effective performance management techniques which helps in achieving and developing high performance within the employees of the organization. The blog is covering the similar aspect.

Managing Self and Others

Table of Contents
MAIN BODY..................................................................................................................................3
Task 1...............................................................................................................................................3
Personal SWOT...........................................................................................................................3
Career Development and Lifelong Learning...............................................................................4
Skill Audit....................................................................................................................................6
Explaining skill development....................................................................................................10
TASK-2..........................................................................................................................................12
High performance individual and teams....................................................................................12
Summary on effective performance management.....................................................................12
High performance strategies that helps in working effectively as a part of a team...................14
REFERENCES..............................................................................................................................18
APPENDIX....................................................................................................................................20

MAIN BODY
Task 1
Personal SWOT
It is known as method of individual assessment that can be conducted at any stage of
life. It is generally defined as a strategic tool that helps company in analysing external and
internal factor that will affect organizational goal. Although personal SWOT is used to analyse
about strength and weakness of a person so that it can make career plan in order to deal with the
weak area. It can be use for social comparison and self analysation. It plays an important role as
it is essential for meeting with the changes in the life and involves information regarding
analysing and thinking (Assenza, 2021). Moreover, it contributes in dealing with unforeseen
changes as well as build personality of an individual.
Strength: It is known as skill that helps in dealing with the competitors and peers as well as
to maintain personality. Along with this, I think I have good communication abilities that has
helped me in interacting with other people and sharing my thoughts and ideas. I also have
good interpersonal skill that has contributed in maintaining good relationship with peers. Due
to my good experience in practical knowledge I am able to find innovative idea for threats.
Weakness: This factor is consist of skill that I am weak at need to be improve in order to build
healthy relation. My major weakness that my problem solving skill is no good and due to that I
am not able to find appropriate solution for issues (Otte, Millar and Klatt, 2018). Along with
this, I really need to work on building concentration so that I can complete by work more
effectively and on time. Although my time management skill is also not good and due to that I
am always delaying in task.
Opportunities: In order to upgrade my skill and knowledge I will be participating in skill
development workshop in order to gain practical idea about using the ability at workplace area.
In addition to this, I will be joining verified work course in order to enhance my knowledge
and to upgrade my CV. Although it will help me in finding an appropriate job where I will be
able to gain experience of work life.

Threat: One of the major threat is new variant of Coved -19 which has affect work of
companies. Although part-time job is not enough to meet the daily expenses and it is not
contributing growth.
Career Development and Lifelong Learning
Objectives Strategy Resources Target date
Time management
skill
I will be making a
proper schedule in
order to record time
while working.
Conduct a time audit.
Write a daily to-do list
Write a daily to-do list
1 months
Earn a professional
certificate
I will be joining
certified work shop or
online training
program. I will be
taking internship
program
(Zhang,2018).
By participating in
course or finding
online internship.
25 days
Learn new
technologies
It will be learning this
skill so that I can work
more effectively. I will
be making use of
these resources
throughout the
working.
Internet
computer
15 days

Public speaking and
presentations skill
It is one of the most
important skill that is
needed by an
individual. Along with
this, in order to build
this I will be
participating in group
project.
Brainstorming
session
Computer
15 days
Read books that are
relevant to personality
development
It will help in gaining
knowledge about
various things that
will contribute in
improving my
personality. Along
with this, I will be
reading articles and
books to learn about
things (Vaci and
et.al.,2019).
Books and journals.
Blog and article
25 days
Working on weakness It will help in reducing
weak area and
converting them into
strength. I will be
practising Swot
analysis.
Personal development
plan
15 days
Planning This skill is important
as it helps in
achieving the target
quickly. Along with
this, for practising
Participating in group
project.
10 days

time management I
will be delegating the
work and outsource
the task.
Communication skills Communicating with
peers in company is
very important as it
helps in sharing
thoughts and ideas.
Although working in
group will help in
improving this skills
(Roberts, 2018).
Reading books,
journals and articles to
improve he
communication skills,
newspaper etc.
1 month
Skill Audit

Skill High Moderate Low
Honesty.
 Integrity
 trustworthy,
loyal,
 fair
 sincere.
✓
Time management:
 Planning
 Goal setting.
 Auditing and
improving
workflows.
✓
Active Listening
 Be attentive.
 Ask probing
questions.
 Summarize.
✓
Assertiveness
 Reliability
 Teamwork.
 Leadership.
 Responsible.
✓
Integrity.
 Gracious.
 Hard working.
 Helpful.
 Responsible
✓
Organizational skills ✓

 Working under
pressure.
 Self-
motivation.
 Analytical
thinking.
Self-discipline
 Resolving
Mutual
Problems.
 Taking the
Initiative in
Problem.
 Following
Instructions
✓
Communication
 Written
communication
 Contextual
communication
 Listening.
 Non-verbal
communication
✓
In the past 12 months I have analysed that my communication skill was not good and I
was not able to communicate or interact thoughts and idea properly. Along with this, after
taking participation in group project as well as attending online class has helped me in
developing this skill (Otte, Millar and Klatt, 2019). Moreover, earlier I have evaluated that my
technical skill was poor and due to that I was not able to make use of advance tool while

working. Although by learning from senior has helped me know about the key features of
using it and improved my career development.

Explaining skill development
Skill development is one of the most important process in life of an employee as it helps
in developing their career plan. Along with this, it contributes in fulfilling the gap in
personality. It is known as process of identifying skill gap and developing new abilities as
well as play important role in making success plan so that aims can be achieved in limited set
of time. Moreover, that do not have right skill or knowledge face issue in achieving their
goals. Although skill development in worker helps in meeting the organizational aims and
objectives by reducing the operational cost so that it can improve workplace performance.
However due to these leaders of the company is providing their employees with advance tools
so that it can work more effectively and efficiently. It has been noted that organization that do
not give their employees chance to grow is not able to increase their productivity as compared
to one that do not provide it.(Mazurov, 2021). In addition to this, there ware various practice
that can be followed by company such as training and development that will help in learning
new skill and developing career path so that organizational goals can be achieved. This
strategy is mainly used by organization so that it can teach them about advance technology that
has been implemented by the company in order to make their work smooth. Moreover, the main
reason for skill development is to increase the knowledge of employees as well as to develop
new abilities so that it can give quality services to customer. In addition to this, it helps in
improving the market position of firm in the completive.
The skills that are essential for workers to develop is technical, communication and
problem solving so that it adjust in the dynamic nature of environment and in culture.
Moreover, the main role of Human resource department is responsible for managing employees
in order to build healthy relation with them and it is very important resources of business. This
department analysis them skill of employees by conducting skill audit in order to identify their
strength and weakness (Laragy and Vasiliadis, 2020). The HR should hire top talented
employees so that it will motivate other peers to work hard and to improve their performance.
It will also contribute in building positive working environment that will result in increasing
overall growth of company. So if organization conduct skill development programme that helps
in reducing the risk of losing the workers and allow them to take responsibility of task given to
them. It also helps in succession planing that helps in creating future leader by investing in
personal and professional growth with the use of talent management. Along with r this,

company can make use of techniques and strategy that will help in developing the skill of
employees (Jakubowski and et.al., 2021). Although career growth motivates employees to work
hard and clear and define goals contributes in developing their personality. The another
advantage of skill development is it helps in continuous improvement that helps in
incorporating workshop which results in learning material and specific knowledgeable.
Although it helps in developing needed skill that contributes in making accurate development
plans. Thus, if staff of company is talented then it will result in increasing the customer
satisfaction that results in improving market position of firm. The manager of company can
make use of effective methods like taking feedback that will help in identifying the
performance of team members.
The another method of enhancing the skill is to conduct general and interactive meeting
that will help to work on similar projectile also contributes in building work culture so that
employees can build comfortable. The another method is coaching and mentoring that will
help in guiding employees for developing career method (Holloway and Long, 2019).
Although working with seniors will allow subordinate to learn new skills to tackle threats and
employees can enhance their knowledge. Interacting with team will create an accommodative
and diverse work environment. Organization can evaluate employee interest, ask question,
organize group, tea discussion will encourage staff participation and to strengthen their
expertise in multiple job roles. Moreover, organization should take feedback from the worker
so that it can give their opinion on sharing and reviewing the strategy or methods that has
been used by employees. In addition to this, it will also help in identifying the area of
development and eliminating threat or loop holes in skill development program. Thus, it will
also contribute in adding new development programme in career path of the workers. It can
also make use of performance review as it helps workers in understanding the direction of
their efforts and to know about the desired results.
Although it needs to be organized on the basis of monthly and quarterly meeting so that
each employee can discuss their performance report. Thus, skill development helps
organization in building their career so that skill gap among worker and also contributes in
achieving organizational and personal goods. Along with this, company should take a personal
interest in employee career growth goals (Changwong, Sukkamart and Sisan, 2018). If HR is
managing remote team then it is important to communicate with frequently with the workers.

The one-to-one interaction will allow workers to share the issue faced by them as well as
make appropriate career plan. Although manager support can help staff feel valued and lead
to greater productivity and loyalty.
Along with this, if company have talented employee that will find innovative idea to
deal with the threat. It will also contribute in building positive development in workplace
environment. In addition to this, it also develops staff such as employees have their own career
goals in order to reach their potential (Assenza, 2021). So if company provide them with skill
development programme it reduces the risk of losing the workers and allow them to take
responsibility of the task slotted to them. In addition to this, skill development programme
helps in succession planning such as it helps in creating the future leader by investing in
personal and professional growth with the use of talent management
TASK-2
High performance individual and teams
Summary on effective performance management
The present summary is based on the effective performance management techniques
which helps in achieving and developing high performance within the employees of the
organization. The blog is covering the similar aspect. Performance management can be explained
as a tool which helps an organization in improving the performance of the employees within an
organization by constantly keeping a track of the performance of the employees. As per the blog,
it can be stated that the performance management is a useful tool through which an organization
can build high performance people within an organization and increasing the profitability of the
company (Brown, and et.al ., 2019). The effective use of performance management helps an
organization to determine the problems associated with the business as well as the workforce.
The performance management helps in keeping a track of the performance of the employees on a
regular basis, it records the previous performance of the workforce as well as current
performance of the employees. It compares and contrasts the current performances with the past
performances and determines the areas in which an employee needs to improve. For the same,
the company organizes the several training and development sessions in order to improve the
performance of employees with respect to a specific field. The performance management helps
in bringing clarity with regards to the roles and responsibility of each and every employee within
an organization. When an individual already knows what the company expects from them, what

is their job role, what are the steps that an employee needs to take in order to accomplish a task,
it gets easier for an employee to develop a clarity in mind as performance management specifies
the workforce with the specific roles and responsibilities associated with them and who they will
be reporting to.
With the help of performance management, the employers can communicate easily with
the employees within the organization (Kearney, 2018). This helps the employers in analysing
the performance of the employees and provide them with feedback regarding the work done by
them. The feedback helps the employees in understanding the areas that needs improvement and
work towards it in order to increase the potential performance of their own self. The feedback
that provides the workforce with positive comments helps the employee in inspiring themselves
in order to improve their productivity and performance. However, the feedbacks which include
negative comments serve as a guide for the employee in determining the areas of improvement
and formulating strategies on their own in order to improve their performance and abilities to
work. Similarly, an effective performance management system allows the feedbacks from the
employees too with respect to the work culture, the workload, working environment within an
organization. When a company positively listens and acknowledges the concerns of the
workforce, it develops a sense of importance in the minds of the employees and encourages the
employees to improve their organizational productiveness as the company is acknowledging and
trying to satisfy the needs of the employees.
The performance management can be helpful for an organization in retaining its
employees and increasing their work related performance by recognizing the efforts made by the
workforce towards the organizational growth and rewarding them for the same. Rewards play an
important role in encouraging and motivating the employees. If an individual is working hard for
an organization, the company needs to make sure that their efforts are being recognised or else
the employees might leave the organization. The enterprise can reward them on the basis of their
performance by providing the employees with different types of benefits such as promotion, a
raise in the salary, bonus, gifts and compensations and many more. When the workforce already
knows that the rewards are based on the level of productivity and performance of an individual,
employees try to understand the fact that rewards are connected with their performance and they
need to improve their performance and productivity for the purpose of getting recognition and
rewards within the company (Schleicher, and et.al 2018). The performance management within

an enterprise also helps in building employee productivity by using strategies which involves the
opinions and viewpoints of the workforce. In order to increase the employee engagement within
an organization, it is essential for the employers to ask the workforce for their opinions,
suggestions, feedbacks and perspective before making any important decision within the
company. This develops a feeling of importance in the workforce employed and creates a feeling
that they are a valuable asset for the company and play an important role in the development of
the enterprise. This strategy encourages the workforce to work on their skill development and
improve their performance in order to achieve the targets of the company.
A company that follows an effective performance management easily sets the goals and
objectives which are to be achieved. It makes it easier for the employees to understand the goals
of the company and determine the methods which are to be adopted by the workforce in order to
obtain these goals. These provides the employees with clarity of action and aligning themselves
with goals of the company by understanding the situation and the integrating it with the course of
action. In order to increase the productivity and the performance of the employees, the
performance management helps the employers and managers within an enterprise to formulate
and devise different kinds of strategies which helps the employees in reducing their stress and
influencing them to work on their capabilities in order to contribute towards the growth of the
company (Bellisario, and Pavlov, 2018). The performance management also helps a company in
increasing the performance and productivity of the workforce by explaining then about the
products and services offered by the company. A brief understanding of the product and services
offered by the company makes it easier for the employees to plan their course of action in order
to increase the quality of their work and performance. Also, the last but not the least,
performance management system helps the companies in allocating the work based on the
existing skills and knowledge of an employee. When an individual is already trained with respect
to a specific field of work, it gets easier for him to improve his performance in that specific
sector.
High performance strategies that helps in working effectively as a part of a team
High performance strategies can be understood as ways which works as a guide for the
employees in order to improve their efficiency and organizational performance. There are certain
high performance strategies which helps an employee in order to work effectively with teams.
These includes:

Clear communication the goals and performance objectives
In order to help a company in achieving its goals, it is essential for an organization to
clearly state the goals and objectives of the company to its employees. The company needs to
clear set out what it expects of each and every individual and how they need to align their
efficiency in order to achieve the organizational objectives (Armstrong, 2021). The strategy of
clearly communicating the goals and performance objectives is a useful tactic in order to work
effectively within a team. When different individuals within an organization comes together to
accomplish task, it is important for each employee to have its individual clarity that helps them
to carry out their own tasks and all together bring out the productivity that is required.
Effective performance feedback
Feedback plays a vital role in improving one’s performance and improving the
productivity of the workforce (Akhtar, and Sushil, 2018). Feedbacks works as a guide for the
employees of an organization and in determining analysing their performance. Just as clearing
stating the performance objectives and the goals of the company is important for the
organizational growth, providing the employees with effective performance feedback is also
important. Feedbacks which involves negative comments helps the employees in correcting their
measures of carrying out a task and positive feedbacks helps them in encouraging themselves in
order to work hard for the purpose of getting recognition. On the similar, effective performance
feedback helps the employees in bringing effectiveness within the teams too. It provides the team
members to guide each other in order to enhance their performance and take the comments in a
positive way.
Recognition and rewards
It has been identified that recognition and rewards plays an important role in order to
encourage the employees for the purpose of influencing them to enhance their skill set and
capability to work within an enterprise. It is important for companies to recognise the efforts put
in by the workforce and reward them for the same by providing them with promotions, a raise in
the salary, incentives, bonus and many more. Similarly, recognising the efforts of each and every
individual within the team and rewarding them on the basis of their performance and efforts
helps in encouraging them as well as the other team members to work effectively for the benefit
of the organization.
Celebrate achievements and success

A company should celebrate each and every accomplishment of an employee within the
enterprise as it brought the company one step closer towards the set targets of the company. The
employees are the main assets of an organization which helps them in reaching towards the
achievement of their set targets. This helps the company improving the quality of performance of
the employees and boosting their morale. In the same way, while working within a team, it is
important for the whole team to acknowledge and celebrate the efforts put in by each and every
individual within the team. If the individual efforts of an employee within the team are being
recognised by the whole team, it develops a feeling of importance in the other members of the
team too and motivates them for the purpose of increasing the effectiveness of their team.
Collective learning of employee
Collective learning refers to the concept of learning on a regular basis while working with
the colleagues within the company. It is an important technique that helps a company in
enhancing the productivity of its workforce. When people coming from different backgrounds
come together in order to works towards the goals of the company, they can learn a lot from each
other as each and every individual has its own capabilities and uniqueness which can be of help
for other employees too (Aguinis, 2019). Similarly, collective learning helps in bringing
effectiveness while working with the teams too. When teams are formulated, an employer makes
sure that the team is inclusive of people having specialised knowledge associated with different
fields. It helps them to learn and the gain the valuable qualities of each other and improve the
performance of the team as a whole.
Implementation of performance management software
In today’s times, one of the most used strategy that helps a company in enhancing the
performance and productivity of the company is implementation of performance management
software within the company. The performance management helps a company with a number of
advantages to the company which includes improving the performance of the company by
enhancing employee engagement, assigning roles and responsibilities, recognition and rewards
and many more. It also includes a feature that helps the employer in allocating the work based on
the existing skill set of the employees. With the help of the software, the employer can easily
determine the capabilities of each and every individual and assigning them with the roles
associated with their specific skill set within the organization. This allows the workforce to
utilise their skills and capabilities for conducting those activities which are already known to

them. Similarly, the performance management tool helps the company in bringing effectiveness
while working with team as each and every member of the team already know the work that is
assigned to them and how they are going to carry out the task by collaborating their efforts with
the team (Adivar, Hüseyinoğlu,. and Christopher, 2019). Here, the team members have the
opportunity to discuss their roles and responsibilities with other team members and coordinate
their tasks with other members of the team. Implementation of performance management
software within the also helps in enhancing the effectiveness of the teams as it provides the
organization with the facility to hire right people for the right kind of job and by collaborating
their skills, the teams can get effective results.

REFERENCES
(Books and Journal)
Adivar, B., Hüseyinoğlu, I.Ö.Y. and Christopher, M., 2019. A quantitative performance
management framework for assessing omnichannel retail supply chains. Journal of
Retailing and Consumer Services. 48. pp.257-269.
Aguinis, H., 2019. Performance management for dummies. John Wiley & Sons.
Akhtar, M. and Sushil, S., 2018. Strategic performance management system in uncertain
business environment: An empirical study of the Indian oil industry. Business Process
Management Journal.
Armstrong, M., 2021. Performance management.
Assenza, T., 2021. Managing self-organization of expectations through monetary policy: A
macro experiment. Journal of Monetary Economics. 117. pp.170-186.
Bauwens, R., and et.al 2019. Performance management fairness and burnout: implications for
organizational citizenship behaviors. Studies in Higher Education. 44(3). pp.584-598.
Bellisario, A. and Pavlov, A., 2018. Performance management practices in lean manufacturing
organizations: a systematic review of research evidence. Production Planning &
Control, 29(5), pp.367-385.
Brown, T.C.,and et.al ., 2019. Performance management: A scoping review of the literature and
an agenda for future research. Human Resource Development Review.18(1).pp.47-82.
Changwong, K., Sukkamart, A. and Sisan, B., 2018. Critical thinking skill development:
Analysis of a new learning management model for Thai high schools. Journal of
International Studies. 11(2).
Helmold, M. and Samara, W., 2019. Progress in performance management: Industry insights and
case studies on principles, application tools, and practice. Springer.
Holloway, J. M. and Long, T. M., 2019. The interdependence of motor and social skill
development: influence on participation. Physical Therapy. 99(6). pp.761-770.
Jakubowski, B. E. and et.al., 2022. Is self-management a burden? What are the experiences of
women self-managing chronic conditions during pregnancy? A systematic review. BMJ
open. 12(3). p.e051962.
Kearney, R., 2018. Public sector performance: management, motivation, and measurement.
routledge.
Laragy, C. and Vasiliadis, S. D., 2020. Consumer expectations of self‐managing aged home care
packages in Australia. Health & Social Care in the Community.28(6). pp.2362-2373.
Mazurov, M., 2021, October. Managing Self-organized Criticality in Neural Networks on the
Edge of Stability and Chaos. In International Conference of Artificial Intelligence,
Medical Engineering, Education (pp. 67-75). Springer, Cham.

Otte, F. W., Millar, S. K. and Klatt, S., 2019. Skill training periodization in “specialist” sports
coaching—an introduction of the “PoST” framework for skill development. Frontiers in
Sports and Active Living. 1. p.61.
Roberts, J., 2018. Managing only with transparency: The strategic functions of
ignorance. Critical Perspectives on Accounting. 55. pp.53-60.
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. 44(6).
pp.2209-2245.
Vaci, N., and et.al.,2019. The joint influence of intelligence and practice on skill development
throughout the life span. Proceedings of the National Academy of Sciences.116(37).
pp.18363-18369.
Zhang, L. N., 2018, April. Importance of Interpersonal Skills at Work towards Managing People
in an Educational Context. In International Conference on Management Science and
Management Innovation (MSMI 2018) (Vol. 54, pp. 29-34).

APPENDIX
Blog
Performance management is a tool that helps an organization to provide clear
communication between the employer and the employees in order to improve their performance
within the company. Performance management helps a company in increasing the effectiveness
of the capabilities of an employee. Performance management provides the employees with the
tools from which they can review and analyse their own performance and find out the areas in
which they need to improve. It helps the company in improving the performance of employees
by using recognition and rewards, clearly communicating the objectives and many more. With
the help of performance management, the employers identify if an employee needs high level of
training or if the employee is providing the organization with exclusive benefits, then he will be
provided a raise. These features of performance management help in improving the performance
of the employees and achieving high performance.