Human Resource Management - Personal and Management Skills Course

Running head: HRM
HRM

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Table of Contents
Introduction............................................................................................................... 3
Task 1...................................................................................................................... 3
Task 2...................................................................................................................... 9
Motivation........................................................................................................... 11
Empowerment....................................................................................................... 12
Conflict Management.............................................................................................. 13
Team Effectiveness................................................................................................ 14
References.............................................................................................................. 16
Appendix................................................................................................................ 19
SWOT analysis..................................................................................................... 19

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Introduction
This report has emphasized on creating personal and management skills course. Furthermore,
the initial task will address the areas in reflecting the leadership and management skills as
well as, the significance of a personal development plan for sound leadership and
management. The second task illustrates the theory as well as, application about transferable
skills through practicing best practices of companies.
Task 1
1) Reflect on own management and leadership skills using a range of models, and develop
and justify a personal development plan that will facilitate an increased level of effective
management and leadership
In the contemporary environment of business, management and leadership are words that are
highly applied by companies. Both are different from each other in terms of definition. It is
identified that differentiation between these two definitions creates more ambiguity as
compared to it resolves. The position of manager can be described as planning, coordinating,
leading as well as controlling (Reynolds and Vince, 2017).
The fundamental function of a leader is to empower and encourage the individual on the right
path. All ideas are vital to their development as an organization. For the company, to
accelerate the development, it is more necessary to illustrate the management as well as
leadership qualities (Graham and Walton, 2018).
Organizations concentrate on improving employee awareness through the implementation of
learning methods within organizations. Under the division of Human Capital, several
companies retain the research and development department to improve the supervision of
company performance (Cottrell, 2017).
Experts use multiple frameworks to define the management as well as, leadership skills. For
instance, Rolfe's reflective model, Kolb's experiential theory of learning, John's model for

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formal reflection, Gibbs reflective model as well as, Cottrell's reflective study. They all
models illustrate about developing management as well as, leadership skills (Langbehn, et.
al., 2017).
Kolb implemented Kolb's concept of the Experiential Growth process. There are several
major phases in the interactive learning process as per David A. Kolb. The connection in such
models is illustrated in the below diagram (Cunliffe and Easterby-Smith, 2017).
Figure 1 – Kolb’s Experiential Learning Cycle
(Sources: Cottrell, 2017).
• Concrete Experience – Learning through new experiences as well as redefining current
experiences
• Reflective Observation – Experiencing the specific value of seeing or experiencing
• Abstract Conceptualization – Making or developing new theories or changing established
concepts based on learning
• Active Experimentation – Learners implement theories generated by themselves around the
globe (Peach, 2017).
But each learner has its own preferred course, there is no proper way regarding how
individuals go to the learning cycle of experience. I have participated in professional
development; the direction of my learning has relied on my hidden desire. My schooling,