Career Development and High Performance Report: Managing Self & Others

This report focuses on managing self and others, emphasizing career development and lifelong learning. It begins with a SWOT analysis of personal skills and explores goal setting within a professional development plan. The report then outlines strategies for skill development, including learning styles and practical application, to enhance career progression. It delves into the concept of high-performance individuals and teams, highlighting effective performance management techniques. The analysis covers intellectual and personal skills, opportunities, and threats, providing a comprehensive overview of the subject matter. The report concludes with a reflection on the importance of self-improvement and the application of these strategies in a professional context.

MANAGING
SELF
&
OTHERS

Table of Contents
INTRODUCTION...........................................................................................................................1
Question 1 Career Development and Lifelong Learning.................................................................1
Part A Explain the plan for goal setting, a personal skill analysis and a personal SWOT on the
basis of the skill development................................................................................................1
PART B- Explain how strategy for skill development and lifelong learning may enable career
development ..........................................................................................................................5
Question 2 High Performance Individuals and Teams....................................................................8
Part A High performance people developed by effective performance management in the
organisation............................................................................................................................8
Part B High-performance Strategies....................................................................................10
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13
Appendix........................................................................................................................................14

INTRODUCTION
Managing self and others means that learning how to work with others in order to make
the work more productive and profitable. In the same way, current report main aim is to provide
life long learning that helps an individual to attain the aim and objectives. The present report
different concepts which are linked with the career development strategies and also provide PDP
plan that help to attain the weaknesses. Further, study will describe different approaches of life
long learning and skills development and also apply different range of strategies that lead to high
performance people. Lastly, through reflection, it demonstrates learning and self- improvement.
Question 1 Career Development and Lifelong Learning
Part A Explain the plan for goal setting, a personal skill analysis and a personal SWOT on the
basis of the skill development
SWOT Analysis: It is the strategic management tool that helps me to determine my strength,
weaknesses.
Strength
 Intellectual Skills
It is biggest strength of mine, because I easily
solve the problem in an organization. This skill
help me in understanding any issue or conflict
which has occurs in an organization and also
help me in coming up with the solution which
is mutually accepted by both the parties.
Intellectual skill also help me in finding the
result of the problem which is faced by any
employee in the organization, so that it
eventually builds the good working
environment in the organization (Rangkuti,
2015).
 Personal skills
I possess good personal attribute, specially
Presentation skill is one of my biggest strength
Weaknesses
 Personal attributes and qualities
Stress Management is one of the biggest
weakness, as I used to lose the tempered when
there is a excessive work pressure over me.
 Personal skills
Critical thinking is the another big weakness of
mine as I am not able to evaluate and link the
information with the other things in an
organization which sometime proves difficult
for me to find out better judgement. The main
reason for the same is that I am not able to
interoperate the issue in the positive way.
Assertiveness is another weakness of mine as I
find it difficult to stand up for own or other
people's rights in a calm and positive way,
without being either aggressive (Phadermrod,
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as it helps me in presenting myself in better
way in front of senior management and other
parties as well. Presentation skill help me to
leave good impression and through this, I
easily explain my views with my team
members.
Leadership is another strength under personal
skill. Through this, I provide good direction
and guide my juniors so that they work
together and attain the aim and objectives in
defined time.
Crowder and Wills, 2019).
Opportunity
 Work Experience
As I am having very good presentation and
evaluation skill it opens up a good opportunity
for me to gain the work experience in the travel
company. As the experience which I was
having was of a Investigation firm. Their is
huge difference between the functioning of
both the firm (Asah, Fatoki and Rungani,
2015). So it is very good opportunity for me to
gain the working experience in travel
company.
Threat
 Further hopes and Plan
It is the biggest threat for me in going forward
as I am not having any specific plan about the
goal to be achieve for the future professional
development, which will offer the different
challenges for me to defend in future.
Skill Audit
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Need to work on it. Not totally sure Confident
ORGANIZATIONAL SKILLS
Able to complete task in time
Able to take initiative to complete the task
Ability to reminds the important date like seminars, meetings and other
important dates.
INTELLECTUAL SKILLS
Ability to find the solution with the help of different methods with considering
the all views.
Ability to find the solution of the problem
Innovation Skill
COMMUNICATION
Ability to give the view on the group discussion and meetings.
Ability to create notes and points from the presentation and meetings.
Confident in giving the Presentation.
Ability to work with the no plagiarism with taking the reference from the other.

TECHNICAL SKILLS
Ability to collect the information from the sources like news, internet, etc.
Ability to understand the requirement of the client with the take the right step to
solve it.

Professional Development Plan
SMART Objective Action Resource Time Outcome
(Short Term)
Stress
Management
I have to make sure that I
am able to complete my
task on time, by
prioritising the work which
has to be done first. Also I
have to make sure that I
maintain the proper notes
to complete the task. I also
need to maintain the
schedule of all the meeting.
This will help me in
reducing the Work load as
workload is the big reason
of creating the Stress.
Books
Sticky Note
Colleague
6 Months From the last
month I am able
to manage my
meeting very
proficiently but I
have to still focus
on managing the
workload as it
still creates the
pressure on me.
(Medium Term)
Critical Thinking
(Positive
thinking):
I have to first understand
the point of view of all the
party who are involve in
the topic and also I have to
trust the employee and
subordinate in the
organization so that it
become easy for me to
understand the topic in
different ways also.
Senior
management
and Colleague
1 Years From the last 12
month I am able
to make the good
trust factor
among the
employee but still
find it hard to
interpenetrates
their point of
view in positive
manner. So need
to achieve the
same in next
deadline.
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(Long term)
Assertiveness
I will join the different
coaching centre to have a
proper control over the
language and also will try
to have a proper
knowledge about the roles
and responsibility so that I
can represent myself in
front of other.
Coaching
Tutor
Books
2 years From the last 12
month I am trying
to gain the
knowledge and I
am succeeded in
the same also but
still not able to
generate the
confidence to
represent the
same in front of
other.
PART B- Explain how strategy for skill development and lifelong learning may enable career
development
Skill development is the process which identifying the skill, comparing the same with
own current situation and on the basis of that finding out the skill gap and in the end take the step
to cover the gap and adopting the skill set. There are different Strategy used to improve the skill
development, such as:
Learning style: In this strategy individual has to derive the best learning style which
used to improve the skill set. Opting for the correct learning style will help the employee in
understanding the need of the skill set very easily, which will eventually result in improving the
motivation of the employee to develop the skill (Lewis and et.al., 2016). There are many learning
style which is available for the employee to chose from such as Kolb learning, Behaviourism,
Cognitivism. All the theory used to see the learning in different ways as Kolb learning looks at
leaning done with the help of the new experience which is gathered by the employee.
Behaviourism learning is the learning done with the help of the interaction with the environment
or can be said that all behaviours are acquired through conditioning. Cognitivism learning style
which looks at the learning which focussed on the process involved learning rather than
observation.
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Kolb's Learning style: It is the learning theory that is developed by David A. Kolbs and also
describe how the person understand and process the information. He also describe the learning
style into four types such as:
 Diverging: If an individual opt this style, they look at different perspective and also
posses strong imagination and emotional. Further, they have deep interest with other's
cultures and people
 Assimilating: In this style, an individual prefer good and clear information, even they
can logically format the given information and used different analytic models. The same
style is also opted by me because have good presentation skills and also reflective
observation too.
 Converging: This style helps learner to solve problems and also apply own learning to
practical issues. Even they tend to be unemotional and always prefer technical task with
new ideas.
 Accommodating: This style leads a person to do things practically and also attract new
challenges to solve the problems intuitively.
Learning by doing: It is the strategy in which individual used to look at doing more
practical work to implement the skill in himself. This helps me in making the habit of the skill
which is required for the individual to be successful (Lussier and Hendon, 2017). This strategy
will help me and my team member to adopt the process in order to moving gradually toward a
more advanced stage.
Teach what you learn: It is the another type of strategy which includes the learning of
the skill set in the team. This strategy explains that the individual should teach from other
member in the organization which will help to clarify the doubts which are in their mind. This
strategy will help me in building the good trust factor among the subordinate in the organization
as all the employee in the team will feel free to convey their problem to me. This will eventually
help me in increasing the employee retention in an organization and also, build good working
environment for the worker to work in. As Employee retention is the main issue for all the
company in today's scenario it will help me in developing my career in HR line.
Test Yourself: It is another strategy which is used to develop the skill in the employee,
For that, they must set the target before hand itself and after that try to learn the skill and then
compare the result with the set goal which will help the employee in knowing the direction in
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which the skill development is going on (Lussier and Hendon, 2017). This will generally help me
in seeing the performance of the employee in the organization and on the basis of that I can
motivate the employee to work better and also achieve organizational goals as well. As the main
responsibility of the HR manger is to maintain the good human force in the organization.
Lifelong learning is the ongoing voluntary, and self-motivated pursuit of knowledge for either
personal or professional reasons. Life long learning also provide better and efficient opportunity
to improve the quality of the personal and professional life. Strategy used to improve the lifelong
learning:
Encouraging Learning Ownership: This is the strategy in which employee by their own
used to take the responsibility or initiative to improve the source and the quality of the learning
by evaluating and visualising others who are performing the task in an organization or in team.
This will help me in getting the Self-esteem, pride in achievement, and will make me more
independent which will help me in achieving the career goal very efficiently (Longworth, 2019).
This will also help me in improving the teamwork which will eventually help me and my
colleague in achieving the organizational goal.
Turn mistake into opportunities: It is the another way through which lifelong learning
can be improved in which the employee has to learn from the mistake which has been committed
by the employee in the past. On the basis of that employee used to take correct actions so that the
mistake never occur again in the future. This show us better ways to think and work, and also
provide insights into hidden knowledge and awareness. It will help me and my colleague to be
confident enough to dealt with the problem efficiently. This will eventually help me in retaining
employee in an organization and also will help them in getting the motivation to do better next
time.
Set Learning Goal: It is the another way through which lifelong learning can be
improved in an employee, in this strategy worker used to clarify the end goal to be achieved.
After that employee used to take the different step to achieve the same. It will help me and my
colleague to feel motivated in order to achieve defined goals and also it will help me in bringing
the progression in the work as for achieving the end goal their will be a series of the work which
need to be performed in the organization (Lewis and et.al., 2016). This strategy also helps the
organization in bringing the sense of the clarity among the employee of the organization.
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Question 2 High Performance Individuals and Teams
Part A High performance people developed by effective performance management in the
organisation
“High performance people developed by effective performance management”
High performance people are those people who work as a team to achieve a common target.
They are those people whose goals, visions and perspective of thinking are same and they hold
accountable to each other to achieve results. Various things should be followed in the
organisation so that it boost effective performance of management. Some of them are employee
development and empowerment, values and more. Employee development can be made by
allowing employees to take various decision and giving them power (Jannesson, Nilsson and
Rapp, 2016). They should be treated equally and they should be allowed to use their talent and
capabilities for the benefit of the company. They should be developed by training and attending
various business events and more.
Performance management is important because it helps in creating a surrounding of trust, and
support. It helps in creating a long term relation between employee and the organisation. The
values of employees should be treated with due respect and employees should be trusted and
they should be treated properly. There are various ways by which a high performing employee
can be developed by effective performance management. Performance management will help in
identifying the work of employees at all levels and they can be rewarded for their excellent
work. From my peers feedback, I analysed that through my strength, I develop further
performance management options.
Rewards are very important in a company, Reward motivates employees to work with their full
efforts and achieve organisational goals. The role of reward is very important in a organisation
and it makes sure that employee performs better next time. Reward should always be given on
correct standards which are set before and everyone has equal right on the reward (Leischnig,
Wölfl and Ivens, 2016). Performance management helps an employee to align with the goals of
the company. If the performance of the employee is checked at proper timing then he will know
what he has to achieve and what are the current goals of the company even if he goes on the
wrong track. The employee should always feel that he is connected to the organisation and it is
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his duty to achieve the goals of the organisation.
Working in human resource department of the company teaches many things to a candidate. He
gets to know the mindset of different people and even through the feedback I also analysed that
I have better presentation skill. The employee should have interest in the company then only he
will do his best for the organisation. Employee will stay in a company only when he is
motivated time to time. I always seek for knowledge in my organisation so that my development
never stops and I always observed for new and upgraded opportunities which will benefit me in
the future. My work is to select and recruit the employees for the organisation and to decide the
payroll of employees. Performance management will always keep the employees engaged
(Grant, 2016).
If the employees performance are checked then the company will know how much work should
be given to employee so that he is not idle for long time and it should be also seen that excess
workload should not be given. If there is an atmosphere of trust and interest in the company
then all the objectives and targets can be achieved easily. Building trust is not an easy task for a
company, as it take time and resources which should be invested in employees. The main
feature performance management is that it increases communication between employee and
team leaders (Performance Management, 2019).
Good communication between employees and leaders will reduce the chances of confusion and
the topic can be discussed more clearly. In the same way, by taking feedback from the Peers, I
realized that I posses good presentation skills and The employee will be well known of the
expectation that the employer has from him and he will be well versed to his job. As a manager
I always expect that the employee should directly talk to me on various subjects and complaints.
He should not hesitate to share something, if he thinks something wrong is going on. I always
try to make personal relations with employee as it benefits me and the company in the long run.
Good relations with the employee helps the company in reducing labour turnover and at the
time of burden also the work is easily completed. In the same way, I also come to realize that I
posses strong communication skill and better presentation skills which further help me to let my
subordinate understand about my views. In addition to this, I also provide training session and it
is also given to existing employees when a new innovation is done in the existing technology.
Overall, this helps to provide high performance in the company and attain the defined aim and
objectives in better way as well.
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