HRM6001: Managing Self and Others Report on Skills and Strategies

This report, created for the HRM6001 module on Managing Self and Others, delves into crucial aspects of personal and professional development. It begins with a personal SWOT analysis and the creation of a Personal Development Plan (PDP) to illustrate individual progress over the past year and outline future development goals, including stress management, time management, and information technology knowledge. The report then assesses strategies for skills development and lifelong learning, highlighting their role in career advancement for both the author and their team colleagues. Further, the report explores how effective performance management can foster high-performance individuals and evaluates strategies for working effectively as part of a team. The content emphasizes the importance of continuous learning, communication, and goal-setting for achieving career success and personal growth, including the use of training, experience, and technology.

Managing Self and
Others

Contents
INTRODUCTION.....................................................................................................................................3
MAIN BODY.............................................................................................................................................3
Create your own individual PDP that shows evidence of your development achieved in the past 12
months and applies your planned development for the next 12 months...................................................3
Produce an illustrated report that assesses how strategies for skills development and lifelong learning
may enable career development for you and your team colleagues.........................................................8
Create your own blog to produce a concise summary to answer the following:....................................10
(a) How may high performance people be developed by effective performance management?......10
(b) Produce an illustrated report that evaluates how high-performance strategies enable you to
reflect on how you may work effectively as part of a team...................................................................11

INTRODUCTION
Self- management is referred to as the self- regulation or the self- control which is an
ability which involves regulating the thoughts, emotions and the behaviors effectively in
different scenarios. There are many skills which are required to be managed by an individual so
that it can be at the core of the self-management which involves learning to manage the time and
commitments, capability to learn new things and cultivating motivation and lastly nurturing and
building the personal network. Self- management is linked to the personal and professional
development where an individual develops the skills and knowledge which are required for its
personal development (Issayev, Masalimova and Magzumova, 2018). This will ultimately help in
managing the own growth and learning in whole of the career. As learning is a continuous and
constant process where adapting new things and knowledge will contribute ultimately to the own
development. This report shall cover the career development and the lifelong learning, strategies
for skill development, how high performance can be developed by the effective performance
management and lastly the strategies for high performance.
MAIN BODY
Create your own individual PDP that shows evidence of your development achieved in the past
12 months and applies your planned development for the next 12 months.
Self- management is very important for an individual as it involves continuous learning
and growth which helps in personal and professional development. It is important for the person
to manage the stress level so that the stress does not affect the overall performance as well as the
work. Through the positive thinking, stress can be managed easily and optimistic approach
towards the problems can also help in producing the positive outcome (Teoli and An, 2019).
Personal SWOT analysis
It is a tool which helps the individual to pursue its career goals. It mainly gives the
insights about the personality strength and opportunities which can be used to overcome the
weakness and also the challenges or hurdles which the person sees ahead of it (Utting, 2017).
The personal SWOT analysis is illustrated below-
Strength Weakness

 My strength is the communication
skills as I am an extrovert and have the
ability to start the conversation with
any one. Through my communication
skills, I am able to gather information
very easily as this skill helps me in
convincing others.
 Another strength is the decision
making skill. I put attention to minute
details which helps me in taking the
decisions. Taking right decision on
right time helps me in my growth and
learning process.
 My weakness is that I am unable to
manage the stress. While I am
completing my work, if am unable to
complete it, I come across the state of
panic which affects my performance.
 Another weakness is the time
management skill. I am unable to
complete my work on time as stress
affects my work will leads to delayed
targets and completion of work.
Opportunities Threats
 My opportunity can be to learn or grab
the knowledge of information and
technology. As nowadays people have
become technology savvy, so it is
important to learn and adopt the new
technologies so that work can be done
in an advanced and easy manner.
 Another opportunity for me is to
develop the problem solving skills. As
this skill will enable me to exert the
control over the environment as it
provides mechanism for identifying
the things and then figure it out to
determine the course of action.
 My major threat is the competition in
the market. As people are becoming
career oriented where they are
continuously learning new things to
grab every possible opportunity. So
this is my major concern.
 Another threat is the changing market
conditions where need and demand
changes every now and then. This
gives a stress to adopt everything as
there may be demand of anything
anytime.
Personal skill audit

Skill Poor Average Good Excellent
Communication
skills
*
Stress
management
*
Decision making
skill
*
Information and
technology
knowledge
*
Problem solving
skill
*
Time
management
*
Personal development plan
It is a process of planning which involves creating the action plan which is based on the
awareness, reflection, value, planning and goal setting for the personal development with is in
relation to the career, relationship, education or the self-improvement (Bukharina, 2018). The
personal development plan is discussed below-
Skill/
Knowledge
Current
proficiency
(out of 10)
Target
proficiency
(out of 10)
Development Judging
criteria
Time frame
Stress
management
1 out of 10 9 out of 10 This skill can
be developed
by changing
the attitude
towards
handling the
situation.
The
development
of stress
management
shall be
judged by my
peers and
3 months

And also by
undergoing
meditation or
the exercise
can release
stress. Stress
management
knowledge
can be
developed by
talking about
the problems
so that
solutions can
be brought
and ways to
handle it can
be
overlooked
by me.
colleagues
who will
monitor my
progress and
give me the
feedback on
the progress.
Time
management
3 out of 10 8 out of 10 This skill can
be developed
by me by
preparing the
schedule and
doing all the
task or
activities
according to
the proposed
schedule.
My
development
shall be
judged by my
superiors and
family who
will give me
regular
feedback on
my
completion of
3 months

Also I can
undergo
some
diploma
course on
time
management
so that I can
work on time
efficiently.
work.
Moreover the
result of my
diploma
course will
provide my
progress
report.
Problem
solving skill
4 out of 10 10 out of 10 This skill can
be developed
by regularly
solving some
hypothetical
problems so
that I can
reach
solutions.
This will help
me in
widening the
scope of my
solving
technique.
It shall be
judged by
peers and
superiors
who will
provide me
the result of
the progress.
Their
feedback will
help me in
making
improvement
in my work.
6 months
Information
and
technology
6 out of 10 9 out of 10 I can develop
the
knowledge of
information
and
technology
The judging
criteria shall
be the result
of my
diploma
course which
12 months

by
undergoing
the diploma
course so that
I can learn all
the minute
details of
using the
technology.
will provide
me with my
exact
progress.
Produce an illustrated report that assesses how strategies for skills development and lifelong
learning may enable career development for you and your team colleagues.
Career development is the set of programs which are designed to match the needs and
abilities of the individual with their future and current opportunities. It is a long term program
different from training and development of an employee as career development covers whole
work life. It is important for the individual as it helps in understanding the job responsibilities
which in turn helps the employees when their annual performance is assessed (Zhou and et. al.,
2020). On the basis of their performance, they are rewarded or reprimanded. So it is important
for the individual as well as the whole team so that they can develop their skill and learn lifelong.
Skill development and the lifelong learning contributes in the career development as skills
and knowledge have a major role in performance management of an individual. It is important
that the individual possess the knowledge both formal and informal so that objectives can be
achieved effectively. The knowledge can be gained either-
 By any senior employee or
 Any new employee who have undergone training, or
 New employee who have brought experience and skill from other company (Han and et.
al., 2018).
There are many types of knowledge which can be sued by the person and convert it into
action which are discussed below-

 Explicit knowledge- This type of knowledge is known by the employees and the
company and is easily communicated and also quantified.
 Tactic knowledge- This is understandable by the employees but is rarely described
(Mathieu and Rapp, 2018).
One of the important skill which is used and contributes in career development is the
communication skill. There are two types of communication, verbal and non-verbal which must
be used by an individual so that it can communicate with its team members effectively and
efficiently. This skill prevents any misunderstanding and helps in bringing clarity so that
organizational goals can be achieved easily and smoothly.
Strategy for developing skills and lifelong learning is discussed below-
 Continuous interaction- Communication is very important in the groups and
teams as it helps in communicating the common purpose and goal. This helps in
learning new things from the group members so that their knowledge can be
learned by everyone. This skill can be developed by me and other people by
continuously trying to talk to each other and asking regular doubts and issues
which will help in brining clarity in the objectives and goals.
 Turning mistake into opportunity- By learning from the mistakes, I will be able
to develop the lacunas of mine. The mistakes shall work as opportunity for me so
that I can learn from them and try to work ahead of it. Learning from mistake is
lifelong learning and stretching our self helps in emotional and mental growth so
that lacked skill can be developed which will help in future career development.
 Set goals- Setting the objectives and goals relating to learning can help me grabbing new
things. The reason to learn must be valid so that new skills can be developed as per the
requirement. Setting learning goals will strengthen my desire to learn more and more so
that I can widen my scope for career development. Goal setting will help to develop the
requisite skill on time so that focus can be made in personal and professional
development. With the help of personal development plan, I can manage the develop my
skill and enhance my career development (Santos, 2018).
 Training and development- The employees and the team members must be given
regular training so that they can develop new skills and improve the existing one.

This not only helps in individual work but also in group performance because
collective efforts are made to complete the task. By undergoing training, many
skills like problem solving, decision making, time management can be developed
which will ultimately help in overall development in personal and professional
context.
 Developing the skills and the lifelong learning can help in career development of an
individual. Personal development plan helps in developing the skill well on time. This
skill development and lifelong learning helps in motivating the employees as a skilled
workforce is more encouraged to take challenges and opportunities which ultimately
helps in career development. Employee motivation is linked with the employee retention
as well as the motivated workforce is more capable to work for the achievement of goals
which gets them inspiration to learn more. This results in decreasing the employee
turnover in a company (Tang and et. al 2018).
When an individual is motivated to work hard, he/ she focuses on developing its
skills and knowledge so that it can use it to work its level best. A motivated employee
works for the longer time period in an organisation which results in employee retention
and ultimately its progression.
 The career development of the group members can be done by promoting project based
working so that organizational goals can be achieved collectively. When a team works, it
is a combination of competencies, skills, experience and knowledge which are put
together as whole. This helps the group members to learn from each other so that they
can develop their skills and knowledge collectively and push each other to develop
further. Working altogether encourages the employees as they all motivate each other to
work their level best. this results in high motivated workforce which altogether
contribute in growth and success of the company. The team members motivate each
other as they all work altogether and encourage each other to achieve their targets (Luu,
2019).

Create your own blog to produce a concise summary to answer the following:
(a) How may high performance people be developed by effective performance management?
Performance management is the tool of corporate management which helps in monitoring
and evaluating the work of employees. The main aim of this is to create such environment where
the employees can perform with their best abilities so that high quality work can be produced
efficiently and effectively. Performance management is a continuous process of communication
in which both workforce and manager work together in order to plan, monitor and then review
the work objectives of employees and their overall contribution in the company.
Performance management is a strategy that relates to the activity of the company which
are set in accordance with the policies of human resource, style, culture and the
communication system of an organisation. The strategies vary from company to company
and depends upon organizational context.
 High performance people are such workforce which provides quality work to the
company and work efficiently for the achievement of overall company’s objective sand
goals. They have the ability to perform their job role with high intention so that excellent
output can be produced which is beneficial for the corporation (Ahmed and et. al., 2020).
Effective performance management strategies may help in developing the high
performance people which are discussed below-
 Communicate goals and the objectives clearly- An employee cannot meet the
performance objectives and expectations if they are not outlined to them clearly. This
is the first step in performance management where communicating definite and clear
goals, roles and responsibilities to the workforce helps them working towards it with
full concentration so that high performance can be brought. This will bring clarity and
prevent the confusions so that employee people can work to produce high
performance. A sense of commitment and the accountability will ensure high
performance from people which will be brought through performance management.
 Offer frequent performance feedback- Only communicating clear goals and
objectives is not enough, rather checking the performance of an individual on regular
basis and providing feedbacks opens the scope of the person to make improvements.

Feedbacks also reinforces the strong skills and the positive behavior together with
showing the areas of opportunities with the clear path for the improvement.
 Preemptive management and the recognition- High performance can be guaranteed
ensured when there is implementation of the rewards and the practice preemptive
management. This means that the person must be communicated with the
expectations so that their goals are known to them. Rewarding the individual on their
performance helps in developing high performance people as they get motivated to
work their level best and produces high quality output.
 Coach the people- The employer or the superior must coach the employees in such a
way that the performance deficiencies are corrected. It also involves identifying the
gaps in competencies and communicating the goals so that the individual is given
clarity as to what is to be done and how is to be done. The role of employer is to
coach the employees when they are wrong at something and filling their gaps so that
they feel valued and motivated to make improvements and work their level best and
ensure high performance.
 Diagnose the problems- Early identification of performance problems and working
towards removing the barriers shall ensure good performance from the people. The
manager must work on to remove all the hurdle which come across the performance
of an individual so that high performance is ensured. Diagnosing problems will save
time and effort of the people which will be used for further personal and professional
development (Khandakar and Pangil, 2020).
These performance management strategies help in developing the high performance as the
strategies are focused on the performance of the people which can be improved by various
strategies like coaching, communicating and diagnosing the early problems. Moreover, the
people can learn from their past mistakes which shall be identified by their superiors and
communicated to them through feedback which will widen their scope to make early and regular
improvements. Further the recognition and rewards works as best medium to motivate the people
as this gives them inner strength and power to build their mental ability to perform their level
best which will result in high quality output (Shi, Brinthaupt and McCree, 2017).