Skills Audit and Development for Junior HR Manager at Unilever

This report analyzes the role of a junior HR manager at Unilever, a multinational company operating in the retail industry. It begins with an introduction to the importance of skills in achieving organizational goals, specifically within the human resource department. The main body of the report includes a description of the organization, the requirements of the junior HR manager role, and a skills audit. A personal SWOT analysis is conducted, identifying strengths, weaknesses, opportunities, and threats. The report details a personal development plan with specific actions and timelines for skill improvement. Furthermore, it outlines learning goals linked to the knowledge and skills required for the role, such as reinforcing employee feedback, enhancing company culture, and increasing productivity. The report also contrasts individual and organizational learning, and concludes with a reflection on the learning and development process using the Gibbs reflective model, referencing relevant academic sources.

Developing Individuals
Teams and
Organisations

Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY ..................................................................................................................................1
Description of organisation and requirement of the role of junior..............................................1
Skills audit ..................................................................................................................................2
Learning goals that are linked to the knowledge and skills you will need in your role as a
junior HR manager.......................................................................................................................6
Explain how the individual learning differs from organisational learning..................................7
Reflection.....................................................................................................................................8
CONCLUSION ...............................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
The role and importance of the skills is one of the important and valuable part of the life as it
enables the individual to achieve the desired goals and objectives in the organisation. The
presence of skills in the personality of the individual not only benefits their personal growth but
it also impact the growth of the organisation where they act a manager because their skills and
the abilities helps them top trained the number of employees. Human resource department of the
organisation is responsible for the development training and recruitment of the employees in the
organisation. Human resource department plays major role for the managent of the organisation
because the management of the employees are performed by this department which is the most
valuable resource of the company. It is not possible for any employees of the organisation to
have knowledge of the work and also the working skills so it becomes the core function of
human resource management of the organisation to provide proper training and development of
the organisation. The Business organisation taken to illustrate this report is Unilever plc. It is
British multinational organisation of the world which has conducted their business in retail
industry of United Kingdom. The product portfolio are very diversified as the management of the
company offers number of beauty, health home care and different types of product range which
helps to satisfied the dynamic needs of the customers. This report provides brief discussion
related to personal skill audit. It provides description related to the number of goals which needs
to achieve in the organisation. It reflects the aspect which provides description related to
difference between the individual and organisational learning. At last this report concludes the
application of Gibbs reflective model which enables to reflect the personal experience which is
based on the learning and development skills and abilities.
MAIN BODY
Description of organisation and requirement of the role of junior
Unilever plc is renowned organisation of world which has provided their product in different
ranges such as food products, cosmetics, health care and many more. The management of
Unilever expand their business in number of nations of the world under which the large number
of employees are working under the name of the company (Adobor, 2019). The requirements of
the managers are always the requirement of the organisation as it helps the company to direct th
operation of the organisation in valuable manner. It is important for the organisation to employee
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the number of managers in the organisation so that the management of employees can be done in
effective manner.
The management of Unilever not only provides single type of product in their
organisation but it offers the range of products to their customers. The diversified range of
products is increases the level of inventory at very high number which is very difficult to be
managed by the organisation (D’ippolito and Rüling, 2019). It becomes essential for the
management of the organisation to have effective and skilful managers which helps the
organisation to use number of resources.
Role of junior manager
There are specific forms of roles and features are gift which the managers of
the enterprise want to carry out on the time of appearing their features with inside the enterprise.
It is crucial for the control to perform their commercial
enterprise in powerful and precious manner. The position of the managers for the
given features are given below:
 One of the core requirement for the junior manager is that the communication skills
should be effective which helps the organisation to operate their business in effective and
valuable manner.
 It is important for the managers to have effective leadership skills which helps the
management to operate their business in effective and valuable manner.
 The managers of the organisation should be have considerable amount of tolerance which
needs to face the number of problems in their organisation.
 It is important for the management of the organisation to have effective and valuable
knowledge which helps to established effective control in the organisation.
Skills audit
Personal skill audit
Personal skills audit refers to a document which lay out
all abilities and conduct genuinely that an man or woman has presently and their degree of
advancement. It assists in evaluation of information, abilities and statistics which is
probably carried through an man or woman . When accomplished properly,
it allows in identification of set of skills and information for development to carry out practices
of unique function. At same time, personal SWOT Analysis is used for analysing pursuit or
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gaining insights about strengths and weaknesses, traumatic conditions they
see earlier collectively with opportunities present spherical an man or woman. With the help of
SWOT Analysis, a person analyses future opportunities that lie earlier of them.
Personal SWOT Analysis
Strengths:
 The team working abilities of my
personality are very effective which
helps me to manage the number of
employees in the organisation.
 The level of dedication and the
commitment are very high which helps
me to becomes specific.
 My communication skills is up to date
which helps me to develop effective
relations.
Weaknesses:
 The leadership skills of mine is
very weak.
 I don't have any type of work
experience in relation to this field.
Opportunities:
 There are different types of
multinational organisations are present
which provides effective and attractive
job packages in relation to management.
 Taking internships in the field.
Threats:
 There are many changes are seen in
the market which sometimes
negative for the organisation.
 Automation or artificial
intelligence adopted by companies.
On the premise of above SWOT evaluation of Assistant Manager HR Development, it's
far concluded that electricity consists of teamwork skills, conversation ability and willpower to
work (D’ippolito, B. and Rüling, C.C., 2019). Weakness of the person consists of susceptible
management ability and no earlier experience. Opportunities to be had are Training and location
in addition to taking internships . Threats for me are extreme opposition stage and speedy
modifications in market.
Personal Skill Audit
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Knowledge Skills
and behaviours
Definition Proficiency level
1 2 3 4 5
Team working
skill
Ability to manage the
number of employees
under the team.
✓
Effective
Knowledge of
regulations and
Laws
To have knowledge about
the regulations developed
by the state
✓
Administrative
knowledge and
information.
Information related to the
whole business which
helps to make the learner
more updated in the
market.
✓
Business
knowledge
Complete knowledge
about the business and
their supporting factors.
✓
Employee
management skills
Helps the managers to
manage the employees in
such a manner to provide
maximum returns.
✓
Flexibility skill Helps the managers to
mould their personality
according to the situation.
✓
Communication
skill
Helps to promote the
interaction and flow of
information in the
organisation.
✓
Effective Solutions
oriented
Developing solutions for
complex issues at
✓
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workplace.
Trustworthiness
and Transparency
Established effective
business ethics in the
organisation.
✓
Leadership skill Influencing and Leading
others for working.
✓
From the above non-public ability audit, it's miles analysed that skills, behaviour
and information that desires similarly improvement to paintings as Assistant Manager HR
Development consists humans control ability, communique ability, answers orientated behaviour
, flexibility ability and management ability(Dubey and Tiwari, 2020).
Personal Development plan
It is related to those plan of the individual under which they have mentioned those skills under
which they want to develop in their personality and the brief discussion related to the same are
given below:
Knowledge
Skill and
behaviour
which need
development
Actions to perform Importance Time
Period
Progress
track
Achievab
le
People
management
skill
Read different types
of study materials
and the books.
Very
important
5 weeks In
process
Yes
Communication
skill
Becomes specific and
taking the classes
which helps to
develop this skills.
Important 2 weeks In
process
Yes
Solutions
oriented
behaviour
Using the number of
theories of the
experts to find the
solution of all
Very
important
4 weeks In
process
Yes
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problems.
Leadership skill Conduct the practise
join number of
workshops.
Very
important
6 weeks In
process
Yes
Learning goals that are linked to the knowledge and skills you will need in your role as a junior
HR manager
There are different types of learning goals are present which the managers of the
organisation need to follow so that all the employees of the organisation should be managed in
such a manner to provide maximum returns to the organisation. It is important for me to develop
number of goals and objectives for the learning aspect of the organisation so that it becomes
possible for the organisation to have effective and valuable growth in the market (.Edison, H.,
Wang and Conboy, 2022). There are some goals are present which I have developed in the
management of Unilever and the brief discussion related to the same are given below:
Reinforce employee feedback :- The employee reinforcement is one of the important and
valuable learning goal for me because it provides effective growth and learning skills to the
employees. It is analysed by me from the management of the Unilever that there are number of
employees are present in the management which are having number of problems. The feedbacks
channels which I want to develop enables the employees to raise their problems and queries so
that all the employee queries can be solved in the organisation.
Enhance company culture :- By imposing unique and measurable desires to your personnel,
you could assist enhance organization culture. Some desires can also additionally consist of
cultivating operating relationships, selling a group environment or profitable precious
contributions. Each intention can be practicable and relevant. To assist beautify organization
culture, well timed duration may be in area to ensure strategies are being achieved correctly and
effectively (Gupta and Pathak, 2018). You get consequences via way of means of imparting
your personnel with common surveys.
Nourished staff performance :- By regularly dealing with personnel overall performance and
placing short-time period SMART dreams, HR managers can assist ensure personnel are
refraining from procrastination or distractions with inside the workplace. By placing applicable
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and doable dreams for personnel, managers can make certain paintings is getting finished on
time and attaining deadlines.
Improves team productivity :- Managers frequently encompass productiveness dreams as a
part of their formal objectives. As a improvement goal, you may endorse how your managers set
and speak dreams and music development. This can contain an in depth evaluation of every
group member's productiveness. Encouraging normal reputation conferences can make certain
that your managers are reviewing their group's development often and asking inquiries to make
certain they've the gear had to boom their productiveness (Kunkel and Doyle, 2020). You may
degree this improvement via way of means of reviewing traits in productiveness to peer if they
are positive.
Increases productivity :- One improvement purpose in your managers is probably to boom the
general morale of a team. Consider reviewing strain control strategies that your supervisor can
exercise and proportion with their teams. One manner to do that is to be proactive instead of
reactive. Learning to set desires and assume modifications or demanding situations can assist
managers and their groups live advantageous and focused. Positivist additionally manner bearing
in mind breaks if personnel experience stressed. By encouraging sincere remarks and adopting
proactive practices, your supervisor might also additionally increase the competencies had to
create a advantageous paintings environment.
Identify and create a career path :- One a part of your manager's improvement plan is
probably to assess and plan their personal profession route. Consider asking what their plans for
boom are and wherein they wish to paintings in 5 or ten years . When they determine their
profession goals, you may percentage with them what you suspect are their most powerful
features and wherein you may see their future. Helping managers expand an recognition in their
strengths and a concrete profession route can assist encourage them to reap the alternative
gadgets mentioned of their improvement plan. Explain how the individual learning differs from
organisational learning
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Explain how the individual learning differs from organisational learning
Training is related to the development skills and abilities so that it can be used to perform
the number of activities in the organisation. The development of skills and the knowledge is one
of the important and valuable function of the individual under which they have made number of
efforts so that these skills can be developed in their personality. There are different types of
learnings are present such as individual and organisational learning. Both the learning are very
important for the management of the organisation so that the brief discussion related to the same
are given below:
Individual learning :- It is related to those type of learning under which the number of
skills and abilities are developed in the personality of individual. It is one of those learning
which is solely related to the development of personal traits and behaviour which helps to
manage the number of goals (Widmann and Mulder, 2018). The personal learning is based on the
usage of personal traits and abilities for the achievement of personal goals and objectives.
Organisational learning :- It is related to those aspect of the learning under which all the
managers of the organisation try to develop skills and abilities in the personality of the
employees so that all the goals and objectives of the organisation can be achieved in effective
manner.
Reflection
Reflection is one of the important learning tool which enables the learner to reflect the
personal experience about any topic or the area. It is one of the valuable tool which promotes the
learning and the skills development. There are number of models and frameworks are present in
the market which can be used by the individual to operate their business in effective manner.
Gibbs model of reflections is used here to reflects the given experience and the brief discussion
related to the same are given below:
The topic of skill development is one of the important and valuable topic which enables
me to develop number of abilities in my personality. It is the class of our skills development
under which the topic of personal and organisational learning are the central topic of the class. At
the time when I started the given project, the feeling of hesitation and anxiety are developed
which becomes negative for my personality. One of the main reason for the development of these
negative feelings is the newness of the project as it did not conduct this type of project in my past
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life. As the time goes things becomes easy because the knowledge about the topic are developed
in my personality as it helps me to find the solution of the problem in effective manner. It is
analysed by me that if this type of project are again came with me then I am able to do so in
effective manner. I learned that when a group wants to divide work, we must plan how we want
each section to look and feel – having done this would likely have made it possible to put the
sections together and submit without much or any rewriting.
CONCLUSION
It is concluded from this report that the development of skills and abilities is one of the
important and valuable function for the life of individual. This report concludes the number of
roles of manager in the organisation. It also provides aspect which helps to established effective
skill audit in the organisation.
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REFERENCES
Books and Journals:
Adobor, H., 2019. Supply chain resilience: a multi-level framework. International Journal of
Logistics Research and Applications, 22(6), pp.533-556.
D’ippolito, B. and Rüling, C.C., 2019. Research collaboration in Large Scale Research
Infrastructures: Collaboration types and policy implications. Research Policy, 48(5),
pp.1282-1296.
D’ippolito, B. and Rüling, C.C., 2019. Research collaboration in Large Scale Research
Infrastructures: Collaboration types and policy implications. Research Policy, 48(5),
pp.1282-1296.
Dubey, R.S. and Tiwari, V., 2020. Operationalisation of soft skill attributes and determining the
existing gap in novice ICT professionals. International Journal of Information
Management, 50, pp.375-386.
Edison, H., Wang, X. and Conboy, K., 2022. Comparing methods for large-scale agile software
development: A systematic literature review. IEEE Transactions on Software
Engineering, 48(08), pp.2709-2731.
Gupta, S. and Pathak, G.S., 2018. Virtual team experiences in an emerging economy: a
qualitative study. Journal of Organizational Change Management.
Na, S., Kunkel, T. and Doyle, J., 2020. Exploring athlete brand image development on social
media: The role of signalling through source credibility. European Sport Management
Quarterly, 20(1), pp.88-108.
Watts, M. and Corrie, S., 2022. Growing the ‘I’and the ‘We’in transformational leadership: The
LEAD, LEARN & GROW Model. Coaching Practiced, pp.139-157.
Widmann, A. and Mulder, R.H., 2018. Team learning behaviours and innovative work behaviour
in work teams. European Journal of Innovation Management.
Xiao, M. and Cooke, F.L., 2019. Why and when knowledge hiding in the workplace is harmful: a
review of the literature and directions for future research in the Chinese context. Asia
Pacific Journal of Human Resources, 57(4), pp.470-502.
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