HRM Employability Skills: Strengths, Dream Companies & Networking

This report explores the employability skills essential for a Human Resource Management (HRM) student, focusing on career aspirations and strategies for achieving them. It delves into the application of the Clifton Gallup StrengthsFinder and Johari's Window to identify personal strengths such as adaptability, context, harmony, includer, and restorative abilities. These strengths are then aligned with the values of dream companies like Tesco and Sainsbury's, emphasizing the significance of networking for HRM professionals. The report reflects on a networking event, highlighting the importance of building connections for career advancement. Ultimately, it underscores the need for continuous skill enhancement and strategic networking to succeed in the dynamic field of HRM. This document is available on Desklib, a platform offering a wealth of study resources for students.

Running Head: Human Resource Management 0
Employability Skills
Human Resource and Management
Student Details
10/26/2018

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Executive Summary
This report will discuss about the skills, strengths, ideas, and techniques that are required to
achieve ones career goals. I am pursuing BSc (Hon) in Human Resource and Management
and have aim of setting my career in the field of management. In this report I have elaborated
Clifton Gallup Strength finder and Johari’s window that are used by almost every personality
development program to know about the strength, skills, attitude, and behaviour of a person.
By applying these theories I came to know that I have five key strengths in me that will help
me in achieving my goal. Johari’s window gives the idea about psychological behaviour of
someone. This report will also tell about my dream companies in which I dream of getting a
job in the management department. This report will also cover the importance of networking
for every career making aspirant and especially for HRM professionals.

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Contents
Executive Summary...................................................................................................................1
Overview of Human Resource and Management......................................................................3
Career Aspirations..................................................................................................................3
Achieving My Career Aspirations.............................................................................................5
My Dream Companies...............................................................................................................6
Tesco......................................................................................................................................7
Sainsbury’s.............................................................................................................................7
My Strength Alignment with Company Values.....................................................................7
Importance of Networking for HR.............................................................................................8
Networking Event in the Community....................................................................................8
Conclusion..................................................................................................................................9
Reference..................................................................................................................................10

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Overview of Human Resource and Management (HRM)
The term ‘resource’ means ‘source’. Sources can be used when required ( Mansour & Dean,
2016). Human Resources refer to the human techniques, skills, aptitudes, ideas and so on. An
organization’s growth depends mostly on the management of the human resources
(Chowdhury & Miah, 2016). Therefore, Human resource can be defined as “The total
abilities, skills, talents, knowledge, aptitudes, approaches, values, creative, attitudes” in an
employee. Hence, HRM is defined as the use of resources in such a way that they give
maximum profit to the organization” (Personneltoday, 2010).
Career Aspirations
Being an understudy of HRM, I have some goals for my career path. I am not only looking
for a job title but I want a work life that is not only profitable but also more entertaining as
well. I am interested to take a work that improve my skills and add new experiences to my
career aspirations. There are many people who dreams of moving from a staff worker job to a
job in management. I am also one of them who want to be in a management team and this is
my major career aspiration. Management is a field that provides someone to be with
opportunities of being creative, enhance ones self-esteem, able to handle more responsibility
and also makes earn you more money (Edmunds, 2018).
Clifton Gallup Strengths
I want to be on executive level in one of the top management companies, this requires hard
work, skills and knowledge, and key strength in a person to achieve that position. It has been
more than three decades to Clifton Gallup strength finder that is useful as a tool for study of
success in different cultures and across wide variety of functions. It enables someone to
discover core strengths and talent in 34 general areas (Gallup, 2018).

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Johari’s Window Model
It is a psychological tool that is used for training and understanding of self-awareness,
interpersonal relationships, inter group relationships, personal development, team
development, communication improvement and group dynamics. There are only few tools
that emphasis on soft skills and it is one of them (Selfawareness, 2013).
Source: (Selfawareness, 2013)
My key strengths include adaptability, context, harmony, includer and restorative.
Adaptability: I live in the present moment. Although I have future plans for my career but
they are not a fixed destination for me. According to me career goals is a place that I will
create for myself by making choices right now. Adaptability makes me quicker to respond to
the demands of today. This quality makes me flexible also as I can manage different task at
once while remaining productive in the task (Perkins, 2004).
Context: Although I live in the present moment but sometimes it is necessary to look back
and remind the experiences from the past to gain lessons from the past experiences. This

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makes me realization of initial intentions of those that were embellished with time but context
theme reveals those intentions again. This makes me capable of taking better decisions and
brings back my confidence (Perkins, 2004).
Harmony: I respect opinions of others and never try to impose my beliefs on others.
According to me as teammates everyone is sailing in the same boat and there is no need to
rock the boat just to show that one can do that. I believe that one should keep their opinions
in check and always provide support to each other to be more productive for oneself as well
as for the organization (Perkins, 2004).
Includer: My philosophy of working is based on the fact that benefits as many people as
possible. Everyone is important and hence no one should be ignored. A good leader is one
who can bind up his team and make them work together (Schreiner, 2006).
Restorative: I do not dismayed when some problem is encountered either I love solving
problems. I enjoy the challenges and always love to find their solutions. I believe problems
challenge ones potential and give someone the opportunity to push their limits (Perkins,
2004).
Achieving My Career Aspirations
I want to apply my key strengths and skills in the right direction that would help me in
achieving my goal. Adaptability will help me in this as success to reach to the top level
depends upon the response to constantly changing environments. It is a long way process and
I have to go through different and changing circumstances.
It requires knowledge and experiences to be successful. Reading is the best way for gaining
knowledge and will make me think more clearly. Context strength will help me in this as it

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will allow me to go through my past experiences and the past projects before proceeding
further and help me in not repeating the past mistakes.
Harmony will help me in building a network of people that has different perspectives and at
the time of expertise need I can rely on them. Openness to differing perspectives will help in
learning, which is the key factor to succeed in future.
A good leader always supports his team and makes them feel important (HumanResources,
2018). An employee gives his best for the organization when he feels that organization
considers him as a valuable asset of the company.
While performing different task and working on different project one has to go through
different kind of problems. It needs strength to face those problems without getting distressed
from them and always come up with a solution for any kind of problem.
My Dream Companies
I would love to be a part of two best companies in United Kingdom. First one is Tesco and
the other is Sainsbury’s.
Tesco
Tesco was originated in 1919 by Jack Cohen but the name of Tesco was given in 1924 and its
headquarters are located in Welwyn Garden city. It is a multinational groceries and general
merchandise retailer. It has emerged as one of the best and largest companies in UK. Tesco
has shops in seven countries. Businesses operated by Tesco include electronics, petrol, books,
telecoms, clothing, software, furniture, financial services, and internet services. Tesco has
more than 440K employees and has 6800 shops around the world. Dave Lewis is the chief
executive and Jason Tarry is the CEO of the company. Core purpose of Tesco is “serving
customers a little better every day”. Tesco understand their customers and act responsibly to

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meet their needs. Tesco values are working as a team; give respect to each other, and share
knowledge and experiences in helping to grow everyone (Tesco, 2018).
Sainsbury’s
Sainsbury’s was founded in 1869 by John James Sainsbury in London. It is the 2nd largest
chain of supermarkets in UK. It holds the 16.9% of the supermarket sector. Woolworths
operates in the retail stores. Sainsbury’s works in the three divisions i.e. Sainsbury’s
Supermarkets, Sainsbury’s Argos, and Sainsbury’s Bank. David Tyler is the current chairman
of Sainsbury’s. There are more than 1400 stores of Sainsbury’s and they are giving
employment to more than 13K people. Sainsbury’s work strategy is they know their
customers better than anyone else. It is an exciting business as retailing never stands still
(Sainsbury's, 2018).
My Strength Alignment with Company Values
I think my strengths are best aligned with these companies as Tesco and Sainsbury’s both are
employee and customer oriented companies. To get into a team and work as a team it requires
an includer that can effectively work with team and also appreciate and respect opinions of
teammates and maintains harmony among colleagues. Both promote people development and
provide different platforms to employees to enhance their careers. Both firms has come a
long way and has a wide history of success journey. It will give a chance to learn and grow
experiences from their journey to a context.
Importance of Networking for HR
Networking is an art of building alliances and is considered as a critical skill for employees in
all job roles. Networking is a vital tool for building careers and making connections (CHRM,
2018). In this century everything is changing at an incredible speed and it is not possible to

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grow if one is going to remain relevant in this uncertain future. To stand out in this
competitive field, it is necessary to make connection with people who are helpful and guide
one to achieve ones goals by sharing the information and knowledge that matters
(Middlemiss, 2017). Networking is about finding and connecting with people who allows
others to innovate. And to make connections with such kind of people, it is first important for
someone to drive their key strengths and skills and thus find out with whom they must build
connection.
Networking Event in the Community
Last month an event occurred in the community where all the professionals of HRM gathered
along with the researches in the same field. I got a chance to interact with them and ask
various questions related to my course. They were very helpful and motivating.
Communication and the confidence helped me a lot to start conversation with them. I told
them about my career aspirations and ask for their guidance. They shared their knowledge
and experiences with me for answering questions I have asked from them. It was a great
source of enthusiasm and guidance that will be going to help me in future for achieving my
goals. Even I got a chance to develop personal contacts with some of them to seek for their
help in the future.
Conclusion
Human Resource and management provides one many areas of career development.
Understudies of HRM enhance their techniques, skills, ideas, and aptitude for making career
in the field of management. As an understudy of HRM, I also have goals of reaching at
higher positions in the field of management. In this report I have discussed two theories that
are Clifton Gallup strength finder and the Johari’s Window model that are being used as a
tool for determining ones key strength, personality, behaviour and the areas that need

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improvement for becoming HR professionals. My dream companies are Tesco and
Sainsbury’s, and I am looking to be a part of one of these companies in future. I am working
on my key strengths that I possess and enhancing my skills to get my dream position. Apart
from skills and knowledge, there is one more important factor for HR professionals and
anyone who wants to achieve success in their job roles is ‘networking’. Interaction and
developing contacts with people who help in achieving goals by sharing their knowledge,
skills and experiences is very important to be successful in any career.

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Reference
Mansour, B. E. & Dean, J. C., 2016. Employability Skills as Perceived by Employers and
University Faculty in the Fields of Human Resource Development (HRD) for Entry Level
Graduate Jobs. Journal of Human Resource and Sustainability Studies, Volume 4, pp. 39-49.
Chowdhury , T. A. & Miah, M. K., 2016. Employability skills for entry-level human
resources management positions: Perceptions of students and employers. Australian Council
for Educational Research, 25(2), pp. 55-68.
CHRM, 2018. Significance of Networking in HR. [Online]
Available at: https://www.hrmonline.co.nz/news/is-networking-important-for-hr-242516.aspx
Edmunds, S. A., 2018. Some Examples of Career Aspirations. [Online]
Available at: https://work.chron.com/examples-career-aspirations-16147.html
Gallup, 2018. Understand how your talents work with others. [Online]
Available at: https://www.gallupstrengthscenter.com/home/en-us/cliftonstrengths-themes-
domains
HumanResources, 2018. Relationship-Building: Networking. [Online]
Available at: https://hr.berkeley.edu/development/career-development/career-management/
relationship-building/networking
Middlemiss, N., 2017. Is networking important for HR?. [Online]
Available at: https://www.hrmonline.co.nz/news/is-networking-important-for-hr-242516.aspx
Perkins, E., 2004. Clifton Strengths Finder Resource Guide. [Online]
Available at:

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http://students.sunyocc.edu/uploadedFiles/_Shared_Content/Departments_and_Offices/
Other_Groups/StrengthsQuest/Mgmt%20ResourceGuide.pdf
Personneltoday, 2010. HR networking: Top tips and the benefits. [Online]
Available at: https://www.personneltoday.com/hr/hr-networking-top-tips-and-the-benefits/
Sainsbury's, 2018. The five Pillars of our Strategy. [Online]
Available at: https://www.about.sainsburys.co.uk/about-us/our-business-strategy
Schreiner, L. A., 2006. A Technical Report on the Clifton Strengthsfinder with College
Students, s.l.: s.n.
Selfawareness, 2013. Understanding the Johari Window model. [Online]
Available at: http://www.selfawareness.org.uk/news/understanding-the-johari-window-model
Tesco, 2018. Core Purpose and Values. [Online]
Available at: https://www.tescoplc.com/about-us/core-purpose-and-values/