Rosewood Hotel HR: Managing Self and Others Report - Career Growth

This report, focusing on managing self and others, analyzes the skills and strategies required for career development in the context of an HR executive role at the Rosewood Hotel. It begins with a self-SWOT analysis and the creation of a Personal Development Plan (PDP), outlining personal objectives, skill development, and learning resources. The report then assesses how strategies for skill development and lifelong learning contribute to career advancement. Furthermore, it delves into effective performance management techniques for developing high-performance individuals and evaluates how these strategies enable effective teamwork. The report provides a comprehensive overview of the challenges and opportunities in career growth, focusing on the hospitality industry and the specific skills needed to advance to senior leadership positions.

Managing self and others

TABLE OF CONTENTS
Introduction......................................................................................................................................3
Question 1........................................................................................................................................3
a. SWOT Analysis, PDP, Personal Objective and Skill Development and learning in growth. .3
b. Assessing how strategies for skill development and lifelong learning help in career
development.................................................................................................................................7
Question 2......................................................................................................................................10
a. Ways in which high performance people are developed through effective performance
management...............................................................................................................................10
b. Evaluation of how high-performance strategies enable on working effectively as a part of
the teams....................................................................................................................................12
Conclusion.....................................................................................................................................15
References......................................................................................................................................16

Introduction
While working in any organization, everyone wants to become a leader or manager in the
future. But the manager has many responsibilities like to motivate, lead, direct employees. To be
an efficient manager, one should be capable to manage self and others in the organization.
(Murthy and Murthy, 2019.) For self-management some skills are needed to be developed like
self-motivated, maintaining work-life balance, and keeping updated. In this report, a self-SWOT
analysis will be created with PDP which will show skills need to develop and its learning
resources with the activity performed for it. It will also show how these strategies for skill
development and learning will help in the personal growth and development of the team. PDP is
the Process of developing personal skills and working on weaknesses to achieve personal goals
and objectives. PDP is very important for personal growth, when the opportunity will be
available, one will be already prepared for it. PDP is a lifelong learning process as every skill
one needs to be updated from time to time. (Personal development plan. 2019.) For example, if a
person has good communication skill, it must be updated regularly by reading and increasing
vocabulary.
Question 1
a. SWOT Analysis, PDP, Personal Objective and Skill Development and learning in growth
Introduction
I am working in the Rosewood Hotel, London as HR Executive for 15 months. My next
aim is to become a senior HR executive in the hospitality industry. To achieve my aim, I will be
doing a personal SWOT analysis and create my PDP.
SWOT Analysis
Strength
 I have a master's degree in Human Resources Management from a college in London
 I was an intern at the Hotel Blandford Hotel for 6 months as an HR assistant where I have
received a certificate of excellence
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 My communication and interpersonal skills are strong
 As an HR executive, I have work experience of more than one year
 Self-motivated person with an always positive attitude toward work and people
Weakness
 I am not efficient at working on the software program of HR, like HRIS
 I need to improve my time management skill
 I lack in the skill of Critical thinking
 I have not been the leader in the past, so my leadership skill is not good.
 Adapting to changes has been always difficult for me.
Opportunity
 Can take training for HRIS for any institute.
 With more than one year of experience, I can apply for a senior executive position in
another hotel
 Learn new HR-related technologies for personal growth.
 Explore other industries like Fashion, retail as HR
Threat
 No experience in other industries like retail, IT, etc.
 Many applications for the post of senior executive, so competition is high.
 Changes to terminate from the job because of recession
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PDP
Skills Activity Resources Time
Period
HRIS  Learn from HR Training
material
 Join an institute and can take
training there
 Apply for Online courses
 Discuss with HR Manger of
Hotel
 HR training material
like books, tools, can
be purchased online
 Institute like CIPD,
REED provide such
courses
 Student online, acas
will provide online
courses in HR
 HR manger will help
to learn the skill
2
months
Time
Management
 Time Management games like
how long is one minute, puzzle
 Online Game
 Online Learning
 Time management
books are available
 Many application of
phone can be
downloaded
 Time management
video can be seen on
YouTube
3
month
Critical
Thinking
 Critical Thinking Workbook
 Problem solving activity
 Facts vs Opinion
 Many workbook are
available of internet
like schrockguide
 YouTube and app
are available to
problem solving
activity
 Get facts from
1 year
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websites and think
about your opinion
Leadership  Books by leaders
 What if activity
 Round table
 Books like primal
leadership, leaders
eat last can be
purchased
 Ask yourself what if
question, illusory
 Ask friends or
collages to discuss
on any topic
1 year
Adaptability  Watching Video
 Online courses
 YouTube video will
teach, how to be
adaptable in every
situation
 Online courses like
future learn will help
to improve
6
month
Personal Objective
I have divided my goals and objective into three basis -
Short Term Goal - My short term goal is also to get promoted to senior Hr executive in the
Rosewood Hotel. To achieve my short-term goal I will develop the skills which are the
requirement for my growth. (Paraskevopoulou, 2018.) After learning this skill, their
implementation is also important. I will use them in my work to know that skill I have learned
are successful or not. I will learn HRIS which will help me in my Hr work like maintaining
employees record, attendance of employees, salary calculation and leave management. I will also
learn time management which will help me in completing my work on time. For salary
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calculation, time management is very important because the salary should be drawn to
employees on time.
Middle Term Goal - My middle-term goal is to HR team leader in the hospitality industry,
particularly in the sector like the restaurant. I have to become the HR team leader of a luxury
hotel, the restaurant chain. The team leader has to hold his team, should be self-motivated and
motivate others, good decision-making power, and should be confident in himself and about the
team. I will develop leadership skills during my short-term goals and will use them for my
middle and long-term goals. My leadership skills will help me in making my team strong and
enthusiastic. Leadership skills will also help me in problem-solving like the problem of
employee conflicts.
Long Term Goal - My long term goal is to be an HR Manager in the hospitality industry, maybe
in a Rosewood hotel or any other luxury hotel in the UK. To be a manager I will have to be a
great team leader and capable to manage the employees. (Macke and Genari, 2019.) If I get the
chance to shift to another city in the country, I should be prepared for it. I will develop the skill
for adaptability which will help me to readjust in every situation, as the manager has to be
adaptable in every situation of the organization. My long-term goal also includes being at the top
position in the HR Sector in the hospitality industry.
b. Assessing how strategies for skill development and lifelong learning help in career
development
Career development is important for a person and organization. To survive in the
competitive world of business career development plays a very significant role. Successful career
development is one that is intended to present a company competitive advantage in bringing,
retaining, and improving employees of the organization. (Bocciardi and et.al., 2017.) Career
development is a long-term process that is used on employees of an organization for future
opportunities. Career development is important because it helps in identifying human needs in an
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organization, increases the productivity of employees, more the availability of job opportunities,
and helps in working in a different organization with a different culture.
Career development has raised the demand for skill development. For the growth of any
career, skill is required, which helps to get success in the organization and your work. Skill
development is the process to identify the weakness and work on that to build skills. It is
necessary because skills are an indication of strengths and talent. (Vaci and et.al., 2019.) Let's
understand the different strategies for skill development and lifelong learning and how they help
in the career development of employees and organizations.
 Career development is all about setting goals, objectives, and vision where you have to
reach in the future. Start it with self-analysis, think about where you are now and where
you have to reach, and what the ultimate goal is. Think about your passion, that passion
can be converted into a career, if yes, then what are the next step to follow. The process is
to search for the right path for yourself which will bring success for you and the
organization. For example, if one is good at graphics, then they can choose the career of a
graphic designer. If passion is involved it is a great advantage for personal growth and
organization. Further skills in graphic designing can be added to grow in the same field.
 Learning about the various kind of jobs available in the organizations, or in the filed in
which one is working or want to work. The method of job shadowing makes understand
the diverse jobs in companies, what is there they hierarchy and where one can fit.
(Buzzeo and Cifci, 2017.) To enter the field like human resources, marketing, operations,
and research and development, set a goal, and get training according to the job. You can
get training from the company itself and if the company does not offer the training then
there are many institutes and online courses available in the market. It may be working on
some particular job skill. For example, for making a career in fashion designing the
specific skill need is learning stitching, which can be learned from any institute. For the
achievement of the goal focus on the specific skill which will increase the possibility of
success.
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 Follow the current trend and do not rely on the future, because opportunities may be
grabbed by the other. For growing yourself, always have an eagle eye on the possibilities
coming, it provides advancing to your skills. (Conte and et.al., 2020.) If there is any
current position in the company which is based on your field of interest, be the first to
apply for it. For this always have a healthy relationship with the manager and team lead.
They may be helpful in creating the path for you and make aware you of the new
possibilities in the career or skill which are trending in the organization.
 For a maintaining relationship, networking is very important. When the network is vast,
more information is available to you like what is the current job opening, skills that are
important to be built, trending jobs, and many more. Try to attend events and functions of
the organizations which helps to develop the network, some new contacts are made and
you learn about competitors and comparable jobs of your field. Social media are also a
great source of network, as you get to know people whom you never met personally.
(Wang, 2016.) With social media like Linkedin, you can connect with the different
employers and employees of various companies and know about their organization.
 Upgrading and planning for the future of work is also an important element in the
changing world. In the world of globalization, when technology is developing very fast
rate and many new innovations are coming then it became very essential to be updated
with the latest innovation and technique of your field entering the market.( Yan and et.al.,
2019.) For example, autonomous cars are soon to be on roads which will bring the jobs of
drivers in danger. So drivers should update themselves with the new technic used in
driving the autonomous car. Another example is that in the information technology
industry use of artificial intelligence has expanded in a wide range. The developer should
have the knowledge of artificial intelligence or upgrade themselves with this skill. The
involvement of artificial internet is increasing ng in every field, like in Alexa, Siri, and ok
google.
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 Prepare yourself for the jobs that do not exist now but there are possibilities in the future.
The market of job change very rapidly in the world where innovation is coming very fast.
Think about the future, focus on the latest technology, and after 10 years what the
possibilities of new innovations to be formed are. For example, the use of robots may
increase in the future and in every field. There are possibilities that when you go to a
restaurant a robot comes to take an order. But to Monitor and control the robots there
may be some person behind. These can be the possibilities for future jobs. (Kim and
et.al., 2017.) Learning and growing are very important, it is a lifelong process without
any end. New skills will be entered in the market and to be aware of them and learn they
will always help to grow a career and get success in life.
Question 2
a. Ways in which high performance people are developed through effective performance
management
High performance individuals are those employees that work in the organisation who are
extremely competent, skills and knowledgeable and are highly productive at their jobs. They
form the most important employee segment in any company and majority of the talent
management approaches are aimed towards their motivation, development and retention. High
performance people are innovative, broad minded, open to challenges, intuitive accountable,
self-motivated, transparent and proactive instead of being reactive (DeNisi and Murphy, 2017).
In context to the hospitality sector, where I am employed as an HR executive in the
Rosewood hotel, London, there have been various instances of high performing employees. Such
employees from various departments like room service, front desk, kitchen services,
management positions and customer service people have displayed many attributes that account
as high performing people. They have portrayed characteristics such as being passionate, having
excellent communication and interpersonal skills., are very good problem solvers and easily deal
with conflicts and customer service issues without needing any higher authority (Cappelli and
Tavis, 2016). Some have shown instances of good leadership qualities and worked effectively as
teams to complete tasks on deadlines and effectively. Many employees have a great attention to
details, are patient, have listening skills etc. Such high performing employees are good at
multitasking, are updated about their skills and also had local and cultural knowledge to deal
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with the hotel visitors. Such employees can be classified as the valuable asset for any
organisation and effective performance management is necessary (O'Neill and McLarnon, 2018).
Performance management can be defined as corporate management tool that is used by
managers for the purpose of monitoring and evaluating the employee’s work. Its goals is the
creation of a workplace environment where employees can work to their maximum capacity and
utilise their abilities effectively by producing high quality, efficient and productive work for
fulfilling the organisational goals and objectives. A proper performance management program
can assist the people managers as well as the workers to see each other’s expectations, career
progression, goals and how optimally the individual goals can be aligned with the hotel’s overall
objectives and vision. An effective performance management system helps the employees in
many ways such as enabling them for growth and development of their talents, improvement in
the existing communication in the organisation between employees and managers, alignment of
individual goals with company objectives, and enabling individuals and teams for performing to
their highest potential. Performance management also inculcates programs of career
development and management for the future of employees and their career progression through
developmental tools (Cappelli and Tavis, 2016).
The benefits of an effective performance management in the organisations for high
performing people is that: There will be consistency in the processes of selection, promotion,
transfer and the right person will be placed at the right job. All the employees of the organisation
from lowest tier to supervisors and managers will be motivated. The objective performance
appraisal identifies the outstanding performers and establish a system of appropriate rewards and
recognition such as relevant promotions, pay raise and transfers for the high performing
employees, which will ultimately increase the feeling of organisational loyalty and employees
will feel that they are a part of the company (Franco‐Santos and Otley, 2018). This will drive
them to understand the relevance of their contribution is will no go unrecognised and this will
increase their motivational level to perform better and being consistent in their performance.
These highly motivated employees tend to become more loyal to the organisation and improves
the morale which leads to decreased employee turnover rates. The employees will become more
responsible, accountable and innovative. Appropriate training needs such as skill gap or need for
specific workshops are arranged in effective performance management system which further
improves the competencies of high performing employees (Armstrong, 2017).
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Under an evaluation system, the weak employees will get detected while the contribution
of high performing employees will be recognised and rewarded. There are various ways or
strategies which can development the high performing employees, such as leadership,
interpersonal relationships, teamwork and collective feedback. Effective performance
management which adheres to psychological principles and shift their appraisal system from the
traditional performance reviews and employee engagement. The performance management
system needs to encompass the most practical and innovative techniques of performance
appraisal such as 360-degree feedback, management by objectives and take feedback frequently.
Performance appraisal software systems, goal tracking software, communication techniques,
following up on the employees effectively improves the overall management. Pre-emptive
management and recognition when communicated effectively especially to talented employees,
result in better performance as the employees get a clear idea about what is expected from them
and how to meet the goals (Franco‐Santos and Otley, 2018).
Apart from these, setting periodical meetings, consultation for career progression,
discussion of outcomes, employee issues and problems and progress reports help the high-
performance employees in setting a clear idea and reduces hindrances in communication. When
holding meetings things like following up on peer reviews, discussion on praises, areas of
improvement, recognition of high performing employees, rewards and incentives, next phase of
the project etc. can be done. The performance management practices of having year-round
conversations rather than annual performance reviews develops the consistency in performance.
A more developed rating scale system with broader range of categories improves feedback
process while establishing short term goals that are challenging improves the relevance and
meaning of the work. Apart from all these, a developed manager with good coaching and
guidance skills can further improve the productivity of high-performance employees (Cappelli
and Tavis, 2016).
b. Evaluation of how high-performance strategies enable on working effectively as a part of the
teams
All the high-performance strategies help me in working effectively in teams and creating
a high-performance working environment. Teamwork is essentially important in any
organisation as employees run the organisation where most operations require coordination and
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