Career Development and Skills Audit: Managing Self and Others Report

This report presents a comprehensive analysis of managing self and others, beginning with an introduction to the core concepts of self-awareness, accountability, and effective working standards. The main body focuses on the creation of a personal development plan (PDP), including a detailed skills audit that identifies strengths, weaknesses, and areas for improvement. The report incorporates a SWOT analysis to assess opportunities and threats within the context of career goals. It explores strategies for skills development and lifelong learning, emphasizing their role in enabling career advancement. Furthermore, the report examines the importance of high-performance strategies in fostering employee motivation, retention, and progression, as well as the ability of these strategies to enhance team effectiveness within business firms. The report concludes with a summary of the key findings and their implications for personal and professional development. References are provided for further reading.

Managing self and others

Table of Contents
INTRODUCTION...........................................................................................................................1
Main body........................................................................................................................................1
Create your own individual PDP................................................................................................1
Skills Audit:................................................................................................................................1
SWOT analysis:..........................................................................................................................5
How strategies for skills development and lifelong learning may enable carrier development. 5
How many high performance people are developing by effective performance management?. 8
Evaluate how high performance strategies enable business firms to reflect on how to work
effectively as a part of team......................................................................................................10
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Managing of self and others is related to induce continuous level of improvements and
advancements through which overall personality of an individual are others get enhanced over ea
regular period of instance. In this varied level of skills and abilities is considered as with this self
awareness, better accountability, trustworthy relationship, clear recognition that outrun
sustainability and clarity in relation to working standards (Leary, 2019). It also assist an
individual to develop their own interest with better perfection so that both short and long term
goals and objectives is achieved over regular period of instance. In order to manage others there
is a need of consistency through which balanced focus is maintained towards development of
accurate and precise changes through which sustained level of encouragement and involvement
is processed. The report below consists of career development and lifelong learning as with
support of skill audit, personal SWOT and a personal development plan further the reports
includes carrier development strategy and how the skills and development of an individual will
may support employees motivation, retention and progression.
Main body
Create your own individual PDP
Skills Audit:
It is a systemic assignment of a student's research of knowledge and skills. A audit should
provide the evidence of what the person has to be done in order to provide insight about the
person capabilities to doing something in future (Park and et. al., 2018). Skills audit helps
students to know about what they want in future and what skills to be required in order to
achieve those goals. It also explain the positive or negative personality of person that can help
them to achieve goals and objectives. Below is analyse the various skills that person has be
achieve goals and targets.
Skills Bad Average Good Excellent
Conflict
Management
*
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Project
Management
*
Assertiveness *
Employee
Relations
*
Training and
Development
*
Performance
Management
*
Stress
management
*
Positive
thinking skills
*
HRM
Knowledge &
Expertise
*
CONTINUOUS PROFESSIONAL DEVELOPMENT PLAN (PDP)
The skills audit has clearly mentioned the required skills that student have in order to
become an professional and achieve the career goals (Sciaraffa, Zeanah and Zeanah, 2018). The
skills and knowledge of person helps in better growth in future and make the person capable for
achievement goals and objectives in the future. Thus, continuous professional development plan
is following below:
Skills Current
Competency
Target
Competency
Development
Opportunities
Criteria for
Success
Time
Scale
Resource
Required
Conflicts
Management
In present
time
according to
The main
goal is to
become such
The best
opportunity I
have is to
The main
criteria of
success is to
To
becom
e an
To manage
the conflict
in the
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my skills my
conflicts
management
skills are
bad. And
improvement
in these
skills can
help me to
become an
successful
HR
professional.
an person
that can
achieve all
the targets
and goals of
my life. This
goals and
objective
needs better
planning and
development
of skills.
better develop
the conflict
management
and use is to
gain objective
of my
professional
life. And
become a
successful
person in my
life (Assenza,
and et. al.,
2019).
become an
effective HR
manger in
the reputed
company.
Where I can
achieve all
my
professional
objective
and become
an effective
leader.
skilled
and
talente
d
profes
sional
the 6
to 12
month
s of
time
requir
ed
organisation
at excellent
level I have
to practice
the different
situations
and learn to
control all
the conflicts
by my own .
Project
Management
According to
the present
time the
project
management
skills are
also average.
And it could
be an
disadvantage
for my future
goals and
achievement
s.
As I am an
good learner
and I have
skills of
adaptive the
things fast it
can help me
to
understand
how I can
learn the
performance
management
in my career
goals.
Project
management is
not an easy
task to learn so
I have an
opportunity to
use my skills
and talent to
learn how to
manage
projects in my
future
organisation
and achieve the
goals and
objectives of
my life.
As an
learner I
have the
career
opportunitie
s to enhance
the skills
and abilities
to improve
the career
path for the
future
organisation
where I can
use project
management
skills to
It
requir
ed me
6 to 8
month
s to
learn
how to
manag
e
project
s in
my
organi
zation
There are
various
resources
that required
to
understand
how I can
learn project
management
. I can
search
online
techniques
to learn
project
management
and also I
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achieve
goals and
targets.
can get help
form some
professional.
Employee
Relations
Making
better
relations
with the
employees in
HR
professional
is very
important in
order to get
more
effective
performance
in the
organisation
and
according to
my current
situations I
am good at
making
relations
with the
people and I
have to make
this skill
excellent.
It is very
important
for HR
professional
to make
great
relations
with the
people in the
work area
thus I needs
to be
enhance my
employee
relation
skills.
If I develop
skills of
making
excellent
relation with
the people
around me. It
can help me to
build
successful
career in HR
(Gabriel and et.
al., 201).
There are
many
opportunitie
s to get
successful
by making
and
maintaining
the
relationship
with the
people.
It
requir
ed me
to
make
my
emplo
yees
relatio
nship
skills
effecti
ve in 4
to 6
month
s.
To learn
employee
relationship
I can do
more social
gathering so
that I can
learn how to
interact with
people and
make better
relation with
them.
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SWOT analysis:
Strength Weakness Opportunities Threats
As an the student
wants become
successful human
resource profession
my strengths are my
communication skills ,
time management
skills, and quick
learning skills helps
me to be an effective
HR profession
(Gerlach and Kales,
2018). My abilities
and capabilities of
working hard also
helps me to gain better
position in the
company.
Form the above
discussion, there are
few weak points in my
personality that can
impact my future
career plan. Conflict
management, project
management, and
making great relations
with the employees the
areas where I have to
work and make it
effective learning for
my self. But with the
better skills I can over
come from the my
weakness.
There are many
opportunities available
for being an HR
professional and make
my career grow in this
filed. With my skills
and capabilities I can
achieve the goals and
targets of my life and
become successful
employee in human
recourse. It is also
include the various
career path in the
organisation.
There are high level of
competition in the
human resource
department that could
be an disadvantage for
me. To have stable
growth in the market
cloud be difficult for
me.
How strategies for skills development and lifelong learning may enable carrier development
Carrier strategy is any activity, choices and behaviour of an individual in respect of their
carrier decision. This strategy will help the individual in attaining their goals in accordance on
their efforts that they put while making an strategy which are concerned with their platform
base. Carrier strategy will create chances of attaining the personal as well as professional
success.
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Carrier strategy depends upon the number of factor which consists of nature of the job, type of
industry and the culture and polices of the organisation. In making the effective carrier strategy
process are needed with a view to attain the goals systematically :
 Competence in the current job :
In every company or industry there is a basic carrier strategy process follow by the
workforce in accordance to grow themselves by putting efforts in the field of tasks and
objectives with offerings of promotional approach for the employees which based on their
current performance (Brechin and et. al., 2020). This process refers to the motive of an industry
to develop the competitive environment by which an individual or an employee will develop
their skills and experience in order to enhance their carrier by putting efforts in the organisation
which will be effective in overall carrier growth for them by looking for their future aspect .
 Putting in extended hours:
This process deals with individual and employee extra efforts that will be put into their
working hours, organisation takes care about the employee by inducing them into extra workload
or activities related to the company in which work sites and work from home will be the major
aspect of the organisation, working beyond normal hours can strengthen the ability of individual
by improving their skills and working apart form office will develop their capability in stress
work. Its basically for the future point of view approach for an individual.
 New skill development :
By enhancing the skill and adopting the technological advancement results in developing the
carrier opportunity in the future ,this approach is necessary to evaluate and analysis the work
performance of an individual by adopting of new techniques and advancement in working
culture will also create the environment of knowing the ability of the each individual on the basis
of their performance and cope up ability of the individual .development process will be
continuous in the long run to initiate the employees carrier growth (LaDonna, Ginsburg and
Watling, 2018.).
 New opportunity development :
While working in the different strategies are formed with a view to contribute in the organisation
through promoting and designing one carrier option by utilizing the efforts of each individual
working for the same goals by inducing the new opportunities by analysing the new platform and
new sources by which a company can generates its option to do work in the new project by
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adopting these changes will develop the carrier of the individual and employee, by
communicating with the colleagues, friends and sources by which new carrier option will
generate.
 Image and Reputation:
Its a carrier strategy which defines one reputation and image of an individual in the organisation
by their success and suitability they have to put their best in any field where they are working ,on
the basis of their ability and skills if he/she creates the environment in relation to the positive
attitude towards their goals will help them to develop their image and better reputation in the
course of carrier strategy ,focus on any carrier path will increase the chances of more success
(Magpili and Pazos, 2018).
The skill and career development of the employee by integrated individual development will
support employees motivation is that :
 Personal interest in employee career goals:
If your mentoring and managing the team in an organisation with a view to achieve any
targets and tasks during the activity which are required by the team efforts, by proper
communication with the workers and maintaining the approach of respond on their particular
work will enhance the chances of completion the task in more effective manner, this will be
beneficial for both worker and employees . By proper interaction will increase the motivation
level in the worker they will feel more confident about their career approach in the organisation.
 Virtual training and learning:
By proper training and learning program will enhance the growth of the employee ,by growing
appropriate skill of an employees leads to the perfection in particular field and ability of doing
the specialized task will also develop .This will direct the increase in motivation level of an
employees .they can easily go with their capability in hand in future aspect too.
Support employees retentions is that :
 Mentoring and Job shadow :
By providing direction to the employees and mentoring their regular working in accordance to
develop the knowledge and experience of the employee and worker this will leads to the
development of the working structure and employees will feel more stress free by taking the
help of their mentor in according to the interactive approach hence in generation of the retention
value in the organisation in respect of the employees (Quinn and et. al., 2020).
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 Employees Rotation :
Due to work rotation process in the organisation ,there is a more chances of work
opportunities for the employees will leads to know about the different tasks and
working styles .when job rotation approach followed in the organisation its will reduce
the boredom of same job structure ,effectiveness in the organisation will emerge when
fresh work activities will be given to the employees will generates the job retention.
Support employees progression :
 Work life balance:
Work life balance will be the need of every employees in the organisation ,this will
enhance the productivity of the organisation in dealing with employees working culture
and by work smart, increase efficiency, maximize the profits and proper scheduling of
work .
How many high performance people are developing by effective performance management?
Performance management is not an easy task to navigate. It constantly involves in new trends of
performance management emerges at every year. Due to unmotivated, unengaged feeling of
employees and managers are frustrated at poor levels of team and employee performance at
individual level. Thus more companies know the importance of effective performance
management systems. It is the important method that helps business organisations towards
development of employee’s performances through effective performance management (Shi,
Brinthaupt and McCree, 2017). The first step towards improving existing performance processes
is to understand what effective performance management system is explained within following
steps:
Simplify the process: Adoption is the key for successful process of feedbacks. It makes
difficult for business organisations to get a lot of feedbacks between people due to their tools and
techniques that doesn’t allow them to use simple approaches. This leaves business firms without
sufficient data in order to help firm for development of people. Thus one of the important aspects
of developing employee’s performance is to make the process as simple as possible in order to
get people doing it. Thus in terms of developing employee’s performance through effective
performance management based on concentrating on easy way to enable feedback interactions
between co-workers. Use of mobile technology is a best ways to achieve effective feedback
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interactions between employees that lead to performance development of human resources
(Daniels, 2017).
Plan regular meetings: Another important way to enhance employee’s performance is
reflect as informal performance conversation to increase employee engagement and their
performance, schedule regular 1-on-1 meetings between human resources and managers. To get
out of meetings it’s recommended to dedicate meetings for specific skills, formulate & establish
action steps to realize improvement and reflects results during following meetings. These
meetings are reflects as powerful tool to bring feedback and enhance performance of employees
that has prominent impact over organisational productivity (Kuznetsov and Sabel, 2017).
Use of performance management to build skills: Another important way to develop
effective performance skills between employees is through applying flexible performance
conversation with aim as to provide employees at a level with practices steps they can take in
order to improve themselves. As per this method business organisations have to ask themselves
what skills are essential for every person to succeed in their jobs and duties. This helps in
developing these skills so as to directly enhance the performance of organisation. Convey theses
skills effectively so as to make better performance of employees as well as helps to develop
productivity of firm.
Teaching managers for giving better feedbacks: Managers often fail to give useful
feedbacks to employees. This helps employees being left behind clueless rather than it drives
their performance. Managers lack insight in skills and performance of their teams. Thus it is
important for business organisations to make their managers enable of managing employees
performance effectively through teaching them how to deal with feedback and provide tools that
helps them to gain insight in the skills, performance and coaching needs of team members (Van
Deur, 2017).
Disconnect compensation and development: In terms of stimulate honest and useful
feedback between peers; development should be separate from compensation. Finding other
metrics for compensation, for instance how it difficult to be replace this person in firm. Reward
coaching is also an important method of developing employee’s performance that has prominent
impact in overall organisational development.
Coach everyone & stimulate peer coaching: Another significant method of enhancing
employee’s performance within organisation through effective management of their performance
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is showing everyone how to contribute with organisational success and make sure all people of
firm take to reach next level. Holding everyone accountable for own tasks and duties helps to
develop and provide coaching and training to support. Rewards are arranged for individuals who
are actively participate in coaching. This helps to enhance productivity and performance of
employees (Filelis-Papadopoulos and et. al., 2016).
Evaluate how high performance strategies enable business firms to reflect on how to work
effectively as a part of team.
It is important to create strategies that helps team to work at their highest level and defines
specific and unique project goals and time lines to produce high performance in team works.
High performance strategies help to make business organisations capable of influencing
behaviours and performance of employees in effective manner that has prominent impact over
firm (Mahfood Haddad and Ali, 2017). Following are the high performance strategies that reflect
how to work effectively within teams:
Define the purpose: High performance strategy of defining the purpose and goals of
organisation and how it relates to reason of employees joining and contributing to the
organisation. when tasks and duties are clearly defined and assigned to employees it makes it
clear for them what to do and how to do it with effectiveness and efficiency. Thus through
defining and assigning tasks and duties effectively it has prominent impact over conflicts
resolution within teams as all are well aware about their work and tasks regarding organisation
that leads to overall success of firm.
Set clear objectives: For teams to perform successfully it is important to know what employees
are supposed to do. A detailed and comprehensive plan set daily tasks of employees and take
them responsibility to manage their work by own that help employees to achieve more. Setting
clear goals and objectives helps employees to be better understand of their position within the
firm and what skills and abilities they have to posses so as to develop fulfilment of tasks and
explain that how their contribution matters towards business success. Thus it helps in making
employees responsible for their work and develops understanding (Caldwell and Hayes, 2016).
Delegate attainable targets: After setting of employee goals it is important for business
organisations to obtain team objectives. The objectives of team members should be high enough
based on challenges and have capability to achieve business objectives within specified time
limit and availability of resources. These goals and objectives give team a sense of achievement
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