Develop an individual portfolio which reviews your career plan / options based on your current perspective with regard to self and potential growth and development.
Self-management refers to setting goals and managing ones time in order to perform work effectively. In simple terms it is defined as self regulation by monitoring, controlling and directing the individuals by helping them in the learning process. In order to enhance the self learning skills the individual need to networking with other individuals, seminars, conferences etc. for getting the knowledge and skills (Hoy and Gaskill, 2003). It is important to be aware of oneself by various indicators- personality, values, habits, needs and emotions. The personality of an individual will help him to get out of stress by acting in different situation differently. Values are a onetime investment as it concentrates on personal values. Habits are behavior which is repeated often and an emotion is to know own feelings. This helps in speeding up the learning process by evaluating his performance in a complex situation (Watson, 2015). This approach will be effective by assessing oneself for understanding ones personal skills with the help of SWOT Analysis given below:
For example: I being a HR executive in an organization make me aware of the self-management and lifelong earning. As in the organization it is my duty to recruit the right candidate for the right post in right place. This will help in increasing the productivity by making me personally grow by opting for creative process. I have to maintain discipline in the workplace by managing the conflicts and making the employees work.
|
Strengths Strong communication skills Problem solving skills Good knowledge of written and spoken English |
Weakness Gets easily stressed out Lacking in managing time Have to improve leadership skills Need to network with other individuals Backing in IT skills |
|
Opportunities Attend training sessions and workshops to develop leadership skills Divide the tasks in specific time Get involved in humorous act for removing stress Developing IT skills |
Threats Need to be updated with the increasing competition in market Rising recruitment costs Internal conflicts Change in policies and taxation system |
|
Attributes |
Confidence, humorous, consistent |
|
Preferences |
Work-life balance, motivate people, managing diversity |
|
Skills |
Recruitment, Leadership, IT skills |
|
Knowledge |
Recruiting and Selecting candidates |
Honey and Mumford defines four stages of learning process where each individual perceives the information and teach (O’Connor, 2004). It is different for different individual and they are:
|
Types Of Learners |
Features |
|
Activist |
They like to experience new problems by having the opportunity. These individuals like challenges |
|
Reflectors |
They perform the act by being backbenchers and watch different perspectives of work |
|
Theorist |
They like networking with people by using it analytically |
|
Pragmatists |
They learn and implement the teaching in a fast process by solving it by their own way |
From the learning cycle above it can be said that as an executive I am theorist who likes to connect with employees. This helps in knowing their problems so that I could solve them effectively with positive approach.
The various parameters to judge the individual in an organization is depending upon various techniques such as NLP, emotional intelligence, critical thinking, coaching or positive psychology. In order to choose for further analysis I have chosen emotional intelligence for making continuous development approach more helpful in the assignment. Emotional Intelligence (EQ) is to know, identify, use and understand the emotions by managing it effectively to remove stress (Schutte and Malouff, 2012). This helps in making the communication process stronger in the other end by sympathizing with others. By this method the challenges are overcome to reduce conflicts by making a peaceful working environment for the employees. This not only affects in professional life but also in personal life by making the individual changing in attitude and the way he interacts with others. This can be explained further by discussing its attributes which consists of four categories:
This affects the individual in knowing his emotions which affects his thoughts and attitude. This helps in generating confidence by understanding ones strengths and weakness. This makes an individual aware of his ability by perceiving it.
This helps in controlling feeling and behaviors by managing it in a healthy way (Austin, 2002). This helps the individual to stay positive in direct relation affecting behavior. This helps in adapting with the situation by being flexible in the approach following commitments.
This makes the individual understand the problems faced by other by making them aware about their emotions. They need to connect with other people socially by knowing the power taking place in a group. The need of others should be understand by them for further development.
This is an art as how to foster good relation by communicating, by way of managing conflicts and how to work effectively in team (Crowne, 2009).
Fig: 1 Emotional Intelligence Model
[Source: www.thenaturallearningcompany.com]
From the above figure it is clear that EQ works on three phases where self and keeping other in line is very important. This can be provided by gaining empathy, communication and using the emotions for understanding the individual (Ahmed, 2015). It works in following ways:
This helps in identifying the problem when the individual is id facing the situation. For example: when a boss Mr, George provides work to the employee Mr.Roger is workplace and the project has already started. The employee has to submit the work as the pressure is being created continuously. There are other workers who can take over the work so this is a stressful situation.
In this time the emotions off other members have to be analyzed and have to think from people perspective (Abe, 2011). This will help Mr. Roger to know others.
This can be made understand by their body language as how much they are interested in getting the work. This communication process will help in knowing the individual better.
This can be prevented by being humorous at the same time being relaxed and completing the work
This will prevent conflicts to happen by managing it with a positive mind set.
EQ is one of the important motivators needed by the employees while working in an organization as it helps the employee to improve his performance. This affects the individual personally in workplace by contributing more with the help of EQ by affecting their development continuously. In a survey conducted by Forbes of 33 workplace skills it stated that EQ has the highest number of indicator in it. This is needed for 58% of total jobs available in the market. This promotes leadership by driving the individual to perform better performing the work excellently. In work it was found that 90% of workers who are on top are having high EQ whereas, the workers in middle are only having 20% of it (Bradberry, 2014). Another link is with the compensation package provided to the employee as if the employee is happy in its work he will be more productive. This is applicable for all employees by motivating and leading the individual to grow further by using his ability. This affects the physical health by keeping the individual fit and fine personally for doing the professional work. This leads to work-life balance by maintaining a healthy diet and time for work. If this is not fulfilled the individual might be affected by high blood pressure, have had stroke and heart attacks leading to depression. By this balancing means the mental state of the mind is positive by managing mood swings, have strong relationships can be isolated. This helps in balancing better relationships personally and professionally in both spheres of life by communicating with others (Duffy, 2010). Thus, it is important for the individual to have higher EQ to get a balanced state of mind which is pro-active and fit.
As being a HR executive in workplace the various career options available for me are:
The role of manager here will be to change employment policies as per the government in both union and non-union workforce. The job description includes negotiating with the labors and contractors in case of issue. It consists of wages, benefits, management rules etc.
The role is to handle the payroll of various departments in organization. The job role includes processing of payroll in right time and month. This needs to be first clear from the electronic software installed for solving any queries related to it (Mondy et al., 2005).
They are in charge of recruiting the individuals to fill the vacant post either by internal or external staffing methods. The duty of a manager includes adopting such a strategy by making the right choice of the applicants by fulfilling the workplace needs.
They perform the role of training the individuals in order to develop in them the right skill and knowledge. This helps in performing the job effectively (Noe, 2006).
Other option includes:
Gap Analysis of an employee is done to assess the difference between future and present needs of the organization. This is achieved by evaluating the skills posed by the individual as according to the present designation (Chevalier, 2010). According to the above statement being a HR executive I am at the basic stage of the human resource department. The skills like communicating effectively with clients, having good written and spoken English helps in connecting with other HR professionals. At this stage I am recruiting the candidates who have applied for the vacant posts and learning the techniques as how to conduct the interview and choose the candidates. For being a manager I have to good at all skills so to lead my team effectively like teamwork, leadership, self motivated, communication, spoken English etc. At present I only have communication and spoken English as my strengths for the role I am acting. I use my strengths effectively to compete my allocated task and the supervisor guides me in my task. For the future I need to develop the above needs by minimizing the gap.
|
Action Plan |
Action |
Time-Line |
|
Stress Management |
This will help in managing the stress by opting for meditation and yoga course |
2-4 months |
|
Leadership Skills |
Have to undergo training and attend workshops. This requires active participation |
3-6 months |
|
Managing Time |
Dividing tasks as per specific time. Allotment should be done within deadline |
From day one & on daily basis |
|
IT skills |
Have to take up computer courses |
4-6 months |
Fig: 2 Gibbs Reflective Models
[Source: www. moodle.uws.ac.uk]
Gibbs Reflective cycle makes an individual think in a systematic structure which consists of various phases (Bhattarai, 2010). The description phase starts with describing the situation as I have been a HR executive in workplace. The role was to perform the duty of recruitment of applicants by form of assessing their skills. This means checking their profile if they are suitable for the post applied. With this I have to judge the candidate for taking him in my organization as prequalification and experience. When I moved to second stage I had a feeling of moving further step by handling the administration work. This made me think that I have learnt how to conduct the interview and the third stage is evaluating my performance. I assessed that I could conduct the interview properly but sometimes had problem in selecting the right candidate. The experience was good as I learnt on-the job under the supervision of my manager. The fourth stage I could have use different parameters to judge the right candidate. The fifth stage is concluding with a positive note that every stage is a learning experience. This helps in improving my skills further by adopting third party consultant for the approach.
Abe, J. (2011). Positive emotions, emotional intelligence, and successful experiential learning. Personality and Individual Differences, 51(7), pp.817-822.
Ahmed, M. (2015). Emotional Intelligence Is Synergy in Intelligence. Psychology, 06(04), pp.447-455.
Austin, E. (2002). Emotional Intelligence in Everyday Life. Intelligence, 30(4), pp.393-394.
Bhattarai, A. (2010). Action Research: A Reflective Cycle. J NELTA, 10(1).
Bradberry, T. (2014). Emotional Intelligence – EQ. Forbes. [online] Available at: https://www.forbes.com/sites/travisbradberry/2014/01/09/emotional-intelligence/#651045103ecb [Accessed 29 Jan. 2016].
Chevalier, R. (2010). Gap analysis revisited. Performance Improvement, 49(7), pp.5-7.
Crowne, K. (2009). The relationships among social intelligence, emotional intelligence and cultural intelligence. Organization Management Journal, 6(3), pp.148-163.
Duffy, J. (2010). Empathy, Neutrality and Emotional Intelligence: A Balancing Act for the Emotional Einstein. QUT Law Review, 10(1).
Hoy, A. and Gaskill, P. (2003). Self-Regulated Learning: From Self-Management to Self-Definition. PsycCRITIQUES, 48(1).
Mondy, R., Noe, R. and Gowan, M. (2005). Human resource management. Upper Saddle River, N.J.: Pearson Prentice Hall.
Noe, R. (2006). Human resource management. Boston, Mass.: McGraw-Hill.
O’Connor, B. (2004). The workplace learning cycle. Journal of Workplace Learning, 16(6), pp.341-349.
Schutte, N. and Malouff, J. (2012). Priming ability emotional intelligence. Intelligence, 40(6), pp.614-621.
Watson, A. (2015). Shared Decision Making and Self-Management Support. Professional Case Management, 20(2), pp.103-105.
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