Self-Management In Human Resource Management: A Personal Development Plan

Self-Management in Human Resource Management

The method in effectively managing the various aspects of oneself and do the daily task properly in the right time and complete them effectively without hampering other tasks can be termed as self management (Lent et al. 2016). Self-management is necessary for properly going ahead in terms of personal life and career, while achieving the desired goals. The most important aspect of Human Resource management is managing people. The art of managing people can be properly achieved only when a person knows the art of perfect self-management (Lent et al. 2017).

In every aspect of humanity today, it is very important for leaders to manage people. In business the art of managing people and utilising their full potential in order to achieve maximum productivity is known as Human Resource Management or HRM (Tyson 2014). A business is either successful or unsuccessful depending on the people who run the business. The business leaders are designated the task of managing the employees, who in turn perform the tasks required for successful operation of the business (Beardwell and Thompson 2014). Any flaw in the management of people would hamper the growth of the business. However, it is very important for the Human Resource Managers to know the art of self-management, which will enable him to perform his duties precisely in time (Snell, Morris and Bohlander 2015).

In the following report, detailed analysis about the concepts of self-management in the Human resource process will be discussed and then I will be doing a SWOT analysis of myself by considering my personal skills. Depending on the personal skill and SWOT analysis a Personal Development Plan or PDP will be prepared.

The continuous process of taking up various efforts and activities that result in the growth of career is known as “career development strategy”.  This can happen both in intra organisation that is within one organisation or it can happen on an inter organisation level or among number of organisations (Livingstone 2018). “Career development strategy” includes acquiring new skills and technical knowledge, taking up job responsibilities that are different and higher than the existing ones (The Guardian 2018). This can include moving to different organisations in search of better career option, or starting one’s own business and trying the path of entrepreneurship. Career development is to a large extent dependant on the self-goal set by the person himself and the plan taken up by him or her in order to achieve such goals. The goals have to chosen first, then it has to be examined that what skills are required to reach such goals. Those skills have to be acquired by the individual in the next stage, then the endeavour to apply those skills on ground to achieve the goals have to be done, all these steps constitute a perfect “career development strategy” and can be achieved realistically by developing a PDP or “Personal Development Plan”. Five stages can be identified as a common career of a person, these are “growth, exploration, establishment, maintenance and decline” (Patton and McMahon 2014). This is the traditional view of career development. However, in the postmodern approach it is stated that this whole process can be repeated several times in one’s lifetime. The concepts of career development includes the personal skill analysis to understands in what areas the individual is already skilled in and has to work less, the SWOT analysis of the individual will also enable him or her to understand the weaknesses on which more work has to be done. Depending upon these factors the Personal Development plan can be developed.

Career Development Strategy

As a student of management, and having special interest on “human resource management” I have the necessity to understand what skills I already have depending on which a complete SWOT analysis, or the Strength, Weakness, Opportunity and Threat analysis of myself can be done.

I have a special skill in interacting with people and developing bond fast, which I have seen many of friends cannot do such proficiently. Having interpersonal skills is very necessary for the students of management and this skill cannot be overlooked for the people who are dealing with human resource. Most of the postmodern approach to management deals with the team work structure replacing the traditional individual work window. The team work structure needs the interpersonal skills of a person to be blended in the team properly and not be aloof from team bondage and activities. Work today is not only limited to the workplace, but it is beyond work relationship and more at a human interaction level. In the fields of social work, business, governance and others wherever there is a need of dealing with people, interpersonal skills work (Koprowska 2014).

One of the skills that have helped me in my academic life as well is to complete assigned tasks at the designated time without any delay. I do not procrastinate about work and finish my tasks in the proper time. Every individual has this tendency to not work today and push it for the next day or sometime later (Korkki 2018). This affects the organisation one is working for as well as the individual himself as the works are accumulated. This often leads to a situation where there is too much work and each work gets lesser attention hence the work quality is not good enough. The following is a table of my present skill analysis, which includes skills apart from the already mentioned, and the markings are given out of five.