Personal Transformation

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Personality development programmes,PDP details, Material prepared for a North University book Correspondance materialThanks to scribd!byChandru

Text of Personal Transformation

UNIT 1: PERSONAL AND CAREER DEVELOPMENT SELF-APPRAISAL: Self evaluation process involved in determining the level of self efficacy. A *Self-Appraisal* is a method in which the employee evaluates his own performance and then discusses this with his manager. The method can be used as an introduction phase of an Appraisal process. An advantage of doing so is that it provides the employee with the opportunity to reflect on his own performance and reasons behind it. It can be a good preparation for the appraisal by the manager of the employee and can help to increase the size of the future-oriented part of it. Self-appraisal includes the following objects such as skills audit, evaluating selfmanagement, leadership and interpersonal skills. 1.1 SKILLS AUDIT: Learning Objective: After reading this section you will be able to know, The meaning of skills audit. Purpose and uses of skills audits. Benefits and Techniques of Skills Audit Process of skills audit Principles of skills audit

To know the categories of Skills Audit - Working with others, Planning and organization, Improving learning and performance,

Communication skills, Handling information Strategies for Skills Audit Implementation

Skills audit - Definition - a process for measuring the skills of an individual or group Meaning: Getting the right mix of skills, experiences and qualities is a key ingredient in building an effective board of trustees. A skills audit is a tool to help your board identify why they have become a trustee and what skills, knowledge or experience they can contribute to the board. Purpose and uses of skills audits: The key piece of information an organisation needs to improve and to deliver to its Mission Statement and strategy is to know what skills and knowledge the organisation requires and what skills and knowledge the organisation currently has. This information is essential for a number of reasons:

Know where to improve. Better planned and more focused T&D. Better defined recruitment needs. Easier placement decisions. Enablement of career path and succession planning.

Existing members of your board may possess a range of skills or knowledge that may never have been identified or called upon by the organisation. Prospective new trustees can be recruited on the basis of what they can bring to the board, complementing and enhancing what is already there and increasing the diversity of both skills and perspectives. The ideal trustee would have every desirable skill and quality, but in the real world we each have only a selection. If we know what qualities we possess ourselves, and what qualities others possess, we can pool our talents. Benefits:

Valid and valuable workplace skills plans Improved skills and knowledge. Lower training and development costs because development efforts are more focused.

Acquisition and use of information that can be used for purposes such as internal employee selection and placement.

Increased productivity as people are better matched to their positions.

Techniques - Skills Audit There are numerous techniques to conduct a skills audit based on the context and strategy of the organisation. It is vital that the first step in implementing a skills audit is to analyze the organizational context and strategy in relation to the objectives of the skills audit. The context of the organisation may be identified based on time available, logistical issues, primary reasons for the skills audit and

the prevalent socio-political environment. The organizational strategy provides the basis for alignment of skills to current and future organizational needs. This alignment is essential to ensure consistency with business strategy and value of skills audit results. The process to be followed essentially consists of the following:

There are three key stages to a skills audit. a. Determine skills requirements The first is to determine what skills each employee requires. The second stage is to determine which of the required skills each employee has. The third is to analyze the results and determine skills development c. Determine development needs and plan for training/ restructuring needs. The outcome of the skills audit process is usually a training needs analysis, which will enable the organisation to target and also provide information for purposes such as recruitment and selection,

b. Audit actual skills

performance management and succession planning. a. Determine skills requirements In order to determine skills requirements, an organisation should identify current and future skills requirements per job. The end result is a skills matrix with related competency definitions. Definitions can be allocated against various proficiency levels per job, such as basic, intermediate and complex.

b. Audit actual skills The actual skills audit process is outlined below and involves an individual selfaudit and skills audit. Results are collated into reporting documents that may include statistical graphs, qualitative reports and recommendations.

c. Determine development needs and plan for training/restructuring Once skills audit information has been collected, an analysis of the results may be used for planning purposes relating to training and development and other Human Resource interventions. Recommendations are then discussed and agreed actions are implemented.

The principles of good skills audits Fairness Validity & Reliability Transparency/ Openness Constructive feedback Evaluation of evidence Example: Personal Evidence Skills Gained Work:

Data entry within a job at a call centre - Basic IT skills; Communication Skills

Working as a sales assistant in a clothes store - Communication Skills; Negotiation Skills

Skills Audit rate your overall skills development. The Continued Professional Development helps you to plan for skills development during your career. Skills are divided into five categories:

Handling information - assess your ability to use relevant literature and to produce and interpret data; Communication skills - assess your ability to communicate effectively in oral and written formats; Improving learning and performance - assess your development and ability to identify opportunities for further skills development; Planning and organization - assess your ability to plan your research on a short-term and long-term basis; Working with others - assess your ability to work as part of a team and to network with others.

Strategies for Skills Audit Implementation Skills audits may be conducted in various ways. Current approaches to skills audits include the following: a) b) c) Panel approach Consultant approach One-on-one approach

Individual self-audit

Panel audit

Consultant audit

One-onone audit

A panel is normally made External

consultants This

is

similar

to

a

up of managers, Subject interview both employees performance

appraisal,

Matter Experts and HR and managers, and may except that an individual experts. The skills audit review performance and is rated against a preform is completed through related documentation to defined skills matrix

discussion, and includes establish an individuals instead of his/ or her job one-on-one feedback with level of competence. the employee. profile. manager discussion employee to The will employees hold a the on

with agree

skills audit ratings.

Skills audit Action plan

GOAL STEPS Agreement on the objectives of the Discussion and agreement on project outcomes skills audit and to the expected key Review business goals Review job descriptions

outcomes Investigation

identify

competencies and

analyse the organisational context Review organisational structure and strategy in relation to the Review future business plans objectives of the skills audit. Communication Workshop with key people to confirm key

competencies and to agree broad process Communicate purpose and process to all staff members Competence profiling Prepare a profile for each job Individual audits (by self, consultant Plan a meeting with each employee to gather and/or panel evidence of competencies in relation to the key organisational competencies and the job competence Application Feedback profile Prepare a skills gap analysis Present the skills gap analysis to management and training committee/shop stewards and discuss next steps Give feedback to individual staff members Reporting Train managers to use the skills audit process Prepare a formal report and compile the Workplace Skills Plan

REVIEW QUESTIONS:

What is meant by skills audit? Define Purpose and uses of skills audits. What are the Benefits of Skills Audit? Brief the Techniques adopted in skills audit. Process of skills audit Explain Define the Principles of skills audit. What are the categories of Skills Audit -? Strategies for Skills Audit Implementation

1.2 EVALUATING SELF-MANAGEMENT: Learning Objective: After reading this section you will be able to know, To know the base of self-management. The Components of self-management - Self-monitoring, Selfevaluation and Self-reinforcement.

The needs of self-management skills. Applications of self management. The strategies of self management. The Self-management Behaviors. The Benefits of Employee Self Evaluation. The rules to be followed for self-management. To know about the self-management skills. Meaning: Managing ones internal states, impulses, and resources Self-management is a psychological term used to describe the process of achieving personal autonomy. The goal of self-management for the

developmentally disabled population is to shift supervision and control from a parent, caregi