Developing Skills for Business Leadership PDF

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Summary

This portfolio illustrates the core of Human Resource Management (HRM) and professional development which explores eight key CIPD professional skills established to get professional growth....

Description

MSc Human Resource Management HR4S010 - Developing Skills For Business Leadership

Table of Content

Section Introduction SWOT Analysis CPD Table Personal Statement Curriculum Vitae Evidence Matrix Self-Management Skill Interpersonal Skill Decision Making & Problem solving Leading & Influencing Financial Skill IT Proficiency Skill People Management PostGraduate Skill References

Page Number

Introduction

The purpose of this portfolio started with the MSc. in Human Resource Management (HRM) and professional development which explores eight key CIPD professional skills established to get professional growth. However, it has expressed a deeper sense of self as a pursuit of knowledge. The eight-core skills are based on 'Developing Skills for Business Leadership' identified as:

● Exhibiting Postgraduate study credentials by means of critical thinking and effective writing. ● Self-Management: successfully manage by self at work or in a professional context through time management,

personal organisation, managing stress and professional

identity creation growth. ● Managing

interpersonal

relationships:

through

team

building,

communication,

negotiation and conflict management. ● Demonstrate People management skills: through training; learning & developing and coaching. ● Lead others and influence them through team dynamics and leading change & development. ● Demonstrate IT skills through quantitative data analysis and using IT in learning. ● Financial information interpretation and financial resources management. ● Make effective decisions and resolve problems that are justifiable.

It is important to develop self-confidence and recognise your strengths and weaknesses in work life because it is an opportunity to be the best self. It is necessary to determine that success is not the goal, that it is the ability to understand whether you need support, to identify whether your talents are incorrect or to accept the need to improve them more so that you always achieve. Those competencies can also be applied to other professional and personal capacities. Organizations use skills to demonstrate the level of talent they are looking for to an employee. According to CIPD (2012), competences provide the person with a measure of behaviour and abilities which are recognized, acknowledged or even appreciated in the organisation, and not

only express the actions of the professionals but also the extent in which the necessary behaviour and skills (Watson and Reissner 2014). Building up the abilities in a variety of skills would, therefore, improve the overall development. The lack of communication, team management and leadership skills to handle increased pressure in everyday life is under-developed by management in many organisations.

Gallos (2014) states that “Savvy leaders develop their own conceptual framework about all leadership skills, a repertoire of skills to call upon, capacities for self-reflection and learning from experience, and a healthy respect for the difficulties and risks”. Watson and Reissner (2014) suggest that reflection is an important part of the theory of learning for centuries. To HR professionals, focusing on management philosophy is an important component of career development and a way to enhance future learning, it is a tool that can be used consistently throughout a professional life to critical evaluation and experience. Reflection is an essential element of exercise and it takes time for HR experts to build that capacity. Reflection enables experts to be liable for their development and implementation, to recognise the advantages of a leadership development estimate and to see the value of different learning experiences. According to Cho et al. (2009), “The success of tomorrow’s most effective organisations will lie in their capacity to learn.”

The focus of this reflection is to evaluate my personal shortcomings in various fields. It starts with an assessment of my personal needs for growth. The next section discusses the issues I have faced in several ways. I began by carrying out a SWOT analysis to instigate this process. This assignment produced expected results since the good attributes and qualities of my personality were difficult to recognise. This result could not have been anticipated. This portfolio, however, was complex and challenging. This helped me to complete SWOT analysis. Zubizarreta (2012) strengthens the debate on the implementation of portfolios for learning, underlines the importance of portfolios to support reflection and to foster self-understanding. Next, I had started planning for the Professional Development Action Plan with 8 specific objectives. There are so many different models of reflection or theories for learning that provide an insight into formulating such deep learning experiences such as, Gibbs reflective cycle (1988), Kolb reflective cycle (1984), Schön model (1991), Driscoll model (1994), Rolfe et al’s Framework for

Reflexive Learning (2001), Johns’ Model for Structured Reflection (2006), Atkins & Murphy model (1993), Brookfield model (2005) and Mezirow model of transformative learning (1981).

Gibbs reflective cycle (1988) is a formal structure which can be used for the academic areas and can be used to evidence continuing professional development, but what I found, the development framework of Borton (1970) have been developed by John Driscoll into an experiential analysis course in order to form a basic contemplation system. It is easy to remember and implement this system. This allowed me to reflect without the structure facing me. In the 1970s, the framework was developed and mainly involves only three questions, which makes it attractive (White et. al. 2006). Gillie Bolton proposes exercises in her book to reflect in creative ways like conception, naturally, the more experience you gain with reflecting models is gained by analysing an activity. However, I was inspired to do this work by Kolb where he expresses that, “reflection is an integral part of experiential learning, turning everyday experiences into formal learning opportunities” (Kolb, 1984).

Successful leaders have been found to be particularly self-awareness. Developing self-awareness requires gaining an objective perspective into one's own motivations, actions, and effect on others, as well as an ability to actively explore out chances and input for improvement (Avolio & Hannah, 2008; Day & Harrison, 2007; Goleman, 1998; Riggio, 2008; Thompson et. al., 2008). Goleman (1998) argues that self-confident people are aware and willing to think about their strengths and limitations; indeed, they display a thirst for constructive critique. People with a strong awareness of themselves are not overly critical or unrealist, but genuine, with themselves and other people (Goleman, 1998). Furthermore, Riggio (2008) suggests that leaders must be open to feedback from assessment tools, take account of evaluations of their leadership from seniors, colleagues and superiors in order to further benefit from and improve themselves; follow up on the recommendations of their executive coaches; and weigh on and critique their leadership directly. Positive changes are motivated by desire to improve and the likelihood of embracing constructive critique.

In summary, this portfolio illustrates the eight core skills of the CIPD and focuses on critical reflection and evaluation. The effect of this cycle from beginning to end was an analysis of me

that compelled me to accept my qualities and skills. Most notably, though, I have been able to examine myself, to recognise situations which need to be changed and to take responsibility and to resolve them. In conclusion, it is a progressive system, to eliminate your limitations, learn the process that enables commitment, fully utilising knowledge, expressiveness and selftransformation.

SWOT Analysis Strengths (internal) Reliable and trustworthy Organised Quick learner Responsible and supportive Good Management Skills HR experience with talent acquisition manager as an Intern. Four years of teaching experience at primary levels. Academic qualification-MBA, BBA, HSC, SSC

Weaknesses (internal) Introvert Poor time management Lack of confidence Lack of leadership skills Panic and hypertension almost every work Poor IT skills Juggling with study, work-life and pregnancy

Opportunities (external) MSc HRM CIPD accreditation certificate Double postgraduate course and International degree New and innovative technologies Career opportunities

Threats (external) IT developments Social media networking Time restrains- Course completion with dissertation and pregnancy delivery due all are at the same time. Obstacles faced as an International student with a different culture, values and norms

Personal Statement

I am currently pursuing advanced studies of MSc. Human Resource Management. Such studies which will provide with a postgraduate qualification alongside CIPD accreditation, the professional body for Human Resource Managers, at the associate level and I believe that is indispensable for my future career development and will benefit me for my whole life.

Let me introduce my self, I am Nadiba Rahman born on September 1989, Dhaka, Bangladesh, an area that has long been known for the diligence of it’s people. I have passed my Secondary School Certificate (S.S.C) examination in 2005 from Viqarunnisa Noon School , which is the

best school in Bangladesh with a satisfactory result and I have also passed my Higher Secondary Certificate (H.S.C) examination in 2007 from very renowned college named Viqarunnisa Noon College. After that, I have got admitted myself in BRAC University in BBS department. As all of we know that BRAC NGO is one of the largest NGO in the world. Likewise, BRAC University is one of the best University in Bangladesh and BRAC Business School is the best business school in Bangladesh. I have finished my B.B.A (2013) and M.B.A (2015) both in Human Resource Management with respectable grades. After finishing my graduation I got the chance to do my internship under Accounts Payable, Finance Department at the telecommunication industry named Airtel Bangladesh Limited. Then I have joined as a Full-Time teacher at Marie Curie School and later I moved to Sunnydale School, which is one of the renowned school in Bangladesh. I have almost 4 years of working experience as a faculty member in a primary school. After that I got an opportunity to live in the UK with my husband as a dependent and gained various experience including work for McDonalds as a customer care assistant, which introduce me the culture and norms of rich UK culture.

Now it is time for me to get a degree in a university for my M.Sc. in Human Resource Management. I was always eager to study in UK and complete my higher study in a renowned university like the University of South Wales. Considering the excellence and quality of education, teaching facilities, value of a degree and many other factors, I always prefered to study in UK rather than in my native country. I have spoken to many current students and postgraduates from the University of South Wales and they all have said that they have already very good job opportunity as the university has an amazing qualified degree and provide a professional certificate, which is my top priority. Hence I want to specialize in my chosen subject and try my best to be leading its student body.

In Bangladesh, career in Human Resource department is very bright and hopeful. There are

always huge demands in employment for students who have foreign degrees. By earning degree from University of South Wales I would be guaranteed a job here in my native country. I will have high demands in the field of Human Resource Management from both the private and public sectors. My employment opportunities will increase in many other related fields as well by studying in this University. I will have depths in knowledge of this sector in both theoretical and practical parts and with my knowledge and skill my employment opportunity will vastly increase.

I am from a reputed family that has a very strong connection with society and their relatives. At the same time, I have family members and a newborn baby with whom I have an unbreakable bond and friends, without whom my everyday life would become monotonous. So without hesitation, I would choose to live and work in my country and enjoy life here. Having increased job opportunities, family bond as well as social life, I believe that I have an unbreakable tie with my own country.

However, UK is one of the world’s most exciting country. It has a good reputation in the world for its high standard of the education system. That is why I made my mind to study in UK. On the other hand, wide ranges of reputed organizations are there from where I can choose the right one for me. Living and studying in UK can be very rewarding and puts me at the great social, cultural and educational opportunities. Moreover, having M.Sc degree from UK will complement my academic qualification.

Self-Management Reflection What? Engaging with professional networking has always been just one part of my life, completely

different from the others. I've wanted to find a reasonable balance between living and working, leaving jobs at home and personal issues. To develop my professional skills, with the resources that are vital to my life, I think that maybe it is more beneficial to avoid talking of these as different facets of my life, and instead just of my life. I do so by way of motivation, the target setting, the reflection and reviews. We can not literally label facets of our lives – overload is always going to happen, and we understand that in a safe working climate. On 7 November, I appointed myself the target to go to the job fair at the University of South Wales. Particularly to try to make some professional networking and have some knowledge about the career world. I hoped the fair would provide me with a chance to meet potential colleagues and allow me to make my application processing simple enough to find out more about how successful candidates are. I strive to associate graduate programmes with three companies and also started to connect them via Linkedin. Connecting with these companies in Linkedin has helped me to keep up-to-date knowledge about the job career and recent job vacancy.

So What?

Borton stated that, “The So What stage is rational, intellectual, cognitive – delving into the meaning of what has just happened…” (Dabell, 2018). I think that it is a great opportunity for me to visit in the job fair and connect with the professionals everyday through Linkedin. It is easy to communicate and extend contacts even further than just Facebook or Twitter. LinkedIn is available of recruiters and personnel professionals. During visiting the job fair, I noticed and gathered knowledge that people who recruit and hire often look first LinkedIn profile. Moreover, LinkedIn has an extensive career search engine if anyone looking for jobs. Most leading brands use LinkedIn to find the right candidate. However, my experience of attending the career fair was that many students don't see the significance of engaging in university job fairs. They'd rather check online for work. While

searches online can be very successful, they do not give a student the same advantages as a job fair. Such attributes are incredibly helpful to find a position in the chosen field. I believe 80% of job offers come from career fair.

Now What? A job fair is a perfect venue for the chosen industry to network with people. It helps me the chance to speak one-on-one with different various company members in one location. Further, I also have an experience to make a positive feel, even though I do not join an interview with a specific organisation, which is an incredible opportunity. Most of the time our University offers workshops for students. So, I will attend those workshops, update my LinkedIn profile to connect with the current affairs of the business industries and companies, continuously update my CV and practice the job interview skills as well.

References: Dabell,

J.,

(2018),

Borton’s

Model

of

Reflection.

Available

at:

https://johndabell.com/2018/08/05/models-of-reflection/

Interpersonal Skills Reflection What? During a course work, I found that the Trait model of personality test provides an overview of my temperament that I may not recognise and I needed a greater understanding of myself. I can express my point of view whether I am enthused with emotion or actually care about a situation. I am also, however, a person who likes to study with the team and create an understanding of the

experience and the characters around me involved. I attended the event of USW Bangladesh Society to have some touch and networking with a society where we tend to participate in several quizzes. It was a great opportunity to justify my communication and personality test as well. I generally assume that I will be a leader and motivator in the group. I also discovered this knowledge by doing a personality test Trait pattern, which is correlated with the introvert / highly-strung temperament, the extrovert/high—strung temperament, calm/introvert and calm/extrovert temperament. Upon testing random personality characteristics questions, the result was summarised and described me as the exceptionally calm/introvert disposition type. This personality trait questions require a numerical system to a framework and the individual particular points and match the number in order to best fits within.

So What? I became intrigued by this knowledge to see how this Trait model can represent me. By assessing this test I feel like I will have a clear view and understanding of myself. I was also shocked to compare my findings to my peers and to see how this outcome of the personality test mirrored the nature of my university's social network. Thomas et al, (1997) state that, “supervision is an important development tool for all learners”. I also believe that joining with the University Bangladesh Society team has improved my communication skills immensely though I felt I lacked some necessary experience to lead the team. In the beginning, I was so nervous and uncomfortable about leading the whole team and giving feedback to them. As suggested by Long (1999), I felt that communication as the major force in my life, which notes that interpersonal skills are a tool required to communicate effectively. The person's actions listening to the speaker during the interaction phase is important as well. (Burnard, 1992). However, after assessing my personality test I got to know myself and found I have lack of my confidence so I started to deal with the situation with very calm, took the time to overcome the mistakes and tried to face the situation in

a professional manner.

Now What? In addition, I have found that any problem, irrespective of the situation, conditions or complications, can be solved by good communication.

I defined the weaknesses to be

transformed into strength. I now work to improve my power, trust and communication skills. I engaged in the USW Bangladesh Society and worked within a team, have found that effective communication skill with positive context knowledge and feedback can improve any issues. A strong relationship is calming and helps create trust. This can be accomplished by a direct engagement that enables the person, without fear of coercion, to communicate their emotions and concern. I hope that the insight I have learned from the experience will benefit me in future activities if such a situation happens again.

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