Using SWOT Analysis And Personal Development Plan For Self-Assessment

Strengths

For this assessment I will use the SWOT Analysis and the Personal Development Plan to understand myself better.

• Mental: My mental state is moderate, with frequent bursts of stress, anxiety and worry. I tend to overthink and question my self again and again. I am also confident and open in my approach and am accepting of others’ opinions and views. My mind is very inquisitive.
• Social: I am an introvert at my core. However, I have learned to socialise and get over my anxiety and awkwardness. I have been able to make new friends and make meaningful connections. I have grown much more confident and smarter in my approach.
• Spiritual: Spiritually I am an atheist although I acknowledge the existence of a supreme being. For me its just not an entity called “God”.
• Emotional: I am emotionally fragile with frequent bursts of emotional responses. I respond to my emotions openly and acknowledge them.
• Physical: I am physically fit, I workout consistently and try to lead a healthy and nutritious lifestyle.

For this study, I am a manager at organisation X (to be filled in by the student). As per my analysis of the existing training and development of learning of the staffs, I can see that it is a mixed and hybrid model that caters to different needs differently. However, this model is messy and has not been properly utilised by the organisation. The organisation has ventured into a dynamic model but instead of making it effective, it has created learning and development training confusions and inefficiency. This is already a messy approach for the existing employees and hence, will also prove to be difficult for new employees as well. This is because a hybrid model, incorporated ineffectively can cause more damage than goodness. This will create confusion and widespread ineffectiveness among the employees. The current model needs to be eliminated and to be replaced with a uniform, consistent and yet dynamic model. This will ensure that the organisation is operating smoothly and briskly with its development and training program in place and intact. As per my assessment, the organisation will require a tactile and agile model to help both the new as well as the existing employees in learning the different skills and competencies required for the job role. This is important as the organisation can only grow and develop if it has a suitable development and training program that compliments the organisational values and norms.

According to me, Theory of Reinforcement and The Theory of Experiential Learning are the best suited for the organisation, for both the new as well as the existing employees.

The Theory of Reinforcement signifies that an employee tends to repeat a certain behaviour that is attached to his or her positive outcome. This means that an employee will repeat the set of activities and tasks, that will facilitate him or her to gain a satisfactory outcome and enhance his or her learning and development capabilities. This theory emphasises in repetition of set procedures, methods and guidelines, and create a personal identity to those areas, to achieve a personalised and holistic experience and result for the same [4].

The Theory of Experiential Learning states that an employee learns from his or her experience. In this model and theory of learning, the experience of an employee is given the biggest priority in understanding the needs and requirements of the individual after experiencing set patterns of activities and procedures. This learning is heavily dependent upon the experience level of the employees and gets better with the increase in the level of experience. This model is applicable at all stages of experience and grows in significance as the level of experience increases. This is the best way to train experienced employees within the organisation [1].

According to me, both these models will benefit the new joiners as well as the existing employees. The Theory of Reinforcement will help the organisation in introducing the new employees to the processes of the organisation and will help them to understand the set of steps they will need to fulfil in order to achieve success within the organisation. The training and development program can further develop upon those skills and help the employee build his or her own unique approach and identity within the organisation for distinction, growth and development, as well as continued success in the field [2]. In case of The Experiential Model, it will more benefit the existing employees than the new ones. In this case the organisation can organise quarterly training programs to assess the experience level of the employees and what they have in terms of views and opinions of their job roles. This can be a two-way training program where the employees share their feedback and suggestions that the organisation can improve upon and the organisation shares its views and objectives upon which the employees can improve upon. This is a much more fruitful and elongated experience that is holistic and fulfilling in nature.

Weaknesses

Hence, according to me the two types of models that I will like to suggest to the organisation are The Theory of Reinforcement and the Theory of Experiential Learning. Both these theories will enable the organisation to effective train and develop its existing as the newer workforce, by replacing the existing messy and confusing hybrid model, and replacing it with two core and unilateral models that cater to different employee needs and positions. This will enable the employees to be much more effective and efficient in their work and understand what is required by them and what is not.

I will use Gibbs reflective cycle to list my learning and experience in UK Employment Legislation for this evaluation. I’ll use one of the most well-known cycle models of reflection to guide everyone through my learning experience, using six phases of contemplation as given by Gibbs: description, feelings, evaluation, analysis, conclusion, and action plan.

The module on United Kingdom’s Employment Regulations, provided a deeper insight into the current and the updated employment market of the United Kingdom and why these legislations are important to be enforced within the Country. This made me realise the changes and the significance of the dynamics of the employment market, where I will need to venture into in a couple of months, especially after the excessively impacted market due to the Corona virus pandemic that raged across the globe. The module covered the definition of the “Employment Law”, the ways legal standards are set and kept in place within the National Economy of the United Kingdom, how law and employment go hand in hand, and how does both of them come into play together, the module also facilitates segment wise learning in the form of recruitment, employment contract, data protection, working time, pay and holiday entitlement, discrimination, health and safety at work, discipline and grievances, and dismissals and redundancies. The module also provides an useful insight into the various facets of the laws viz; Common Law, Secondary Legislations and Regulations, European Law, Primary Legislation and Acts of the Parliament and the European Convention on Human Rights 1950. The entire module was insightful and very significant to the current employment standards and guidelines. It is extremely important for me to understand because I will be venturing into the pandemic struct employment market of the United Kingdom in about a couple of months and it is ideal for me to align myself with the current market trends, structure and standards.

The module was extremely insightful and provided me with necessary insights into the United Kingdom’s Employment Market. It allowed me to form my opinions and insights based on the facts and data that were presented in the class. I feel like this experience has shaped my perspective on the employment market of the United Kingdom and redefined my shift from previous expectations and information about the job market top much more advanced and newer ways. My experience was crucial in determining my future since a major part of it hinged on my grasp of the legislative concept of the labour market. Despite this, I never felt left out or uninterested in the module. In reality, it was always the other way around, with my attention piqued and a need for more. It was all because to the module’s educational and intuitive structure, which allowed me to slowly and repeatedly comprehend every component of the course without reluctance, allowing me to develop a broader perspective and world view with practical applications and experiments. In a way this was a fulfilling and an essential experience that shaped my understand and expectations from the United Kingdom’s job market.

The finest aspect of my experience was that by the end of the course, I had gained a comprehensive understanding of the job market. The module consistently supplied realistic and up-to-date data that is relevant to the real-world scenario of the UK labour market. The training pointed me in the proper way by explaining my options, abilities, competences, and concerns, among other things. Another benefit of my module was that it allowed me to broaden my knowledge beyond textbooks. It provided me with numerous practical experiences and examples to assist me comprehend my course. The only negative aspect of the experience was that it taught me that my prospects of landing my desired job are exceedingly slim right now, and that the pandemic-affected labour market is still in shock and recuperation. As a result, I was unable to maintain my previous expectations. The time I spent in the module, on the other hand, was genuinely eye-opening.

I’m delighted I had the chance to learn about the legal aspects of the UK labour market. It was one of the most rewarding experiences of my life, and it provided me with valuable insight about genuine job options and my expectations. It was one of the most memorable events of my life, and I’d do everything to repeat it. It was also rewarding and enriching, and the experience could not have gone any better, because it was a crucial course that I needed to master in order to acquire a placement into my preferred organisation.

Conclusion

Throughout the module, I studied a variety of topics and, due to the lecturer, was able to obtain a multidimensional perspective on the UK labour market. I gained knowledge of the module’s fundamental ideas and practical applications, as well as how to think critically and analytically. I also received a fresh perspective on the influence of legislation on the labour market and developed a better understanding of the complexities involved. I also realised what it meant to have a comprehensive and transformative experience before venturing into the post-pandemic legislative canopy of the complex and unpredictable job market. It was clearly enjoyable and helpful for everyone of us looking to ace that dream job.

If provided with the opportunity again I will happily experience the learning of United Kingdom’s Employment Legislations to get a better view of the job market and where I stand there. The experience was beyond fulfilling and transcending for me to crave for it again and again. Furthermore, the insightfulness and relevance of the module made it more impactful and significant for me to get myself acquainted with it. I will love to keep myself updated with the various regulations and legislations that is currently happening and will happen within the domestic employment market of the United Kingdom. This will help me in acing my dream employment opportunity and base my expectations and views on a post-pandemic legislative employment market.

References

1. Bontchev B, Vassileva D, Aleksieva-Petrova A, Petrov M. Playing styles based on experiential learning theory. Computers in Human Behavior. 2018 Aug 1;85:319-28.
2. Jara-Ettinger J. Theory of mind as inverse reinforcement learning. Current Opinion in Behavioral Sciences. 2019 Oct 1;29:105-10.
3. Kuk HS, Holst JD. A dissection of experiential learning theory: Alternative approaches to reflection. Adult Learning. 2018 Nov;29(4):150-7.
4. Recht B. A tour of reinforcement learning: The view from continuous control. Annual Review of Control, Robotics, and Autonomous Systems. 2019 May 3;2:253-79.

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