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P. 1
Personal Transformation

Personal Transformation

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Published by Chidambaram
Personality development programmes,
PDP details, Material prepared for a North University book Correspondance material
Thanks to scribd!
Personality development programmes,
PDP details, Material prepared for a North University book Correspondance material
Thanks to scribd!

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Published by: Chidambaram on Sep 27, 2009
Copyright:Attribution Non-commercial


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UNIT 1: PERSONAL AND CAREER DEVELOPMENTSELF-APPRAISAL :Self evaluation process involved in determining the level of self efficacy.
A *Self-Appraisal* is a method in which the employee evaluates his ownperformance and then discusses this with his manager. The method can be usedas an introduction phase of an Appraisal process. An advantage of doing so isthat it provides the employee with the opportunity to reflect on his ownperformance 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.
includes the following objects such as skills audit, evaluating self-management, leadership and interpersonal skills.
1.1SKILLS 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, Planningand organization, Improving learning and performance,Communication skills, Handling information
Strategies for Skills Audit ImplementationSkills audit - Definition -
“a process for measuring the skills of anindividual or group” 
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 boardidentify why they have become a trustee and what skills, knowledge orexperience they can contribute to the board.
Purpose and uses of skills audits: The key piece of information an organisation needs to improve and todeliver to its Mission Statement and strategy is to know what skills andknowledge the organisation requires and what skills and knowledge theorganisation 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 thatmay never have been identified or called upon by the organisation. Prospectivenew 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 diversityof both skills and perspectives.The ideal trustee would have every desirable skill and quality, but in the realworld we each have only a selection. If we know what qualities we possessourselves, and what qualities others possess, we can pool our talents.
Valid and valuable workplace
and knowledge.
Lower training and development costs because development efforts aremore focused.
Acquisition and use of information that can be used for purposes such asinternal 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 andstrategy of the organisation. It is vital that the first step in implementing a skillsaudit is to analyze the organizational context and strategy in relation to theobjectives 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

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