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GJRA - GLOBAL JOURNAL FOR RESEARCH ANALYSIS X 36 Volume-3, Issue-11, Nov Special Issue -2014 • ISSN No 2277 - 8160 Research Paper HRM An Analysis of Leadership Triangle Encompassing Personal Development, Professional Development And Skill Development S.RAMA CHANDRAN Assistant Professor, Department of Management Studies, Ganapathy Chettiar Engineering College, Paramakudi Ramanathapuram District. Dr.N.S.SHIBU Head of the Department of Management Studies, Bharathidasan University College, Perambalur KEYWORDS : Leadership, Skill, personal development INTRODUCTION Indeed, those were the day organisations believed that the principles style of management and getting work form the workers were by brawn and muscle. It has taken so many years for the management to come out with the fact that no workers were working whole-heart- edly and no one contributed best results under fear and force. It was then understood that basic desire of human being is freedom of ac- tion and satisfaction and they were the outcome of efforts from inde- pendent and non compulsory work. Workers were then required being lead by a person but it is not so easy to determine some one as a leader. They wanted him to be unique in all aspects. Hence it was necessary to understand the true nature of leadership. When men follow a leader, they are doing so willingly. Now what does cause the workers/men to follow him blindly? It is no by fear or atrocity. Now second question, Is there any special and unique features with him? Is he having any uniqueness than others having? Like this so many questions….? A simple rea- son is that a leader stimulates, inspires and motivates the workers. A leader is force multiplying factor. In management there is no one as ordinary people. However he does extraordinary performance out of ordinary people. This could be explained with the narration of Dr. George Odiorne’s book by name Human Resource Portfolio. He clas- sified the employees into four categories. They are 1) Dead woods 2) Work Horse 3) Problem Children 4) Stars. Dear woods are the employees with low potential and low perfor- mance. Next is work horse and these are the category of employees with low potential and high performance. The next is problem chil- dren. They are designated as persons with low performance and high potential. Finally Stars are the employees with high potential and high performance. According to Odiorne, the low potential workers are dead woods and problem children. But they could be converted into the fourth category (STARS) by exploiting their talents in which the leadership role is enormous. Now a day the need for the leader in the organisation is enormous. Today’s organisations prefer the workers having the characters of a leader. He is wanted to be an innovator, having of creativity, good communicator, team builder, Problem solver, negotiator, and learner and having time management skills besides strong acumen in techni- cal skills. Today’s organisation has the basic duty of creating or trans- forming the workers / managers as potential leaders to withstand for quiet long period of time. For that it needs to offer programmes as Personal development Programme. PERSONAL DEVELOPMENT LEADS TO PROFESSIONAL ENHANCEMENT It is a broad term that refers to development of individual behaviour. It could be developed with a variety of training, education, and sup- port opportunities available to an individual. What are the things un- der Personal Development? Creating Personal Development Plan 1. Learning to set goals 2. Conquering fear of future. 3. Exploring of how perception creates reality 4. Boosting self confidence. 5. Master of motivational thoughts. 6. Interpersonal relations improvement 7. Professional enhancement. PERSONAL DEVELOPMENT PLAN It is actually a structured and supported process being undertaken by an individual in order to know his learning, performance and/or achievement and to plan for his persona, educational and career de- velopment. Professional development means to developing profes- sional ability to train leadership quality, stress management, decision skills, crisis management, analytical skills and stress management in the organisation. Key skills are not specific but can be developed and used in wide range of situation. The skills are of great importance and the employer put great importance on them if demonstrated with high level of confidence. IDENTIFICATION OF PERSONAL SKILLS Those skills which help to develop an individual are known as Person- al skill. Those skills lead an individual to live a better life, find com- fortable and a better citizen. They are communication skills, learning skills, adaptability and the like. PRACTICAL METHODS OF IMPROVING THE SKILLS It is understood that no one is perfect under the sun. Every one is having deficiency of skills; however it should be build up in the ongoing process of life. If not, we would be isolating our- selves from the main stream. There are two types of skills in the study of skill audit. First one is skills that can be transferred: These are the skills that are needed during an activity in the career such as parenthood, physical activities like sports and hobbies. It includes IT skills, motivating skills, team working etc., these skills help an indi- vidual in all aspects of life. Next type of skill is that skills that can be acquired: Those skills which can be skills that can be added or devel- oped are skills that can be acquired. There are ways by which the skills could be improved and enhanced. The way of enhancing the skills differ from one profession to oth- er. Some skills may suits for one and may jot for another. Hence the tools/techniques followed or taken depend on the persons and pro- fession. Training is initiative which builds the competency of an individual. Training for particular skills shall be concentrated upon. The benefit of training is that it provides depth knowledge and acquires leadership. Next type of exercise is role playing in which all the professionals/ in- dividuals are made to involve and this offers an opportunity to learn the concepts and the like. Another type is affinity technique in which the members of the group try to work together towards a common goal. The skill development training programme is ongoing and con- tinuous, collaborative. Besides that brain storming technique, tem building exercise, com- munication skill exercise, decision making exercise are other skill development techniques/tools to improve the personal and also  GJRA - GLOBAL JOURNAL FOR RESEARCH ANALYSIS X 37 Volume-3, Issue-11, Nov Special Issue -2014 • ISSN No 2277 - 8160 professional. In this regard one aspect is that most of the persons are inefficient in communication i.e., oral, mediation, interviewing, visual and writing. Individuals and personals should be strengthened in this aspect. Some other methods are 1.Coaching 2.Counselling 3.Men- toring 4. Professional bodies 5. Management meetings, 6. Drill down 7.Thinking Hats 8. Decision tree exercise. EVALUATING THE IMPORTANCE OF PERSONAL DEVELOP- MENT 1. Personal Development is found as a tool for delivering employabil ity skills. 2. Personal Development helps to plan the future of an individual. There is a saying ‘’the harder you prepare, the luckier you get”. 3. Personal Development plan finds the skills deficient in an individual a way to improve them. 4. Personal Development creates optimistic mind and attain success in all process of life. 5. Personal development helps to cope with the changes as change is a continuous process in life. 6. Personal Development imparts the concentration to be given on the basic functional skills 7. It offers to meet the courage in the mind of an individual. 8. Ultimately makes people to be effective and trying to be efficient. Your determination may dictate your potential, but it is your character that will determine your legacy. – Unknown PERSONAL SKILL AUDIT It is the one producing the personal skill profile. The skill audit is done by the following ways. 1. The individual is asked to complete the questionnaire to find out the preferred learning styles with their associated weakness and strength. 2. Next important step is personal planning to make him more aware and develop as a learned. This is future plan. 3. Compiling a personalised portfolio of the individual. This shows that the skills already acquired and the skills to be ac- quired. So the gap between the two is the skills to be learnt. A Sample Skill Audit Form Qualities Good Average Poor Generic Engineering Skills Academic Study Work Experience Extra-curricular Activity Action Planning Analysis Modelling IT skills Problem solving Project Implementation Designing skills LEARNING PROGRAMME This is focusing on continuous personal and professional develop- ment through self-learning and reflection. The individuals are provid- ed with an opportunity to find their own development needs in this skill audit. The Individuals (learners) need tol have a regularly updated and personal development plan that fit to the own learning style. This unit focuses on the importance of continuous personal and pro- fessional development through self-learning and reflection. The unit will enable learners to enhance the skills required for effective man- agement, to meet work objectives and improve performance for fu- ture career development. Learners will be provided with the opportu- nity to identify their own development needs through conducting a skills audit and a personal development planning process. Strength: Ethical thinking Education background. Technical acumen Weakness: Negative thinking Lack of experience Deficiency of Interpersonal skills Nil working experience Criteria that affect Weakness and Strength: 1. Career 2. Moving with others. 3. Getting suitable position. 4. Effectiveness. CONCLUSION This is the need of the hour to have continuous monitoring for bet- ter results in getting leadership quality. The evaluation of the train- ing programme is in terms of four different levels. They are reaction, learning, behaviour, and the results. The weakness in the process is continuously monitored and tried to be minimised. This would result in increase of merit side characters or desired behaviours for acquir- ing leadership quality. REFERENCES 1. Lawrence Wrightsman ( 1994),Adult Personality Development, Sage Publication,ISBN : 9780803944022. | 2. Dr. George Odiorne (1990), Human Resource Portfolio, Library of Congress categloging, ISBN: 0 – 669 – 15350-8. | 3. McCrae, R.R and Costa Jr, P.T. (1997), Personality Trait Structure as a Human Universal, American Psychologist 52 (5), 509. | 4. Daniel Goleman ( 2003),The Focused Leader, Harvard Business Review, http://hbr. org/2013/12/the-focused-leader/ar/1 | 5. John W Santrok (2002), A Topical Approach to Life- span Development, Mc GrawHill Publication, ISBN 00728016. | 6. www.oppapers.com | 7. http://www.scribd.com/doc/23427927/Personal-Skills-Audit | 8. http://www.google.co.in | 9. http://www.slideworld.com/ | 10. http://www.bbc.co.uk/learning | 11. http://www. shiftshappen-site.com |