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Assignment on

EMPLOYABILITY SKILLS
Executive Summery
This assignment of the employability skills is done as a course requirement. This task is a huge
context of acquiring knowledge of comprehensive study. The responsibilities of the employee,
and their evaluation as well as the review techniques have been discussed in the first part of the
assignment. The four motivation theory is used to have the review of the responsibilities. In the
second part of the report the interpersonal and the transferable skills such as communication
skills have been discussed with a view to giving us a over view. In the third part of the
assignment the dynamics of the employees are presented to show how the internal and external
environment of the business affects the performance of the employees. In the last part of the
assignment the problem solving tools and methods have been developed to solve the problem
efficiently for achieving the goals. This assignment has some inherent limitations and that is why
the information given here are mostly persuasive rather than conclusive but any person can be
well informed about the employability skills.

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Table of Contents
Executive Summery ........................................................................................................................ 1

Introduction ..................................................................................................................................... 5

Task 1 .............................................................................................................................................. 5

1.1 Development of a set of own responsibilities and performance objectives .......................... 7

1.2 Evaluation of own effectiveness against defined objectives ................................................. 8

1.3 Making recommendations for improvement ......................................................................... 8

1.4 Use of motivational Techniques for improvement of quality of performance ...................... 9

Maslow’s Hierarchy of Needs ................................................................................................. 9

Hawthorne Effect ..................................................................................................................... 9

Expectancy theory ................................................................................................................... 9

Hertzberg’s Two-factor theory .............................................................................................. 10

Task 2 ............................................................................................................................................ 10

2.1 Develop solutions to work based problems you have encountered in your current role. ... 10

Identify the issues .................................................................................................................. 10

Understand the interest of everyone ...................................................................................... 11

List the potential solutions ..................................................................................................... 11

2.2 Communicate in a variety of styles and appropriate manner at various levels. .................. 11

The Assertive Style ................................................................................................................ 11

The Aggressive Style ............................................................................................................. 11

The Passive-Aggressive Style ............................................................................................... 11

The Submissive Style ............................................................................................................ 12

The Manipulative Style ......................................................................................................... 12

2.3 Identify effective time management strategies and how they can help individuals to
manage their time more efficiently. .......................................................................................... 12

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Identifying effective time management strategies ................................................................. 12

How time management strategies can help to manage the time efficiently .......................... 12

Task 3 ............................................................................................................................................ 13

3.1 Explain the roles people play in your team and how you work together to achieve shared
goals .......................................................................................................................................... 13

Implementer ........................................................................................................................... 13

Coordinator ............................................................................................................................ 13

Resource investigator ............................................................................................................ 13

Monitor .................................................................................................................................. 13

The clarifier ........................................................................................................................... 14

The reality checker ................................................................................................................ 14

3.2 Analyze your team dynamics .............................................................................................. 14

The profitability of an organization ....................................................................................... 14

Whether people enjoy their work .......................................................................................... 14

Staff retention rates ................................................................................................................ 15

Team and individual performance ......................................................................................... 15

Company reputation .............................................................................................................. 15

3.3 Suggest alternative ways to complete tasks and achieve team goals. ................................. 15

Task 4 ............................................................................................................................................ 16

4.1 Evaluate tools and methods for developing solutions to typical problems you experience in
your current role. ....................................................................................................................... 16

4.2 Develop an appropriate strategy for resolving a particular problem you have experienced.
................................................................................................................................................... 16

4.3 Evaluate the potential impact on the business of implementing the strategy...................... 17

Consistency of performance .................................................................................................. 17

Easier for teams to manage group process ............................................................................ 17

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Solving problems effectively ................................................................................................. 18

Building a convincing case for change .................................................................................. 18

Conclusion .................................................................................................................................... 18

References ..................................................................................................................................... 19

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Introduction
The main module of this assignment is about the employability skills. The main view is to
provide learners with a view to introducing them with the employability skills for the better
employment. In this assignment it is told to assume that my company is planning to set a new
branch. That is why it needs some employees to run the branch and decided to take the
employees from the inside of the current business. The employees who are entitled with the
employability skills are asked to make a self-evaluation document. As the part of that the firm
asking the answers of the following question. From this point of view I am considering as an
employee of the company and I want to get promoted to the branch. For that reason I have to
develop a self-evaluation document. The tasks are very crucial to be informed about the practical
knowledge of employability analysis. Employability skills are the burning questions in the
modern business environment. The model of any business process is technology based. That’s
why the employees should be more or less skilled enough to carry on his or her duty properly
(Haasler, 2013). That is why every organization looks for skilled employees who are entitled
with his or her on responsibilities and performance objective. The employees should know the
motivational techniques, must be known about the problem solving process as well as the
problem solving tools and strategies

Task 1
As the success of any business organization is mostly dependent on the human resource it has.
That is why the employer should be pretty much careful in selecting the right employees who are
entitled with some due own responsibilities and performance objectives, and so are the
employers (Iowacore.gov. 2016). All the four questions of task 1 have been answered in the
table.

Work Develop 1.1 Evaluate 1.2 Recommendation1.3 Review 1.4


responsibilities
Personal Punctuality Punctually is Use the train instead Hawthorne
responsibilities Communication needed for being of bus to be in time effect of
Presentation timely in the organization motivation
(smart) It is needed The firm should theory

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Hygiene among the team take extra care for Review sales
members the safety of the Assistant
Communication employees. The
is needed for motivational
solving problem factors:
Smart Leadership
presentation is style
needed for the Reward system
strategic Work
decision making environment
Work structure

Direct and Direct Line manager’s Recommend more Motivation for


indirect Line manager function to training for near work
relationship and (mode of control the position and role environment.
adaptability, communication) subordinates. that have been Work structure
decision making Customers The indirect played should be
processes and Indirect: function Making more effort created.
skills CEO evaluate the True according
BOD change in the to expectancy
(Changing in industry. theory
Management)
Ability to learn Health safety IT skills are Recommendation Motivation for
and develop (hygiene) needed to be for to be self- Reward system
within the work IT sophisticated. conscious
role skills/Training Training is Recommendation True according
Hostility needed to be for training to expectancy
CCPS skilled theory
Nutrition/
Allergy

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Employment Legislation- Legislation is The law of Motivation for
legislation (Assembly point needed to be legislation should be work
ethics, Bully ethical. implemented. environment
employment discrimination Motivating and
rights and Honest hygiene factors
responsibilities Work hours
under age acts)
Ethics
Rights
Performance Sales assistant Sales assistant Integrated goals Motivation for
objectives job title job titled is should be leadership is
Customer required for the developed. required
service achievement of Its position in
Communication goals. Maslow’s
Sales power hierarchy of
Wavering skills needs.

1.1 Development of a set of own responsibilities and performance objectives


Development of sets of responsibilities and performances of an employee help the individuals
attain their goals. It also defines the responsibility of sharing knowledge and the communication
strategy that are required to improve employee skills while providing employee efforts to attain
employers’ objectives. In this regard care should be taken while linking individual goal should
with that of company goal (Overtoom, 2011). Personal responsibilities regarding punctuality,
communication, presentation and hygiene need to be formed on individual and SMART
objectives should be formed on oneself while exerting best effort to improve employee
performance. I have formed my own responsibilities and performance objectives like assisting
my customers while selecting alternatives, uplifting company’s sales volume and customer

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satisfaction as a part of my setting own responsibilities and performance objectives and
accordingly develop my skills.

1.2 Evaluation of own effectiveness against defined objectives


Effectiveness of my early mentioned objectives like assisting my customers while selecting
alternatives, uplifting company’s sales volume and customer satisfaction can be measured
through performance of the organization, consistency of my performance with that of code of
conducts and the guidelines that have assigned to me. Besides my performance can be measured
through my contribution to reduce time while I am serving a particular customer and their level
of satisfaction and perceived value towards company offerings. If any discrepancy arises while
evaluating my own effectiveness regarding early defined performance measures corrective action
will be taken accordingly to reduce the discrepancy and effectively attain desired performance
(Laughlin, 2011).

1.3 Making recommendations for improvement


Followings are the recommendations in this respect that can be considered while improving the
performance at desired level:

 Using other recruiting vehicles than the conventional would increase the probability of
hiring the good ones.
 This would be much more helpful for globally recognized organizations.
 Evaluation bulletin board might help the employees with the down performance of their
respective field and they would later on work over the matters most.
 Moderate using of business case and economic modeling ensures the professional
wellbeing of the workforce.

These guidelines are in the interest of the senior managers and employees as well.

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1.4 Use of motivational Techniques for improvement of quality of
performance

Maslow’s Hierarchy of Needs


As per this motivational theory people are motivated to exert their best effort while attaining
some needs. Followings are those needs that an individual intends to attain while providing their
best effort to an employer:

The hierarchy is made up to five levels:

 Physiological
 Safety
 Belongings
 Esteem
 Self-actualization

Based on employee’s position on each level of hierarchy, company can design motivational tools
that boosted up employee performance thus they exert their best effort for their employee’s and
develop own skills accordingly which is compatible to job requirements (Torres, 2014).

Hawthorne Effect
The hawthorn effect is name after the person whose name was Hawthorne. This effect is named
following a couple of series of social experiments on the influence of physical conditions of
workforce productivity. Employee productivity and efficiency are modified and improved in
response to their awareness of being observed. As per this reactivity theory working structure
changes like change in working hours, shifts, breaking time etc. have their impact on employee
productivity and paying attention to employee needs positively affect employee performance.
Thus Hawthorne effect suggest looking at employee needs satisfaction by restructuring working
conditions and this have positive influence on employee performance and skill development
(Mondy, et al, 2015).

Expectancy theory
There are three elements in the expectancy theory. These are: Expectancy, Instrumentality, and
Valence and an employee expects to behave in a certain way when they expect something in

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exchange for their contribution toward other’s goal attainment. To obtain employee behaviors in
a certain way these factors should be considered and by incorporating them in rewarding or
punishment, employers can obtain certain behavior from their employees. When organization’s
reward is directly linked with employee performance, it improves their performance and
encourage employee to develop own skills (DeCenzo and Robbins, 2014).

Hertzberg’s Two-factor theory


As per this theory there are two job related factors which have given below:

1. Motivator factors

2. Hygiene factors

Some of these facts cause job satisfaction where others cause job dissatisfaction. These factors
are independently related with each other. Motivation factors that enhance employee
satisfactions are challenge that the opportunity offers, recognition, achievement, responsibilities
and participation in decision making. On the other hand, hygiene factors that affect employee
dissatisfactions on their absences are salaries, benefits, working conditions and vacations.
Though they don’t increase employee satisfaction but in case of their absence employee become
dissatisfied. Proper combination of these two improves employee willingness to exert their best
effort towards employer’s goal attainment (Griffin and Annulis, 2013).

Task 2

2.1 Develop solutions to work based problems you have encountered in your current role.
The solutions based on work based problems I have faced by me in the work place are discussed
below.

Identify the issues


First of all, I always identify the problems. As different individuals have different views, the
issues seem to be problematic to me may not be the so to another one.

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Understand the interest of everyone
This is very important step. The decision I take may go against the interest of others. That is why
I have to make sure that everyone is happy with my decision for the solution of the problem. I
have to keep in mind that the best decision is that which covers everyone’s interest.

List the potential solutions


I find out the potential solutions. That means we should have alternative to the solutions. In case
a solutions fall flat, another solution can be used. The solutions. I have to evaluate the solutions
to find out the effective one. Then the effective one should be implemented (Savitch, 2014).

2.2 Communicate in a variety of styles and appropriate manner at various levels.


According to the corporate decorum, employees with different communication style are preferred
by the organization. The same communication style should not be followed at every level of the
company. Rather the communication style should be diversified. There are basically five
communication styles used different levels of the business. these are described below.

The Assertive Style


The assertive style suggests as in indication of highly self-esteemed. It is the best communication
style. Sometimes the employees or subordinates are made do the work even after office hour just
showing this communication style (Iowacore.gov. 2016). But it is not applicable when the
subordinates are arrogant. This style is mostly shown to the higher level of personnel.
Surprisingly the most people really use this communication style

The Aggressive Style


This style is mostly used with the subordinates. Aggressive people behave in a way to force the
subordinates to get the work done. This style is shown by the most of the people. But it is an
ineffective communication strategy. Employees become demotivated and arrogant because of
this communication style

The Passive-Aggressive Style


These people are arrogant but in a passive way. That means they show anger from behind the
scene. The chance of misunderstanding is very common in this style. People generally show this
behavior because of the feeling of powerless and they are resentful. They show their feelings by
undermining the object (Overtoom, 2011).

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The Submissive Style
This is a very effective communication style. These people want to avoid conflict. The know
how to value the other people. He provides the rights to the subordinates and the employees
become motivated because of the communication style (Griffin and Annulis, 2013)

The Manipulative Style


These people behave in a calculative way and this style is scheming and shrewd. These people
are skilled in controlling and motivating others. These styles bring success to any organization.
The demand of such people is huge in every organization

2.3 Identify effective time management strategies and how they can help individuals to
manage their time more efficiently.

Identifying effective time management strategies


There are basically 10-time management strategies. These are described below.

I have to know to spend my time properly. It is a unique quality to have. The work should be set
by priorities. The important or vital tasks should be done first (DeCenzo and Robbins, 2014).
One should do any task in a planning way. That is why different planning tools should be used to
save time. I should be organizing while I am doing my task. A lot of time can be saved if we do
our tasks in proper and organized way. I should utilize the time properly and try to maintain the
time schedule properly (Mathis and Jackson, 2013). When a person becomes busy, he can take
help from others. This is called the delegation of others. I should not waste my time by
procrastinating. We should be active enough in our workplace. Manage external time wasters.
The external factors can waste my time. That is why I have to try to not to be irritated by external
factor. I should not take extra pressure that is why I should always avoid multitasking. He next
work should be ready to be processed before finishing the task in hand

How time management strategies can help to manage the time efficiently
Time management strategies are very helpful in managing time. The ways the time management
strategy can help to manage time efficiently are described below

i. The strategy helps the employee to get the work done in time.
ii. Time management strategy helps to get performance appraisal

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iii. Performance appraisal strategy can help the management to achieve its organizational
goal
iv. The performance can be huge through the use of time management
v. Right task can be done through time management strategies

Task 3

3.1 Explain the roles people play in your team and how you work together to achieve
shared goals
The roles how to work together to achieve the shared goals which are played by the people of my
team are thoroughly discussed below

Implementer
The decision taken by the management are implemented by the team members. That is why both
are interrelated in a sense that if the management of any company develop an effective planning
but it will fall flat unless the the team members are inefficient as well as reluctant implement the
task.

Coordinator
As discussed in the upper part that the team members play a role of implementer, the also play
the role of coordinator in the same way. They coordinate between the decision making division
and the implementation making division. That is why the efficient time members are required.
As the team members they also help one another.

Resource investigator
The also plays the roles of resource investigator. Though the resource investigator duty is not the
part of his actual duty but he does this role subconsciously. He doesn’t need to be paid for the
important job he does. The management can correct their decision based on the report of the
team members

Monitor
The also plays the roles of monitor. Though the monitor duty is not the part of his actual duty but
he does this role subconsciously. He doesn’t need to be paid for the important job he does. The

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management can correct their decision based on the monitor report of the team members. The
team members are always concerned about the unethical duties.

The clarifier
People help the team when the time is bogged down and stand back from the complexity and
jump to the discussion into a series of options. It is a very tough job done by the team members
of the company.

The reality checker


The people of the organization are truly reality checker. The reality comes to our mind by just
looking at them. The present performance of the firm can be well understood by them. The
reality is a fact that everyone has to accept this. The discrepancies in the management decision
can be rectified because of their checking

From my perception it seems to me that the shared goals can be achieved by with SMART
(specific, measurable, achievable, relevant, and timely) techniques.

3.2 Analyze your team dynamics


Team dynamics are the unconscious factors the impact the condition of team behavior and
performance standard (Mondy, et al, 2015). Team dynamics are caused by the nature of the team
work, the responsibilities of the team and the work environment. These dynamics are discussed
below.

The profitability of an organization


The first dynamic of the organization is the profitability of any organization. Every person runs
after profit. If the people see the organization is profitable, then they get inspired to do their job
properly.

Whether people enjoy their work


The next dynamic is the satisfaction of the people in the team (Laughlin, 2011). If the people
remain unsatisfied then they can lose their interest in the team performance

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Staff retention rates
It is another important tam dynamic. We know that staff retention rate indicates the dedication of
the team members. That is why the performance is largely dependent on it. The company should
take steps to retain the staff retention rate to a moderate rate.

Team and individual performance


The employee retention is another dynamic. Individual performance brings the team
performance. So if someone is callous to his individual performance then it is not possible for
team to perform well.

Company reputation
Company reputation is the last dynamic of the team dynamics. The team performance varies for
the reputation of the company. The team members get inspired in working in the renowned
company. The team members should work together to keep the reputation unaffected.

3.3 Suggest alternative ways to complete tasks and achieve team goals.
There are some alternative ways by which the team goal can be achieved. To do that the firm has
to be well organized. The team members have to consider the firm as their own company. The
alternative ways to to complete tasks and achieve goals are listed below.

1. The alternative way to complete the task is termed as the specialization


2. In the case of specialization all the team members will continuously do the work roles
which are assigned by the team and are in the arena of expertise.
3. Decentralization policy should be taken
4. To identify the needs of different employees and fulfill them to get the work done
because the motivated workers are highly dedicative to the company.
5. Teamwork is very crucial because it is the result of decentralization policy.

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Task 4

4.1 Evaluate tools and methods for developing solutions to typical problems you experience
in your current role.
Depending upon the complexity of a problem, there are many tools and methods used. These
methods vary from organization to organization. But the tools and methods for solving a typical
problem I have experienced are discussed below.

There are six phases in the six sigma principle. These phases are very important in decision
making. These six phases are defining, measure, analyze, improve and the control phase. This is
a simple method in problem analysis. Only the answers of the five questions are given in this
analysis. There are 7 steps in the fish bone analysis. It allows effective roots and it is a very
simple diagram (Mathis and Jackson, 2013). It is one of the most popular diagrams which is used
for making decisions. This is another popular problem solving method. It is prepared on the
consensus basis. TQM is basically used for strategic problem solving. Method there are several
components in the tools. It is also a widely used tool in problem solving process. It is related to
product related problem solving process. It is mostly used by the production department of a firm
Five approach problem solving process is the process of problem solving. These processes are to
identify a problem, identify plan, potential situations, to work the study and to measure. The
main motto of this method is prevention is better than cure. It minimizes the product failures. It
is also a world recognized problem solving method (Overtoom, 2011).

4.2 Develop an appropriate strategy for resolving a particular problem you have
experienced.
As it has been asked to develop appropriate strategy for resolving a particular problem I have
ever experienced. The framework of strategy is given below

The framework of appropriate strategy for problem solving


Step 1 Identifying the problems
Step 2 Identifying the root causes
Step3 Brainstorming the solutions
Step 4 Selecting solution

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Step 5 Implement and check the impact of the solution

Step-1: Identifying the problem

The main task for strategic problem solving is the initial stage.it is a vital task to be done.

Step-2: Identifying the root problems

Then the root problems should be identified

Step-3: Brainstorming the solutions

Then people have to brainstorm the solution. It should take little time to complete the process

Step-4: Selecting the appropriate solution

Appropriate solution should be selected by evaluating the solutions.

Step-5: Implementing and check the impact of the solution should be implemented and regularly
monitored.

4.3 Evaluate the potential impact on the business of implementing the strategy.
If the strategies which have been discussed in the upper question are successfully implemented in
the company, I am quite sure the business will have the following potential impact (Haasler,
2013).

Consistency of performance
To sustain in the modern competitive world the consistency of performance is very much
required by company. The consistency of performance can be only achieved when the stragies
should be properly implemented. The main impact of the implementing the strategy is to keep
the consistency of the performance.

Easier for teams to manage group process


The organization is consisted of different work groups and the success of the organization is
wholly equivalent summation on the group success. to the It will be easier for the team to

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manage the group process if the implement the strategies. Every business more or less face to
some extent of risk. That is why the group members should be more careful about that.

Solving problems effectively


Every business has to face some sort of problem in the organization. Strategies can make
someone efficient. That is why problem solving strategies are the effective way to solve the
problems. The solving techniques are totally dependent upon the strategies made by the
organization.

Building a convincing case for change


The strategies help the organization to change their operations. The firm can change their
decision in their own way. That is why it is called the convincing case for change. Whatever the
firm does should be done in a convincing way. (Gravells, 2010).

Conclusion
As the most of the tasks of any business is done by the employees of the business that is why the
success of any business mostly depends on the skills the employees have. From the self-
evaluation statement it has been known that the employees ‘responsibilities are very crucial to
any organization regardless the firm is small or large. The tasks done in this assignment are not
conclusive rather persuasive. It does not necessarily mean that the process of problem solving
discussed here will always be fruitful to the organization rather it is a rules of thumb. But we
have to keep in mind that exception is not an example. So if any business organization who
follows the techniques, methodologies, tools as well as the strategies is going to be successful. I
face some limitations while doing this assignment but I think it is inherent to do any sort of
assignment.

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References
 DeCenzo, D. and Robbins, S. (2014). Human resource management. New York: Wiley.
 Gravells, A. (2010). Delivering Employability Skills in the Lifelong Learning Sector.
Exeter: Learning Matters Ltd.
 Griffin, M. and Annulis, H. (2013). Employability skills in practice: the case of
manufacturing education in Mississippi. International Journal of Training and
Development, 17(3), pp.221-232.
 Haasler, S. (2013). Employability skills and the notion of ‘self’. International
Journal of Training and Development, 17(3), pp.233-243.
 Iowacore.gov. (2016). Employability Skills | Iowa Core. [online] Available at:
https://iowacore.gov/iowa-core/subject/21st-century-skills/3/employability-skills
[Accessed 7 Mar. 2016].
 Laughlin, P. (2011). Group problem solving. Princeton, N.J.: Princeton University Press.
 Mathis, R. and Jackson, J. (2013). Human resource management. Mason, Ohio:
Thomson/South-western.
 Mondy, R., Noe, R. and Gowan, M. (2015). Human resource management. Upper Saddle
River, N.J.: Pearson Prentice Hall.
 Overtoom, C. (2011). Employability skills. Columbus, OH: ERIC Clearinghouse on
Adult, Career, and Vocational Education, Center on Education and Training for
Employment, College of Education, the Ohio State University.
 Savitch, W. (2014). Problem solving with C++.
 Teamtechnology.co.uk. (2016). Definition of Team Dynamics. [online] Available at:
http://www.teamtechnology.co.uk/team/dynamics/definition/ [Accessed 9 Mar. 2016].
 Torres, B. (2014). The Employability Skills of the Overseas Filipino Workers. JPAIR
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