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Case Study on Employability Skills

   

Added on  2020-01-28

14 Pages4415 Words52 Views
Employability Skills1

Table of ContentsINTRODUCTION ...............................................................................................................................3TASK 1.................................................................................................................................................31.1 Development of the own responsibilities and performance objectives.....................................31.2 Evaluation of the own effectiveness against the defined objectives..........................................41.3 Recommendations for improvement..........................................................................................41.4 Motivational techniques for improving the quality of performance..........................................5TASK 2 ................................................................................................................................................62.1 Solutions to the work based problem ........................................................................................62.2 Communication in variety of styles and appropriate manner at various levels of Timbacourt.62.3 Identification of effective time management strategies.............................................................7TASK 3 ................................................................................................................................................73.1 Roles of the individuals in a team .............................................................................................73.2 Analysis of team dynamics........................................................................................................83.3 Alternative ways to complete tasks and achieve team goals. ...................................................8TASK 4.................................................................................................................................................94.1 Tools and techniques for developing solution to the problems..................................................94.2 Development of the strategy for the section problem..............................................................104.3 Potential impact on the Timbacourt of implementing the strategy..........................................10CONCLUSION...................................................................................................................................11References..........................................................................................................................................12BIBLIOGRAPHIES...........................................................................................................................142

INTRODUCTION Employability skills refer to set of achievements, understanding and personal attributeswhich makes individual employable. These are called as transferable skills which helps the personto get good and desirable job. With respect to career planning and development, theses skills arereferred as career management skills. The focus of these skills is to develop base of knowledgeamong the individuals and make them eligible for the job (Introduction to employability skills,2016).The present study is based on the given case study which determines responsibilities andperformance, development of personal and transferable skills. Along with this, it consists ofdynamics of working together and development of the strategies for problem solving.. TASK 11.1 Development of the own responsibilities and performance objectivesJob description for the post of training manager is as follows: Creating effective training strategy for the development of the staff members. Regular analysis of employee’s training needs (Arnold, Ducate and Kost, 2012). Development and maintenance of effective relationships with the external partners andagencies for making the training program successfulTo ensure that targeted activities and plan can be achieved within the decided budget. To ensure the active participation of workers in training and development programmes. Identification of opportunities for enhancing standards and level of the training delivery andquality assurance (Lowden, Hall, Elliot and Lewin, 2011). Person Specification: Experience upto 5 years in the field of training and development. Effective communication skills, convincing power and relationship management skills. Should have good personality and entrepreneurial attitude. Should have the ability to design and manage budget as per the training program and itsactivities (Meredith Belbin, 2011).Job description for the post of the retail sales person is as follows. Greeting customers properly and offering them assistance.To provide information about clothes to the individuals and help them in selecting goodclothes as per their requirement. Building customer confidence, providing them with opinions and suggestions for making3

their shopping easy and simple (Kulkarni and Chachadi, 2014). Creating and updating customer profile recordsCoordination and cooperation with team members for achieving the targets. Maintaining good relationship with the customers. Person SpecificationShould have good and active listening skillsProper communication and customer handling skills Basic knowledge about maths and customer service (Lowden and et.al., 2011). Should have effective people management skills with high energy level. 1.2 Evaluation of the own effectiveness against the defined objectivesThere are wide ranges of staff members in the Timbacourt whose roles and responsibilitiesare different from each other. Each worker has its set and defined objectives which are essential toachieve. Staff members of the company can evaluate their effectiveness against defined objectiveswith the help of the following strategies: Self Evaluation: It is one of the effective methods with the help of which individuals canevaluate their performance time to time. With the help of this, workers can identifystrengthens and weaknesses which can help them in the development. By this, employeescan develop themselves for meeting objectives and goals of the company (Grunig, 2013). Scoring: Staff members of the organization need to score them according to theirperformance and effectiveness against the defined objectives. Scoring helps in determiningperformance level of the workers so that they can improve it by developing more skills andabilities. This method also represents the position of the team members which motivatesthem to perform well and to get higher position (Trought, 2012).Paired Comparison Method: In this, performance of the each team member is comparedwith the individual of the same team. This helps to identify better performance of theindividuals and also helps in motivating other members to develop their skills. This furtherhelps in determining that who is able to achieve their objectives properly with proper andeffective performance (McGRATH, 2011). 1.3 Recommendations for improvementTimbacourt can be recommended its staff members to perform and work well with the helpof various techniques. These techniques are explained below: 360 degree feedback: Company can recommend the area of development to its staffmembers by conducting 360 degree feedback. In this, feedback of each and every employee4

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