Employability Skills

This document discusses the concept of employability skills and their significance in job performance. It covers topics such as personal responsibilities, performance objectives, evaluating effectiveness, and making recommendations for improvement. It also explores ways to use motivational methods to enhance employee performance. Additionally, it provides solutions to work-based problems and strategies for effective time management.

EMPLOYABILITY SKILLS

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Set of own responsibilities and performnace objectives........................................................1
1.2 Evaluating own effectiveness according to defined objectives.............................................2
1.3 Make recommendations for improvement.............................................................................2
1.4 Way in which motivational methods can be used to improve employees performnace........3
TASK 2............................................................................................................................................4
2.1 Developing solutions to work based problems......................................................................4
2.2 Making top management informed about issue and memo to all staff members..................4
2.3 Time management strategies.................................................................................................5
TASK 3............................................................................................................................................6
3.1 Roles people play in team and way in which they can work together to acvhieve shared
goals.............................................................................................................................................6
3.2 Team dynamics......................................................................................................................7
3.3 Alternative ways to achieve team goals................................................................................8
TASK 4............................................................................................................................................8
4.1 Tools and methods for developing solutions to the problems...............................................8
4.2 Appropriate strategy for resolving problem..........................................................................9
4.3 Financial and non financial impact of above given strategies...............................................9
CONCLUSION..............................................................................................................................10

INTRODUCTION
Employability skills refeers to the skills on which one focus in order to develop so
become able to do job in better manner. In the present report number of things are covered in
respect to employability skills. In the report time management methods are explained in detail
and work nased problems are identified. Solutions to these work based problems is explained in
detail. Apart from this, in the report time manaement methods that can be followed are explaned
in detail. At end of the report, financial and non financial impact of employee turnover strategies
is explained briefly.
TASK 1
1.1 Set of own responsibilities and performnace objectives
I as a HR manager is working in the Travelodge and there are some of the roles and
responsibilites in the mentioned company. I can classify these responsibilities into personal
responsibilities and other one. There are some specific responsibilities in the Travelodge as HR
manager and one of them is to do performance appraisal. Under this I have to do appraisal of
performamnce of the employees that are working in the organization. Time to time need to
collect relevant data in business in respect to employees performance. It can be said that it is one
of the main responsibility that I have to perform by working at designation of HR manager
(Lerman, 2013). My other responsibility is to determine the salary of employees on the basis of
results that are obtained on the performance appraisal of employees. My other main
responsibility in Travelodge is to take time to time meeting with the employees of the
organization so that conflict if any is there between employees can be identified on time and
problem can be solved when it is at small level. I am curently heading conflict management cell
under which my main aim is to identify soilutions of the problems and to resolve disputes among
employees by finding out solutions on which both entities have concensus. In this way, I fullfil
my responsibilities. My third major responsibility is to design job description statement and to
select best candidate for the company. In this regard I time to time prepare job description
statement and according to need make changes in same. While taking interview I need to ensure
that selected candidate is perfect for the firm.
There are some performance objectives that are associated with my designation and one
of them is to prepare job description in proper manner and to do appraisal of performance in
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systematic way so that correct amount of increment can be given to employees in their salary.
Other main objective is to ensure that that is harmonious relationship between employees and in
this regard main objective is to conduct employee activties time to time so that more interaction
can be promoted among the employees of the firm. Apart from this, my other objective is to
ensure that whoever person I am selecting have necessary skill set and talent for doing a job.
1.2 Evaluating own effectiveness according to defined objectives
I evaluate my effectiveness by comparing with objectives. During comparison I
identifiied that on some points I give elegant performance in the business firm but in some areas
performance was not up to work. I observed that I failed to do performance appraisal in proper
manner. There may be multiple reasons behind this and one of them is that there are number of
employees in the business firm and it is very hard task to appraise all employees in proper
manner. However, in area like preparation of job description and employee selection I give
exceptional performance and select right candidate for the Travelodge. It can be said that on this
front I perform well for the business firm. Apart from this, I also failed to perform well on
conflict management (Deeley, 2014). Currently, there are some conflicts that are going on in the
mentioned business firm but I failed to solve these problems in proper manner. It can be said that
it is one of the main issue where I failed to perform well. I give good increment to some
employees but to some up to expected level I failed to give increment. There are multiple factors
behind this and failure happnened because there was budget constraint and due to this reason
beyond certain amount I was not able to give more increment to employees. It can be said that
due to constraint I failed to perform in better way. Apart from this, I also make some mistakes
and one of them is that I make wrong assessment of some employees performance due to which
some employees get unsatisfied and conflict arises at floor. Hence, it can be said that I need to
work on multiple areas to improve performance.
1.3 Make recommendations for improvement
There are number of areas where I need to make improvement and recommendation in
respect to same is given below.
 One of the main recommendation is that there is need to make use of analytic tools
because by using same data can be analyzed in better way. HR analytics become quite
popular among the business firms because by using same employees performance is
analyzed in much better way by the business firm. It is one of the best way in which I can
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do performance appraisal of employees in proper manner. There are several algorithms in
the software like R that can be used to identify relationship between different variables
and assessment of employees performnace duyring specific financial year. By doing so I
will be able to do performance appriasal of employees in systematic manner.
 Second recommendation is that there is need to change the way in which employees
conflict is addressed. There is need to make more efforts to improve performance. In this
regard I can first of all can take one to one meeting with the entities that are involved in
conflict. During these meetings I can identify the opinion of each of these entities and
their concerns. Comparison of both in respect to relevant entities can be done in order to
ensure that deep understanding and interrelationship is developed in respect to concerns
of both entities. All these things will help me in handling situation in much better
manner. It can be said that by following this strategy I can identify common points where
both entities can negotiate with each other. In this way I can resolve the problem in better
manner.
1.4 Way in which motivational methods can be used to improve employees performnace
There are number of ways in which motivational methods can be used to improve
employees performnance and one of them is that financial incentives can be given to them.
Under this, one can do extra working hours voluntary and in return will get good financial
benefits. Earlier also good amount of financial benefits were given to employees but same was
not considered suffic ient by the employees (Jackson, 2012). Hence, by giving higher amount of
pay on extra working hours employees can be satisified and and they can be motivated to work
hard at the workplace. Apart from this, as part of financial incentives more higher pay can be
given to the employees whose work quality is excellent. By doing so employees can not only be
motivated to work hard but also to maintain quality in work. It can be said that financial
incentives are the one of the main tool of motivation. Apart from this, non financial incentives
can also be given to the employees and under this they can be promoted to top position to work
hard at the workplace by motivating them. It can be said that both financial and non financial
incentives both are one of the most important techniques that can be used for motivating
employees at the workplace. Apart from this, employees partcipation can be increased in day to
day manageemnt of the business and under this they can be asked to advise management in order
to improve organization performnace. It can be said that inovlvement in decision making process
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will make employees feel that they are valued by the firm and their experience as well as
performance is recognized. Hence, such kind of due acceptance and respect may motivate
employees to do hard work and improve performance.
TASK 2
2.1 Developing solutions to work based problems
There are number of work based problems that are observed in the organization and some
of them are explained below. Lack of proper training programs: One of the seruious problem that organization facing
is that there is lack of proper training programs at the workplace. In absence of best
training program employees are not trained properly and due to this reason there skill set
remain underdeveloped which costs to the business firm. Thus, there is need to prerpare
proper training programs at the workplace (Sung and et.al., 2013). Under this specific
committee can be prepared under which there may be two to three members of each
department. While designing training programs advise must be taken from these
committee members which will ensured that training needs are identified properly and
way in which trainig must be given is determined. By doing so better skill development
of employees can be done at the workplace. It can be said that traininig programs must be
prepared in proper manner by the business firms. Absence of proper framework to maintain contact with employees and conflict
resoulution: There is also a need to maintain contact with employees and in this regard
there is need to develop proper framework. As part of this strategy time to time
employees must be called in one to one meeting so that managers get depth information
about whatever is going on in the market. If in any case any matter of dissatisfaction will
occur then in that case management will be in position to take strict and reasonable action
on time to handle the situation. Thus, one to one meeting as addition in framework will
prove helpful to the firm (Padmini, 2012). Conflict resolution is another important
framework that can solve work based problems. Time to time meeting with employees
will help managers in tracking problems at the worklace and at initial stage same will be
solved.
2.2 Making top management informed about issue and memo to all staff members
To
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The Senior managers Date: 27th July 2017
Subject: Information about problems faced by organization
Honrable members
This is to inform that organization is facing some serious problems in its business. One of
these are lack of proper training programs and absense of proper framework to maintain
contact with employees as well as conflict resolution. These are the problems that are heavily
affecting an organization. Due to poor training programs skill development of employees is
not taking place at fast pace which prove costly to the firms (O'Neil, 2014). Once there is need
to review way in which training programs are organized at the workplace. It can be said that
necessary changes must be made in training program. There are steps that are proposed to be
taken to handle situation. Under this it is proposed that there must be committee of 2 members
from each department and with consultation received from them trainng program will be
prepared again. In this problem will be solved to some extent at the workplace. Apart from this
there is lack of proper framework to maintain contact with employees and conflict
resoulution. In this regard it is proposed that one to one meeting must be organized and
problems must be identified that are prevailing at the workplace. In these ways it is expected
problems can be solved at worklace.
Date: 27th July 2017
Subject: Informing about work based problems
From: HR department
Company: Travelodge
To: Employees
Company: Travelodge
It is informed to all employees that solution of work based problems is identifiied and from
now onwards on regular basis one to one meeting will happened. This meeting will be
opportunity for you all to share any grievance or any advise to top management. Apart from
this, training programs will be reviewed and necessary changes will be done in same. Under
this main focus will be on skill upgradation and it can be said that such kind of things will
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provide better career opportunity to employees.
2.3 Time management strategies
To
The Senior mangers Date: 27 th July
2017
Subject: Time management strategies for employees
Dear candidates
As all know that work load is going to its peak level and there is need to make necessary
changes. In order to manage time there is need to follow time management strategy. Some of
the commonly used and well known time management strategies are given below.
Preparing time table: In this strategy individuals have to prepare their own time table under
which starting and completion time for each activity will be determined. In a single day one
have to perform lots of tasks and it is very difficult to complete all these on time (Yusof and
et.al., 2012). By preparing time table one easily determine completion time and can make
efforts to complete task as soon as possible. Thus, by preparing time table one can manage
time in better manner.
Figure 1Time management
(Source: Yusof and et.al., 2012)
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Determining activities with top priority: Determining priority is the another important time
management tool and under this activitities that have significent importance are kept in
category of priority and are performed by individual first of all (What is time management,
2017). By following this strategy it is ensured that majority of time will be given to those tasks
that have due importance and can not rescheduled. It can be said that determining activities
with top priority have due importance for the firms.
Minimse interuptions: It is very important to ensure that there are minimum interuptions in
work. This is because when interuption happened it become difficult for one to focus on work
and due to this reason time taken to complete task will increase (Wilton, 2012). If strategy of
minimum interruption will be followed then in that case time will be managed in proper
manner. It can be said that one can determined specific time period within which it will
interact with relevant entities. This will lead to saving of time.
TASK 3
3.1 Roles people play in team and way in which they can work together to acvhieve shared goals
There are number of roals that people can play in a team and same are given below Guide: Team members can play a role of guide and under this they can share their
experience with other menbers. Under this they can guide each other in case one face
problems in its business. Such kind of roles really facilitate team building in the
organization and help in achieving shared goals. This is because when individuals will
support each other then in that case they will learn lots of things and objectives will be
achieved on time (Gravells, 2010). Thus, individuals can play a role of guide to make
team more stronger then before. Intellectual capital: People can make use of their intellectual capital in team work and
under this if one is facing huge problem then other team member by using its intellect can
help other one in solving specific problem. This can lead to achievement of shared goals
in team. Enhancing communication: By enhgancing communication team building can be made
more stroger and shared goals can be achieved. This is because when communication
increase among employees their understanding also develooped to great extent about
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each other. This bring group solidarity in the team and tougher targets are achieved in the
business.
3.2 Team dynamics
Team dynamic refers to the unconcious, psycological forces that have impact on
behaviour of team and performance. There are number of factors that have influence on the team
dynamics in the organization like nature of team work and perosnalities that are within time. It
can be said that team dynamics have heavy influence on team work this is because nature of
team members specially team members heavily influence the team work. If team members are of
agrressive in nature then in that case team can not perform well. Means that team members if are
of agrerssive nature they will already remain in conflict with each other and due to this reason
heavy damage will occur to the business firm. It can be said that team dynamics is the concept
that have heavy influence on any team capability to achieve targets (Rasul and et.al., 2010).
Thus, senior managers of the business firms must ensure that they are keeping strict control on
their suboridinates so that no one can work at its own discretion against the firm. There must be
strict guidelines that must be followed by the team members while doing any work and
interacting with team members. This will ensure that all subordinates are working within their
scope of authority and good environment will be maintained within team. There are number of
steps that can be taken to solve such kind of issues. It is responsibility of senior manager to
ensure that it is leading team in better manner. There must not be any situation where team
members feel that their take care is not done in proper manner. If same will not happened then in
that case employees will feel dissatisfied. All these things will negatively affect team capability
to achieve objectives.
3.3 Alternative ways to achieve team goals
There are number of ways that can be followed to achieve team goals and equal division
of roles and responsibilkities is one of them. Under this it must be ensured that all tasks are
equally divided among team members and there is no situation where single employee is
overloaded and other one are enjoying a work. With proper plan entire work must be divided
among team members. This will ensure that team goals are achieved in systematic manner.
Second best way to complete task on time is that according to expertise work must be given to
individuals (Jones, Torezani and Luca, 2012). This is because if one have due expertise in
specific field then in that case it can done work more quickly and efeciently. Thus, before
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commencing work on any operation it must be ensured that with right skill set candidates are
employed in team. All these things will ensured that team goals will be achieved in systematic
manner. Usually it is observed that in a team many times work is given to candidate in respect to
which an individual does not have any sort of experience. In order to ensure that work will be
done on time pressure is mentioned on that particular employee. All these things lead to negative
impact on personal relationship of individuals. It can be said that alternbative ways that are
suggested above are helpful for the firms.
TASK 4
4.1 Tools and methods for developing solutions to the problems Seeking advice from the employees: In order to solve problem of turnover of employees
advise can be taken from the employees. This is because employees are working at
ground level and they have strong knowledge about the factors that are motivating their
collegues to leave job from the hotel. On the basis of received input management can take
strict action and can identify solution of the problems. It can be said that seeking advice
from the employees is one of the method through which problem can be solved. Conducting exit interview: Exit interview can be conducted and under this when any
employee leave a job from the firm its interview can be conducted (Riebe and Jackson
2014). Through such kind of interview management will come to know about the reaosns
due to which that specific person is leaving a job. Morover, management will be in
position from where it can take steps to improve condition. Calling employees that already left firm: Firm can call those employees that already
leave job from the firm and can ask them to communicate reasons for leaving a job from
the firm. this is the one of the best practice that can be followred by the firm to develop
solutions of problem of employee turnover.
4.2 Appropriate strategy for resolving problem
There are number of strategies that can be used to resolve the problem. These strategies
are explained below. Increasing pay to employees: In order to reolve the problem there is need follow
appropriate strategy and under ths there is need to increase pay to employees (Crayford
and et.al., 2012). As part of this strategy good increase must be given to employees salary
each year and by doing so they can be motivated to stay for long time in the business
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firm. It can be said that increased pay amount have significent impact on controlling
employee turnover. Providing amenties: Amentiities can be provided to the employees like cab facility and
regular health check ups. By doing so message can be communicated to the employees
that organization is not only employing them but also take care them. It can be said that
this is the one of the unique strategy that can be followed by the firm to reduce employee
turnover from the workplace. Advising senior employees to improve their behaviour: Strict guidelines can be given to
employees in respect to improving their behaviour. In many firms it is observed that top
managers behave in very wrong manner with their subordinates. Due to this reaosn many
employees decide to leave their job from the firm. thus, advising senior employees to
improve their behaviour is the one of the strategy by using which employee turnover can
be reduced to great extent. Giving carrer building opportunity: Good career opportunites are the one of the
important options that firm is having (Verran, 2010). If it will show employees that by
working in the firm they can give new heights to their career then in that case more and
more employees can be motivated to stay in the firm.
4.3 Financial and non financial impact of above given strategies
Financial and non financial impact on the business firm in respect to stratgeies are as
follows.
 Increaisng pay to employees: If in any case salary of employees will increase then it will
have impact on the firm financial condition because employee cost of the firm will
increase due to traction in salary of employees.
 Providing amentiies: In case more amenties will be provided by the firm then it will
impact firm financials because investment need to be made in order to provide facilities
to the employees (Kulkarni and Chachadi, 2014). It can be said that if this option will be
selectdn by the firm then it will not have very big impact on its its financials.
 Advising senior employees to improve their behaviour: This will not lead to any
financial impact on the firm because here simply advise is taken from the employees in
respect to employee turnover.
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 Giving carrer building opportunity: Giving carrer building opportunity will have non
financial impact on the firm as employees will be promoted to next level which will
motivate them to remian in the firm.
CONCLUSION
On the basis of above discussion it is concluded that there is significent importance of
perfrmance evaluation because by doing same one better evaluate its performance and take
action on time to improve effeciency which ultimately benefit firm. It is also concluded that
work based problems are faced by the firms time to time and due to this reason it is very
important to ensure that timely strategies are formulated to solve the problem. Time management
strategies must be followed in the business because by doing so it can be ensured that all tasks
will be completed on time and in systematic manner. Thus, firms must focus on improving their
effeciency.
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REFERENCES
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