Employability Skills: A Critical Analysis

This assignment delves into the crucial concept of employability skills, examining the perspectives of employers and academia. It analyzes various skill categories, such as communication, problem-solving, teamwork, and time management, highlighting their importance in securing employment. The analysis draws upon research articles and reports to provide a comprehensive understanding of the evolving landscape of employability skills.

EMPLOYABILITY SKILLS

TABLE OF CONTENTS
INTRODUCTION....................................................................................................................... 3
TASK 1....................................................................................................................................... 3
1.1 Set of own responsibilities and performnace objectives......................................................3
1.2 Evaluating own effectiveness according to defined objectives ...........................................4
1.3 Make recommendations for improvement..........................................................................4
1.4 Way in which motivational methods can be used to improve employees performnace.......5
TASK 2....................................................................................................................................... 6
2.1 Developing solutions to work based problems....................................................................6
2.2 Making top management informed about issue and memo to all staff members.................6
2.3 Time management strategies.............................................................................................. 7
TASK 3....................................................................................................................................... 9
3.1 Roles people play in team and way in which they can work together to acvhieve shared
goals......................................................................................................................................... 9
3.2 Team dynamics.................................................................................................................. 9
3.3 Alternative ways to achieve team goals...........................................................................10
TASK 4...................................................................................................................................... 10
4.1 Tools and methods for developing solutions to the problems...........................................10
4.2 Appropriate strategy for resolving problem......................................................................11
4.3 Financial and non financial impact of above given strategies ..........................................12
CONCLUSION.......................................................................................................................... 12
REFERENCES.......................................................................................................................... 14

INTRODUCTION
Employ ability skills reefers 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 employ ability skills. In the report time management methods are explained in detail
and work based problems are identified. Solutions to these work based problems is explained in
detail. Apart from this, in the report time management methods that can be followed are
explained 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 performance objectives
I as a HR manager is working in the Travelodge and there are some roles and
responsibilities 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
performance 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 currently heading conflict management cell under which my main
aim is to identify solutions of the problems and to resolve disputes among employees by finding
out solutions on which both entities have consensus. In this way, I fulfill 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 activates 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
identified that on some points I give elegant performance in the business firm but in some area's
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 happened 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 employee's 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 analytic become quite popular
among the business firms because by using same employee's performance is analyzed in much
better way by the business firm. It is one of the best way in which I can do performance
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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
employee’s performance during specific financial year. By doing so I will be able to do
performance appraisal of employees in systematic manner.
 Second recommendation is that there is need to change the way in which employee’s
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 performance
There are number of ways in which motivational methods can be used to improve
employee’s performance and one of them is that financial incentives can be given to them.
Under this, one can do extra working hour’s 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 sufficient by the employees (Jackson, 2012). Hence, by giving higher amount of
pay on extra working hours employees can be satisfied and they can be motivated to work hard
at the workplace. Apart from this, as part of financial incentives 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, employee’s participation can be increased in day to day management of the
business and under this they can be asked to advise management in order to improve
organization performance. It can be said that involvement in decision making process will make
employees feel that they are valued by the firm and their experience as well as performance is
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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 serious 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 prepare 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 advice must be taken from these committee members which will ensured that
training needs are identified properly and way in which training must be given is determined. By
doing so better skill development of employees can be done at the workplace. It can be said that
training programs must be prepared in proper manner by the business firms.
 Absence of proper framework to maintain contact with employees and conflict
resolution: 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
workplace and at initial stage same will be solved.
2.2 Making top management informed about issue and memo to all staff members
To
The senior manager Date: 27 th July 2017
Subject: Information about problems faced by organization
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Honorable 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 absence 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 training 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 resolution. 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 workplace.
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 identified and from now
onward on regular basis one to one meeting will happen. This meeting will be opportunity for
you all to share any grievance or any advice to top management. Apart from this, training
programs will be reviewed and necessary changes will be done in same. Under this focus will be
on skill up-gradation and it can be said that such kind of things will provide better career
opportunity to employees.
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2.3 Time management strategies
To
The senior manager 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
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.
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Figure 1Time management
(Source: Yusof and et.al., 2012)
Determining activities with top priority: Determining priority is the another important time
management tool and under this activities that have significant 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 cannot reschedule. It can be said that determining activities with top priority
have due importance for the firms.
Minims interruptions: It is very important to ensure that there are minimum interruptions in
work. This is because when interruption happened it becomes 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.
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TASK 3
3.1 Roles people play in team and way in which they can work together to achieve shared goals
There are number of rolls 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 members. 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 than 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 stronger than before. Intellectual capital: People can make use of their intellectual capital in team work and
under this if one is facing huge problem than 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 enhancing communication team building can be made
stronger and shared goals can be achieved. This is because when communication increase among
employees their understanding also developed to great extent about 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 unconscious, psychological forces that have impact on
behavior 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 personalities 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
aggressive in nature then in that case team cannot perform well. Means that team members if are
of aggressive 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 subordinates 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
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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 happen 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 responsibilities 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 do work more quickly and efficiently. Thus, before
commencing work on any operation it must be ensured that with right skill set candidates are
employed in team. All these things will ensure 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 alternative 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 employee’s
advice 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 colleagues 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).
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Through such kind of interview management will come to know about the reasons due to which
that specific person is leaving a job. Moreover, 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 followed 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 resolve the problem there is need follow
appropriate strategy and under this there is need to increase pay to employees (Crayford and
et.al., 2012). As part of this strategy good increase must be given to employee’s salary each year
and by doing so they can be motivated to stay for long time in the business firm. It can be said
that increased pay amount have significant impact on controlling employee turnover. Providing amenities: Amenities can be provided to the employees like cab facility and
regular health checkups. 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 behavior: Strict guidelines can be given to
employees in respect to improving their behavior. In many firms it is observed that top managers
behave in very wrong manner with their subordinates. Due to this reason many employees
decide to leave their job from the firm. Thus, advising senior employees to improve their
behavior is the one of the strategy by using which employee turnover can be reduced to great
extent.
 Giving career building opportunity: Good career opportunities 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.
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4.3 Financial and non-financial impact of above given strategies
Financial and non-financial impact on the business firm in respect to stratifies are as
follows. Increasing 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 amenities: In case more amenities will be provided by the firm then it will
impact firm financial 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 selectness by
the firm then it will not have very big impact on its financial. Advising senior employees to improve their behavior: This will not lead to any financial
impact on the firm because here simply advice is taken from the employees in respect to
employee turnover.
 Giving career building opportunity: Giving career building opportunity will have non-
financial impact on the firm as employees will be promoted to next level which will motivate
them to remain in the firm.
CONCLUSION
On the basis of above discussion it is concluded that there is significant importance of
performance evaluation because by doing same one better evaluate its performance and take
action on time to improve efficiency 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 efficiency.
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REFERENCES
Books and Journals
Crayford, J. and et.al., 2012. Affirming entrepreneurial education: learning, employability and
personal development. Industrial and Commercial Training. 44(4). pp.187-193.
Deeley, S.J., 2014. Summative co-assessment: A deep learning approach to enhancing
employability skills and attributes. Active Learning in Higher Education. 15(1). pp.39-51.
Gravells, A., 2010. Delivering employability skills in the lifelong learning sector. Learning
Matters.
Jackson, D., 2012. Business undergraduates' perceptions of their capabilities in employability
skills: Implications for industry and higher education. Industry and higher education. 26(5).
pp.345-356.
Jones, N., Torezani, S. and Luca, J., 2012. A peer-to-peer support model for developing
graduate students’ career and employability skills. Intercultural Education. 23(1). pp.51-62.
Kulkarni, N. and Chachadi, A.H., 2014. Skills for Employability: Employers' Perspective. SCMS
Journal of Indian Management. 11(3). p.64.
Lerman, R.I., 2013. Are employability skills learned in US youth education and training
programs?. IZA Journal of Labor Policy. 2(1). p.6.
Maurer, H. and Mawdsley, J., 2014. Students’ Skills, employability and the teaching of
European studies: Challenges and opportunities. European Political Science. 13. pp.32-42.
O'Neil, H.F. ed., 2014. Workforce readiness: Competencies and assessment. Psychology Press.
Othman, H., Buntat, Y., Sulaiman, A., Salleh, B.M. and Herawan, T., 2010. Applied
Mathematics cans Enhance Employability Skills Through PBL. Procedia-Social and
Behavioral Sciences. 8. pp.332-337.
Padmini, I., 2012. Education vs Employability–The Need to Bridge the Skills Gap among the
Engineering and Management Graduates in Andhrapradesh. International Journal of
Management and Business Studies. 2(3). pp.90-94.
Rasul, M.S. and et.al., 2010. Development of employability skills assessment tool for
manufacturing industry. Jurnal Mekanikal. 30. pp.4-61.
Riebe, L. and Jackson, D., 2014. The use of rubrics in benchmarking and assessing
employability skills. Journal of Management Education. 38(3). pp.319-344.
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Sung, J., Ng, M.C.M., Loke, F. and Ramos, C., 2013. The nature of employability skills:
empirical evidence from Singapore. International Journal of Training and
Development. 17(3). pp.176-193.
Verran, J., 2010. Encouraging creativity and employability skills in undergraduate
microbiologists. Trends in microbiology. 18(2). pp.56-58.
Wilton, N., 2012. The impact of work placements on skills development and career outcomes for
business and management graduates. Studies in Higher Education. 37(5). pp.603-620.
Yusof, H.M. and et.al., 2012. Measurement model of employability skills using confirmatory
factor analysis. Procedia-Social and Behavioral Sciences. 56. pp.348-356.
Online
What is time management, 2017. [Online]. Available through:<
https://www.mindtools.com/pages/article/newHTE_00.htm>. [Accessed on 27th July 2017].
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