Employability and HR Management

The assignment examines the significance of employability within human resource management. It analyzes how HR departments can cultivate talent and build capabilities aligned with an organization's strategic direction through effective recruitment, promotion, rotation, training, and development policies. Furthermore, it emphasizes the importance of job descriptions and person specifications in selecting suitable candidates for vacant positions.

Employability

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
Explain the purpose of job specification and person specification.............................................1
TASK 2............................................................................................................................................3
Prepare a CV and importance of skills and knowledge..............................................................3
TASK 3............................................................................................................................................5
Brief description about team working and decision making.......................................................5
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................8

INTRODUCTION
The term employability entails with capability to acquire initial employment, obtain new
employment and maintain the existing ones if requires. In other words, employability involves a
set of skills, understanding and personal attributes which makes an individual more likely to
choose as well as secure occupations in which they can be successful and satisfied (Schomburg
and Teichler, 2011). These are certain important things to know about employability for a
person's career: - career ownership, security lies in employment, life long learning etc. The
present assignment is based upon Tesla Inc., that is specialised in energy storage, electric
vehicles and solar panel manufacturing. The firm was founded in 2003 and now its overall
revenue is US $11.76 billion. Apart from this, the report will describe purpose of job description
and person specification.
TASK 1
Explain the purpose of job specification and person specification
Before understanding the purpose of job and persona specification, readers have to know
about recruitment and selection process. The recruitment process seem daunting for small and
large business associations, it refers with filling vacant position at workplace by finding suitable
person for the job. Although, the term person specification is one of the crucial part for
recruitment as it describes entire information about qualification, experience, knowledge, skills
and further attributes that a candidate should posses in order to perform their roles and duties
(Tymon, 2013). A person specification ensures you are assessing a candidate on their abilities
related to the role. It supports to communicate equal opportunities policies within the recruitment
culture of a business. Along with this, at the time of selection, person specification assists to do
all take appropriate decisions. Furthermore, it can be also used to write own advertisement for
job position.
Person specification of HR professionals
Summary – Responsible for all HR tasks and activities for the company; provide them advice,
assistance and follow up on company policies, procedures and documentations. In addition,
coordinate the resolution of specific policy related and procedural problems and inqities.
Location: United Kingdom, 30/12 London street.
Department – Human resource department.
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Relationship – Reports to department manage, Supervise two casuals.
Job purpose – To provide best human resource services in accordance with organisational
policies and procedures and thus accomplish firm's goals and objectives.
Key work area and duties
 Liable for all human resource activities, i.e. training and development, employment,
compensation and labour relations etc.
 Interview of job applicants by reviewing application, then evaluate skills of candidates
and formulate recommendations.
 Develop and manage relations with employment agencies, universities and further
recruitment sources. Prepare, process and distribute payroll.
Other duties
 Perform specific research/investigation activities into operational issues as requested.
 Provide on the job training to new employees.
 Understanding adhoc project work
Job description – When a firm place a vacancy, it is essential to spend thinking about what they
want from candidate. Thus, a job description provides entire details about job duties and
responsibilities along with the objectives of job role as well as requirements need for the same.
An effective job description helps to recruitment consultant to select a perfect candidate who is
capable to perform all assigned tasks and activities (Nelis and et. al., 2011). Along with this, job
description encompasses with job title and job position for which they are advertising.
Job description of HR professionals
Reporting to – Field team HR manager
Salary - £18000 per annum.
Timings – 8 hours in a day.
Organisation name – Tesla Ltd.
Overall objective – The main function of HR department is to render a full and effective range
of support service to all staff members of Tesla Ltd., ensuring that accurate records and
databases are created and maintained and suitable practices are follow that are in line with legal
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and ethical requirements.
Key duties and responsibilities: -
 Recruitment and section -
 Advertising the vacancies in Monthly update.
 Regret and vacancy filled letters. Maintaining personal files and producing starter packs with the HR administrator.
Record keeping –
 Ensure all HR administration is completed accurately and efficiently, to include filling
of correspondence, dealing with post & emails.
 Provide references for mortgage, employment and benefit agencies.
 Monitors and records all information about existing employees of the company. Issues and renew ID cards for employees.
Personal development -
 HR meeting as a team on a weekly or monthly basis.
 Training while the meeting is to be organised by the team.
 Regular meeting with own administration.
TASK 2
Prepare a CV and importance of skills and knowledge
CURRICULAM VIATE
Name – Inaldina da Costa
Address – 902 Green lane, Dagenham Essex, RM8 18X.
Mobile No. - 07402529222
Email – inaldinacosta3@[e-mail]
Career objective -
Summary – Human resource manage with practical understanding of business needs. Highly
effective at incorporating creative leadership skills in order to accomplish business objectives.
Direct projects that can improve efficiency while meeting deadlines and budget and
requirements.
Highlights
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 Hiring and retention.
 Compensation administration
 Training and development
 Regulatory compliance
 Compensation/payroll.
 Employee relations and labour agreements Exceptional interpersonal skills and innovative.
Accomplishments -
Improved paperwork processing time by 50% by streamlining submission process.
Reduced employee turnover by 205 through regulating of new incentive programme and bonus
structure.
Saved $150000/year through reformulating structure in ord4er eliminate essential positions.
Experience – 5+ years
HR manager
 Direct personnel, training and labour activities.
 Conduct orientations to foster positive attitude towards organisational structure.
 Create new compensation structure that improve employees' morale and boost up their
performance level. Established new application protocols which raise interview applicant quality.
HR Generalist -
 Responded to employee grievances and questions in a proper manner.
 Met with all new hirings to explain them benefits, procedures and guidelines.
 Redesigned employee handbook according to legal changes. Updated company job description as per the changing roles.
Education: -
 Master of business administration (2010) (University of London)
 Bachelors of business administration (2004) (University of London)
Importance of skills and Knowledge – In this competitive era, it is essential for
management to ensure about skills and knowledge level of employees because adequate skills
generate new and innovative ideas to perform specific task or activities in the best possible
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manner (Hinchliffe and Jolly, 2011). Along with this, to improve individual's skills level, human
resource manager of the company also organise special training and development programmes
that renders opportunities to employees to expand their knowledge which will boost up their
thinking level as well. Appropriate skills and competencies also beneficial in raising
performance level of staff members by giving them a greater understanding of their roles and
responsibilities as well build confidence.
If employee have adequate skills, then will easily attain and retain within organisation
and top management also provides them all necessary benefits. It results, improving employee'
morale as well as satisfaction level. Therefore, investment in staff development activities shows
they are worth for the company and it feels them challenged and appreciated because only few
people have capability to do a task or activity.
TASK 3
Brief description about team working and decision making
STAR model – Business associations formulate a framework that includes certain
policies which are in control of management and influence individual's behaviour.
The model encompasses with four aspects, such as-
 Situation - It is all about setting the scene, giving a context and background to the
situation. At the time of interview, the interviewer present certain challenges in front of
candidates as well as a situation in which they find themselves (Green, 2011).
 Task – It entails what is going to be accomplished. Here, HR manager is developing a
plan regrading how to accomplish the situation. For this, various performance
improvement methods are used which emphasis on target instead of completion of task.
For example- in job interview candidates who set their own targets rather than imposing
task are liable for attaining goals and objectives of a business organisation. Recruitment
consultant also focus on intrinsic motivation in order to perform and to develop their
performance.
 Action: It entails what have been done. Here, job interview will be looking about what
and why they did as well as also identifies the alternatives.
 Results: the last aspect entails what was the outcome of actions and what has been
achieved by such actions and whether objectives have been met or not.
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Team working – Working in a team with cooperative manner is vital for every business
organisation. As it supports in improving performance level of team members. In a group of 3 or
4 persons, people have different nature and . Behind completion of every great task there is great
team (Wilton, 2011). In context of Tesla, team work is associated with increasing efficiency. For
driven up employees' performance level Tesla can acquire STAR model in order to accomplish
all tasks and activities in an effective manner. For example – if team members are well known
about how to deal situations and determine the best ways to react at this time; it results increases
their thinking capability and doing activities. On the other hand, it is the responsibility of team
leader to guide subordinates towards how to perform specific actions; if every individual has set
their own targets, then would raise chances of completion of an working activity in successful
manner.
Decision making – In order to grab opportunities from target market, it is essential for
management to take fast decisions. Decision-making skills and assertiveness are both traits that
appeal to employers. The ability to make effective decisions is a good leadership skill that earns
favour with employers and can help you gain promotions (Cottrell, 2015). In Tesla, if people are
more involved in decision making process then they highly involved in doing tasks in the best
possible manner.
By considering the STAR model, it is necessary for managers to evaluate the actions and
then develop suitable strategy for the same. For instance – a firm's human resource plans and
policies govern with recruitment, promotion, rotation, training and development. Such policies
and formulated in order to generate talent and then building up capabilities which are necessary
while implementing strategic direction of the company. Furthermore, they also must be in
harmony with the other design areas.
CONCLUSION
From the report mentioned report, it get analysed that human resource department is one
of the crucial task for management; it assists to manage overall workforce within organisation.
Employability refers with a person's capability in order to gain effective management of
employees and it depends upon knowledge, skills as will attitude person posses and the way they
present those assets to employees. Along with this, it is essential for HR managers to prepare job
description and person specification as to select best people to fill vacant position.
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REFERENCES
Books and Journal
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De Vos, A. and et. al., 2011. Competency development and career success: The mediating role
of employability. Journal of vocational behavior. 79(2). pp.438-447.
Schomburg, H. and Teichler, U., 2011. Employability and mobility of bachelor graduates in
Europe. Rotterdam: Springer.
Tymon, A., 2013. The student perspective on employability. Studies in higher education. 38(6).
pp.841-856.
Nelis, D. and et. al., 2011. Increasing emotional competence improves psychological and
physical well-being, social relationships, and employability. Emotion. 11(2). p.354.
Hinchliffe, G. W. and Jolly, A., 2011. Graduate identity and employability. British Educational
Research Journal. 37(4). pp.563-584.
Green, F., 2011. Unpacking the misery multiplier: How employability modifies the impacts of
unemployment and job insecurity on life satisfaction and mental health. Journal of
health economics. 30(2). pp.265-276.
Wilton, N., 2011. Do employability skills really matter in the UK graduate labour market? The
case of business and management graduates. Work, employment and society. 25(1).
pp.85-100.
Cottrell, S., 2015. Skills for success: Personal development and employability. Palgrave
Macmillan.
Hogan, R., Chamorro‐Premuzic, T. and Kaiser, R. B., 2013. Employability and career success:
Bridging the gap between theory and reality. Industrial and Organizational Psychology.
6(1). pp.3-16.
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