Employability Skills Development Strategies

The provided assignment discusses the significance of employability skills in a work environment, focusing on their impact on employee relationships and business profitability. It cites various research studies and articles to emphasize the need for effective employability skill development, including strategies for enhancing task performance, career adaptability, and soft skill development. The assignment also touches upon the importance of employers' perceptions and the relations between employability skills and job prospects.

EMPLOYABILITY
SKILLS

Table of Contents
INTRODUCTION ..........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Develop responsibilities and performance objective............................................................1
1.2 Examine effectiveness against defined objective .................................................................3
1.3 Recommendation for improvement ......................................................................................3
1.4 Implication of motivational technique for enhancing quality of performance ....................4
TASK 2............................................................................................................................................4
2.1 Create solutions for work- based problems...........................................................................4
2.2 Different communication styles for various levels...............................................................5
2.3 Time management strategies ................................................................................................6
TASK 3............................................................................................................................................7
3.1 Roles for team members .......................................................................................................7
3.2 Evaluate team dynamics ......................................................................................................8
3.3 Recommend alternative ways for team members ................................................................8
TASK 4............................................................................................................................................8
4.1 Tools and methods for problem solving ...............................................................................8
4.2 Develop strategy for problem solving ..................................................................................9
4.3 Impact of problem solving strategy on business ..................................................................9
CONCLUSION ...............................................................................................................................9
REFERENCES..............................................................................................................................11

INTRODUCTION
Employability skill is refer as transferable or foundational skill which is essential for
every individual to make themselves 'employable'. This aspect is wholly depend upon a person's
knowledge, capability and attitude that reflects in their performance at workplace. Therefore, it
is regarded as one of the integral ability for every personnel who belongs to different sectors in
order to achieve impressive success within their business premises or roles in a better manner
(Rosenberg and et. al., 2012). As this report mainly emphasize on health and social care sector
which is one of the radical and rapidly changing business environment as it directly link with
customers mental, social and emotional state which is required to be fulfilled in an improved way
for gaining competitive advantage in marketplace. However, for this report consider NHS has
been considered which is one of the well known health and social care providers in UK and it is
established in the year of 1948. In this study, it covers different responsibilities and performance
objective for particular role, identification for work based problems and determine
communication type for various level. Moreover, role of team inside business premises and
finally examine several strategies or methods for problem solving in order to maintain the
working atmosphere efficacious and productive.
TASK 1
1.1 Develop responsibilities and performance objective
Employability skill is something which is relate with those abilities of an individual that
go beyond their qualification and experiences. Some of the elements which employability skill
involves i.e. communication, teamwork, critical thinking, ethics, flexibility, administrative skill
and many more. With the proper usage and application of these skills help a personnel to acquire
best performance appraisal from their employers and also to improve their hidden abilities or
capabilities. In my case, I am working as a Care Manager in National Health Service (NHS) for
past 3 years. During my service duration I came across with several good and bad experiences
that help me to achieve assigned task in an improves way (de Guzman and Choi, 2013). The
sector where I am employing is intensively competitive and also linked with person's emotions
and physical health state. So, developments in frontline health and social care sector means there
is huge demand for highly qualified and well trained candidate across a range of rewarding
employment opportunities. As working as a manager in NHS impose a set of responsibilities and
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also performance objective which act a guidance or direction for me to accomplish the desired
objective in a prescribed time frame. Some of the responsibilities and performance for NHS
manager are as follows:
Responsibilities
 Collaborating with patients families, friends and social support in developing treatment
plans.
 Generating and updating personalised care plans for patients.
 Interacting with different healthcare providers to facilitate patients treatments and ensues
that their demand has been fulfilled or not.
 If patient feels that their request is not being met by health care providers, then in such
case, care manager requires to suggest alternative treatment plans to acquire complete
cure from disease which they undergoes.
 Conducting follow up with patients on regular basis in order to examine progress,
promote continuity of care and also ensure improved health outcomes.
 Maintaining records of case management activities and linking patients to different social
service programs and entitlements like transportation assistance or translation services.
Performance objective
To acquire impressive and satisfied outcome, every roles or task requires effective
performance objective (Andrews and Russell, 2012). However, performance objective is
considered as milestone in which an individual set a targets or goal, for that they obtain different
measures or ways in order to accomplish the same in a desired time period. Moreover, it is often
termed as specific, measurable, achievable , relevant and time bound that is commonly refer as
SMART objective. In relation to Care Manager, I was assigned by some performance objective
which help me to complete my task smoothly in a stipulated time frame.
Care coordination processes: Under this component, I was requested to emphasize on
patient workflow, standard of care, discussing the significance of continuity of care as well as
differentiating appropriate and inappropriate patent communication.
Quality initiatives and measurements activities: In this, recognising industry quality
standard, developing a benchmark target and evaluating the quality of performance in order to
implement corrective course of action by providing proper feedback.
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However, NHS requires me to obtain my performance objective within a year i.e. 12
months period of time.
1.2 Examine effectiveness against defined objective
An effective performance objective is regraded as essential component for business in
both divisions i.e. formal and informal processes as it help a particular personnel to align their
employees, resources and system in order to meet strategic objective in an innovative and
creative style. In context to my scenario, by developing a set of performance objective for the
profile of Manager, it assist me to determine drawbacks or shortcomings and also based on that
it help me to take corrective course of action for providing increased level of satisfaction and
motivation among patients. Moreover, each forbearing individual are varies form each other in
terms of attitude and behaviours which sometime impose huge difficulties while high level of
patients work flow within NHS. However, creating a performance objective enable me to
understand each patients requirements and diseases and also empower me to maintain a clarity
in communication (Rao, 2014). Due to this, it aid me to build a strong or healthy relationship
with every arriving person as well as assist to obtain improved satisfaction or motivation from
larger number of patients. Along with this, performance objective enable to maintain the
standard of NHS and also to enhance the overall performance of organisation in an amended
manner. Additionally, it empowers me to examine every patients requirements efficaciously and
also help to implement corrective course of action that lead us to strengthen NHS proficiency in
a better manner.
1.3 Recommendation for improvement
As I was processing my job profile as a Care Manager in NHS, I came across with some
issues in managing or handling patients as some of them were aggressive which impact on my
work i.e. delay in completing the particular work within decided time frame. So, I took an
initiative in analysing my performance and I discovered that there is a need of improvement in
my performance so that I can keep up with NHS standards. The foremost thing is to embrace
inter personal skill which help me to understand others emotion or state of mind that lead me to
handle any kind of patients smoothly and effectively. Moreover, proper allocation of resources is
also required that assist to process the entire work in terms of reviewing the feedback,
coordinating with health care providers in aspect of rendering best treatment to patients that
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enlarge NHS's standards as well as its brand value among competitors and customers in a
positive mode.
1.4 Implication of motivational technique for enhancing quality of performance
Motivation is the factor which is one of the basic foundation for every employees to
sustain within any particular business premises (Ju, Zhang and Pacha, 2012). However,
motivation can be in the form of monetary or non-monetary system. Each of the personnel
perception is different form others, so manager or superior must be able to imply appropriate
solution for specific situation. Some of the motivation techniques are fair reward, recognition of
effort, best working environment, incentive, promotion, involving in business activities and so
on. Therefore, these various techniques enable to determine the need of an individual as well as
encourage me to put my best effort towards an accomplishment of NHS vision in an improved
mode.
TASK 2
2.1 Create solutions for work- based problems
An organisation is combination of two or more individuals who come together with an
aim of achieving particular goal or objective in an effective and efficient manner within
prescribed time limit. Each personnel are unique from each other in terms of thinking, idea,
behaviour, attitude, perception and many more which influence directly over establishment
decision making and productivity ratio. So, in some cases when manpower views does not get
match with other co workers or superior and it result into conflicts or disputes among employer
and employee (Rasul And et. al., 2012). In regard of NHS, it is well reputed health and social
care organisation in UK who serves millions of patients in a day across the globe. During my
working as Care Manager in NHS, I went across an issue which is communication problem
between different functional unit and that leads to the occurrence of an interpersonal conflicts.
Due to this, my whole work process got hampered and also it impact my team members in giving
their suitable response towards an accomplishment of goal. However, I make an effort to provide
better solution for the issue so that there will be equal participation of every personnel in
business activities. The process which I implied for problem solving are as follows:
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Define the problem: It is the initial for solving a conflict within business function. IN
this, I takes an attempt to identify the exact issue and took initiative to determine what was the
accurate source which create dissatisfaction among manpower.
Generating alternative solution: After, identifying the issue the nest phase which occur is
generating the alternative way for solving the problem. Therefore, in this stage, I examine
various secondary solutions, so that I can acquire several options during decision making
activity.
Evaluate and select an alternative: Under this stage, manager or superior evaluate the
acquired alternatives and based in that select the best in order to maintain the working
environment. With the help of this, it helps me to examine the issue more deeply and also enable
me to match the alternative with problem which is raised within organisation (Mishra, 2014)
(Dhiman, 2012).
Implementing and follow up on the solution: It is the last stage where implementation of
ideas or alternatives into action. However, I make an attempt to take a corrective course into the
issue i.e. communication problem in a better manner which help me to obtain improved
satisfaction and motivational level. Moreover, following up with every personnel regarding
actions which I made over communication problem between functional unit. Due to which, it
lead me to enrich my performance and also to control over miscommunication or misconception
among various business units.
2.2 Different communication styles for various levels
Communication is refer to those aspect in which one person exchange or transfer their
ideas or views to another individual with an aim of building or maintaining a long lasting
relationship in an amended mode. However, in an establishment there are different level i.e. top,
middle and low management and each of them has various level of communication for attaining
the pre determined objective in an better way. In case of NHS, its different communication style
for various management level which is given below:
Formal: In this, communication flows in a proper predefined or structured manner and it
is deliberately control by the manager in an improved mode. Along with this, it is governed by
the chain of command and complies with all establishment conventional rules or policies.
However, it is mainly occur in top level and middle level of management because employees
requires to obtain clarity in information so that they can achieve desired objective in a decided
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time period. Additionally, within NHS, its manager takes place communication in the form of
meeting, e-mail, reports, letters, manuals etc. that lead them to attain sustainable profitability and
productivity rate.
Informal: Under this, it refer to those aspect in which conversation occurs in casual and
unofficial way without confirming the prescribed official rules, processes, system, formalities,
and chain of command. This form of communication mainly take place in low level of
management because majority of a manpower are illiterate and they mainly require information
in unofficial manner. Moreover, it is also refer as grapevine in which there is no definite chain of
command that assist NHS to build a healthy and strong working atmosphere (Suleman, 2016).
2.3 Time management strategies
Time management is the procedure or process of planning and controlling how much
time to spend on specific activities. Hence this component, enable an individual to complete
more in a shorter period of time, lower stress and leads to career success. In context of NHS, I
examined the atmosphere and I analysed various time management strategies which are as
follows:
Drop: In this, it signifies that scraping all personal and professional commitments that
bare not seems as important or necessary. This strategy includes email, chatbox, calender task
and so on which help NHS Care Manager to delete all unnecessary items so that they can give
proper timing for those task which is yet to accomplish.
Delay: It is also termed as deferring as it states that there are some tasks which cannot be
deleted or ignored because they are essential. So, in case they can defer that particular work to
another date or time. Thus, this strategy enable NHS's manager to frees up the time for
addressing what exactly needs to get done right now. Due to this, it also enhancing in managing
Care manager inbox in an improved and productive style (Asonitou, 2015).
Delegate:IN this, work is assigned among team members in a equal manner which help
NHS Care Manager to acquire improved performance and also can be able to control over
miscommunication and conflict of interest in a better manner.
Do: This strategies occurs when any particular task which is need to be done immediately
or in urgent mode, then NHS's Care Manager can obtain work in a prescribed time frame without
any difficulties or obstacles.
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However, these strategies enable me to handle my responsibilities within NHS effectively
and also to build a better relationship with other co employees in an impressive style.
TASK 3
3.1 Roles for team members
A workplace teamwork means where a group of manpower come together with an aim of
accomplishing common goal or objectives on either a temporary or permanent basis. The
foremost benefit which teamwork render to NHS is that it enable every personnel adopt diversity
of capabilities as well as to acquire dynamic condition in order to attain sustainable profitability
and productivity without any hindrances. Howver, for enhancing NHS working culture, its
manager takes an effort to implies Belbin Theory model within its functional area that is
mentioned below:
Action oriented Roles
Shaper: IN this, it is relate with those personnel who is extrovert in nature as they
maintain a positive attitude and strive to find the best ways to overcome challenges facing the
team (Abas-Mastura, Imam and Osman, 2013).
Implementer: It is concern with those members who actually get things done within team.
Complete Finisher: They are also considered as perfectionists because they are the one
who reduce the possibility of arising errors or omissions and ensures that the team adheres to
deadlines.
People oriented Roles
Coordinator: In this, NHS team personnel monitor or govern the entire work process in a
better mode.
Team Worker: They are concerned as those individual who ensure team remains united
for completing the task in a given time frame.
Resource Investigator: It is consider as those manpower who are inquisitive and
enthusiastic in nature as well as possess impressive negotiating and networking skill.
Thought oriented roles
Monitor: In this, NHS's team leader makes an effort to govern the work process of team
in order to attain high productivity ratio.
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Specialist: They are regraded as those individuals who are expert in knowledge in a
particular area which help NHS to maintain its professional standard.
Plants: They are considered as those who come up with innovative ideas or approaches
for overcoming challenges in a trenchant manner.
3.2 Evaluate team dynamics
In a team, each manpower are different from each other in aspect of ideas, thought, views
which may impose huge difficulty over team members in accomplishing the task in a desired
time period. So, team dynamics varies according to the particular situation that influence directly
on decision making process of leader (Jackling and Natoli, 2015)). IN relation to NHS, for
maintaining better working culture among business premises its manager makes an attempt to
identify the scenario and based on that take corrective course of action in a impressive mode.
When dynamics are positive then group well together on the contrary, negative dynamics
decreases the productivity of team members. Therefore, analysing each personnel capabilities
and delegating them task leads an improved proficiency and productivity rate.
3.3 Recommend alternative ways for team members
Some of the alternate methods for enhancing the working performance of team is to
enrich the communication process and inviting every members to take participate within business
activities. With the help of this, NHS can acquire healthy working environment as well as can
improve collaboration and coordination among team members.
TASK 4
4.1 Tools and methods for problem solving
Conflicts or problems are common aspect which usually arises within organisation. So,
there are some tools which has been identified for enhancing the NHS working atmosphere in a
better way and it is mentioned below:
The Drill Down Technique: The term drill down is frequently used in business which
highlights that segmenting large process into small task that help employees or superior to
provide best strategic decision in a stipulated period of time (Messum and et. al., 2015)5.
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The Four Frame Model: Under this, it is relate with those concept which divides up any
establishment into four frames with an intent of understanding organisation better in a improves
and amended manner.
The Cynefin Framework: IN this, leader identifies the issues deeply and makes na
attempt to provide best actions in order to acquire best outcome within NHS functional areas.
4.2 Develop strategy for problem solving
Algorthms: In this, step by step process involving in figuring out the appropriate answer
to any particular problem which improves the overall performance of NHS in an improved way.
Heuristics: It is refer to mental strategy based on rule of thumb in which there is no
guarantee that it will always work out in order to develop a best solution.
Trial and error: IT is an approach which deals with trying a number of diverse solutions
and ruling the ones which do not work and it is also considered as time consuming (Jackson,
2015).
4.3 Impact of problem solving strategy on business
However, the above explained problem solving strategy which enable NHS employer to
attain increased sustainable profitability and productivity ratio. Along with this, it help company
to build a better relationship between functional areas and also overcome over communication
gap in an improved and amended manner.
CONCLUSION
It has been summarised form the above discussed report that effective employability skill
render several benefit to a personnel in various aspects i.e. it help manpower to maintain best
communication with co workers, enable to understand own and others role within team and also
to provide fair solution for organisation's problems or issues. In addition to this, Belbin theory
and various others concepts enable manpower to manage their work effectively and also help
them to build a healthy relationship with their co employees. With the help of such adaption
assist an individual members to put their best contribution towards an achievement of business
goal or objective in a better way within stipulated period of time. Moreover, different problem
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solving strategies that aid manager to implement best decisions for enhancing the relationship
with employees and also to attain sustainable profitability ratio.
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REFERENCES
Books and Journals
Abas-Mastura, M., Imam, O. A. and Osman, S., 2013. Employability skills and task performance
of employees in government sector. International Journal of Humanities and Social
Science. 3(4). pp.150-162.
Andrews, G. and Russell, M., 2012. Employability skills development: strategy, evaluation and
impact. Higher Education, Skills and Work-Based Learning. 2(1). pp.33-44.
Asonitou, S., 2015. Employability skills in higher education and the case of Greece. Procedia-
Social and Behavioral Sciences. 175. pp.283-290.
de Guzman, A. B. and Choi, K. O., 2013. The relations of employability skills to career
adaptability among technical school students. Journal of Vocational Behavior. 82(3).
pp.199-207.
Dhiman, M. C., 2012. Employers' perceptions about tourism management employability skills.
Anatolia. 23(3). pp.359-372.
Jackling, B. and Natoli, R., 2015. Employability skills of international accounting graduates:
Internship providers’ perspectives. Education+ Training. 57(7). pp.757-773.
Jackson, D., 2015. Employability skill development in work-integrated learning: Barriers and
best practice. Studies in Higher Education. 40(2). pp.350-367.
Ju, S., Zhang, D. and Pacha, J., 2012. Employability skills valued by employers as important for
entry-level employees with and without disabilities. Career Development and Transition
for Exceptional Individuals. 35(1). pp.29-38.
Messum, D. and et. al., 2015. What employability skills are required of new health managers?.
Asia Pacific Journal of Health Management. 10(1). p.28.
Mishra, K., 2014. Employability skills that recruiters demand. IUP Journal of Soft Skills. 8(3).
p.50.
Rao, M. S., 2014. Enhancing employability in engineering and management students through
soft skills. Industrial and Commercial Training. 46(1). pp.42-48.
Rasul, M. S. And et. al., 2012. Employability Skills Assessment Tool Development.
International Education Studies. 5(5). pp.43-56.
Rosenberg, S. and et. al., 2012. Basic employability skills: a triangular design approach.
Education+ Training. 54(1). pp.7-20.
Suleman, F., 2016. Employability skills of higher education graduates: Little consensus on a
much-discussed subject. Procedia-Social and Behavioral Sciences. 228. pp.169-174.
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