Employability Skills: Responsibilities, Objectives, and Improvement

Employability skills

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Set of own responsibilities and performance objectives..................................................1
1.2 Own effectiveness against defined objectives..................................................................2
1.3 Recommendations for improvement................................................................................3
1.4 Motivational techniques can be used to improve quality of performance........................4
TASK 2............................................................................................................................................5
2.1 Develop solutions to work-based problems.....................................................................5
2.2 Covered in Leaflet............................................................................................................7
2.3 Identify effective time-management strategies................................................................7
TASK 3............................................................................................................................................9
3.1 Roles people play in a team and how they can work together to achieve shared goals...9
3.2 Analyse team dynamics..................................................................................................11
3.3 Alternative ways to complete tasks and achieve team goals .........................................12
TASK 4..........................................................................................................................................13
4.1 Tools and methods for developing solutions to problems..............................................13
4.2 Appropriate strategy for resolving the problem of labour turnover in an organisation of
your choice...........................................................................................................................15
4.3 Potential impact on the business of implementing the strategy.....................................16
CONCLUSION..............................................................................................................................17
REFERENCES ...............................................................................................................................1

INTRODUCTION
Employability skills consider as a crucial aspect within the organisation which needed by
individual to make them employable (Employability Skills, 2018). Mainly, it is related with the
transferable skills that help workers to develop their productivity at workplace. Along with this,
it is formative aspect which help workers in attaining growth and development within the
organisation that contribute in attaining set goals in stipulate time frame. It is long term decision
in which all the employees are engage with organisation concern with the aim of accomplishing
positive working activities at workplace. In context of this, employability skills is related to
communication and another interpersonal skills that help in developing employees ability to
execute the organisational activities in effective manner (Andrews and Russell, 2012). Current
report is based on National trust, is a famous organisation provide to preserving the cultural
heritage of a specified geographic region. Along with this, it operate as a private non- profit
organisation founded in England in 1895 as a charitable company. This report is going to
describe responsibilities and performance objectives along with some effective recommendations
for better improvement. Interpersonal and transferable skills are also mentioned in this report.
Along with this, understand the dynamics of working with others is discussed in this project that
help in attaining all the team goals and objectives. At last strategies are also develop within the
project in order to resolve issues arise at workplace.
TASK 1
1.1 Set of own responsibilities and performance objectives
National trust is a renown company in tourism industry that provides high quality
services to the customers which satisfy them effectively. In order to maintain their quality of
services top management team goes through the job role and skills of the employees. Here,
management team of the company has hired me as Membership and visitor welcome manager
and have also asked me to analyse my own skills which are required to be owed by me in order
to execute work in effective way (Asonitou, 2015). In this regard, I have conducted effective
analysis over my own skills and responsibilities that are required for Membership and visitor
welcome manager. All of them are described as below in elaborative form.
My own set of responsibilities
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 Ability to learn and adopt for work role: According to my designation, it is important for
me to owe ability of learning so that my responsibility can be performed by me in
effective manner. Along with this, I also require to remain adaptive every time as I have
deal with numerous of people at daily basis. For this, it's essential for me adjust with the
situation and deal with the situation in effective way. Employment Rights and responsibilities: Another responsibility of mine focuses on
following each employment right while performing job responsibility. It is also important
for me to ensure that each and every decision should be taken by considering laws related
to employees (Benson, Morgan and Filippaios, 2014).
 Decision making procedure and skills: Effective decision making skills are required to
be owed by me as in hospitality sector I have to take numerous decision at instant basis
according to the situations.
My performance objective:
Performance objective refers to the initiative taken by individual for improving their
performance according to the job role. While considering my own situation, I have analysed that
instant learning and decision making skills are not much effective which can be developed in 3
three months with adoption of some interventions. These methods are described as below:
 Individual appraisal system: This system will help in developing or formulating certain
set of standards for individual through their performance can be easily analysed and I can
also take right decision for same at time of giving promotion or increasing employee's
salaries (Collet, Hine and du Plessis, 2015).
 Setting and monitoring performance: In this method, I will monitor performance of
employees as well as mine at regular basis. This monitored will be done for all six
months for better development of performance. As well as it will also contribute in
attaining performance objectives too in effective way.
1.2 Own effectiveness against defined objectives
It is essential for me to conduct an effective own analyse for identifying my own
effectiveness against the defined objectives (de Guzman and Choi, 2013). On the basis of my
analysis I have analysed that I need to develop quick learning and decision-making sk9ills
within the time period of 3 months. In this regard, I have conducted my own skill audit which is
described as below:
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Skills Rating by my own
analysis (out of 10)
Rating by others (out
of 10)
Skill Gap
Decision Making 7 5 2
Ability to learn new
things in quick
manner.
7 9 -2
 Decision Making: As per the evaluation, it has been analysed by me that this skill is core
important part of my job role and I have to improve it quick manner as I have to take
numerous of decision at regular which means a lot to my company.
 Ability to learn new things in quick manner: My own vision shows that I am less
adaptive at the time of learning new things but my subordinate believes that according to
their observance I am dealing with the situations at accordingly and also adapts new
things in quick manner.
As per overall analysis, it can be said that this whole analysis will help me out in
improving my skills according to my job role. This will also contribute in improving my
performance at high level (Dhiman, 2012).
1.3 Recommendations for improvement
On the basis of overall evaluation, it has been determined by me that I have to improve
some of my skills in order to execute my managerial work in effective manner in National trust.
For improving these weak areas I got certain recommendation from my superiors that will help
me out in improvising in quick manner. These suggestions are described as below in effective
way:
 Self learning: At first, my superiors suggested me to improve the lack skills by indulging
into learning at own level. The base of this learning will be from the feedback taken from
subordinates in order to understand actual area where I am not sufficient. On this basis of
this, I will improve this learning by consulting with other batch mates at the time of
taking decision at workplace (Jackson, 2012).
 Training and development session: At next, my superiors have advised me to take some
training and development sessions. This is because, these session are highly professional
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and also helps me in improvising my knowledge over adaptability and decision. Along
with this, in training sessions I will also get expertise advise that contributes in improving
my skills which will ultimately enhance my performance in National trust.
According to the above described suggestion, it can be said that if I will consider both of
them in my learning schedule I will definitely improvise my performance as well.
1.4 Motivational techniques can be used to improve quality of performance
Motivation is refers to as an inner urge which influence a person to work in a particular
direction (Jones, 2013). Manager of National trust usage different motivational theories in order
to motivate its employees effectively in the organisation. In this, they main gives preference to
Maslow's Need hierarchy theory and Vroom's expectancy theory for motivating its employees.
Explanation and application of both of these theories are described below:
Maslow's hierarchy of needs theory: In this theory, Maslow's has clearly explained that
its essential for organisation to emphasise on satisfying lowest need of employees and fulfilment
of these they are required to move forward towards higher needs. It includes total number of 5
levels. At first (Physiological needs), it is essential for manager of National trust to emphasise
on fulfilling basic needs of employees that is stable job and salary. Second stage(Security need),
manager emphasises on providing additional benefits to employees such as pension, fair working
practices, safe working environment etc. Belongingness need, at this level manager focuses on
developing friendship with employees in order to cooperation among them with one another.
Esteem needs, in this major emphasis of manager is on providing respect and recognition to
employees by provide them nice work space, good job titles and high standard job assignments.
Self Actualisation needs, at this level manager tries to motivate employees by providing them
challenging job which can only be fulfilled by these employees expert advises.
Vroom's expectancy theory: This theory emphasises on the relationship among the
needs and results of the efforts placed for the same in order to fulfil these needs. In order to
explain this in better manner vroom has shown three variable expectancy, instrumentality and
valence. In context to National trust manager of this company have used this theory in order to
motivate its existing workforce with proper assistance. In expectancy: manager emphasises on
providing right resources to employees so that their performance can be improved. At
instrumentality, managers makes employees realise that if they perform well then they will
surely get reward according to their performance. Valence is more important, in this manager
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