Employability Skills: Responsibilities, Performance, and Strategies

This document discusses the concept of employability skills and their importance in the workplace. It covers topics such as determining own responsibilities and performance objectives, developing interpersonal and transferable skills, and effective time management strategies. The document also includes recommendations for improvement and motivation techniques. The subject of the document is employability skills, and it is relevant for any individual looking to enhance their skills for better job prospects. The document type is a report, and it is not specified if it is an assignment or dissertation. The course code, course name, and college/university are not mentioned.

EMPLOYABILITY
SKILLS

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
Task 1...............................................................................................................................................3
P1Determine own responsibilities and performance...................................................................3
TASK 2............................................................................................................................................6
P2 Develop interpersonal and transferable skills.........................................................................6
TASK 3............................................................................................................................................8
P3 Dynamic of working with others............................................................................................8
TASK 4..........................................................................................................................................11
P4 Develop strategies for problem solving................................................................................11
CONCLUSION .............................................................................................................................12
REFERENECES............................................................................................................................13

INTRODUCTION
Employability skills refers as the skill and capabilities which makes people more
effective at work, whatever job offers in particular field. In simple word education and job
experience which makes person capable to apply for a job and makes them successful in
different roles. Employability skills and known as soft skills because it makes people
employable. It is crucial for workplace because it permits employee to work well with other
peoples and uses knowledge to resolve issue and adjust in any work environment. To understand
role of employability skills there is an example of national trust. In this report will develop a set
of own responsibilities and performance objectives. It covers motivation techniques which is
used to improve quality of performance. Time management strategies is covered in this report. It
includes roles of people which they play in team and achieves shared goals together.
Task 1
P1Determine own responsibilities and performance
1.1Develop own responsibilities and performance objectives
Own responsibilities: I got job as a membership & visitor welcome manager in national trust.
Whereas I suppose to have some responsibility for this post. For example, I should have good
decision-making skills because it helps me to implement beneficial decision for my team. I
enable to organize training and development class for employees. It improves employees
performance while offering services to customer (Asiri, Greasley and Bocij, 2017). When my
decision-making skills is more efficient than I eligible to create creativity within workplace
which improves visitors experience. For example seasonal price strategy which I can implement
for visitors. Firstly it attracts visitors to buy their services as resulted achieves financial benefits
within company. I have adaptability skills which supports me to adjust in each situation as well
helps to build good relationship with them. For example group of employee who have conflict
relevant to salary, work pressure etc. in that state I provide open communication at workplace

where they can direct communicate with manager. Thus, my adaptability skills supports me to
build direct and indirect relationship with employees and customers.
Performance objectives: As a manager my primary objective is that to become as role model
for staff which helps me to lead effectiveness in their performance at workplace. My standrad
objectives are improve employees performance, meets customers objectives, understand
employees needs. These objectives are most important for company because it improves
organization image in industry market.
1.2 Own effectiveness against defined objectives\
I have good communication skills which helps me to motivate employees for giving high
performance. The first objective is that to improve employees performance. I easily can meet this
objective because I have good communication skill, so I can direct communicate with them and
understand their issue. On the basis of issue I can organize skill and development classes which
helps them to overcome their weakness. They also learn new tactic to deal with issue relevant to
task or other. Thus, I can improve their performance within company. Second I have good
decision-making skills that helps me introduce reward or appraisal system for motivate
employees. Appraisal system strategy supports individual to give highly performance. It
maintains their well-being within company (Azmi and et.al., 2018). Third objective is to
understand employees needs where it requires good analytical skill. I don't have good analytical
skills then I unable to meet this objective. Second objective is meet customers objectives. It can
meet out when a person has good communication skill, decision-making skill and adaptability
skill. For example communication skill supports to interact customers and understand their
needs and preferences. Wile decision-making skill assist to introduce effective strategy that leads
effectiveness on customer services. On the other hand, adaptability skills helps employee to build
good relationship by resolving their issues. I have all skills which can help me to meet customer
objectives within company.
1.3 Recommendation
 I don't have good analytical skill that causes I unable to meet standard objective.
So I take some coaching which helps me to analyse people needs.
 I will listen successful manager lecture which support me to improve me
analytical skill.

 I will communicate different personalities which helps me to understand their
needs and preference (Suleman, 2016). Additionally, it improves my image in
front of peoples and develops my communication skills.
 I will use my problem solving skill which helps me to keep every problem in my
mind. I critically analyse problem and raise solutions. Thus, I can improve my
analytical skill.
Improvement in analytical skill is must important for my job position because when my
analytical skill is good then I eligible to correlate situation from other. It improves my problem
solving skills and I easily meet out standard objective well-formed.
1.4 Motivation Techniques
Maslow theory is main motivation technique which helps me to meet my objectives. Still, I am in
third phase of Maslow theory but self actualization is last phase. I didn't get self actualization
from my job position. To meet last stage I have to improve my job performance by learning new
skills like time management, analytical skills etc. These skills assist me to meet standard
objectives. Apart from this, I will more concern for my roles like understand employees needs
and meets them from their desirable needs. It automatically influences their performance skill. I
will keep transparency in promotion decision which leads loyalty in employees for their job
position. Open communication facilities also offers by me at workplace. it helps employee to
deal complicated task by discussion (Nagaraju and Subbarayudu, 2017). It creates healthy
working environment and enhances employees productivity within company. I introduce reward
and incentives strategy for employee who offers their services to customers within national trust.
This strategy maintains well-being and attracts other talent to take job in company. Suck kind
motivation leads self actualization in employee, and encourage them to meet standard objectives.
Thus, I improve my performance as reflect service quality of employees also enhanced at
workplace.
TASK 2
P2 Develop interpersonal and transferable skills
2.1 Develop solution based problem
Working as a manager in National Trust found out several issues which can reduce
performance of company in business market. First issue is conflict which occurs amongst staff
while working with other team. However some staff members claimed that a couple of team

doesn't work harder as other doing. Due to this working environment became unfriendly, while
other quieter team member started to feel unsafe at workplace. In simple word employees well-
being has lost due to unfriendly atmosphere (Adeyinka-Ojo, 2018). Miscommunication leads
conflicts among them as result productivity of employees is reduced within workplace. Overall
circumstances are observed by manager and uses analytical skill to deal with situation. Manager
gets solution to deal with situation. Mangere makes plan to create good communication amongst
them. Secondly manager observe conflicts occur due to some staff members who force a couple
of team to work harder as other do. Manager organizes interpersonal skills class to handle current
situation.
2.2 Communicate in variety of styles and appropriate manner at various level
Effective communication style:
To improve communication between employees manager applies verbal and non-verbal
communication style. It assists manager to understand behaviour of them at workplace. Manager
implements verbal and non-verbal communication strategy on team leaders. This communication
style helps team leader to understand issues of team member which causes their working
performance is reduced (Messum and et.al., 2016). It also recognizes needs of member from
their leaders which can build good relation with them. Due to ineffective communication style
leader unable to define task that reduces their performance.
Team meeting: It is another initiative which is taken by manager to improve communication
between team leader and member's. It is effective communication style because it leads high
attendance of team. In team meeting, leader can define objectives to their member and can ask
for suggestion to improve effectiveness in objectives (Misra and Khurana, 2017)
(Jackson, 2016). It leads positive outcomes i.e. employees starts to feel values for themselves in
company . Secondly working environment becomes good which encourage team member to give
highly performance. Overall effective communication style reduces conflicts and creates healthy
environment at workplace.
Interpersonal skills
To improve team leader skills implement interpersonal skill decision Where organizes
interpersonal skills classes. These classes help team leader to improve their negotiating skills.
For example if negotiation skill is good then team leader easy to encourage member to improve
their performance as result working efficiency improves within company.

2.3Effective Time management Strategies
Time management strategies
Priorities workload Setting work objectives
To improve team effectiveness manager
introduces time strategies which helps them to
manage time. Priorities of workload is the first
time management strategy. Where manager
assigns job responsibility to each team leader
so that they can easily assign task among team
member without any conflict. This strategy
plays significant role during work pressure
because each leader know about their task and
encourages employee to work hard. Apart from
this, it helps manager to manage work load in
well-formed.
Manager applies second time management
strategy where sets work objectives for team
leader. The main goal of the work objective to
lead responsibilities among team leader for
their role. For example couple of team which
unable to give high performance like other
team member due to task confusion. This
strategy makes them understand significance of
their role within company. In that state, team
leader give open communication facility to
member where they can direct communicate
regarding task confusion. Thus, team, leader
can improve team performance.

TASK 3
P3 Dynamic of working with others
3.1 Roles people play in team
Manager implement Belbin theory model for assigning job task among team leader. This theory
also known as nine Belbin team roles. Manager assigns job task among team leader i.e.
Resource investigator: Team leader perform this role well form within company. They
interpret new ideas in team which improves employee's Woking skills. Team leader explore
opportunity for employee where they can use for improving working skills.
Team workers: manager assigns job a leader as team worker. They take their job
responsibility in well-formed. Leader involve members in decision-making process and allows
them to give suggestion. Leader give value to employee's by listening them properly. Even they
also encourage employees to give high performance by offering training classes. Thus leader
perform well as team worker within workplace.
Co-ordinator: Coordinator focuses on team's objectives and supports them to differentiae
themselves from other team member's. Leader clarifies goals to group of employee so that they
work on that direction and achieves them within time. Thus, team leader coordinate with
employees within company.
Plant: Manager assigns a leader as problem solver where they perform well within
workplace. Leader organizes creativity classes for employees where they can learn new activity
and improves their creative skills. Team leader resolves issues which occurs during handling task
i.e. confusing task, difficulty in task achievement and time management. Thus, team leader
perform well their responsibility.
Monitor evaluator: To analyse job performance of employee within company, leader act
as monitor. Where they monitor employees working skill while offering services to customers.
On the basis of evaluation, understand needs of customer at workplace. Team leader finds
several employee unable to perform well at workplace. To improve their performance offers
training classes that helps them to learn new tactic and improve their existing skills. To analyses
effectiveness of classes, team leader monitors their performance as result gets fruitful outcomes.
Thus, team leader improves job performance of each employee at workplace.

Specialist: Manager assign job responsibility team leader as specialist so that they analyse
critical area which requires improvement. Team leader analyse employee don't cooperate to each
other due to miscommunication. It leads conflicts among them (Messum and et.al., 2017). To
resolve this issue team leader offers communication classes to them where they can learn how to
communicate to each other.
Shaper: Team leader gives challenge to employee's and allows them to complete it by
making team. The main goal of the challenges to build team among employee's, and they
understand significance of unity (Scott and et.al., 2019). Thus, team leader gives shape of team
within workplace.
Implementer: It is anther job responsibility which assigned by the manager to team
leader. Where they create plan for improving skills in employees and measures its effectiveness
that it is workable or not. In last organizes skill and development classes for employee which
leads effectiveness in them because employee's learns multiple skills. It improves working
efficiency.
Completer finisher: It is last phase of Belbin theory where manager assigns a job
responsibility to team leader as a completer finisher. Leader assigns task to group of employee
along with deadline and resolves their issues which comes during completing task. Even
maintain quality in working performance so that gets positive outcomes within company.
Thus, each team leader perform well their job responsibilities in a team and supports to achieve
shared goals.
3.2Team dynamic
To analyse team dynamic applies Tuckman and Jensen theory model. It helps to
understand collaboration, integration and communication level within team in National Trust.
This theory model is divided into four parts such as storming, norming, forming and performing.
Forming: In this phase leader plays vital role because group of employee depends on
leader direction. Team leader assign job responsibility to individual or group of individual so that
task is clearly defined by them at workplace. In this phase analyse team leader adapts situational
leadership.
Storming: Leader gives challenges to group of member for analysing out their efficiency.
Even leader supports team building and encourages them to complete challenges by grouping. It
leads beneficial impact on employees. Working efficiency improve, task achieves in fewer time

and well-being improves etc. outcomes receives in company. From the phase can analyse leader
plays in their job position.
Norming: To improve employees engagement, leader organizes skills and development
program for them where employees get chance to learn new tactic and improve their skills. Thus
type programs keeps employees enthusiastic and encourage them to become multi taker (Rowe
and Zegwaard, 2017). Leader also encourage employees to works in team as result
communication improves among employees.
Performing: It is another strategy which is applied to know about employee performance
at workplace. As result finds out that each leader perform well in their job position as result
improves performance of each team member within workplace.
3.3Alternative ways to complete task and achieves team goals
Situational leadership style:
It is the best style which can help leader to understand team objectives. Situational leadership
style helps team leader to analyse weakness of employees. In that state leader can improve their
weakness by offering training classes per four months. It helps employee to improve task
difficulties.
360 feedback strategy:
It is another method which can use by leader to improve strategy effectiveness and employee
performance. Leader can gather feedback from employee, manager and customer about their
performance and can measure effectiveness.
TASK 4
P4 Develop strategies for problem solving
4.1Tools and methods for developing solutions to problem
As manager analyses while working in National Trust that some staff members who is
much quieter than others feels intimidated within workplace. It is major issue which reduces
employees productivity with company. To resolve these issues applies various bullying methods
i.e.
Workplace communication skills
Manager can offer open communication to employees where they can share their issues if
they bully by senior authorities at workplace. Open communication also reduces conflict
between employees which occurs due to workload, salary issue etc (Abas and Imam, 2016. To

make them feel threatened free manager personally communicate with them and encourages
them to share their view about workplace. Thus, workplace communication skills makes them
feel friendly.
Document for everything
To handle workplace bullying manager adapts document strategy. To keep employee
bullying free involves written consent. It is based on the anti bullying at workplace. Thus kind
adaption supports employee to offer high services at workplace without concern about bullying.
Bullying prevention program
Manager organizes bullying prevention program to stop bullying at workplace. This program
helps employees to take stand up for themselves. The main goal of the program to maintain well-
being of employees within company.
4.3Develop an appropriate strategy for resolving the problem of labour
Company management can implement strategies to control bullying and discrimination at work
place
Anti discrimination strategy: This is an effective strategy can be used in the National Trust to
stop bullying at the work place. Under this strategical tool all the employee's of the organisation
who get harassed in anyway during the operational function get a chance to report the respective
issue to senior authorities in the National Trust. Senior management and authority will take a
suitable actions against the guilty employee's based on the outcomes of the entire case study.
Management can even implement resignation in order to take effective actions against the
employee bullying in the organization.
To remove the various conflict in the organization management can implement a strategy of
compliance management system in the National Trust.
Compliance Management System: This is an effective strategical tool can be used in the
national trust to deal effectively with various issues in the organisation (Messum and et.al.,
2016). In this strategy stage-management can have a specific department in the organisation to
report all the compliance of employee's. Department will further take actions to solve all the
compliances of employee's in the organisation. This is an effective strategical tool to improve the
organisation culture of the National Trust.
4.3Potential impact on the businesses of implementing strategy

Financial impact: Before applying anti-discrimination policies employees turnover reduces in
national trust. After implementing non-discrimination policies enhances employees turnover at
workplace as result organization gets financial benefits (Azmi, Hashim and Yusoff, 2018).
Additionally, it raises good will of company in industry market.
Non-financial impact: Before applying strategy conflicts occurs among employees. Later on after
implementing strategy, conflict ratio reduces and creates healthy working atmosphere with
company. Thus, national trust gets positive outcomes within workplace.
CONCLUSION
It can be concluded set of own responsibility and performance at workplace.
Communication style also summarized in the report. It has been concluded Tuckman and Jensen
theory and Belbin theory model. Time management strategies also has been summarized in this
report. Tools and methods has been concluded in the report. It has been summarized potential
impact on the business of implementing strategy.

REFERENECES
Books and Journals
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Messum, D and et.al., 2017. Senior Managers' and Recent Graduates' Perceptions of
Employability Skills for Health Services Management. Asia-Pacific Journal of
Cooperative Education. 18(2). pp.115-128.
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Curriculum enhancement through work-integrated learning.
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university students. International Journal of Modern Trends in Social Sciences. 1(3).
pp.1-14.
Messum, D.G and et.al., 2016. Employability Skills in Health Services Management: perceptions
of recent graduates. Asia-Pacific Journal of Health Management. 11(1). pp.25-34.
Abas, M.C. and Imam, O.A., 2016. Graduates' Competence on Employability Skills and Job
Performance. International Journal of Evaluation and Research in Education. 5(2).
pp.119-125.
Scott, F.J and et.al., 2019. Empowering students by enhancing their employability skills. Journal
of Further and Higher Education. 43(5). pp.692-707.
Misra, R.K. and Khurana, K., 2017. Employability skills among information technology
professionals: A literature review. Procedia computer science. 122. pp.63-70.
Jackson, D., 2016. Re-conceptualising graduate employability: The importance of pre-
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Messum, D and et.al., 2016. Content analysis of vacancy advertisements for employability skills:
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Teaching and Learning for Graduate Employability. 7(1). p.72.
Adeyinka-Ojo, S., 2018. A strategic framework for analysing employability skills deficits in rural
hospitality and tourism destinations. Tourism management perspectives. 27. pp.47-54.
Nagaraju, M.E. and Subbarayudu, Y., 2017. Assessment of employability skills-A study with
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Azmi, I.A.G and et.al.,2018. THE EXTENT OF WORK READINESS AMONG MALAYSIAN
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Asiri, A., Greasley, A. and Bocij, P., 2017. A review of the use of business simulation to enhance
students' employability (wip).