Understanding Employability Skills for the Modern Workplace

This is a collection of academic articles and books related to the concept of employability, which refers to an individual's ability to gain and maintain employment in their chosen career field. The resources cover various aspects of employability, including the importance of basic and soft skills, such as communication, teamwork, problem-solving, and time management, for graduates and professionals seeking to advance their careers.

EMPLOYABILITY
SKILLS

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
1.1 Developing a set of own responsibilities and performance objectives..................................3
1.2 Evaluate own effectiveness against defined objectives .......................................................4
1.3 Make recommendation for improvement of the performance objectives..............................5
1.4 Motivational techniques that can be used for improvement quality of performance............5
TASK 2............................................................................................................................................6
Covered in ppt .............................................................................................................................6
TASK 3............................................................................................................................................6
3.1 Explanation of the roles people play in a team and the ways to achieve shared goals by
working together..........................................................................................................................6
3.2 Analyses of team dynamics...................................................................................................7
3.3 Recommendation for alternative ways to complete tasks and achieve team goals ...............8
TASK 4............................................................................................................................................9
4.1Evaluation of tools and methods for developing solutions to problems with Travelodge
Hotel.............................................................................................................................................9
4.2Strategies for resolving the problem of labor turnover in Travelodge Hotel:.......................10
4.3evaluation of the potential impact on the business of implementing the strategy:...............11
CONCLUSION .............................................................................................................................12
REFERENCES .............................................................................................................................13
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INTRODUCTION
Employability has been defined as the capability of getting and maintain employment.
Employability skills is a knowledge and abilities to a specific job (Gallagher, 2013). A set of
achievements and personal attributes that make people more likely to gain employment and to
be successful in their chosen business or job. The report is based on case study of Travelodge
which is leading chain of hotels in UK as well as in Ireland and Spain. It is the largest brand,
with more than 500 hotels an 37000 guest bed room (Travelodge, 2016). This project covers
important aspect such as manager own responsibilities and performance objectives and identified
ways of motivational techniques which can be used to improve quality. In this report also
identified development solution to work based problems and effective methods for developing
solution to problem. Furthermore, the ways of effective communication at various level and
evaluation of potential impact on the business of implementing the strategy.
TASK 1
1.1 Developing a set of own responsibilities and performance objectives.
For development of effective management performance I have to involved everyone in
the support in the organization. For the developing responsibility I have to communicate
everyone and determine their responsibility accordingly. Responsibility is a direct relationship. It
is ability which help in decision-making and skills development. As a manager we have a
responsibility make the strong performance in employees of organization. For identifying and
encouraging performance improvement, the following are my responsibility:
 Performance management process: According to me, it is my responsibility to take the
team work by the employees who are help in emphasize and benefit towards the
organization by their skills.
 Regular performance conversation: For employees performance I have conduct regular
short meetings for discuss and record the turning point of accomplishment, success and
challenges for take place.
 Positive and constructive feedback: It helps to take the feedback during the meetings as
regularly as possible. It makes boost to the employees in front of peers.
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 Annual performance review: It helps to me to take the advantage of achievement,
development etc. which is helps to achieve goals and development.
For performance objectives I, build performance goals which are help to achieve the
objectives of the organization. In simple term performance objectives defines good performance
which are required for good performance job like there quantity, quality and time frame and how
it is behave in their job. Following are the objective I considered in my organization:
 To establish program which helps to contribute their participation in the organization.
 To assess the quality of work done by employees.
 To risk assessment for identifying threats or organization.
 To identify opportunities.
1.2 Evaluate own effectiveness against defined objectives
The effectiveness in respect to the goals and objectives of the organization I has to
evaluate the effectiveness (Husain and et.al., 2010). It is important because it helps to identify
the organization where to work. I has to judge what I can do and where I can utilize my
capabilities then only I will be effective to the organization. There is a way through which I can
know about my own effectiveness: Identify the skills: To evaluate the effectiveness in respect to the goals I will identify the
skills and compare them with others. Identification of skill is important to do the work
with effectiveness. Skills are not common in all the person. It vary s from person to
person. Every person has skill to do the thinks in different ways. Without skills no job
can be done effectively. The job should be selected by me in which I can use the skills
and can perform well in it (Joanna, 2014.). Acceptance of the responsibility: It is the another way to evaluate the effectiveness I
should accept the level of responsibilities which I will be assigned. i have to understand
the responsibilities towards the job to achieve the objectives of the organization. I have to
be capable to take the responsibility.
 Comparing with standards: It is the ways to evaluate the effectiveness by comparing self
capability with the standard set by the organization. The performance or the kind of work
is done by me has to be measure with the actual standards set by the organization so that
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the differences can be analyze and the improvement can be made to work more
effectively in order to meet the objectives of the firm.
1.3 Make recommendation for improvement of the performance objectives
To improve the the activities of the organization certain measures has to be taken to
minimize the cost, improvement in the services and improvement in the good will as well. The
improvement in the employees can be made by providing them good incentives for their work to
get the effective work from them to meet the objectives of the goals (Misra and Mishra, 2011).
A manager has to motivate the employees and ensure the optimum working condition. He has to
guide the employees proper in the direction towards the goal. The improvements can be made are
as follows: Change in organizational practice: The change in the ways of the working of the firm
can improve my work. The change will bring the different style of work which will effect
the way of work. It can be negative as well as positive. It has to be implement and further
analyze whether it is beneficial for the firm as well as for me or not. Environment of the organization: It plays an crucial role in the performance of the
employee. The place where I working has to be good so that I can give my hundred
percent. The environment effect the work (Poon, 2012). Training program for the employee: The training regarding the work which I had to
perform in the job has to be giving so that i can understand the way to do the work and
can learn how to do the work. The precautions and the measures I will be knowing then
I will be able to work with more effectiveness. Training is always necessary to start any
kind of work it helps to understand the nature of the work. Encourage personal improvement: It is the way from which the the individual
performance can be improve more by encouraging his work by the senior staff members.
I will get motivate towards the work by knowing that my work has been appreciated by
the management. I will be able to work with more dedication which will be good for the
firm as well as for me. Employees point of view: Th e management should listen to the employees point of view
in direction to the way of work because they are the actual one who is performing the
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work . They will be knowing better about the work, they can suggest the better ways to
work. My experience can be beneficial in the changes that are been required to improve
the work in more effectiveness (Rasul and et.al., 2012). Performance evaluation: My performance has to be measured so that the analysis can be
done to know the lacking areas. The improvement can be made by providing certain
measures or by providing training in the particular field to improve my performance on
the work. Review the goal: The goal and objects must be set to move in the direction to achieve
that. The management must look after me, whether I am going in the right direction or
not so that the immediate action can be taken to improve the direction of the work.
 Change in managerial approach: The change in the managerial approach can improve
my work efficiency. The approach to do the work has to be measure so that it can be
know whether to change or not . It has to be analyze that the change will bring the
improvement or not, if it can bring the improvement than the management must change
the managerial approach in order to get the effective work from me.
1.4 Motivational techniques that can be used for improvement quality of performance
Following are the techniques can be used to improve the quality performance : Financial incentives: It is a first technique which is help to improve quality performance
as money which help to catch the success of the Travelodge. Hence it helps to the
employees to fulfill the basic needs as well as safety and maintain status in the society .
For example wages, salary. Job security etc. It follow the Maslows's hierarchy need
theory. Job enlargement: According to this technique, duty commit to do the task increased by
adding similar job. So the scope is increase the motivation towards the quality
performance. It leads to the employees by horizontally in the Travelodge. For example in
a organization leader assign a work regarding marketing field to the sales person. It relate
with the Mcgrager techniques of motivation. Providing recognition through job title: In this technique, employees perhaps their
esteem needs towards positive self image and respect and some recognition through their
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job title. For example prestigious assignment, nice work space etc. (Rosenberg, Heimler
and Morote, 2012). It is follows the Maslow's esteem needs. Delegation of authority: It is exercised with the granting of authority to the subordinate
which helps in increasing devotion to work in Travelodge. Because it provides high
morale for the task performance. For example providing authority of taking decisions of
the organization. It is follows the autonomy and challenging the work task (Poon, 2012).
 Provide Job security: It is helps to motivating to the employees by giving them security
towards their job. It is generates the belief towards the Travelodge, that the employees are
secure towards their job in that organization. For example it provides the permanent job
of manager, chief executive etc.
TASK 2
Covered in ppt
TASK 3
3.1 Explanation of the roles people play in a team and the ways to achieve shared goals by
working together
Belbin have identified nine different roles that individuals play in team at work place.
These are known as Belbin team roles (Belbin, 2015). For a team to be successful The
Travelodge hotel needs to have access to each of the team roles. The first role of employee in a
team is implementer. The implementer set plans and ideas into easily executable work or task.
The second team role is resource investigator. The people who play such roles are the cheerful,
extroverted person with lots of contact within and outside the team. This type of people is
naturally good at developing and maintain contacts. The third team role is plant, This type of
individual is the creative thinker for the team (Mirza and et.al., 2014). This type of people
innovative and the such people need space to fantasize about new and surprising solutions to
complex problems. The fourth team role is monitor, the people who play such roles are
thoughtful, sensible and critical. The monitor is always analyzing situation and wants to get to
the bottom of things. The fifth team role is shaper, this type of people is driven, passionate and
willful. The shaper has strong desire to perform, looks for challenges and get things going. Sixth
role is coordinator, the such people looks after procedures, helps team members clarify purposes
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and summarizes what everyone wants. The next role of individual in a team is complete finisher.
The such people has the talent to always feel what could go wrong (Rosenberg, Heimler and
Morote, 2012). The other role is team worker, the such people is most sensitive member in a
team, helpful and focused on creating a pleasant atmosphere. The last role of team is specialist,
the such individual is an immeasurable source of knowledge in their field.
The ways to achieve shared goals by working together is that the all all team members
shared leadership responsibilities like decision making, resolving conflict and meeting deadline.
The other ways is that the team members shares responsibility for the success of the project, the
team is more reliable and the clients receives the best possible services. Furthermore, the ways
are commitment to team goals, commitment to the team plan, effective communication,
responsiveness and collaboration (Chaita, 2016).
3.2 Analyses of team dynamics
The team dynamics is a behavioral relationship between employees of a team that are
assigned specific task within a company (Andrews and Russell, 2012.). Team Dynamics are
affected by roles and responsibilities and have a direct result on outcome. it is created by the
nature of the group's work, the personalities within the group, the working relationship with
other people in team and the atmosphere in which the team works. The team dynamics can be
good for some organization when they improve overall team performance and get the best out of
individual team member (Trought, 2012). They can also be bad when the team cause productive
conflict , demotivation and prevent the team from achieving its goals.
According to scenario in Travelodge hotel the employees are more interested in their own
task they not like to involve team goals. In hotel the staff turnover is also increase due to
unhealthy competition and lack of clarity of roles. To improve group dynamics the Travelodge
hotel make some strategies. The main strategy is that “know your team” as a leader you
identified individual behavior in a team. The leader or manager need to guide the development of
your groups. The strategy for improving team dynamics is “tackle problem quickly” if the leader
notice that one member of their team has adopted behavior that's affecting the team negative, act
quickly to challenge it (Poon, 2012). The leader provide feedback that shows your team
individual the impact of her action and help or encourage them to reflect on the ways which can
change behavior. It is also improve through defining the group's mission and objective, and
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responsibilities to every member in a team. The other strategies for improve team dynamics is
break down barriers and focus on communication.
3.3 Recommendation for alternative ways to complete tasks and achieve team goals
The Travelodge hotel team's complete their task through some ways. The ways to
complete task and achieve team goals is given below:
 Shared leadership: Most teams have a designated leader, all team members should share
some leadership responsibilities for decision-making, monitoring progress and
quality,meeting deadlines and resolving team, conflict. Involving individual in leadership
improves the quality of ideas and decision generated by the team which help to complete
team task in organization (Rasul and et.al., 2012).
 Shared responsibility: When the all team member shares responsibility for the success
of the project, the team is more responsive and more reliable and the clients get the best
possible product and services. The shares responsibility increase the productivity and
efficiency. Shares responsibility is created when the individual in a team commit to
completing task allocated to them and help other to meet deadlines. Shared responsibility
is effective when individual take an interest in the work and share relevant information
freely (Gravells, 2010). It is also effective when team members focus on solving
problems rather than blame to each other.
 Commitment to team goals: This way also help to achieve team objectives. It occurs
when each individual of the team is focuses on achieving the team goal over and above
their own goal (Misra and Mishra, 2011.).
 Commitment to team plan: The team plan outlines how the team will achieve its goals
by detailing what is required, milestones and deadlines. It gives the team a strong focus
on succeeding. when team members understand their work according to team and task
objectives, they become more committed to the task's success and less troubled by short
term difficulties.
 Effective communication: It is play a crucial role in a team to the success of any project.
Effective communication exist when process are created to facilitates the communication
of relevant information. Teams members listen carefully to one other and to the client.
The team performance standards, team objectives and the team manager expectations are
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clear within team. Furthermore, conflict deals with openly and team members gives and
receive frequent constructive feedback (Husain and et.al., 2010).
TASK 4
4.1Evaluation of tools and methods for developing solutions to problems with Travelodge Hotel
The tools and methods which helps for developing solution to problems with Travelodge
hotel. They are given below:
 Brain-storming: It can be used in conjunction with the cause and effect tool. It is a
method which used for developing solution to problems. Through this method the
company generate a large number of idea from employees quickly and used for resolve
solution (Miller, Biggart and Newton, 2013.). The each member of organization has right
to put their ideas and views relevant problems. The Travelodge hotel used this method for
identifying problem are, identifying area for improvement, designing solution to problem
and developing action plan.
 Employees feedback: It is also a tool which helps developing solution to problems with
Travelodge hotel. The hotel used this method through survey, personal interview and day
to day communicate with employees. Personal interview helps to identifying personal
problems related to organization and this also create open communication with
individual. It helps to get more ideas, views, information from employee and identified
solution of problems. The survey helps to identified the main problem of organization
which helps to developing solution (Muhamad, 2012). The day to day communication is
effective for organization and helps to developing solution. The day to day
communication is reduce problems of organization. Training is also a technique which
helps to get suggestions from employee and developing solution to problems
organization.
 Customer feedback: It is help to understand external problems of organization through
survey, online website. The feedback through survey is understand where the problem in
organization and the ways of resolve problems. The customer share their experiences of
Travelodge hotel which is help to understand the positive and negative element. The
customer gives their views and ideas which helps developing solution. The customers
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gives feedback on company website which is also helps to company to resolve their
problems (Mishra, 2014).
4.2Strategies for resolving the problem of labor turnover in Travelodge Hotel:
According to scenario in Travelodge hotel staff turnover has been increasing due to
unhealthy competition and lack of clarity roles. To resolve this problem there are some
strategies which helps company to reduce labor turnover. The strategies are given below:
 Improve the work environment: Organization reduce their labor turnover through
improve work environment which includes pay more, Offer potential for advancement,
Rebalance the work load, offer competitive benefits, encouraging friendly employee
relationship and trust your employee with responsibility (Wibrow, 2011). The cited hotel
pay employees more than a competitor would, they will be less likely to leave for other
work. The employees rewarded for their achievements and compensating fairly for their
work. If employees work is stressful or very difficult then the organization gives other
jobs which is comparatively easy or pay more for their difficult jobs which motivated
employee. The organization offered some affordable benefits such as health insurance
and stock options. Moreover, to long term employees or labor providing friendly
relationships in organization (Margaret Little, 2011).
 Improving Hr practices: It includes hire more selectively, conduct regular employees
review, conduct exit interview and regular review and assess employees concerns. The
mentioned hotel select right people for the job with right skills. To reduce turnover, the
manager having regular session in which they identified like and dislike about their job
and to ensured that the employees feel valued or not (Tymon, 2013). The exit interview
helps to learn what went wrong with an unhappy or unsatisfied employee.
 Organizing for employee retention: It includes retrain managers with high turnover,
sometimes, high turnover may be not be a problem for the entire company. The
management style of individual supervisor that is causing the problem. If this is the
problem then strongly consider that the managers should re-training before hiring or
searching for replacement. Furthermore, consider alternate roles for unhappy employees
and avoid constant reorganization (Sultana, 2014).
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4.3evaluation of the potential impact on the business of implementing the strategy:
According to above strategies the impact of implementing strategies is that the pay more
strategy is affects in terms of financial because if company pay more through offered company
stock and equity plan. This option gives financial stake in the company if employees work hard
and achieve goals, their stock value will go up and they will make money which is also profitable
for company (Barker, 2014). The company offered rewards and non tangible benefits for
employees work hard which impact on organization in terms of non financial. This helps
gradually increasing employee responsibilities and and they done same for years in organization.
The impact of offer competitive benefits to employee like health insurance and stock options, it
decreasing employee turnover in organization and give benefits in terms of financial and non
financial both. The encourage friendly employee relationship give benefits in term of non
financial. If managers provide friendly relationship then they feel comfortable in organization
and retain long term (Tomlinson, 2012).
The improve HR practices impact on organization is that if managers select right people
for right job then they perform better and feel happier in their role. It gives financial benefits
which is increase productivity and revenue and non financial benefits is improve overall
performance and retain best employee. Furthermore, if manager conduct employees review and
employee concern then the impact is that employees feel valued and this help to reduce turnover
in organization.
Organizing for employee retention is impact on business is that if the company hire best
manager through give re-training then it will help to success and growth for their company and
reduce turnover (Williams and et.al., 2014). The consider alternate roles for unhappy employee
and avoid constant reorganization is also help to reduce high staff turnover in organization.
CONCLUSION
It is concluded that the mangers should follow their own roles an responsibilities for
improving their workforce. It is analyses that There are nine roles which plays individual in team
to improve team efficiency so the organization must adopt this roles. It is analyses that the team
dynamics is effective for organization and to improve team dynamic they follows some
strategies. There are ways which help to individual to complete their group task. For developing
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solution to problems there some tools like brain-storming and employee feedback which help
resolve their problem. It also concluded that strategies which helps to reduce turnover.
REFERENCES
Journals
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.
Barker, B., 2014. Employability skills: Maintaining relevance in marketing education. The
Marketing Review. 14(1). pp.29-48.
Collet, C., Hine, D. and Plessis, K. D., 2015. Employability skills: perspectives from a
knowledge-intensive industry. Education + Training. 57(5). pp.532–559.
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Husain, M. Y and et.al., 2010. Importance of employability skills from employers’ perspective.
Procedia-Social and Behavioral Sciences. 7. pp.430-438.
Joanna, P., 2014. Do real estate courses sufficiently develop graduates’ employability skills?
Perspectives from multiple stakeholders. Education + Training. 56(6) pp.562–581.
Margaret Little, B., 2011. Employability for the workers-what does this mean?. Education+
Training. 53(1). pp.57-66.
Miller, L., Biggart, A. and Newton, B., 2013. Basic and employability skills. International
Journal of Training and Development. 17(3). pp.173-175.
Mishra, K., 2014. Employability skills that recruiters demand. IUP Journal of Soft Skills. 8(3).
p.50.
Misra, R. K. and Mishra, P., 2011. Employability skills: The conceptual framework & scale
development. Indian Journal of Industrial Relations.pp.650-660.
Muhamad, S., 2012. Graduate employability and transferable skills: A review. Advances in
Natural and Applied Sciences. 6(6). pp.882-886.
Poon, J., 2012. Real estate graduates' employability skills: The perspective of human resource
managers of surveying firms. Property management. 30(5). pp.416-434.
Rao, M. S., 2014. Enhancing employability in engineering and management students through
soft skills. Industrial and Commercial Training. 46(1). p.42–48.
Rasul, M. S and et.al., 2012. Employability skills assessment tool development. International
Education Studies. 5(5). p.43.
Rosenberg, S., Heimler, R. and Morote, E. S., 2012. Basic employability skills: a triangular
design approach. Education+ Training. 54(1).pp.7-20.
Sultana, N., 2014. Soft skills for employability. International Journal of Organizational
Behaviour & Management Perspectives. 3(1). p.745.
Tomlinson, M., 2012. Graduate employability: A review of conceptual and empirical themes.
Higher Education Policy. 25(4). pp.407-431.
Tymon, A., 2013. The student perspective on employability. Studies in higher education. 38(6).
pp.841-856.
Williams, K and et.al., 2014. Skills, knowledge and abilities employers seek in new
professionals entering careers in the fed beef industry. NACTA Journal. 58(4). p.349.
Books
Chaita, M. C., 2016. Developing Graduate Employability Skills: Your Pathway to Employment.
Universal-Publishers.
Gallagher. K., 2013. Skills Development for Business and Management Students: Study and
Employability. OUP Oxford.
Gravells, A., 2010. Delivering employability skills in the lifelong learning sector. Learning
Matters.
Mirza and et.al., 2014. An assessment of industrial employment skill gaps among university
graduates: In the Gujrat-Sialkot-Gujranwala industrial cluster, Pakistan. Intl Food Policy
Res Inst.
Trought, F., 2012. Brilliant Employability Skills. Pearson Education Limited.
Wibrow, B., 2011. Employability Skills. At a Glance. National Centre for Vocational Education
Research Ltd. PO Box 8288, Stational Arcade, Adelaide, SA 5000, Australia.
Online
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Belbin. 2015. Belbin Team Roles. [Online]. Available through:
<http://www.belbin.com/about/belbin-team-roles/>. [Accessed on 27 July 2016].
Travelodge. 2016. Our company. [Online]. Available through:
<https://www.travelodge.co.uk/our-company>. [Accessed on 27 July 2016].
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