Employability Skills in Tourism Management

This assignment delves into the crucial employability skills needed by graduates seeking employment in the tourism management sector. It analyzes various scholarly articles and reports that highlight the perceptions of employers, educators, and students regarding the importance of specific skills such as communication, problem-solving, and adaptability in securing successful careers within the tourism industry. The analysis draws upon a collection of research papers to provide a comprehensive understanding of the evolving landscape of employability skills in tourism management.

EMPLOYABILITY SKILLS

Table of Contents
INTRODUCTION...........................................................................................................................1
LO 1.................................................................................................................................................1
1.1 Own responsibility and performance objectives...................................................................1
1.2 Evaluation of own effectiveness ..........................................................................................2
1.3 Recommendations for improvement.....................................................................................2
1.4 Motivation techniques for improving quality of performance ...........................................3
LO 2.................................................................................................................................................3
2.1 Covered in Brochure.............................................................................................................3
2.2 Covered in Brochure.............................................................................................................3
2.3 Identification of effective time-management strategies........................................................3
LO 3.................................................................................................................................................5
3.1 Covered in PPT.....................................................................................................................5
3.2 Covered in PPT.....................................................................................................................5
3.3 Covered in PPT.....................................................................................................................5
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................6

INTRODUCTION
Employability skills are job-specific skills that an employer needs to improve general
qualities to get a job (Griffin and Annulis, 2013). Generally speaking there are eight skills which
is important for every employees to get a job like communication, teamwork, problem solving,
initiative and enterprise, planning and organising, self-management, learning and technology
(Zhu, Iles and Shutt, 2011).
In this report several issues like work based problems have been discussed and their
appropriate solutions is also given to resolve these problems or issues. Self-appraisal has been
done by assuming own roles, responsibilities, experiences, abilities, skills and establishment
during work at health and social care sector. Also performance objectives development factors
has been discussed. In power point presentation, roles of a team and alternative ways of complete
a task is presented. Brochure will enlighten all problems effected team formation and resolutions
for conflicts and issues has been provided.
The purpose of this report is to evaluate potential impacts of implementing the chosen
strategies in Ramsay Health Care UK.
LO 1
1.1 Own responsibility and performance objectives
As the manager of Ramsay Health Care, I have various kind if responsibilities. This
hospital offers variety of service and at a large scale (Haasler, 2013). I am accountable for
recruiting juniors doctors, they are crucial part of the hospital because they take care of patients
who are admitted in health care organisation. I am accountable for monitoring the work of nurses
and other staff members like cleaning. Daily I have to confront various kind if service users, it is
my responsibility to solve the queries of patients and their family members. They do not have
complete knowledge about the policies of hospitals, I have to communicate them some of the
systems that are present in Ramsay Health care. Normally the conflicts between management of
the hospital and family of patient happens because patient's companions fail to understand the
policies of the hospital (Deeley, 2014).
SMART objectives are necessary for improving own performance (Jackson, 2013). I
have to work on my negotiation skills so I can resolve various of disputes which happens in the
organisation. I will try to ascertain this goal in 2 years. I also have to do the task of hiring junior
doctors for the hospital. This process involve lot of good negotiation skill, if I will recruit more
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then 3 doctors on below the price given by the management then it will be considered as a huge
success for me. This will be beneficial for mu organisation and patients because they can get
better services at low price.
Manager has to perform various kind of work at health and social care workplace. As a
manager, it is my responsibility to effectively communicate all the rules and policies the workers
of organisation and clients of healthcare centre. I have to make sure that health and safety of very
person who is present in premise of Ramsey health care is maintained. Finding various kind of
risks which is associated with manual handling and other risky work is my responsibility. I have
to make sure that in order to provide to better service to clients, I cannot risk life and health of
staff members.
1.2 Evaluation of own effectiveness
Manager of a hospital always try to improve the facilities which his/her organisation in
offering (Zhu, Iles and Shutt, 2011). They understand that if people will get good services it will
increase they goodwill of the hospital. In present scenario, I have ability to analyse the demand
of doctors and patient. It help me in making better connection between both side, it is beneficial
for both of them. But I have to work on my conflict resolving skills. This is one area where I
need work because the number of disputes in hospital is increasing with the growth of business. I
am aware of the old soft-wares which are used at the workplace but I need to learn some new and
updated technology so I can improve my working style increase my efficiency.
I have able to work in pressured situation, like other people I do not loss control and
make effective decision. But, I need to work on some of the unpopular skills like finding ability
that is present in a person. Management of hospital often ask me to select my successor. I have to
develop the skills of analysing a person's personality so I can select right person for a job.
1.3 Recommendations for improvement
Every person has some shortcoming in their personality (Jackson, 2013). I am also
committing some mistakes and by adopting proper strategy, I can improve my employability
skills. I can learn new soft-wares by taking online classes. The technology is rapidly changing so
I have to learn new soft-wares on constant basis. I will also give online tests so I can analyse my
current status. By taking assistance of my seniors, I learn improve my motivation skills. This is
one talent which is required at the time of resolving conflicts. Making long term relations with
doctors is crucial for the success of organisation. They are considered as the face of hospital. By
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reading some books relating to understanding the human nature, I can gain the knowledge about
finding the skills that are present in my subordinates. If a person have this skills then he/she can
easily understand other person's nature and they can select right person in a job in upcoming
time. I have perform this task by study books and reading blogs, I can develop this talent in my
nature.
If I will remove all of my shortcomings in single time then I may not get favourable
result. So first of all, I will try to improve my knowledge about latest soft-wares. This task will
take at-least six months, if will starting working on any other areas then I may not acquire
various skills in an effective manner. After technology, I will start working on communication
skill and the capability of understanding other personality.
1.4 Motivation techniques for improving quality of performance
Many thinkers has given various kind of theories for motivating other people. Masclow
motivational theory gained lot of popularity because of its high effectiveness. This theory states
that their is a hierarchy and it is directly connected to the motivation. Physiological needs are the
prime factor which help in motivating a people. It is related to the basic requirement like food,
shelter etc. Safety needs are second in this list. If an employee or a person feel safe, it can be
related to personal security or job security, then it will make a positive impact on their
performance. Every person have social needs. This requirement is third in the list of Masclow. If
a person make good relationships and friendships then it will help them in improving their
performance (Griffin and Annulis, 2013). Esteem needs are connected to the prestige, if a person
get respect at workplace then he/she get motivation to deliver better than the expectation of the
others. Last one is self actualisation. If a person attain his/her complete potential then it will
increase his/her confidence and it will directly make a favourable affect on their performance.
Herzberg's motivational theory mainly focus on two elements, one which increase the job
satisfaction in a person for short term and other which focuses on long term motivation.
Increment in salary, rewards are some of the motivational factor which can motivate employee
but not for long time (Ramsay Health Care UK, 2017). Other factor is hygiene, it is related to the
basic needs of a worker like future growth and increment in productivity.
B.F Skinner gave an impressive theory which focuses on changing the behaviour of a
person by encouraging them and earning their faith. This work can only be done by fulfilling
their desires. Employees of this organisation can be motivated by understanding their reflex and
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agree their demand. If they will get things according to their needs then they will do work
according to the desire of manager. They can be motivated to work on their shortcomings and
this will improve their quality in short period of time.
LO 2
2.1 Covered in Brochure
2.2 Covered in Brochure
2.3 Identification of effective time-management strategies
Time-management strategies are process of identifying the areas where focus is required
to get better results (Jackson, 2013). It helps in get things done on time and avoiding work load
and stress.
Before making time-management strategies for myself, I have used below table to
analyse my current status. I market the column which better reflects my status.
Statements to answer Urgent Impor
tant
Not
urgent
Not
importa
nt
1. I start my day with clear focus
2. I have dynamic To-Do list
3. I focus on high value activities (priorities)
4. I put efforts in minimising interruptions
5. I stop procrastinating
6. I limit multi-tasking
7. I review my day before sleeping
8. I use SMART principles
After completing the above test I found that my score was between 10-15, which was
average score. That means, I am good at something's but there are still various opportunities
where I need to improve my effectiveness at work.
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So, on the basis of above outcomes, I have used these strategies at work to improve my
performance explained below:
Procrastinating: The best way I was able to beat it is through recognizing the reason of
why I was procrastinate, then I plan to get out of the habit.
Managing Interruptions: The next issue I found in effectiveness in performance was
managing interruptions. I usually interrupted by phone calls, information requests, questions
from employees and whole host of events. Hence, to control this I started prioritising
interruptions on the basis of its importance.
There are several advantages of time-management strategies given below:
It helps me in focusing on important tasks, less likely to forget, order thought, saves my
time, quicken decision. It shows a bigger picture of what needs to be done, I feel more in control
after using time-management methods and I made a record of completed task.
LO 3
3.1 Covered in PPT
3.2 Covered in PPT
3.3 Covered in PPT
CONCLUSION
From the above studies of all the dimensions that are linked to work within organisation
have become evident. The roles and responsibilities on hospitality suggests the attentiveness and
focusing on patients satisfaction (Jackson, 2013). Integrating with front office and doctors is also
required to arrange appointments. Additional to this, work based problems like a low level of
communication skills has been discussed with alternative solutions to resolve these problems
(Haasler, 2013). The primary result form the report is to get proper coordination within a team
which requires employability skills.
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REFERENCES
Books and Journals
Deeley, S.J., 2014. Summative co-assessment: A deep learning approach to enhancing
employability skills and attributes. Active Learning in Higher Education. 15(1). pp. 39-
51.
Dhiman, M.C., 2012. Employers' perceptions about tourism management employability
skills. Anatolia. 23(3). pp. 359-372.
Durrani, N. and Tariq, V.N., 2012. The role of numeracy skills in graduate
employability. Education+ Training. 54(5). pp. 419-434.
Fatima Warraich, N. and Ameen, K., 2011. Employability skills of LIS graduates in Pakistan:
needs and expectations. Library Management. 32(3). pp. 209-224.
Griffin, M. and Annulis, H., 2013. Employability skills in practice: the case of manufacturing
education in Mississippi. International Journal of Training and Development. 17(3).
pp.2 21-232.
Haasler, S. R., 2013. Employability skills and the notion of ‘self’. International Journal of
Training and Development. 17(3). pp.233-243.
Hinchliffe, G.W. and Jolly, A., 2011. Graduate identity and employability. British Educational
Research Journal. 37(4). pp. 563-584.
Jackson, D., 2013. Student perceptions of the importance of employability skill provision in
business undergraduate programs. Journal of Education for Business. 88(5). pp.271-
279.
Jackson, D., 2013. The contribution of work-integrated learning to undergraduate employability
skill outcomes. Asia-Pacific Journal of Cooperative Education. 14(2). pp.99-115.
Miller, L., Biggart, A. and Newton, B., 2013. Basic and employability skills. International
Journal of Training and Development. 17(3). pp. 173-175.
Misra, R.K. and Mishra, P., 2011. Employability skills: The conceptual framework & scale
development. Indian Journal of Industrial Relations. pp. 650-660.
Wibrow, B., 2011. Employability Skills. At a Glance. National Centre for Vocational Education
Research Ltd. PO Box 8288, Stational Arcade, Adelaide, SA 5000, Australia.
Zhu, X., Iles, P. and Shutt, J., 2011. Employability, skills and talent management in Zhejiang
Province. Journal of Chinese Entrepreneurship. 3(1). pp.24-35.
Online
Ramsay Health Care UK, 2017. [Online]. Available through<https://www.ramsayhealth.co.uk/>.
[Accessed on 22nd November, 2017].
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