Employability Skills Report: Career Development and Time Management

This report delves into essential employability skills, covering career development, time management, teamwork, and problem-solving techniques. The report begins with a three-year career development plan, analyzing its effectiveness, strengths, and weaknesses, alongside various motivational techniques. Task 2 focuses on implementing changes at Costa, exploring communication strategies and time management approaches. Task 3 examines teamwork, team dynamics, and their components. Finally, Task 4 addresses problem-solving tools and their impact within the context of Costa, providing a comprehensive overview of skills crucial for professional success. This report provides valuable insights into practical applications of these skills within a business setting.

Employability
skills

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
Task 1...............................................................................................................................................3
1.1 Three year career development plan.................................................................................3
1.2 Effectiveness of the above mentioned objectives.............................................................4
1.3 Strength and weaknesses...................................................................................................4
1.4 Various motivational techniques.......................................................................................6
Task 2...............................................................................................................................................6
2.1 Implementing the changes in Costa.......................................................................................6
2.2 Ways to communicate the changes with employees..............................................................7
2.3 Time management techniques for Costa................................................................................8
Task 3...............................................................................................................................................8
3.1 Team work, team dynamics, elements/components of team dynamics.................................8
Task 4.............................................................................................................................................10
4.1 tools for solving the problem...............................................................................................10
4.2 Resolving the problem of Costa..........................................................................................11
4.3 impacts of implementing tools for problem solving............................................................11

INTRODUCTION
The entire report will provide the learning about the employability skills one should have.
The report will explain about the objectives and responsibilities an individual needs to
achieve while doing the career development plan. Also, it will help to acquire various
motivational techniques, time management, problem solving, decision making skills, team
leading and various types of communication skills which are required to attain the desired
goal and the objectives which has been planned. This will help in to know how successful
these skills are and how much essential they are at the work place.
Task 1
1.1 Three year career development plan
Year 1- Figure out your destination- The first and the foremost important thing is plan your
development plan, going on road trip without knowing where you want to end up. So, will all
efforts one should be clear about his entire career plan and must prepare a blue print of the
same. And one also need not to make a complicated task
Year 2- Do a gap analysis- A gap analysis helps you to figure out the difference in the
qualification that where you are standing right now and where you want to be in coming two
years .For which preparing a job description for the particular position would be the best way
to know the position you are aiming at is good or not appropriate.
Year 3- Create your own development plan- You are now armed with clear two-year goal
and have the entire details regarding what you need to develop and what skills are required to
be enhanced. It would be a better option if you would take some advice from your senior or
some experienced person before marching forward as to know how these skills could be
developed. You need to do a research for how you will develop the skills once you are down
it will give you are bird eye view to how to approach these.
Year 1- Figure out
your destination
Year-2 Do a gap
analysis
Year-3 Create your
development plan

1.2 Effectiveness of the above mentioned objectives
 One of the key effectiveness of doing a better planning will save the cost money. If
the planning is done tactfully it will result in a better outcome and effective career
development of the individual.
 It will enhance the productivity in a positive manner. Also, will fill the gap or the
difference between the average productivity by high productivity with a better profit
situation.
 It will help you think through what you must do to accomplish the goals by saving
your cost, time and people.
 It will also provide a better understanding regarding the skill which are needed and
how it has to be approached.
 Doing a prior planning will help you to know where are you are standing and where
you are aiming to move on and till what extend you will be successful.
 It will help you to save your future in unnecessary planning’s which you have already
done before.
 The above planning will help you to know how much reliable it will be and it what
extend it will be successful.
 It will give an estimate accuracy of the above planning and will help in enhancing the
skills and knowledge.
 A good plan thoroughly discussed helps you to identify your flaws and errors which
could be rectified and let you to forecast and raise questions like what if?
1.3 Strength and weaknesses
Strengths-
1. Identifying the correct path or the destination will convert in strength of the entire
career development plan. Doing a prior planning will reflect a positive change in the
outcome. Without knowing the path and walking around will never let you know
Idenfiying
destination
Doing a gap
analysis

where you want to end up. Proper planning and identifying the coming situations or
scenarios will provide you a brief insight about the future..
2. Doing a gap analysis of where you are standing and where you are aiming to go and
how it will result. It will let you know about your flaws and errors so that you can
take corrective actions regarding the same and make better outcome from it and
become successful.
Weaknesses-
1. In case one lacks behind in developing some of the skills than it may turn into a
weakness in developing g a career development plan so to avoid such problem
you should consult to some of the seniors or the experienced person to help you in
guiding how rectifications could be made and how the required skills could be
developed and approached. So that one could achieve the set targets and the
implement the prior planning you did before.
2. Improper time management will lead to miss the deadlines, result in the poor work
quality, unnecessary rushing of work etc.
1.4 Various motivational techniques
Being a HR of the organisation i will take it as my concern responsibility to look after the
employees of my organisation and to implement new techniques for the motivation of the
employees so that again they could return back to the positive track and work effectively for
the organisation. I would use techniques like-
 Job design- The design of the employee job could become one of the key factors for
the significant motivation factor. Being a HR I would see to it that the work being
assigned to the employee is of their concern interest or not. Also, I will make sure to
do the job rotation so that the employees may not feel boredom of performing the
same task over and over again.
 Rewards- I will see to it that the employees are provided with the essential rewards
and bonuses as per their performances. As rewards are one of the good way of
Lacking skills
Time
management

motivating the employees and influencing them to work efficiently for the
organisation.
 Employee participation- I will promote techniques for involving the employees in
the decisions making and letting them to present their views a suggestions also will
increase their participation implementing quality circles.
 Creating a positive working environment- motivating employees by giving them
the positive working environment will encourage them to work more effectively and it
will motivate them to present their creative ideas and innovations into the
organisation.
Task 2
2.1 Implementing the changes in Costa
The above statement says that ‘change is difficult but not changing is fatal’ which clearly
depicts that change is necessary for every organisation to succeed and meet up the set targets
and attain the desired goals. But it is not only necessary to implement the changes but it is
important to see that the changes are being implemented ‘successfully’.
Being the assistant hr manager of the Costa I will handle the critical matter in a very effective
way by involving the mutual understanding of all the members involved plus those who are
facing the problems with the taken decision as employees and stake holders both are the
crucial part of the organisation and both participate equally in the growth and development of
the organisation. Also to settle the disputes and conflicts between the people I being an
assistant manager will take following steps to implement the changes successfully in the
Costa so that the changes result in a positive way.
 Communicate the reason behind the change - The stage while implementing the
change may that be large or small it is important for the change manager to explain
each and very detail to the employees an to every person involve in the working of the
organisation. Not only the reason but the importance of the change and why it is done,
NOT CHANGING IS FATAL
CHANGE IS DIFFICULT

what are the benefits of the change. Costa can apply the same technique while
implementing the changes successfully.
2.2 Ways to communicate the changes with employees
 Be honest about the changes and why it is changing – Any type of jargon or sugar-
coating will make the people of Costa feel like you are hiding something with them so
I’ll try to gain employees trust and faith by explaining them the entire concept of the
change.
 Consider the emotional impact of the change – wile the changes are being
implemented employees do feel annoyed and react emotionally onto it so being the
change manager I will consider their concern when crafting the message.
 To tell the employees what’s in it for them – every employee look for his
satisfaction first so it will become my liable duty to explain them their benefits and
what they will get from it.
 To explain them how the change will happen – employees feel reassured if you
share the exact and clear plan with them too. Also it becomes easy for them to get
back to the board and understand the picture clearly. If I will use steps for implanting
the process of change I will definitely share the following steps with them and will
expect their suggestions too.
 Tell employees what they need to do – At the end of the communication session
every employee look forward for what work he is suppose to do and when so I will
make sure implement corrective actions and highlight the entire plan through bullets ,
bold fonts etc.
2.3 Time management techniques for Costa
One cannot achieve success if he cannot manage the time properly and efficiently with the
requirement of the organisation. Poor time management results in the poor result and growth
of the organisation. As Costa was facing the problem of time management so there are
following techniques and strategies mentioned below to improve the time management.
 Know how you spend your time – The first and the foremost important thing is to
keep a time log which would be really helpful to determine how you are using the
time and what you are actually doing and will also help the cost to evaluate their
results through the time log. Also to check upon the work which you are doing is

beneficial or not and how much it is needed in the organisation. Also, ask whether the
work you did was really needed or not, to determine that which task you are required
the most and which of them seeks your maximum time.
 Set priorities – Secondly Costa can use this technique to manage time that is setting
the priorities of the work, to know which work is required to complete first and which
has to be at the last. Researchers have differentiated the work into four categories that
is urgent, not urgent, important and not important. They say usually the work is
important is not so urgent but we give the first priority to toe works which are not that
important but they are urgent, so Costa can work upon this by using this technique for
time management.
Task 3
3.1 Team work, team dynamics, elements/components of team dynamics
There comes a situation when the decisions taken by you does not satisfies the members of
the organisation, but also there are always better ways to find out a corrective path for
resolving the disputes and to convince your employees in a positive way to agree upon the
decision you made for the betterment of the entire organisation. Being an assistant hr
manager of Costa Company i will motivate my employees for team work and its benefits.
Also I will put my major concern on the team dynamics and goals so that the employees
would understand the importance of working together for achievement of the organisation
goals.
There are various roles played by an individual in a team to attain the desired goals according
to Belbin and his team he defined team as a separate clusters of individuals and their
behaviour, contribution each of which defines a word team roles. He also defines team roles
as the tendency to behave, contribute, and interrelate with each other in a particular way. He
has defined many role of an individual to perform for the team and all of them are essential
for the achievement of the desired goals of the Costa.
Belbin research also gives a common understanding to each and every individual of the team
about the productive working relationships, develop high performance teams, raise self
awareness, identify the real talent from the team and aid in the recruitment.
Tem roles according to Belbin-

 Plant- He expects the person to be c relative , have free thinking mind , the one who
generates innovation into each and everything he pursue, and uses the same
techniques in solving the various problems of the organisation which occur. And so if
this role will be implemented in Costa it will provide better decisions and innovations
into the work and into other aspects of the organisations
 Resource investigator – The person who plays this roles expects to be more
outgoing, enthusiastic, the one who is very good at his c communication skills and
interact with each and every member of the organisation with the positive attitude, the
one who explores various n opportunities which are prevailing in the business
environment and develops the contacts within and outside the organisation to build
the social relationships strong with other parties as well.
 Coordinator – Who is mature by the nature and understand the problem critically by
analysing them closely, confident nature, identifies the real talent, clarifies the goals
and delegates the work effectively.
 Shaper – The person needs to be challenging in nature, dynamic that changes
according to the change in the working environment and do not fatal, do no panic
while pressure comes, he must have the drive and courage to overcome all the barriers
which comes in his way.
 Monitor evaluator – the one who disseminates, who is sober by the nature and do not
take decisions being bias but the on who judge accurately and consider all the possible
options before making any type of decision or judgement.
 Team worker – He must be co operative with each and every member of the
organisation, who listens first and also averts fictions in his thoughts and decisions,
perspective in nature, and diplomatic.
 Implementer- He is the most important persona and the pone who plays the major
role in the entire team the one who takes the first initiative of doing any work and
then influence other b y his performance he the only one who turns the ideas into
action or reality and organize the work that needs to be done and achieved in the
coming future for the betterment of the organisation.
 Completer /finisher - He is the one who takes the entire pain and responsibility upon
him that is painstaking and the one who searches out the errors and tries to rectify
them, he never scare of doing work alone and the best part of his role is he polishes
the entire work and make it as much perfect as he can.

 Specialist – The most epic word used for the role is specialist he the person who is
single minded, self starting, also provides knowledge and skills in rare supply.
Task 4
4.1 tools for solving the problem
There are various tools and techniques to solve the problems which may occur in the
organisation. Some of the tools are mentioned below to make a clear understanding about
them and how they are used as well.
The critical path method (CPM) –
 These tools can be used for identifying the activities that must be completed on time
and also the entire project on time.
 Its helps you to know that which task can be delayed and which task needs to be
perform first and how the project need to be scheduled.
 It gives an assumption about the time which would be utilised for completion of a
particular work and how long will it take to complete it.
 It tells you the earliest and the latest dates on which you can start your project and
helps you to determine the correct order of doing the activities.
Force field analysis-
 It helps you to think about the coming pressures which may be against or for the
decision change.
 It helps you to describe your plan in the middle of the process.
 It helps you to decide whether to move or not to move forward.
4.2 Resolving the problem of Costa
I would use various strategies to resolve the problem effectively like- Identify the problem
through road map- The first important thing is to know where the problem is after knowing
what the problem is that is to know the root cause of the problem and then I will try to pick
solution over it. A then I will measure the impact of the problem by considering the factual
data and figures.
Brainstorming – I will use a group to understand the problem and identify the root causes of
the problem and let them speak up their views over the root cause. They will suggest me the

possible alternatives and then I will choose the best possible solution of the problem with the
mutual understanding of the entire group the involved.
Implement and check the solution – The next step I would do is I will choose the best
alternative out of the e rest an implement the same.
4.3 impacts of implementing tools for problem solving
 Impacts would definitely be in the positive manner where the Costa will experience
the growth into the working and relations between the employees and also it will
enhance the overall growth of the cost.
 It will help Costa in maintaining good relationships with and outside the organisation
by implementing various team dynamics in the organisation and by motivating the
employee to work together and also by delegating their work with others.
 It will help Costa to enhance its skills and knowledge as various tools and techniques
are implemented into the organisation for problem solving, for improving team
performance etc.
Conclusion
The entire report will provide the learning about the various employability skills which are
required to assess any organisation or business. It will also focus upon how team work is
important to attain the desired goals of the organisation. The report will also present various
theories n tools of how to solve the problem and choose the best alternative out of the rest. It
will provide the entire learning out the group dynamics, its impacts, strength and weaknesses,
various motivational techniques and how to apply them into the organisation.

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