Effective Time Management and Problem Solving

The assignment details the author's experience with time management and problem-solving skills. The author successfully managed to complete an urgent task within a short span of two hours by minimizing distractions, maintaining focus, and prioritizing important tasks. Additionally, the author took on the responsibility of training new employees when the lead trainer was absent due to illness, demonstrating effective communication and team management skills. This experience led to the author's promotion to senior HR supervisor, highlighting the importance of developing employability skills such as time management and problem-solving in achieving success in the workplace.

Employability skills

Table of Contents
Introduction.................................................................................................................................................3
Task 1..........................................................................................................................................................3
Task 2..........................................................................................................................................................5
Task3...........................................................................................................................................................6
Conclusion...................................................................................................................................................7
References...................................................................................................................................................8

Introduction
Employability skills are those transferable skills that make an individual employable.
Management considers them as those abilities that help the employee in carrying out there role to
the best of their capacity (Jackson, 2014). The present report has thus focused on explaining the
purpose of job description and person specification followed by preparing a CV for an Hr.
manager. Emphasis will then be given on discussing competency of time management and
problem solving by applying STAR model and through personal experience.
Task 1
Within recruitment and selection processes, explain the purpose of job description and person
specification
Job description within recruitment and selection process can be defined as a document which is
there to provide the applicants with an outline of the major duties and responsibilities with
respect to the role that has been applied by him or her. The description is usually created by the
person who overseas selection process within the organization. This is done with the help of Hr.
department of the company or an external recruiter (Benson, Morgan and Filippaios, 2014).
Job description is a very essential part of the application process as if right information in
provided in it then it usually helps the applicant to find out as to whether there role in in line with
the skill set possessed by them and if they are capable enough to perform the job within the firm.
Job description is also important from organization’s perspective as it aids in ensuring that
applications that have been received for the post is in close match with the needs of the role itself
(Devambatla and Nalla, 2015). It further assists the Hr. department as well as external recruiters
in streamlining the process of selection and receiving a huge concentration of candidates who
can be interviewed or selected for further stages. Hayes and et.al., 2016 is also of the view point
that if the job descriptions have been written and developed in an effective manner then they act
as good communication tools thereby allowing the employees as well as candidates to have a
clear understanding about the expectation of employer.

Person specification is a detailed description about the skills, qualifications and experience that is
required to carry out the job in best possible manner. It is a very important part of recruitment
and selection process as it allows the firm to communicate the employee traits that they wish to
see in ideal candidates. These are in form of education; previous work experience and any extra
traits that may be needed for the given role. Presence of person specification thus makes
interview process a lot easier and refined one. The job seekers are also able to assess themselves
as to whether they fit in the given role or not. The employers are further able to make an explicit
communication as to what they want in the candidate and how the person matches the set
criteria. All the applicants are thus tested on the same list in advance which reduces the chances
of biasness; prejudice and personal interest in recruitment and selection process (Rao, 2014). The
process of person specification further makes onboarding and training of candidate a quite
organized one. This happens as the company is already aware as to what the candidate is able to
do. For example, if a job requires a candidate to be excellent in computer skills then including
the requirement in person specification will reduce training cost. This is as the need will only be
to give a brief introduction to the computer systems of business (Deeley, 2014). Hence, it is very
essential for the company to put in absolutely relevant skills for the job as creation of an ideal
person can be very tempting but it will led to employment of a person on the basis of false hopes.
This may create unhappiness for both the employee and employer in a due course of time.

Task 2
CV for a specific job role
Objective
Seeking to join a company so as to share my human resource management (HRM) experience in areas of
recruiting, staffing, development and training
Personal information
Andrea A. Jose
45, Oxford Street, London
Home: 000-000-0000 | Cell: 000-000-0000
[e-mail]
Profile summary
 Performance management of employee
 Computer skills –MS word, PowerPoint, excel
 Excellent interpersonal skills
 Strong verbal and written communication skills
Education
MA in personnel administration from The University of Edinburgh in 2014
Employment history
Hr. manager (2017 -present)
ABC consultancy
 Implementation of a pre-employment assessment program.
 Identified best candidates for different roles in company by conducting interview and personality test.
 Developed an Hr. program to attract, retain and develop the employees.
Hr. supervisor (2015- 2017)
 Recruited, trained and developed employees.
 Provided advice to new employees when they faced conflicts in job.
 Carried out employee performance evaluation twice a year.
 Oriented new employee on company policy.

Task3
Statement for Time management
During my working as an Hr. supervisor in ABC consultancy I was not able to prepare the sheets
of year end performance evaluation on time. I was left with the work of drafting the questions to
be asked from employees with respect to his thoughts about his working in the organization. This
led to some delay in overall performance evaluation of finance employees. Hence, my manager
told me to prepare the questions in a span of two hours. I utilized the competency of time
management and first of all made myself away from all distraction such as phone calls etc. and
maintained my complete focus on the work in hand rather than carrying out multitasking. I also
set a clear goal of preparing a draft in 1 hour by referring to previous year and also took the help
of internet. The work was submitted to my manager before time who then told me to rectify
mistakes. Rest of the work was then done in 0.5 hours and submitted. I learnt that in similar
situations when I am stuck with some urgent work then I should have the courage to say no to
my colleagues and also give priority to important tasks.
Statement for problem solving
While working as an Hr. supervisor, my company faced an issue when the lead trainer had to
take a sick leave due to conjunctivitis. There was a presence of 10 new joinees within the office
the next day who had to be trained soon after their joining. My hr. manager discussed the issue
with our entire team where I initiated to take the training sessions as I had accompanied the lead
trainer in a few of them. I went through the training documents on a thorough basis and also
trained a few of my colleagues on some of the areas. I also maintained regular contact with the
lead trainer through phone call and gave him daily work report. By this decision, we were able to
manage training the new recruits for first few days. My hr. manager appreciated the role played
by me and also promoted me to senior Hr. supervisor in the next appraisal. With this incident I
was able to learn the work of training new staff members as well and it made me more confident
in communicating. I also learnt the art of managing a small team and how the work is to be
divided between the employees after understanding the skill set possessed by each one of them.
Most importantly, I understood that problems are a part of workplace and must be handled with
intelligence and patience.

Conclusion
From the above report it can be concluded that both job description and person specification
have a key role to play in the overall job analysis. Preparing them in a clear and accurate manner
aids the employees and employer in coping with challenges that are likely to be faced while
working. In the same way, it is essential to develop skillset such a time management and problem
solving so as to be good in whatever work is being done in the organization.

References
Benson, V., Morgan, S. and Filippaios, F., 2014. Social career management: Social media and
employability skills gap. Computers in Human Behavior. 30. pp.519-525.
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.
Devambatla, L. and Nalla, D., 2015. An Approach to Improve Employability Skills:
eBridge. Journal of Engineering Education Transformations. 28(2 & 3). pp.131-138.
Hayes, C. and et.al., 2016. Undergraduate Student Perception of Academic Learning
Environments and Perceived Impact on Articulation of Employability Skills: A Mixed Methods
Study. Journal of Learning Development in Higher Education.
Jackson, D., 2014. Testing a model of undergraduate competence in employability skills and its
implications for stakeholders. Journal of Education and Work. 27(2). pp.220-242.
Rao, M.S., 2014. Enhancing employability in engineering and management students through soft
skills. Industrial and Commercial Training. 46(1). pp.42-48.
Rastogi, A., 2017. 10 Essential Time Management Strategies. [Online]. Available through:
<https://www.greycampus.com/blog/project-management/ten-essential-time-management-
strategies> [Accessed on 23rd March 2018].