Importance of Employability Skills

This assignment delves into the significance of employability skills in today's dynamic work environment. It examines various essential skills, such as communication, problem-solving, and teamwork, highlighting their impact on employee performance and organizational goals. The document also explores the role of HR managers in fostering these skills among employees and discusses promotional techniques used by organizations to enhance their visibility and attract talent.

Employability Skills

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................4
1.1 Set of own responsibilities and performance objectives ......................................................4
1.2 Own effectiveness against defined objectives ......................................................................5
1.3 Recommendations for improvement.....................................................................................5
1.4 Motivational techniques used to improve quality of performance........................................6
TASK 2............................................................................................................................................7
2.1 Solutions to work based problems........................................................................................7
2.2 Communicate in a variety of styles at various levels............................................................8
2.3 Effective time-management Strategies.................................................................................8
TASK 3............................................................................................................................................9
3.1 Roles people play in a team to achieve shared goals............................................................9
3.2 Team dynamics at Prince trust..............................................................................................9
3.3 Alternative ways to complete tasks and achieve team goals ..............................................10
TASK 4 .........................................................................................................................................10
4.1 Different problem solving tools..........................................................................................10
4.2 Strategy for resolving Publicity problem of Prince trust....................................................11
4.3 Potential impact on the business of implementing the strategy..........................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Employability skills are additional proficiencies of person which improve his
performance in organisation. It includes special skills and attitudes that enable employees to
make critical decisions, solve problems, develop respect and become strong personality of
organisation. These skills help employees in personal and professional development. BT is
company which provides support to prince trust to organise their activities. For this purpose, they
appoint HR manager to develop activities of organisation (Cumming, 2010).
In this present report, set of own responsibilities and performance objectives along with
their effectiveness in achievement of organisational objectives are explained. Further,
contribution of motivational techniques in improving quality of performance, solutions to work

based problems and different styles of communication at various levels are also discussed. Here,
roles of team in achievement of organisational goals, tools and methods for developing solutions
and potential impact of business strategies on organisation are provided as well.
TASK 1
1.1 Set of own responsibilities and performance objectives
HR manager is an important part of organisation. He has responsibility to manage
activities of company effectively and efficiently. This helps company to increase overall
performance. Effective skills of HR manager help company to maintain employee relation in
company and achieve organisational objectives. BT has appointed new HR manager to manage
activities of company. It is duty of HR manager to determine their own responsibilities in
organisation and set performance goals ( Gravells, 2010).
Own responsibilities of HR manager
 Performance appraisal: It is duty of HR manager of company is to evaluate
performance of employees. This will help to determine deviation in performance in
comparison to standards. This contributes by way of increase performance of employees.
 Determination of remuneration: This is major responsibility of HR manager of
company to determine remuneration of employees on basis of their performance. They
have duty to provide benefits as per responsibilities handled by them.
 Development of guidelines: It is duty of HR manager to provide guidelines to
employees regarding performance of objectives of organisation.
Performance objectivesCommunication: HR manager of organisation has good
communication skills this helps them to easily assign duties and responsibilities to employees.
This will improve credibility of Manger in between employees.
1. Maintain good relation between employees: It is duty of HR manager of company is
to maintain employee relation. This will helps to increase coordination among
employees and increase their performance.
1.2 Own effectiveness against defined objectives
HR manager of cited company has to perform lots of functions. All these functions play
a vital role in development of company and to achieve organisational objectives. It is duty of
manager to perform their duties effectively, so, it effects performance of employees also. Some

of impacts of effectiveness of HR manager on employees and organisation are described as
below:
Communication: This ability of HR manager of cited company helps to maintain good
employee relation and make coordination among. This will improve performance of employees
and increase support in between different teams.
Determination of guidelines: effectiveness of HR manager in preparing guidelines helps
company to properly manage activities of employees and provide them code of conduct which
is required to be followed by them (Haasler, 2013). This helps to maintain discipline in
organisation.
Effective appraisal of performance: It is ability of manager to effectively appraise
performance of employees without any biasness. This helps company to gain confidence of
employees towards management. They feel important part of organisation.
Effective management at workplace: It is main duty of HR manager of cited company is to
manage activities of employees at workplace and provide them proper assistance. They have to
look out that proper safety measures are provide to employees. This will helps in development
of personality of employees and build their professional career.
1.3 Recommendations for improvement
Functions of employees and HR manager of company are important for success of
organisation. BT appoints new HR manager in company to effectively manage employees of
company to increase their performance. There are many methods available to company to
improve performance of both; employees and HR manager of cited company. This will help
company to achieve organisational targets effectively and efficiently. Some of methods of
improvement are described as below:
1. Training and development: It is method available to HR manager of cited company to
develop new skills among employees and improve their performance. This method helps
in personal and professional development of employees.

2. Motivational techniques: It is duty of manager of cited company to apply different
motivational techniques to motivate employees in company to work with more passion
and hard work. fulfilment of personal targets of employees helps company to retain
them in company for longer period of time.
3. Opportunity evaluation: It is duty of HR manager of cited company to evaluate
opportunities available to company in future. This helps company to increase their profits
and market share.
4. Review management: This helps HR manager of company to improve their
performance in company. This evaluation provides them to identify problems which
hinders their growth and management strategies in organisation. This helps manager of
company to make better strategies regarding operations of activities.
1.4 Motivational techniques used to improve quality of performance
There are many motivational techniques available to management of company which
helps to increase performance of company (Jackson, 2013). HR manager of cited company also
uses various motivational techniques to improve performance of their employees. These
techniques include satisfaction of different personal needs of employees in organisation which
motivates them to work harder. Two types of motivational techniques are used by cited company
to motivate employees called Financial and Non-Financial. Both these techniques are described
below that how it improves performance of employees.
 Financial motivational techniques: This includes to provide the extra remuneration and
benefits to employee on the basis of their performance. This motivates them to add new
skills and improves their productivity. This will helps the employee of company is to earn
more and achieve higher authorities in organisation by improving their performance
(O'Neil, 2014).
 Non-Financial motivational techniques: This includes such techniques which
appreciate and push the employee to work better in organisation. Various tactics are used
by HR manager of cited company to motivate the employee non-financially includes
competition, recognition and participation.
- Competition: This includes the technique of providing the same task to two different person
and appraise the performance of both employees. This helps to motivate the employees to
perform better from another.

- Recognition: It includes the techniques related to praise, awards, appreciation to the employee
for their better work in company (Pârvu, Ipate and Mitran, 2014). This build the confidence
among the employee and they feel the important part of organisation.
- Participation: It is the duty of manger of company is to provide equal opportunities to every
employee of company to participate in different activities of company. This helps the employee
to increase new skills and improves their performance.
TASK 2
2.1 Solutions to work based problems
The main problem faced by the cited company is that there is huge communication gap
between the employees. This affects the decision making power of the company which affects
the whole performance of company. This problem arises in company due to the different cultural
background of employees. This will create the difference among the thinking of employees. The
management of company adopt Edward De Bono's six hats strategy to solve the work related
problems. Application of this strategy helps the cited company to solve the communication
problem among the employees which is defined below:
 The white Hat calls for the such information which known to employees of company and
needed by the management for effective decision making. This helps the company to
know about the actual facts (Rasul and Mansor, 2013).
 The yellow Hat is the symbol of brightness and optimism. This Hat says about the
exploration of the positives and probe for value and benefit.
 The Black Hat is the most powerful hat which used to identify the problems and see
where the employee go wrong and provide the solutions regarding them.
 The Red Hat signifies feelings and intuition. This helps the employee to share their
feelings, fears, likes, dislikes, loves and hates.
 The Green Hat focuses on creativity of the employee. This includes the possibility of
creation of the innovative ideas and opportunity to express new concepts.
 The Blue Hat is used to to control thinking process of employee. This is the control
mechanism in the hand of management of company to control the activities of employees.

2.2 Communicate in a variety of styles at various levels
Communication plays the major role in effective accomplishment of the organisational
objectives. This helps to define the roles and responsibilities to individual employee. It improves
the coordination among the employees and build relation between them. The problem faced by
BT and prince trust is lack of communication between employees. There are different style of
communication which helps to improve it and approach to different levels of cited organisation.
These styles are described below:
 Open communication: This type of communication is convenient with friends. It is the
informal way of communication which is used between the different departments of
company and between the employees. This type of communication is free of emotions
and feelings. This type of communication helps the employee to share things without any
fear. This style will be used at workplace between the employees which helps to increase
their coordination (Riebe and Jackson, 2014).
 Reserved communication: This includes the communication between two people. This
type of communication is done between superior and subordinate and the superiors with
their team members. This helps the to make the secrets of their strategies.
 Indirect communication: The persons which believe in this type of communication are
very slow and don't like direct communication. They always believe on figures and facts
not on the assumptions. This type of communication is used in the top management of
company (Robles, 2012).
 Direct communication: This type of communication is very straightforward and do with
full confidence. This type of communication is done face to face between two persons. It
includes the instructions given by boss to employee.
2.3 Effective time-management Strategies
It is important for every organisation is to complete their tasks on time. The value of the
project is only if the company is able to deliver it on time to their clients. The HR manager of BT
company is required to adopt effective time management strategies in company to complete the
objective of company on time. These strategies are described below:
 To have dynamic list: The manager of company has to capture the tasks and activities
which they have to perform on daily basis. It is the duty of manager is to update the list

on daily basis and cover all urgent and important works. This strategy helps to complete
the task on time.
 Focus on high value activities: The HR manager of cited company, before starting new
project identifies the activities which have most positive effect on project. It is the duty of
them to start the project with most important activity. This helps the company to
complete there projects on time.
TASK 3
3.1 Roles people play in a team to achieve shared goals
Team work refers to accomplishment of the tasks by group of persons. These team work
helps to achieve organisational targets effectively and efficiently. The Price trust is required to
implement effective teams. Different roles are played by different team members to accomplish
goals. These roles are defined below:
 Implementer role: The team members of team plays important role in implementation of
action plan. These individuals of team turn the policies and action plans.
 Monitor role: The team leader has the role of monitor the role of team members and
identifies the opportunities for further growth of employees (Wilton, 2012).
 Completer: These persons of the team are responsible for the completion of task on time.
 Sharper role: These persons of the team has the role to deal with the new challenges and
create positive attitude in team members.
 Coordinator role: This person has the role of coordinate the activities of team members
to effective completion of task (Cumming, 2010).
3.2 Team dynamics at Prince trust
Team dynamics includes the overall strategies and methods adopt by the whole team to
complete their task. But it includes some psychological and unwanted forces which effect the
behaviours of team members. These dynamics have positive and negative effect on the
performance of members. When these dynamics are beneficial for the behaviour and acceptable
by all members, it has positive effect on performance. On other hand, if these dynamics creates
conflicts among the thinking of members, it affects negatively and reduce their performance. The
HR manager of Prince trust has the responsibility to take care of the team dynamics and
strategies which always create the benefits for team members.

This will help Prince trust to achieve their targets effectively in given time period and
motivate their employees to work hard for their personal and professional development.
3.3 Alternative ways to complete tasks and achieve team goals
There are many ways to complete any single tasks . It is the duty of management of
company has to identify the best suitable method. The HR manager of Prince trust uses two
methods to effectively complete tasks. These methods helps in development of new skills and
improves style of performing the tasks by employees. This enables the employee to speed-up
their work with more quality. These different two methods are described below:
 Motivation: This is the major tool which is used by HR manager of cited company to
complete the tasks by employees in effective manner. Fulfilment of the personal needs of
employees motivates them to work for the benefit of company. This tools increases the
passion ans engagement of employee towards their work which improves their
performance and helps to complete there task.
 Innovation: It helps in development of new process, technologies and methods for
performing work. This enables the employee to increase their productivity and efficiency.
New techniques helps to increase enthusiasm and innovative skill in employee which
contributes in completion of task effectively.
TASK 4
4.1 Different problem solving tools
There are many problems are faced by every organisation and to solve team there is
required to adopt different problem solving tools. Prince trust is also facing many problems
related to homelessness, mental health problems and trouble with law (Gravells, 2010). This
hinders the growth of prince trust. To solve these problems the trust has to adopt many problem
solving tools which are described below:
 Meditation: This approach of the cited trust helps the staff members to reduce mental
health problems. The management has to provide half an hour session of meditation to all
staff members which provides the piece of mind to them.
 The cited trust has to provide house facilities to the staff members. This solves the
problems related to homelessness. This will improves the confidence and performance of
staff members.

 It is the duty of management of trust to make the rules which not violate any other rules
of government. This helps the trust to follow all the rules effectively without any
mistakes.
4.2 Strategy for resolving Publicity problem of Prince trust
The promotional activities are very necessary for every organisation to provide
information regarding their activities to public. Prince trust has not use any promotional
technique to promote the activities from last 5 years. This will affects that the young generation
doesn't know about the activities of this trust. The management of this trust requires that they
have to adopt different promotional tools to promote their activities to public. These tools are
defined below:
 Social media: It is the duty of HR manager of Prince trust that they use social media
platform to advertise about their activities to public. This will helps the company to reach
the large number of public in less time. This will disburse the information about trust in
very effectively manner (Haasler, 2013).
 Charity: Another way which is used by Prince trust to publicise their activities is to
provide charities to different group of peoples. This helps the company to explore about
their activities in less time (Jackson, 2013).
4.3 Potential impact on the business of implementing the strategy
Every organisation is required to promote their activities to publicise it in public. This
helps the company to increase their image. Prince trust from last 5 years not promote their
activities, so, they uses the strategies which are defined above to provide information regarding
their activities to young people. The impact of these strategy is that it increase the image of trust
in between the general public. This will build the confidence of the staff members and the
society on the activities of trust. This will helps the trust to remove all problems and increase
communication and coordination among the staff members of trust. The promotional techniques
provides the large opportunities to trust to help large number of persons. This will helps the trust
in expansion of their activities. These promotional strategies provides the large support from the
general public. Overall impact of these strategies is that it helps the trust to achieve their
objectives effectively.

CONCLUSION
It has been concluded from the above report that employability skills helps the person to
get jobs as per their specification. These skills helps the employee in overall personality and
professional development in organisation (Jones, Torezani and Luca, 2012). In success of
organisation there is huge role of the responsibilities of HR manager. Effective completion of
their responsibilities by HR helps to motivate the employees and develop new skills among
them. Different promotional techniques used by organisation helps them to popularise their
activities and get attention of general public. All these activities helps in achievement of
organisations objective effectively.

REFERENCES
Books and Journals
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Gravells, A., 2010. Delivering employability skills in the lifelong learning sector. Learning
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Haasler, S.R., 2013. Employability skills and the notion of ‘self’. International Journal of
Training and Development. 17(3). pp.233-243.
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.
Jones, N., Torezani, S. and Luca, J., 2012. A peer-to-peer support model for developing graduate
students’ career and employability skills. Intercultural Education. 23(1). pp.51-62.
Miller, L., Biggart, A. and Newton, B., 2013. Basic and employability skills. International
Journal of Training and Development. 17(3). pp.173-175.
O'Neil, H.F. ed., 2014. Workforce readiness: Competencies and assessment. Psychology Press.
Pârvu, I., Ipate, D.M. and Mitran, P.C., 2014. Identification of employability skills-starting point
for the curriculum design process. Economics, Management and Financial Markets.
9(1). p.237.
Rasul, M.S. and Mansor, A.N., 2013. Employability skills indicator as perceived by
manufacturing employers. Asian Social Science. 9(8). p.42.
Riebe, L. and Jackson, D., 2014. The use of rubrics in benchmarking and assessing employability
skills. Journal of Management Education. 38(3). pp.319-344.
Robles, M.M., 2012. Executive perceptions of the top 10 soft skills needed in today’s workplace.
Business Communication Quarterly. 75(4). pp.453-465.
Wilton, N., 2012. The impact of work placements on skills development and career outcomes for
business and management graduates. Studies in Higher Education. 37(5). pp.603-620.
Online:
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