Comparative Analysis of Employability Skills for Entry-Level Employees

This assignment requires a comprehensive review of literature on employability skills, focusing on entry-level employees with and without disabilities. You are to analyze the conceptual framework of employability skills, examine current job demands, and explore the implications for policy makers in Greek higher education institutions. Additionally, you will compare real estate graduates' employability skills with those required by employers for entry-level engineers in Malaysia.

EMPLOYABILITY
SKILLS

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK 1 ...........................................................................................................................................4
1.1 Own set of responsibilities and performance objectives ......................................................4
1.2 Own effectiveness against defined objectives ......................................................................5
1.3 Recommendations for improvement ....................................................................................6
1.4 Motivational tools and techniques .......................................................................................6
TASK 2 ...........................................................................................................................................7
2.1 Solutions for work based problems ......................................................................................7
2.2 Different styles of communication .......................................................................................8
2.3 Time management strategies.................................................................................................9
TASK 3 .........................................................................................................................................10
3.1 Roles and responsibilities of team members ......................................................................10
3.2 Analysis team dynamics .....................................................................................................11
3.3 Alternative ways for completing tasks and achieve team goals..........................................11
4.1 Tools and methods for developing solutions to problems.................................................12
4.2 Develop an strategy for resolving the problem..................................................................13
4.3 Potential impact of implementation of strategy..................................................................13
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................14

INTRODUCTION
Employability skills are consists with knowledge, competencies and experience of an
employee. In business organisations it can be used to make a product effective and innovative.
Managers are conducted various training and development assistance for improving skills and
abilities of their staff members. The present report is based upon TRAVELODGE; it operates its
functions in hotels and hospitality industry. In that, owner are using various motivational tools
and techniques with that they can attain and retain more employees (Wilton, 2011). i.e. reward
system, providing them challenging work, set clear targets and expectations, measuring
performance, give them supportive feedback etc. The report also involves that there are so many
work based problems that is being faced by such travel and tourism industries , such as conflicts,
cultural differences etc. In addition, these issues and problems also impact on organisational
growth and success in target market. Furthermore, the report also discussed about various time
management strategies in order to completing tasks and activities on time. The tools and methods
of developing solutions of all these problems are also describe in this report. Managers have to
create an appropriate strategy in order to earn competitive advantage.
TASK 1
1.1 Own set of responsibilities and performance objectives
In travel and tourism industry, there are certain roles and responsibilities of employees
which are required to be fulfilled in an effective manners. Owners of TRAVELODGE, having a
job specification for each and every profile. Along with this, I need to set my own standards of
responsibilities and performance objectives. It is built in the sense of accepting challenges in
business organisation. Working as a HR executive in cited organisation; my roles and
responsibilities as well as performance objectives are as follow:-
Own roles and responsibilities:-
 Understanding manpower needs in the each and every department
 Arranging training and development sessions for employees in order to improve their
productivity.
 Encouraging employees as they can provide references for better prospectus of the
company.
 Timely updating and maintaining the database of employees

 Enhancing the mode of communication
 Giving a whole description to the new joiners about company's policies, culture and
procedure which is followed by it.
 Keeping a proper track of the attendance of employees.
 Implementation various HRM practices in firm in order to improve performance of
employees
 To resolve and assists the problems and queries of employees and giving them healthy
working environment.
 Organising employee relationship programs and activities for better productivity.
Performance objectives :-
 The prime objective of working in travelling industry is – good command over English,
and excellent communication skills; both are helpful in order to communicate with
customers in effective manner.
 Having a better understanding of employee relations and employment law (de Guzman
and Choi, 2013).
 Flexibility should be present to work in different conditions.
 Friendly behaviour with all co-workers and positive attitude towards team work.
Capablity to lead and motivate team members.
 Maintaining and developing standards which are helpful for me to groom myself even in
pressurized situations.
1.2 Own effectiveness against defined objectives
I have above discussed my own responsibilities for the company and set some
performance objectives for myself also. Being a HR executive, I have to measured my
effectiveness against objectives that I want to achieve. So as I have to participate in all activities
and policies of my organisation; this will help me to acquire more knowledge and groom up my
skills. Along with this, it is the duty of a HR executive to introduce policy framework for new as
well as existing employees. Apart from this, I also have to develop myself in recruiting field. So
as my another objective is to focus on recruiting right people for the right post. Then I should
monitor and examine overall proceeding of recruitment and selection process. New candidates
are peruse on the basis of different interviews and tests. Therefore, establishment of appropriate
communication channel helps them to aware them about their selection procedure. Effective

communication also help in personal as well as professional relations of employees with their
managers. I also have to focused on employees complaints and issues; so as they can get healthy
working environment.
My third objective is to attain and retain qualified employees in order to achieve goals
and objectives of company. Well skilled and experienced team members have ability to meet
performance targets. I will make various motivational tools and techniques in order to improvise
workers abilities. Various training and development sessions can easily motivate them;
performance appraisals also will be encouraged and empowered them to perform at
recommended level. All these functions and duties help me monitor my own performance
objectives; this will help to attain my set goals and objectives.
1.3 Recommendations for improvement
All these certain techniques helps an employee in order to develop his/her skills set. It is
responsible in enhancing effectiveness towards job and duty. There are many activities are
happening in and out of TRAVELODGE. In which, some of them are easy to deal whereas some
requires specific knowledge and experience in order to take proper decision. Since 4-5 months, I
have been working in TRAVELODGE; during my probationary period I have lack of
communication skills. Being a articulated person I feel hesitate to work with strangers and my
managers. At that time, I do not had any work experience, due to this problem, I was not able to
deal with people effectively. I also had lack of confidence and my presentation skills were also
not good. Later, with the help of proper guidance and motivation, my communication skills are
improving day by day. My friends and colleagues are help me to monitor my verbal as well as
written skills. Along with this, now I do not feel hesitate while working in a team, I can share my
ideas and thoughts with such persons easily. I started working on various project reports and
assignments, through the same now I have good command over English. It helps me to deal with
various culture people. Here the company is very supportive for me, my senior was provide me
extra training and development assistance. But HR profile needed excellent verbal skills so as I
have work on the same. For that I need to read newspapers, blog articles, english books and
magazines. This will aids me groom up my commination skills. I also have to work on my
decision making abilities, for that I have to be the part of crucial meeting and group discussion of
company. All these recommendations helps me to become a future HR manager of
TRAVELODGE.

1.4 Motivational tools and techniques
Motivation assists in raising the morale, performance and boost productivity of
employees. While motivators are working with employees, it is necessary for them to use
various tools and techniques of motivation. It is help to getting employees excited and more
energised towards their jobs and duties. There are given different motivational techniques which
are used by the managers of TRAVELODGE, that are as follow:- Create a positive working environment - Owners have to give their employees a positive
and healthy working environment. Appreciate and encourage team work as well as idea
sharing are good methods through which managers can persuade to perform their roles
well. Along with this, they also have to always available whenever employees are
needed; managers also play an crucial role in order to resolve disputes among two
employees (Benson, Morgan and Filippaios, 2014). Reducing conflicts before they arises,
gives them to a healthy and freely working environment. Set goals and objectives – For attaining the growth and success,TRAVELODGE, has to
set some professional goals and objectives for their employees. It will help them to
business organisation to get benefits from competitive market. But, owners have to make
ensure that goals are reasonable and attainable so employees don't feel discourage. Provide incentives - This is also a good technique, through which managers can increase
motivation between employees. So as they have to provide them various incentives and
allowances. For example – being a HR executive, such person can decide individual as
well as team incentives. It helps them to inspire and gives them strength towards work.
 Share profits – Profit sharing ration is also a good way for maximising employees
performance and productivity. In cited organisation, the approach simultaneously
promotes teamwork and collective goal setting.
TASK 2
2.1 Solutions for work based problems
Finding solutions of work-based problems, is too indispensable task for every business
organisation. There are various problems and issues which are occur in TRAVELODGE. In this,
every employee has own set of duties and responsibilities, by this they can face some issues and
challenges. There are given below the examples of work place problems:-

 Lack of communication – Being the HR manager of this company, I feel that employees
having the problem of communication. With that, they cannot communicate in well
mannered with their colleagues and managers. It also impact on their personal relations
because they are not understand feelings and messages of each other (Ju, Zhang and
Pacha, 2012). Lack of communication increases misunderstanding and disputes among
overall business organisation.
 Unavailability of skilled employees – I also see that, organisation have unskilled and low
experienced employees. It directly affects productivity and market image of cited
industry. Such kind of employees are not able to learn new techniques and tools of
production. The main reason behind this, employees are either not satisfied with the
organisational culture or may be they are already having attractive packages; which gives
them more job satisfaction.
Solution of work based problems :-
In context of first problem, managers have to regulate appropriate programs and activities
so as staff members can easily communication with each other. It will also helpful for them to
share their issues with senior employers. In addition, effective communication will boost
productivity of employees so as organisation can easily achieve its goals and objectives from
target market.
Furthermore, as cited organisation is facing the issue of unqualified or inexperience
employees; it should hire talented and intelligent candidates who have the ability of fast learning.
Many companies are providing attractive salary packages in order to attract and retain talented
employees. Along with this, managers also have to take feedbacks and reviews on regular basis.
They have to conduct a meeting where all staff members are presented regarding issues and
problems of employees. Apart from this, financial and non financial employees also decrease
employees abilities; it also help to attain and retain the people in company.
2.2 Different styles of communication
In simple words, communication is an activity of transferring information from one
person to another. It is totally impossible to spend a day without communication. In business
organisations, none of the activities happen without conversation, it helps in taking day to day
commercial decisions. TRAVELODGE requires a effective communication method at its all
levels; this can be supportive in order to guide and monitor the overall working activities. With

the help of strong communication channel, managers can easily communicate with their higher
authorities. It is also accessible in managing the professionalism and decision could be take
properly in cited Hotel. There are given following types of communication styles, such are as:- Non verbal communication – It is the process of receiving and sending wordless
messages. Non-verbal communication is totally differ from verbal communication. It
involves- body languages, gesture, posture, facial expression, tone of voice etc. Such type
of communication style is based upon the body language of the speaker (Andrews and
Russell, 2012). It also helps receiver in order to interpret the message received. Verbal communication – In this style of communication messages are transmitted
verbally. It means information is exchanged by in writing and word of mouth. It is the
main objective of every commination style that people can understand what someone's is
trying to say. KISS formula is adopt by verbal communication i.e. keep it short and small.
 Interpersonal communication – Such type of communication style can be generally used
in business organisations. Interpersonal communication is done among small group of
people; it involves- face to face interaction, telephonic conversation etc. It helps people to
fast communicate with each other.
2.3 Time management strategies
Time management consists with the way by which a person plan and organize that how
long he or she spend time on specific activities. It encompasses logical as well as disciplined
approach. In the business of hotel industries, it is important to manage all tasks and activities. It
is essential for every business organisation, to implement effective time management strategies.
In TRAVELODGE, it helps in finishing activities and operations on time. Following benefits of
effective time management strategies are as – greater productivity and efficiency, less stress,
increased opportunities for advancement, a better professional reputation, higher opportunities in
order to achieve life and career goals as well. Below mentioned are some time management
strategies, which are adopted by the managers of cited company in order to achieve growth and
success:-
 They have to identify the time which will be spent on each activity that will be performed
in TRAVELODGE.

 Employees have to manage their time on such activities – constant messaging, long talks
on call etc. during working hours because it's impact directly on their performance
(Jones, 2013).
 Managers and team leaders must prepare to do list i.e. weakly, monthly or quarterly; it
will help them to set prior ties for performing a task.
 Along with this, employers also can use various planning tools and techniques for
improvising productivity of the business organisation.
 They should avoid multitasking activities and tasks because it can reduces the efficiency
of staff members.
TASK 3
3.1 Roles and responsibilities of team members
Team concerns with a group of people which required full set of competencies and skills
in order to complete a task or activity. In TRAVELODGE, team members are responsible in
operating functions with a high degree of interrelationship. They are accountable for the
performance, working towards a common objective and share rewards with each other. Teams
are created for long as well as short term interactions. Managers of cited organisation are
developed effective teams and groups; it will help them to achieve their goals and objectives.
Because there are various types of people are working in a team so as they can share their ideas
and thoughts with each other (Omar and et. al., 2012). Team also builds the decision-making
ability of employees as well as their skills and knowledge. A person who is working with a team
can be a good leader in a future time period. Action oriented roles – It related with when managers are created teams in order to
complete a particular task or activity. In action oriented role, team leader has right to give
order to there subordinates. It is the responsibility of such person to finish a specific
activity on time. Leader also measure the performance of workers and give them
suggestions accordingly. Thought oriented roles – They are people who have great ability to generate ideas and
thoughts for completing an activity in a suitable method. Along with this, business
organisations really need that type of team leaders, because they are very innovative and

creative; such person always provide better solutions to company as it can achieve
competitive market.
 People oriented roles – Such type of people have a crucial role for maintaining the
teamwork. That person is responsible in order to give guidance to team members. Team
leader acts a person who provides opportunities and establish coordination among within
a team.
3.2 Analysis team dynamics
Team dynamics play a very vital role in business organisations. It is responsible to
establishing relationship among team members so as they can work effectively. Dynamics
directly put an impact on productivity and they are affected by responsibilities of team members.
However, team dynamics are often ignored and neglect. In commercial enterprise, team
dynamics are consists with understanding the actions of individuals in teams. It is is the duty of a
good team manager to assists the over the group in order to accomplish its goals and make
correct judgements (Rao, 2014). It can effect profitability of organisation, staff retention rates
and company's reputation as well. Managers have to develop their strategies and plans in order to
resolve team dynamics. For that, they have to provide a healthy and good working environment
to employees as they can attain and retain towards TRAVELODGE. Along with this, team
dynamics also impact on personal as well as professional relations of employees so as their
leaders organise some programs and activities. A team has certain common objective and goals
so as its members are bound jointly with assertive culture and values. This will helps in
employees interaction and interdependence. Along with this, there are four stages of team
dynamics i.e. forming, norming, storming and performing. Importance of team dynamics is as
follows:-
 The team can persuade or manipulate the thinking of its members, because they are
always influenced by the synergize of another employees in the group.
 A group can perform better with a good leader rather than a group with sluggish leader.
 Team dynamics also gives job satisfaction and bring work spirit among its members.
 If a team works with cooperation, coordination, cohesiveness and convergence; it
outcomes in maximisation in performance as well as productivity.
 Ideas, perception and attitude of team members base upon group dynamism. For
example- team dynamics are capable to change the behaviour and thinking of a person.

3.3 Alternative ways for completing tasks and achieve team goals
Effective and impressive teamwork gives an opportunity to business organisation as it
can collaborate on projects as well as resolve disputes. Team leaders of TRAVELODGE should
have to do work effectively and efficiently in order to meet goals and objectives of company.
They should use various motivational as well as time management strategies for managing
overall working activities. Another alternative is, managers have to provide them various
techniques and give essential guidance for operating functions within a company. There are
given below some alternative ways which are used by managers for completing tasks and
achieve goals: - Host brainstorming sessions – It is the good manner by which team leaders can enhance
the performance of team members and achieve goals. In brainstorming session, team
leader gives a specific situation to participants and they have to work accordingly as per
the demand of task (Tymon, 2013). It is helpful in developing the mental ability of
employees so as they can think big or better to achieve set standards of the team. Measure success – Team manager should timely measure or monitor the performance
and efficiency of its subordinates. After that, such person also has to give feedbacks and
reviews to them. So as team leaders can improve and develop productivity as well as
interpersonal skills in order to meet targets of business organisation.
 Stay focused – The leader has to motivate and encourage its members for staying always
focused. If all members are clearly know their roles and responsibilities as they are able
to achieve goals and objectives of company.
TASK 4
4.1 Tools and methods for developing solutions to problems
The most common issue is faced by hospitality industries or any other business
organisation is under-performing employees. Such kind of workers can sap the life of any
company. In TRAVELODGE, customer satisfaction is the basic goal that would be achieve by
the company. But it cannot be attained if employees are not satisfied with their roles and duties.
Along with this, this issues can't be resolved deploying existing employees and hire new ones. In
order to resolve this problem, managers have to take guest feedbacks and reviews during their
visit to the hotel (Dhiman, 2012). So as they improve those area which is needed. Issue of under-

performing can also be resolved with the help of surveys. Owners of cited company should carry
out meeting and interviews in order to collect primary and secondary data. These two methods
are effective and appropriate for gathering data towards work performance and job satisfaction of
employees. Along with this, employers of TRAVELODGE, must hear complaints of their
employees. It is accessible in developing worker's interest towards company.
Managers can develop their strategies and policies in order to develop employee
retention. It impact on performance and sustainability of business organisation. So as employers
should try to know the reason behind the problem. To reduce this issue, they have to giving
attractive salary packages, extra voluntary benfits, flexibility in working hours, postitive and
healthy working environment etc. all such techniques can help to attian and retain workers
towards business enterprise.
4.2 Develop an strategy for resolving the problem
Strategy implementation is the best way to resolve any problem and issue. There are
various plans and policies are developed by managers in order to achieve growth and success
from target market. So as managers of hotel TRAVELODGE have to establish effective
communication in their business enterprise so their employees can easily communicate with each
other as well as higher authorities to take appropriate decision. Along with this, the authorities of
cited organisation, also have to develop their strategies towards identifying the satisfaction level
of employees within the company. Survey and feedback method are useful for gaining the
information about the grievance level and problems of employees (Panagiotakopoulos, 2012).
Afterwards, it is required for the management to make a list of all these elements; find the reason
behind them. Thus it is a very general strategy for resolving the problem. Management team also
have to provide growth opportunities i.e. promotion. Such motivation can rise the interest of
employees and helps managers to overcome with this problem.
Apart from this, management of cited organisation should provide timely training and
development assistance to its employees; it will help in improving their productivity level. By
this, employees also acquire new skills and competencies which is beneficial for the business
organisation.
4.3 Potential impact of implementation of strategy
After applying the strategy in order to overcome with barriers and problem of job
dissatisfaction, the potential impact on business organisation would be: -

With the help of motivation and encourage; employees are capable to deal with people in an
effective manner. It can extend their potential to overcome the barriers of job dissatisfaction.
Now employees also take more interest towards their job and duties. By handling guest with
positive attitude also helps in generate good appraisals from their sides which can also develop
company's image in capital market (Poon, 2012).
Along with this, promotion of staff members also help them to encourage their morale.
By this, employees are able to well perform their roles and responsibilities. It gives them a base
which support their career growth and future opportunities. Training and development session
are provided by management team; which helps in improving employees performance as well as
gives them ability to handling tasks in positive manner. At last, Strategy implementation also
provides the ability to employees as they can take interpersonal decision for the betterment of
business organisation.
CONCLUSION
From the above mentioned report, it has been concluded that employability skills are
necessary for growth and development of an employee. They are responsible in order to perform
a task in an effective manner. The report is based upon the case study of TRAVELODGE. In the
first task of this report; the roles and responsibilities of a HR executive are discussed. The person
set some standards to meet the requirements and needs of a business organisation. Along with
this, there are so many work based problems and issues which put a huge impact on growth and
success of business organisation. Management system of cited organisation should develop some
strategies and policies in order to resolve all these problems and issues. Furthermore, the report
encompasses with styles of communication, i.e. verbal as well as non verbal communication.
Team dynamics also plays a vital role in growth and success of business organisation; managers
are implemented various tools and techniques to motivate their employees.
REFERENCES
Books and Journal

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.
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.
de Guzman, A.B. and Choi, K.O., 2013. The relations of employability skills to career
adaptability among technical school students. Journal of Vocational Behavior. 82(3).
pp.199-207.
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.
Fatima Warraich, N. and Ameen, K., 2011. Employability skills of LIS graduates in Pakistan:
needs and expectations. Library Management. 32(3). pp.209-224.
Jackson, D., 2012. Business undergraduates' perceptions of their capabilities in employability
skills: Implications for industry and higher education. Industry and higher education.
26(5). pp.345-356.
Jones, E., 2013. Internationalization and employability: The role of intercultural experiences in
the development of transferable skills. Public Money & Management. 33(2). pp.95-104.
Ju, S., Zhang, D. and Pacha, J., 2012. Employability skills valued by employers as important for
entry-level employees with and without disabilities. Career Development and
Transition for Exceptional Individuals. 35(1). pp.29-38.
Misra, R.K. and Mishra, P., 2011. Employability skills: The conceptual framework & scale
development. Indian Journal of Industrial Relations, pp.650-660.
O'Neil, H.F. ed., 2014. Workforce readiness: Competencies and assessment. Psychology Press.
Omar, N.H. And et. al., 2012. Graduates’ employability skills based on current job demand
through electronic advertisement. Asian Social Science. 8(9). p.103.
Panagiotakopoulos, A., 2012. Employability skills development in Greek higher education
institutions (HEIs) Implications for policy makers. Higher Education, Skills and Work-
Based Learning. 2(2). pp.141-150.
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). pp.42-48.
Sung, J., Ng, M.C.M., Loke, F. and Ramos, C., 2013. The nature of employability skills:
empirical evidence from Singapore. International Journal of Training and
Development. 17(3). pp.176-193.
Tymon, A., 2013. The student perspective on employability. Studies in higher education. 38(6).
pp.841-856.
Wibrow, B., 2011. Employability Skills. At a Glance. National Centre for Vocational Education
Research Ltd. PO Box 8288, Stational Arcade, Adelaide, SA 5000, Australia.
Wilton, N., 2011. Do employability skills really matter in the UK graduate labour market? The
case of business and management graduates. Work, employment and society.
25(1).pp.85-100.

Yuzainee, M.Y., Zaharim, A. and Omar, M.Z., 2011, April. Employability skills for an entry-
level engineer as seen by Malaysian employers. In Global Engineering Education
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Online
Employability Skills, 2017. [Online]. Available through:
<https://www.skillsyouneed.com/general/employability-skills.html>. [Accessed on 8th
July 2017].

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