Employability Skills of Audi Employees

EMPLOYABILITY
SKILLS

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
1.1 & 1.2 Set of own responsibilities and performance objectives and evaluation of own
effectiveness against objectives...................................................................................................3
1.3 Recommendations for the improvement................................................................................4
1.4 Importance of motivation techniques for improving work performance...............................4
TASK 2............................................................................................................................................5
2.3 Time management strategies..................................................................................................5
TASK 3............................................................................................................................................6
3.1 Roles of the team members....................................................................................................6
3.2 Analyses team dynamics........................................................................................................7
3.3 Alternative ways to achieve team goals.................................................................................7
2.1 & 2.2 Developing solution to the work based problems........................................................7
M1 Advantages and Disadvantages of using Belbin's theory......................................................8
D3 Reflective Piece......................................................................................................................8
TASK 4............................................................................................................................................9
4.1, 4.2 & 4.3 Evaluation of tools and methods and developing strategy to resolve problem....9
M3 Reviewing and justifying tools and methods used................................................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11
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INTRODUCTION
Employability Skills can also be referred to as the soft skills or non-technical
skills which include management skills, communication, coordination and decision
making skills. Human Resource Development and Employability Skills are linked with
each other. Thus, in order to make the workforce efficient, HR manager should aim to
develop skills among their employees (Andrews and Russell, 2012).
This report focuses on employability skills of AUDI employees. Further, this
report describes the ability to determine the responsibilities and performance. In
addition to this, understanding has been made about the dynamics of working with
others (Azim and et.al., 2010)
TASK 1
1.1 & 1.2 Set of own responsibilities and performance objectives and
evaluation of own effectiveness against objectives
As a human resource coordinator, I have to perform several responsibilities and
objectives. As per the job profile I have to carry out every basic function of human
resource department of AUDI. Some of the responsibilities are described below:
 Participation in Recruitment Process: I have to fulfil the responsibility of
recruiting and selecting employees (Cassidy-Rice, 2014). Before that, I will
evaluate organization and search out the vacant job as a technician in the firm.
Further, I have to set the objectives regarding recruitment process in order to
accomplish the task in the given time limit.
 Compensation and Negotiation: my responsibility is to give remuneration to
employees as per their skills and abilities. Further, negotiation has to be done by
me in order to fulfil the demands of labours (DiTullio, 2010). If any labour of Audi
is not satisfied then the coordinator at his level has to negotiate with them and try
to settle down the matter and then report it to the HR manager.
After assessing own responsibilities as a Human Resource Coordinator,
effectiveness can be tested. Further, at the time of job evaluation and recruitment
process I can check the effectiveness by performing these activities within given time
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limit. By negotiating with the labours for settling down their demand, at that time I can
test my negotiation skills (Hepworth, 2010). Moreover, I can ask my supervisor to
observe me while I am performing these responsibilities and provide me with feedback.
The feedback will help me to improve my skills.
1.3 Recommendations for the improvement
There are range of recommendations which can be useful for improving the set
of objectives and performance so that I can enhance my skills and abilities to render
quality services within the organization (Joanna, 2014). Some of the recommendations
are as follows:
 In certain time period, I must attend conference and seminars so that I could
gain or acquire new knowledge related to work area.
 I must focus on different training and development program in order to enhance
the decision making skills (Perks, 2010). Further, this will help me in taking
effective decisions.
 360 degree feedback must be taken from the supervisors and subordinates to
identify the weak areas that could be worked upon.
1.4 Importance of motivation techniques for improving work performance
I must adopt different motivational techniques to improve the overall performance
of technicians of Audi. By adopting several techniques, I can motivate them and
enhance their performance (Pool and Sewell, 2007). As per the present scenario, I will
adopt the Y motivation theory which will help the management in developing self
motivational attitude among their workforce and also among the workers who are
rendering the services in the manufacturing unit. This will reduce the supervision level
because employees will be self motivated while performing their tasks.
On the other hand, management should also adopt the monetary incentives to
motivate labor class. First I should recognize the skills and abilities of every worker and
according to that motivation techniques should be applied (Skerritt and Ortrun, 2013).
This will help in boosting their morale which will eventually enhance overall
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