Employability Portfolio for Human Resource Management Graduate

This employability portfolio focuses on identifying the chief responsibilities and skills that are required for being a HR manager. It also assesses the issues that might be encountered by the graduate, based on DOTS model, and the manner in which the same might be mitigated through the enumeration of a personal development plan.

Running head: HUMAN RESOURCE MANAGEMENT
HUMAN RESOURCE MANAGEMENT
Name of the student
Name of the university
Author note

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Introduction
The development of employment portfolio is an important consideration that identifies
the specific set of skills, abilities, knowledge and cognition among the graduates while
examining the growing prospects for getting themselves employed (Peet 2016). Reflection of the
aspects of the portfolio enables a graduate in building confidence for promoting their skills to the
employers. In this connection the employability portfolio will focus on identifying the chief
responsibilities and skills that are required for being a HR manager. The employability Portfolio
will also assess the issues that might be encountered by the graduate, based on DOTS model, and
the manner in which the same might be mitigated through the enumeration of a personal
development plan.
Summary of employability portfolio
The graduate has already qualified in the Human Resource Management course and
thereby the most suitable role that is being chosen by the graduate is the basic entry level HR
manager position, as the candidate had no major experience of working in large HR teams. The
job advertisement outlined the duties and requirements for the HR manager’s role. Moreover, the
advertisement also reflected on the different strategic disclosures made by the organization,
Gucci, and the manner in which the venture is planning to execute its operations.
The advertisement developed an understanding of the areas that might be served by the
role, Australia and New Zealand. On the other hand, the HR manager in the organization is
expected to support the HR team for enabling the uninterrupted functioning of the stores and
head offices. Again, the job advertisement developed a coherent understanding of the different
personal skill and knowledge attributes that might be reflected through the candidate profile

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based on the job role. A steady knowledge on the Australian Employment laws and the WHS
compliance is a must for the job role. The designation required the candidate to hold a
Bachelor’s degree in HR management and having an experience of working in strategic HR
processes along with efficient communication skills to involve all the stakeholders and prior
experience in the FMCG sector.
Issues in preparation of joining graduate recruitment employment market
The DOTS model critically evaluated the different aspects of learning and the manner in
which the candidate might grab the opportunity of bringing forth changes in the employability
options. Kinash et al. (2016) noted that the DOTS model enables a graduate employment seeker
in identifying the core areas based on job searching, decision making, self- awareness and
transition learning systems. The mode closely related to the candidate’s capability of realizing
the individual’s potency in increasing the efficiency of the operations, as per the job
advertisement.
The graduate candidate might encounter issues based on the element of ‘workplace
awareness’. The lack of efficient work experience has restricted the capabilities of the candidate
in discovering the different processes that are involve in the extensive role of a HR manager as
per the advertisement. The concerned organization, Gucci, is looking for a candidate who will
work as a people partner and provide strategic support to the HR management teams in Australia
and New Zealand. However, the lack of workplace awareness among the candidate might restrict
the capabilities of the same in collaborating with the stakeholders. The vast work space and huge
amount of responsibilities, without prior knowledge on the field of work, might affect the
performance or the employability standards of the individual candidate.

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The lack of proficient communication might turn out to be an overarching issue for the
candidate as most of the job responsibility, indicated in the advertisement, is based on the
communicability skills of the applicant. Lack of clear and transparent communication might
affect the performance of the job seeker while adapting to the diverse working environment.
Moreover, lack of professional skills in the diverse work fields while encouraging the
involvement of the relevant stakeholders might restrict the capability of the candidate to adhere
to the organizational expectations.
Critical assessment of the DOTS model
The DOTS model assimilates the different aspects of Decision learning, Opportunity
awareness, Transition learning, Self awareness which helps in improving the career choices
made by the graduates after finishing off their course in different subject areas (Choate et al.
2016). Hooker and Whistance (2016) opined that the DOTS model enables a candidate in
improving the decision making skills as per the viability of the available jobs. In this relation,
opportunity awareness and transition learning enables a candidate in supporting their decisions
through searching for the alternative employment options while improving their knowledge on
the set of skills that are required for holding the job designations. On the other hand, Smith et al.
(2019) opined that the self- awareness among the proficient candidates enables the same in
gathering confidence and knowledge on their individual set of skills and improving their decision
making criteria based on the compatibility of the job. Therefore, the application of the DOTS
model enables a graduate candidate in developing knowledge on their personal skills while
looking out for opportunities in the job market and hereby take decision on the most compatible
job profile for the same.

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Dacre Pool and Sewell (2007) stated that the DOTS model enables an individual in
maintaining the efficiency of the job searching criteria based on the assessment of their personal
skills. Moreover, Hinchliffe and Jolly (2011) noted that DOTS model operates as an efficient
tool for examining the job opportunities in the market and transition learning. The model would
assist the candidates in assessing their competencies and capabilities relating to the job
designation and perfect their decision making criteria based on the assessment of the market
opportunities. The unique decision making capabilities of the graduate job seekers are one of the
most influential criteria for improving the job selection techniques. On the other hand, Dacre
Pool and Sewell (2007) noted that the different changes in the job selection criteria is based on
the self assessment and self reflection related activities of the individuals. It has been noted that
the individual’s knowledge on the capabilities works as a motivator for inducing confidence and
improving the decision making systems while applying for a job post. Therefore, the DOTS
model plays an important role in influencing the decision making aspects of the graduate
candidates while choosing the right job which is compatible with their experience and
knowledge.
Challenges in achieving personal development
The graduate job seeker must create a Personal Development Plan with the objective of
improving the skills while gaining technical knowledge on the different processes on the basis of
the job requirements outlined in the advertisement. Hinchliffe and Jolly (2011) stated that the
PDP enables a graduate in developing the personal and professional skills with the objective of
maximizing the scope of getting employed in the different possible organizations. In this
relation, the major issues that are being faced by the graduate is related to the lack of awareness
on the work processes in big multinational organizations. It can be perceived as a shortage of

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awareness in the field of SHRM (Strategic Human Resource Management) practices. Therefore,
the candidate must take steps to develop a PDP with the objective of overcoming the overarching
issues that are restricting the performance of the same to maintain the efficiency of the
operations as per the job requirements. The candidate, in this relation, aimed at creating SMART
goals with the objective of maintaining the efficiency of the operations in alignment with the
needs of meeting the expectation of the employers and the job designation.
The SMART objectives would enable the candidate in identifying the chief needs of
bringing forth the change and the manner in which the PDP would enhance the professional and
personal skills to operate in diverse workplaces. However, the candidate might face significant
issues in cascading the concerns to the higher management as the same seems to be unaware of
the structure of the communication process. The lack of proficient communication might again
affect the capabilities of the graduate, aspiring to be an HR manager. Therefore, in this relation,
the graduate might face significant amount of difficulty in cascading or transferring the
development based needs to the higher authorities. The graduate must take steps to be consistent
with the practices and holding on to better communication medium with the objective of not only
improving cohesion on the channels of communication in Gucci but also empower the personal
development activities for the graduate.
Conclusion
Therefore, from the employability portfolio it might be noted that the graduate gained
knowledge on the weaknesses that are restricting his inclusion in the job designation of an HR
manager. The evaluation of the job advertisement clearly outlined the roles and responsibilities
that the candidate is expected to carry out as an HR manager in the organization. On the other
hand, the employability portfolio outlined the different needs of change and the manner in which

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the graduate might instill the modifications with the objective of empowering the personal
development related elements. The employability portfolio also enumerated the DOTS model
which critically examined the different characteristics of a graduate seeking jobs. The
examination of the different attributes that are suggested as per the model would enable the
graduate in maintaining the efficiency of the job searching operations while understanding the
compatibility.

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References
Choate, J., Green, J., Cran, S., Macaulay, J. and Etheve, M., 2016. Using a professional
development program to enhance undergraduate career development and
employability. International Journal of Innovation in Science and Mathematics Education
(formerly CAL-laborate International), 24(3).
Dacre Pool, L. and Sewell, P., 2007. The key to employability: developing a practical model of
graduate employability. Education+ Training, 49(4), pp.277-289.
Hinchliffe, G.W. and Jolly, A., 2011. Graduate identity and employability. British Educational
Research Journal, 37(4), pp.563-584.
Hooker, J. and Whistance, J., 2016. Embedding key transferable employability skills for lifelong
success through blending an innovative portfolio to complement traditional
assessment. Practitioner Research in Higher Education, 10(1), pp.156-175.
Kinash, S., Crane, L., Judd, M.M. and Knight, C., 2016. Discrepant stakeholder perspectives on
graduate employability strategies. Higher education research & development, 35(5), pp.951-967.
Peet, M.R., 2016. Transforming students' beliefs: Developing employability skills and generative
identities through the Integrative Knowledge Portfolio Process. Journal of Transformative
Learning, 3(2), pp.15-36.
SEEK., 2019. [online] SEEK. Available at: https://www.seek.com.au/job/39856706?
searchrequesttoken=d2139ffc-2923-466e-9715-fbf0ee79b062&type=standout [Accessed 24 Sep.
2019].

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Smith, S., Smith, C., Taylor-Smith, E. and Fotheringham, J., 2019. Towards graduate
employment: exploring student identity through a university-wide employability project. Journal
of Further and Higher Education, 43(5), pp.628-640.

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Appendix
Appendix 1: Graduate Role
Graduate Role Position Human Resources manager
Role definition
Human resources managers develops plan and
direct the administrative functions of an
organization. Apart from recruiting candidates
and interviewing, the HR managers also
consult with management executives for
providing support on strategic planning. The
HR manager plays a major role in maintaining
a strong communicational bond between an
organizational management and the
employees
Appendix 1A: Graduate Role Advertisement – Task and Responsibilities
 Work as People Partner for Australia
and New Zealand, while providing
strategic support across ANZ
 Implementation of regional and global
projects
 Managing the HR teams
 Ensuring operational and strategic
support to the stores and head office

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Responsibilities from job advertisement
functions
 Manage, plan and execute all strategic
workforce planning operations for
every business units
 Manage workplace relation activities
 Managing HR projects related to
budgeting, performance review and
management and succession planning.
 Supporting the HR team to provide
accurate employment advice in
correspondence to legislation
requirements
 Retain workforce and ensure
compensation to employees
 Manage and monitor WHS
Compliance
Source: SEEK (2019)

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Appendix 1A: Human Resource Assistant Role Advertisement
Source: SEEK (2019)

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Appendix 1B: The required knowledge, skills and abilities from job advertisement
Knowledge, skills and abilities
 Bachelor's degree in Human Resource
Management
 Minimum work experience in the post
of a strategic Human Resource
Manager of 5 years'
 Good knowledge on the Australian
employment law;
 Professional communication skills
 Potency of holding strategic and
commercial communication with all
stakeholders
 A friendly approach and professional
attitude maintaining confidentiality
 Prior experience of managing a team
 Multiple tasking in crisis situations or
growing environment;
 Previous experience within the
FMCG, Retail or Luxury fields
Source: SEEK (2019)

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Appendix 2A: SMART GOAL
 Specific: Developing knowledge on the strategic and Human Resource processes in the
international markets
 Measurable: Increasing the collaboration among the head office and regional offices in
the ANZ region by 4% within the next 6 months
 Achievable: The goal is achievable through the integrated SHRM course and self-
reflection on the personal capabilities
 Relevant: The goal is relevant as it would assist in improving the interpersonal skills and
knowledge on the HR processes in the international markets
 Timely: The development activities might take a time span of 3 months from the date of
initiation
Appendix 2B: Personal Development Plan
Goal: Developing knowledge on the Strategic aspects of the HR practices in the international
contexts
KPI for the goal: Improving the rate of strategic support to the HR departments of Gucci in the
ANZ region and improving their productivity by 4.7% within the next 8 months
Planned
activities
Dates Resources
required
Comments
SHRM
Certified
Professional
(SHRM-CP)
16/06/2019-
17/07/2019
Eligibility of 1
year HR based
experience in
any organization,
Good at
strategic
management

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course knowledge on
the current HR
practices
Undertaking
training on
vocational
skills
19/07/ 2019
– 24/07/2019
Vocational skills
and clarity of
message as per
the
communicational
needs of the
stakeholders
Moderate in
holding
communication
and
persuasiveness
Unplanned
activities
Dates Resources
required
Comments
Improving
strategy
development
and decision
making
capabilities
through
consultation
1/08/2019 –
undetermined
Steady
knowledge and
adaptive to
untimely
meetings and
discussions
Moderate
Reflection on goal attainment: I believe that I would develop a sound skill on HR strategic
partner for the organization through the PDP. The plan would enable me in developing skills of

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communication along with contributing to my knowledge of the different HR processes in the
organizations. The different changes in the organizational operations are specifically based on
the efficiency of the HR partners in inducing strategic recommendations to the higher authorities
while improving the rate of operations of the workforce. I believe that the planned activities
would enable me in developing a coherent understanding of the organizational position in the
ANZ region and thereby provide strategic support to the business. On the other hand, the planned
activities would enable me in holding efficient communication with the different stakeholders of
the venture for enabling the effective functioning of the different systems. Therefore, I believe
that the PDP would significantly contribute to the smooth functioning of the different
organizational systems as per the growth oriented approach of the venture.
Future course of actions: I would like to develop my professional HR skills through the course
Senior Professional in Human Resources in the coming years. It would enable me in not only
widening my scope of sustenance in the industry but also create new and better job opportunities
for me while operating in the different markets. On the other hand, I would like to work in
different industries with the objective of gaining knowledge on the different organizational
processes that are initiated by the organizations for widening my knowledge on the HR based
operations.
Appendix 3: Interview with current HR assistant
 How many years' experience do you have as a human resources manager?
 What's your expected annual base salary?
 What skills do you think are necessary for being a good HR manager?
 What are the key responsibilities involved of being a HR manager?
 Did you face any challenge while operating in your job post?

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 What suggestion of change do you recommend for improving work practices?

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