Employability Skills and Intercultural Experiences

This assignment examines the significance of internationalization and intercultural experiences in shaping employability. It delves into how these experiences contribute to the development of transferable skills, crucial for success in the modern workplace. The analysis is supported by various academic sources that shed light on the nexus between intercultural competence and job readiness.

Employability Skills

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
1.1 Set of own responsibilities and performance objectives.......................................................3
1.2 Evaluation of own effectiveness against objectives..............................................................4
1.3Determine self-audit to know the strength and weakness also make recommendation to
improve.......................................................................................................................................5
1.4 Motivational techniques applied in the organisation............................................................6
TASK 2............................................................................................................................................7
2.1 Develop solution to work-based problem.............................................................................7
2.2 Communication styles at all the various levels applied in the company...............................8
2.3 Time management strategies.................................................................................................9
TASK 3............................................................................................................................................9
3.1 Explain team role at the prince's trust...................................................................................9
3.2 Analyse team dynamics at prince's trust.............................................................................11
3.3 Suggest alternative ways to complete the task of workforce planning and attain the team
goals within the HR department................................................................................................12
TASK 4..........................................................................................................................................12
4.1 Evaluate the use of different problem solving tools to solve problems..............................12
4.2 Develop an appropriate strategy for resolve the problem...................................................13
4.3 Evaluation the impact of implement strategy......................................................................13
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Employability skills are very important for the staff members as they can help in attaining
the job requirement and meet all the goals that are to performed task. Employee require various
skills for better performance that involves leading skills, motivating, communication, team
management, time management and also problem solving skills etc. Employees are require to
deliver service and maintain healthy interaction between customers so that these skills can helps
to increase organisation productivity and profitability ( Asonitou,2015).In an organisation
employees have a numerous skills such as proper communication, teamwork, problem solving,
self managing and many more. BT group PLC is a holding company which owns by British
Telecommunication, a BT service company with head office in london. It has operates in around
180 countries. Other is Prince’s Trust is a charitable organisation in UK. It is helps change young
people lives. In this project research discussion about he team dynamics with the help of belbin
& tuckman model. In addition, discuss about the communication styles for effective
communication in workplace. Effective communication is very important for each one of them in
workplace, better communication is help for create a healthy and friendly environment in an
organisations. Moreover, brief discussion on problem solving techniques for the solve conflict in
an organisation ( Wilton, 2011). Discussion about the motivational theories where can be used
for motivating employees for better work performance in business concern. Further, there is also
a discussion on assistant of HR manager responsibilities and also performance objectives. Also,
they evaluate their own effectiveness regard to objectives with the help of SWOT model and
develop the new areas for development. The manage finding out the various techniques so they
can overcome from the new development areas or weakness of HR manager. The techniques
they adopt the problem-solving process and also team management strategies.
TASK 1
1.1 Set of own responsibilities and performance objectives
I am a Assistant HR Development manager in the BT so, I have some my own
responsibilities and performance objectives towards the organisation that has been discussed
below-
Responsibilities of HR manager
Compensation and benefits- I am responsible in structuring a compensation benefits
plans to satisfy the employees in the organisation so, they put their maximum efforts towards

firm's objectives ( Riebe and et.al. 2010). Thus, it includes health care benefits, incentive plans,
bonus, retirement benefits and also increment in salary etc.
Training and development- I am also responsible to finding out the employee's training
needs to conduct training sessions and workshops as per the individual's requirement. Therefore,
I have to assessing the needs of training for the purpose of finding out lacking job skills that
impact the company's objectives. It is necessary to improve the skills and knowledge of
employees through job skills training so, they can done its job more effective way.
Employee relations- The responsibilities of the my in the BT company is that I have to
manage the employment relations that can be possible through resolve the issue among employee
and employer ( Maurer and Mawdsley, 2014). Thus, for this reason the effective employee
strategy need to be design to make sure the work environment will becomes healthier and also
the individuals are free from any kind of discrimination.
Performance objectives of HR manager
Recruit the right talent- I am the HR manager in the BT a core objectives is that pool
the large talented candidates from the various countries with the help of recruitment sources (
Rasul and et.al., 2010). The various activities done by me to place the right candidates at right
job that are screening the application, interviewing, conduct test and final selection as per the
company's requirement.
Managing relations- The company have to attain stability for this the I have objectives
to make sure that the there is a good relationship among the senior management and employees.
Thus, I have manage the change among individuals to reduce the disturbance to business.
Develop talent- The objectives towards company I have to develop the talent among
workers by conduct the training and development programmes so, they retain in the workplace (
Gravells, 2010). In addition,I have to provide the flexible working practices and create the
incentive plan schemes to enhance the talent in the worker.
1.2 Evaluation of own effectiveness against objectives
The performance objectives of BT that includes mainly recruit the right talent and
managing trust so, there is a need to evaluate my own effectiveness to fulfil these objectives (
Gravells, 2010). Thus, it can be possible by adopting SWOT model to know my strength and

weakness in terms of employability skills that are needed to achieve them. Therefore, as per the
objectives I have a effective communication skills that are able me to manage the staff workers
by transfer my message appropriately. Thus, I am able to guide, monitoring and supervise the
worker towards the goals so, they can contribute more in the job task. In addition, the another
strength is that motivating skills that helps me to enhance the satisfaction level of the individuals
through structuring a effective compensation plans ( Misra and Mishra,2011). The resultant into
motivate worker done their routine tasks and jobs in most effective manner that leads to attain
objectives. Further, the major weakness is that problem solving skills that create conflicts issue
that arise in the place in various situations that impact badly in the workplace environment.
Along with that, the another weakness is that time management skills that create overburden in
the workplace that create mismanagement. The task cannot be done in proper way and the work
not to done within the time framework that impact the objectives.
1.3Determine self-audit to know the strength and weakness also make recommendation to
improve
The HR department of BT asked from the applicants to determine the self-audit of HR
manager to know my strength and areas for development with the help of SWOT model that has
been discussed below-
Strength
 My strength in the company is that I have strong communication skills that helps me to
manage the employee relations ( Yusof and et.al., 2012).
 The next strength is that leading skills that assist me to motivate the employee as well
enhance the satisfaction level.
Area for development (Weakness) The major weakness is that I am ineffective in solve the problem due to lack of problem
solving skills. The another weakness is that I cannot manage the work that create overburden on me due
to lack of team management skills.
Recommendation to improve the area for the development
Problem solving techniques

 Brainstorming- The process is very effective to finding out the best possible solution to
solve the problem issues in the workplace (Keller, Parker and Chan,2011 ). Thus, the HR
manager sit with the management as well as staff members in a room together to develop
a new ideas through discussion. It can be continuously done whether best possible
solution can be found this is a excellent way to take input from all the individuals in the
workplace to solve the problems happen in the organisation.
 Adopt problem-solving process- The HR manager should follow the stages in which they
define the problem and understand them and after that they have to collect information
from various sources. In next stage generating ideas about the problem and find out the
best solution to implement in the workplace.
Team management strategies Refuse to delay- Make a schedule that you have a meeting with the client in 3 days and
in that time you must do the certain task. It is very effective to do the most annoying
work within the time. Allow yourself to get reward for some thin that you have done.
 Stop Multi-tasking- In general or practical world people used to do so many things at one
time and if they have get any trouble instead they do not refuse to do that. For a good
time management you must stop to do multi-tasking ( Asonitou, 2015). Make a plan for
your day and set time for meetings, calls, and other things. When you found to do
multitasking by yourself take a pause and think about what you have to do and what you
have done.
1.4 Motivational techniques applied in the organisation
The British telecommunication are need the potential applicants so, there are various
motivational techniques that can be applied and used by the staff workers of the Prince's trust to
motivate the younger people that attain their potential. These motivational techniques has been
follow by the organisation that has been discussed below-
Maslow's hierarchy of need theory- This type of motivational theory explain that the
individuals in the firm are highly motivate through various needs and once this are fulfil the next
stage need to be satisfy that motivate the worker. It can be categorised into two needs that is
deficiency and growth at the lower-level to upper-level needs. The employer can satisfy the
individuals physiological needs through increment in salary and job stability in the organisation.

The another one is to satisfy that is a security needs through various benefits can be provide to
the employee such a retirement benefits, fair work practices, pension plans and also safe
environment in the workplace ( Maurer and Mawdsley,2014). The next level in the Maslow's that
is belongingness needs are essentials to fulfil by behave with the employee as a friendly. Further,
the esteem needs can be satisfy by the manager in the organisation to provide the worker a
prestigious job assignment, self-respect and recognition etc. The last need that can be motivate
the employee through satisfy the self-actualisation needs that can be fulfil through provide status
and challenging work etc.
Herzberg motivational theory- There is a two factor theory that can categories into
satisfaction and dissatisfaction with the job both have some characteristics through which people
can be satisfy with its jobs. The satisfy individuals can motivate through recognition, growth,
advancement etc. The dissatisfy individual can be motivate by the manager to satisfy them by
apply firm's policies, salary and supervision etc (Miller, Biggart and Newton,2013). Thus, the
Herzberg theory tells that the dissatisfaction level of the worker can be eliminating and enhance
the job performance of employees.
TASK 2
2.1 Develop solution to work-based problem
In the present scenario in the prince trust the main problem arise in the organisation that
is ineffective communication among staff and volunteers. The main issue happen in the general
meeting that is lack of communication among both the staff as well as volunteers as there is a
lots of disagreements. The work-based problem can be solved by the trust in the workplace by
adopting techniques that are as follows-
Use presentation- The lack of communication among staff and volunteers can be
effective if they power point presentation to convey the message in understandable manner. The
Trust should conduct a monthly session in which the individuals can express their views and
opinions through presentation ( Griffin and Annulis,2013). Thus, the visual images and graphics
helps them to convey the message in clear ways that reduce the disagreements.
Body language- The trust can adopt non-verbal communication in which they convey
message in the meeting through eye-contact, facial expressions, smile and hand-shake this will
reduce the communication gap among team and volunteers.Griffin, M. and Annulis, H., 2013

Training and development- The prince trust should conduct training session to train the
staff and volunteers to aware them about the culture diversity. In that sessions both the party can
translate their importance of each culture that enhance the knowledge and learn new culture (
Wilton,2011). Therefore, the result can be turn into they both learn eacWilton, N., 2011h other
language that reduce the disagreements and lack of communication.
2.2 Communication styles at all the various levels applied in the company
The line manager and team of prince trust can communicate in various style at all the
levels in the organisation. Therefore, there is a Higher-level management, middle-level and
lower-level managers they can adopt verbal,written communication and formal communication
in the workplace that can be discussed below-
E-mails- The various levels can communicate effectively through direct e-mails that can
be distribute to all the workers and team members in the organisation in a understandable manner
( Wickramasinghe and Perera,2010). It will reduce wastage of time and energy in
communicating the message in an effective manner that leads to minimising the communication
gap.
Strategic format- The message can be transfer by the upper level manager to
communicate with the middle as well as lower level manager in the concise, clear and less
formal slogans that should be written in a formal format.
Phone calls- The manager can communicate effectively by transfer the message through
telephone this will reduce the time gap and information are to be exchanges appropriately. Thus,
it is a best form of communication than the documentation and reports it takes more time to
receive the message but the telephonic is a direct way that leads to reduce miscommunication.
Audio and video- The message can be more effective if there is a graphical visual
presentation involve in it ( Rosenberg, Heimler and Morote,2012). This will attract the audience
while communicate the message it creates attention level towards the speaker with the help of
sound effects and visual effects.
2.3 Time management strategies
The prince's trust and British communication can enhance time management risks
through adopting time management strategies that can be described below-

Set priorities- The manager can set the time effectively through scheduling the important
and urgent work first (Baker and Henson, 2010). Make a list what they have to do first in daily,
weekly and monthly basis this will reduced the overlapping as well overburden of work.
Use a planning tool- The manager of the firm can manage time in an effective manner
through the use of personal planning tool that will enhance the productivity of the firm.
Therefore, it majorly include the calenders, wall charts, index card and computer programmes in
which there is a plan in advance through scheduling focus on the priorities.
Minimising the interruption- In the start of the day in the workplace the most important
task should be done first it will leads to make more effective in time managing (Baker and
Henson,2010 ). Therefore, in that you have to finding out the disrupt work first and develop s
solution to resolve them. It can be through the unnecessary email and answering the telephone
that should be ignore by the individuals that leads to manage time.
TASK 3
3.1 Explain team role at the prince's trust
According to BELBIN theory there are 9 roles which people play in a team each role of
this BELBIN theory expressed systematic work in their organization. In prince's trust
organization people have play their role according to BELBIN theory.
RESOURCE INVESTIGATOR
In this resource investigator role they use their inquisitive nature to find ideas to bring
back to the team ( de Guzman and Choi, 2013).
strength :- These people having specific quality like outgoing, enthusiastic and others. explores
opportunities and develops their contact
weakness:- Might be over optimistic,and can lose interest once the initial enthusiasm has passed.
2 TEAM WORKER
help the team to gel , using their versatility tom identify the work required and complete
it on behalf of the team.
strength :- co-operative, perceptive and diplomatic listens and averts friction.
weakness:- can be indecisive in crunch situations and tends to avoid confrontation.

3 CO-ORDINATOR
Needed to focus on the team objectives, draw out team members and delegate work
appropriately
strength :- mature, confident , identifies talent. clarifies goals.
weakness:- can be seen as manipulative.
4 PLANT
Tend to be highly creative and good at solving problems
strength - creative, imaginative
weakness- might ignore incidentals
5 MONITOR EVALUATOR
As according to its name monitoring all options and making it easy .
strength- sober , stretegic.
weakness- sometimes lack the drive and ability to inspire others
6 SPECIALIST
Brings in-depth knowledge of a key area to the team
strength :- single-minded, self-stating , dedicated.
7 SHAPER
Ensure that the team keep moving and doesn't lose focus .
8 IMPLEMENTERde Guzman, A.B. and Choi, K.O., 2013
Needed to plan a workable strategy and carry it out as efficiently as possible
9 FINISHER
Most effectively used at the end of tasks to polish and scrutinise the work for
errors ,subjecting it to the highest standards of quality control.

3.2 Analyse team dynamics at prince's trust
Dr BRUCE TUCKMAN published his 4 model like forming storming norming
performing in 1965 , this theory is well suited for this prince's trust because this theory is an
elegant and helpful explanation of team development and behaviour , so this is most effective
theory for prince's trust organization. In the prince's trust organization possible team dynamics
are according to TUCKMAN'S theory their progression is
STORMING :- Decisions don't come easily with group .Team members vie for position
as they attempt to establish themselves in relation to other team members and the leader ,who
might receive challenges from team members ( Zaharim and et.al., 2010).Clarity of purpose
increases but plenty of uncertainties persist. Cliques and factions form and there may be power
struggles. The team needs to be focused on its goals to avoid becoming distracted by
relationships and emotional issues. Compromises may be required to enable progress.
NORMING:- Agreement and consensus largely forms among the team ,who respond well
to facilitation by leader. Roles and responsibilities are clear and accepted. Big decisions are made
by group agreement ( Husain, and et.al., 2010). Smaller decisions may be delegated to
individuals or small teams within group. Commitment and unity is strong. The team may engage
in fun and social activities. The team discusses and develops its processes and working style.
There is general respect for the leader and some of leadership is more shared by the team.
PERFORMING:-The team is more strategically aware; the team knows clearly why it is
doing what it is doing. The team has a shared vision and is able to stand on its own feet with no
interference or participation from the leader. There is a focus on over-achieving goals, and the
team makes most of the decisions against criteria agreed with the leader. The team has a high
degree of autonomy (Andrews and Russell,2012). Disagreements occur but now they are
resolved within the team positively, and necessary changes to processes and structure are made
by the team. The team is able to work towards achieving the goal, and also to attend to
relationship, style and process issues along the way. Team members look after each other. The
team requires delegated tasks and projects from the leader. The team does not need to be
instructed or assisted. Team members might ask for assistance from the leader with personal and
interpersonal development.

3.3 Suggest alternative ways to complete the task of workforce planning and attain the team
goals within the HR department.
The planning of workforce is a significant task which is done in each and every organisation for
smooth running of a business. The major objective behind it is to manage work according to a
proper planning. Besides this, the goals of team can be set which must be ascertained as per the
major vision and mission of company (Rasul and et.al., 2010). In context of Prince's trust, the
task of workforce planning and achievement of team goals can be done with the help of
following steps:
 Setting standards: The managers must set some standards that must be attained in each
and every activity performed by the organisation. This will help in tracking the
performances of workers by comparing the actual ones with standard ones (Gravells,
2010). Thus with the achievement of team goals it will also help in attaining the
organisational objectives of improved productivity.
 Effective communication: The managers must make the provision of effective
communication among all the levels of organisation as well as for the volunteers. This
can be done through maintaining the organisational structure at minimum level so that
easy communication can be done (Misra and Mishra, 2011).
TASK 4
4.1 Evaluate the use of different problem solving tools to solve problems
In the prince's trust organization there are different problem solving tools they adopt to
solve the problems in particular situations that are discussed below-
 FAILURE MODES AND EFFECTS ANALYSIS:- This is an analysis tool that should
be in used for problem solving, there are various problems which is related to product
and process and this tool is used to make sure that any problem which is related to that
product are predict the product and process and development process.
 BRAIN STORMING :- Brain storming is that generating new ideas and techniques. In
the group of team there are individual people express their own thinking an their idea in
regards with beneficial to the prince's trust organization (Jones,2013 ). Brain storming is
also known as people who think out of the box means extraordinary thinking. All the
ideas that noted down properly and not to be criticized.

 ANALYTICAL SKILLS:- Analytical skill is basically use in prince's trust
organization to solving problem that occur in any of the reason so this technique is come
up with the perfect ideas and solution of the problem. This skill basically comes up with
extraordinary thinking ( Wibrow,2011). In this prince's trust organization every
individual member of the team comes up with their own ideas like different ways to
solve a single problem and the person need to solve the problem which is occurred in the
organization.
4.2 Develop an appropriate strategy for resolve the problem
As per the given scenario, it is apparent that the Prince Trust has lost its publicity since 5 years
because of lack of knowledge among youngsters about cited trust's work. To resolve this
problem, the mentioned company can adopt different strategies. The firm can take the help of its
volunteers in this regard and instruct them to create awareness about its work through public
meetings and campaign programmes. Besides this, the organisation can take the help of
pamphlets and various exhibitions where they can highlight the features of company as well as
different works performed by it for social good (Yusof and et.al., 2012). Besides this, the
company can also place banners of the trust at various public places highlighting the
achievements and works of this trust. In addition to this, the youngsters who are more active on
social media sites can be given knowledge through these sites. Firm can create page on Facebook
or it can also form groups on Whatsapp, Instagrams, write Blogs etc. to acknowledge youngsters
about organisation (Riebe and et.al. 2010).
4.3 Evaluation the impact of implement strategy.
The above mentioned strategy will help in featuring the works and achievements of Trust
for the objective of social welfare. This can help in adding more number of workforce and
volunteers with it. The strategy to do the publicity of said firm through different social media
sites, campaign programmes and banners can help in addressing large number of people
including youngsters. This will aid in highlighting the work of company as well as in helping the
needy people (Keller, Parker and Chan, 2011). The young generation people are more energetic
and hard working, therefore by acknowledging them, the firm can include them in the objective
of welfare and in aiding the young people. It will help them in finding new jobs and achieve
success in their career building.

CONCLUSION
Summing up the whole report it has been concluded that the prince's trust can resolve the
work-based problems that improve the lack of communication among the staff and volunteers
through adopt variety of communicate at all the levels. The problem solving stages can be adopt
by the organisation to develop the alternative solution to resolve conflicts in various situations.
The company adopt Belbin and Tuckman model to define the team dynamics and roles in a team
that can the organisation to manage the team in effective manner. In addition various
communication styles, team management and time-management strategies adopt by the manage
in the BT and prince's trust to attain the goals in a desired manner.

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