Employability Skills for Graduates

This assignment focuses on the critical employability skills necessary for graduates entering the workforce. It delves into various skill categories, including communication, problem-solving, teamwork, and adaptability. The document examines the perspectives of graduates, employers, and educators on these skills and explores strategies for developing and demonstrating them effectively. Furthermore, it highlights the importance of interdisciplinarity in acquiring a well-rounded set of employability skills.

Employability Skills

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
1.1...........................................................................................................................................3
1.2...........................................................................................................................................4
1.3...........................................................................................................................................5
1.4...........................................................................................................................................6
TASK 2 ...........................................................................................................................................7
2.1...........................................................................................................................................7
2.2...........................................................................................................................................8
2.3...........................................................................................................................................9
TASK 3 .........................................................................................................................................10
3.1.........................................................................................................................................10
3.2.........................................................................................................................................10
3.3.........................................................................................................................................11
TASK 4 .........................................................................................................................................12
4.1.........................................................................................................................................12
4.2.........................................................................................................................................13
4.3.........................................................................................................................................14
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................16
.....................................................................................................................................................18

INTRODUCTION
Employability skills are necessary for an employee to maintain employment in an
organization. Some of the core competencies are time management, team player,
communication, ambitious and so on. On the basis of these, staff members will be able to get
rewards and incentives from their manager. The manager can conduct training and development
programs in the enterprise so that all employees can enhance their core competencies along with
the potential. The Present report is based on BT Group which performs their operations in the
telecommunication industry (Baker and Henson, 2010). They focus on the skills of their workers
so that quality services can be given to the customers. The below mentioned report is based on
employability skills which explains motivational techniques which are used to improve the
performance quality of staff members. Along with this, it explains different communication
styles and time management strategies in detail. Furthermore, it stresses on appropriate strategies
to resolve all problems that workers are facing in the business organization.
TASK 1
1.1
The Assistant HR manager of BT Group has to develop some responsibilities on the basis
of objectives of the organization. These own responsibilities and performance are related to self
management and self evaluation of the person (Belt, Drake and Chapman, 2010). On the basis of
these techniques, the manager will be able to develop his own objectives so that overall growth
of the firm can be improved. Being an assistant HR manager, I have some responsibilities like I
have to motivate employees by giving rewards and incentives so that their performance can be
improved. Along with this, I have to analyse the performance of workers on continuous basis and
on the basis of their performance feedback is given to them so that they can improve their skills.

In order to develop these responsibilities, I have to identity my own strengths and weaknesses by
using the self evaluation method. Further, relationship among all employees should be improved.
For this, the manager has to use some strategies like give tasks in team and conduct meetings so
that conflicts can be reduced and overall objectives can be achieved.
There are some of the performance objectives of HR manager and these are related to the
objectives of telecommunication industry. Performance objectives should be developed in an
efficient manner so that customers will be able to get quality services from the employees of BT
Group. Some of these objectives are:
Recruit the right candidate: As the HR manager of BT Group, I have to recruit the right
candidate on the basis of their talent and skills. New workers can improve growth of the firm in
the market through their innovative ideas and creativity (Benson, Morgan and Filippaios, 2014).
Boost employee morale: It is the role of the manager to motivate their employees by
giving them some rewards and incentives so that their performance can be improved.
Compliance: Being a HR manager, I have to provide a healthy and safe environment to
their employees. So for this, he has to comply with the companies policies with the state
government laws. On the basis of these, overall performance of the firm can be improved.
(Performance Objectives, 2017)
Illustration 1: Performance Objectives, 2017

1.2
The HR development Manager of BT Group has to use different approaches so that
overall objectives can be achieved in an efficient manner. The role and responsibility of the
manager are related to organizational goals. These performance objectives are:
Quality services: In order to provide quality services to the customers, I have to conduct
a training and development programs in BT Group (de Guzman and Choi, 2013). Through these
programs, all new employees will be able to know about their work and existing workers will be
able to update their core competencies so that the customers can get quality services. Through
this, level of satisfaction can be increased among all people who buy products and services from
the enterprise.
Employee Satisfaction: I have to increase satisfaction of all employees through rewards,
benefits and incentives so that overall growth of manpower and organization can be improved
(Andrews and Russell, 2012).
Selection and recruitment: In order to select the right candidate for the job, I have to use
some appropriate approach so that growth of BT Group can be improved. Some of these
techniques are interviews, advertisement of the job on newspapers and magazines with the job
description and selection procedure.
Communication skills: Being an associate HR manager, I have to improve my
communications skills so that all employees will be able to understand policies and laws of BT
Group.
Employee relationship: In order to improve overall performance, I have to focus on the
relationship among all employees. If this relationship is good then trust can be build and conflicts
can be reduced (Ryan, 2012). Through this, overall performance can be improved in the firm.
1.3
The assistant manager has to identify his own strength and weaknesses by using
technique such as self audit. Through this approach, the manager will be able to identify his
existing core competencies (The importance of employability skills. 2017). On the basis of their
performance, they can enhance their personal and professional skills so that overall goals can be
achieved. Strength is the positive point of the manager that can help them in order to achieve
success in the firm. Some of the strength of manager are innovative, creative, time management.

On the other hand, my weaknesses are communication skills and I have to build an enthusiasm
so that overall performance can be improved.
Being an assistant HR manager, I can use many approaches so that improvement can be
made in BT Group. For this, I can adopt many technologies so that my skills can be improved in
an efficient manner (Hind and Moss, 2012). The organization should use some of these
approaches so that overall performance can be improved. These are:
Review management: This is an effective approach that should be used by BT Group in
their work environment. On the basis of this, the manager can get reviews from their employees
and implement these changes in the enterprise.
Decision making: when any decision is made by the manager in the organisation then
they have to involve all the members in the decision making process so that an effective plan can
be implemented. Along with this, the level of satisfaction can be enhanced among all the people
who are working in BT Group.
Engaging co-workers: The manager should allot the work to their workers in team or
group so that they will be able to know each other. Employees can share their knowledge with
the other staff members (Rosenberg, Heimler and Morote, 2012). Through this overall
performance can be improved in an efficient manner.
1.4
The assistant HR manager can use motivational techniques so that performance of the
employees can be improved. The manager can use Maslow's hierarchy theory in order to identify
the need of the people who are working in BT Group. Some of these needs are psychological,
safety, belongingness, self esteem and self actualization. The psychological are the basic needs
of the employees that are related to the salary and safety are related to the physical, financial and
job security. Other needs are deals with the belongingness, respect and happiness. So on the basis
of these needs the manager can use these techniques in order to increase the motivation level
among all employees. These are:
Incentives and rewards: This is the responsibility of the HR manager of BT Group to
provide incentives and rewards to the employees so that their performance can be improved.
Through these employee can improve its position in the organization.
Positive workforce environment: The manager has to provide a positive environment to
their workforce so that they can perform well (Saunders and Zuzel, 2010). Along with this,

healthy and safety environment should create so that overall performance of the
telecommunication industry can be improved.
Share profits: When the company gain profits in the market than the top management
have to share these profits with their employees so that they feel motivated and perform well in
future.
Opportunities for learning and development: The manager should provide the
opportunity to their employees so that they can enhance their learning. For example, BT Group
can conduct the training sessions, seminar, conferences in their enterprise so that people will be
able to enhance their skills.
(Motivational Techniques, 2017)
M1
The assistant HR manager can develop some responsibilities and performance objectives
on the basis of companies goals. Responsibilities have to be performed by the manager such as
motivate the employee and maintain companies policies. Along with this, performance should be
evaluated of workers so that overall growth can be improved. Further some approaches can be
used by the manager of BT group so that high revenue can be generated than any other rival
firm.
Illustration 2: Motivational Techniques, 2017

TASK 2
2.1
Employees who are working in BT Group may face many problems related to their work.
Due to these work based issues the dissatisfaction among all the employees is get enhanced and
organization will not be able to achieve their objectives. It is the responsibility of the HR
manager to provide the solution to these issues so that they can sustain their competitive
advantage in the market. Some of the work based problems are:
Time management: Some of the work based issues are arises due to the mismanagement
of time and employees will not be able to complete their task on time. Due to this, BT Group will
not be able to achieve their objectives (Stoner and Milner, 2010). The HR manager has to
motivate their employees towards their work so that work can be done on time. For example, the
HR manager can use some strategies such as all employees can write their task on a board and
perform according so that time can be managed.
Poor Communication: This is an another work related issue that is arise in the business
organization. When communication gap is their among all the employees then conflicts may
arise and due to that the firm will not be able to improve their growth (Wilton, 2011). For this,
the manager can provide tasks to the workers in group so that communication gap can be
reduced.
Poor leadership: Leaders are the one who lead the business organization towards
success. When a leader will not provide proper guidelines to their followers than they will not be
able to perform in an efficient manner. An effective leader should resolve the issues of their
employees so that they can perform well.
2.2
Communication is a tool that should be used by the business organization so that they can
achieve their objectives in an efficient manner. Through an effective communication top
executives directors can transfer their decisions to the employees so that they can perform work
in order to achieve overall objectives that are set by BT Group (Wilton, 2011). Workers can also
communicate their ideas to the top level management so that firm can improve their growth.
There are three levels where communication is take place:

Strategic level: This is the highest level where top executives make some decisions and
communicate those decisions to all managers. Along with this, top level managers are also
responsible for the brand image of BT Group. They also take the important financial decisions
for the firm so that highest profits can be earned. At this level communication is take place in the
form of meetings where managers and leaders will be able to know about the companies polices.
Middle level: Top level managers communicate their decisions to the middle level
managers and these managers communicate to the employees. At this level, these people give the
feedback to the executive about the current policies of the telecommunication industry. Along
with this, they also deal with their peer for the current policies (Zaharim and et. al., 2010). For
example, here in BT Group communication is takes place in the form of meetings and
presentation.
Operational level: This level is also known as functional level where decisions are taken
by the managers of different departments. Some of these functional units are marketing,
production, human resource, sales, research and development (Rosenberg, Heimler and Morote,
2012).
2.3
The manager of BT Group should use different time management strategies so that work
can be done on time in an efficient manner. On the basis of these strategies the firm will be able
to achieve their specified objectives and can improve their overall performance. There are some
tools that are used to manage the time in an effective manner and these are:
Set priorities: This is an effective approach that should be used by the managers of the
telecommunication industry. In this, tasks are set according to their priority and make a list of
tasks with the deadline. Through this approach all tasks are get completed on time and objectives
can be accomplished on time (Jackson, 2014).
Get organized: This is an another approach that is used by the associate HR manager in
BT Group. Manager should organize the tasks than time can be managed in an efficient manner
because mismanagement always lead towards the poor time management.
Schedule the time: The manager has to schedule their time in an appropriate manner so
that all tasks can be completed on time (Interdisciplinary important in employability skills.
2017). For example, the HR manager can do proper planning in order to manage the challenging
tasks.

Avoid multi-tasking: The manager of BT Group should avoid the multitasking because
through this he can save the time and quality of work cannot be ensured. Through this, the
manager may face some difficulties regarding to the work.
M2
The present task is based on the work based problems that are faced by the employees in
the firm. This also explains the communication styles and time management strategies that are
followed by the manager in the enterprise.
Six thinking hats is a model that is used by the firm so that they can explore all complex
situations that are faced by the business organization. On the basis of this six directions are
identified such as management, information, emotions, discernment, optimistic and creativity.
Through this concept all employees and managers will be able to improve their
communication skills and creativity. Along with this, overall objectives can be achieved through
time management strategies.
TASK 3
3.1
It can be stated that in order to achieve common goals and objectives of a company, team
working is very essential (Ju, Zhang and Pacha, 2012). Furthermore, each and every member in
team has his/her own role which needs to be accomplished in the best possible manner.
On the other side of this, Belbin theory defines different types of roles played by people
working in team at Prince’s Trust. For example some employee will play the role of resource
investigator and their work is to find innovative ideas and bring it back to team. Some people in
team will play role of co-ordinator and their job is to direct the efforts of team mates towards
accomplishment of Prince’s Trust goals. The other role in organization includes monitor
evaluator, specialist, implementer and shaper etc. It can be stated that each and every members
in team at Prince’s Trust needs to have clarity of their roles and need to ensure that the roles are
performed in the best possible manner (Lowden and et. al., 2011). For example the role of
completer finisher in team is to end the activities and task which has been assigned to teams.
These people are generally required to polish the task and make them perfect in the end. The role
of shaper in Prince’s Trust is to make sure that the team keeps moving on right direction and do

not get de-motivated. It can be stated that shaper in Prince’s Trust have effective and has skills
to overcome all challenges and obstacles.
3.2
According to the model of Tuckman, the team development in organization such as
Prince’s Trust consists of four different strategies which are mentioned below as:
 Forming- It is the first stage of team development in which all staff member working in
Prince’s Trust relies on their team leader to a great extent. Here, the roles and
responsibilities of staff members are not clear. In this stage, the team leader is required to
ensure that the objectives and goals of team are clearly communicated to each and every
member.
 Storming- In this stage, people working in Prince’s Trust will seek forward to develop
effective bond and relation with other members. Here, conflicts and issues between team
members occurs at regular intervals as all members has their own style of working
 Norming- At this stage of team development, people become clearer with their roles and
responsibilities. Furthermore, team members start delegating some small decision for the
beneficial of organization (Keller, Parker and Chan, 2011). The team leader working in
Prince’s Trust needs to ensure that instead of focusing upon individual goals, people
starts working together and achieve common goals of organization.
 Performing- Here, the members in team start carrying out their task in more effective and
more strategically. The decision making power lies within the hands of team members.
People working in team become completely dependent in this stage and they do not seek
for involving team leader of Prince’s Trust in process such as decision making and
strategy formulation.
3.3
The HR manager of BT Group has to perform various strategies in order to complete the
tasks in an efficient manner so that team goals can be achieved. Alternative ways can be used by
the manager in order to improve the growth of the firm. Effective communication and interaction
process is necessary between the members of the team than only their performance can be
improved. If there is any communication gap among all the workers than they will not be able to
achieve the goals and conflicts get arises (Husain and et. al., 2010). So, the manager has to focus

on the relationship among all the employees an for this formal and informal meetings can be
conducted. Through this, tasks can be completed on time and team goals can be achieved.
Other than this motivation factor is also necessary in order to improve the performance of
group tasks. Some of the strategies such as promotion, benefits should be given to the members
because through this competition can be increased among team mates and overall performance
can be improved. Along with this, a specialization technique can be used by the higher authority.
They can allot the tasks to the members according to their area expertise. Through this overall
performance can be improved in an effective manner and BT Group will be able to get success in
the market than any other market leaders.
D1
There are some benefits and limitations are attached with the Belbin’s team’s role theory.
Through this, overall performance of BT Group can be improved and everyone in team equally
contribute in the work. On the other hand, specific designs are needed to establish a team in the
telecommunication industry.
D2
When any team or group is formed by the manager in the organization then all members
go through a number of phases. Through this overall objectives can be achieved by the
organization. According to the Rao, 2014 he said that when any group is formed then at that time
many conflicts are arise among all the members and some many leave the group or some try to
work hard so that goals can be achieved.
TASK 4
4.1
Business organization have to identify the problems that are faced by the employees so
that their problem can be resolved. Some of the problems that are faced by the organization are
law employee retention, motivation level of workers, conflicts among staff members an so on. In
order to resolve these issues the HR manager of BT Group can use different tools and methods.
These are:
Algorithm: This is an important mathematical tool that is used by the manager of the
telecommunication industry (Bourner, Greener and Rospigliosi, 2011). It is very organized and
simple tool that can solve the problems and give the solutions to the firm. For example, the

enterprise can solve their issues by using some standards of algorithm. Through this, they will be
able to get the solution. Sometimes it is very time consuming and unrelated for the problems of
BT Group.
Heuristics: This tool is based on the experience and learning of the manager of BT
Group. He can solve the issues on the basis of his experience. In this, he first identify the facts of
the issues and on the basis of that they make any decision so that problem can be solved.
Sometimes very complex situation cannot be resolved by the HR manager (Employability skills.
2017).
Trial and error: This is an another method that is used by the business organisation so
that overall performance can be improved and issues can be resolved in an efficient manner. In
this, manager try to solve the problems many time until he get success.
4.2
The Manager of BT Limited can use an appropriate strategy in order to solve the issues
so that they can sustain competitive advantage in the market. Some steps are involved in this
strategy and these are:
Identify the problem: This is the first stage of resolving a particular problem where
manager identify the issues that are faced by the employees. Along with this, he gather all the
relevant information regarding to the problem so that satisfaction can be increased within
workers.
Set plan: In this stage, manager can set the plan so that problem can be resolved in an
efficient manner (Yang and et. al., 2015). He can do proper planning on the basis of the
information that is gathered in the first stage. After that tool and techniques can be designed in
order to solve the issues.
Implementation: This is the third stage where plan is implemented by the manager of BT
Limited. The HR manager select a one best solution out of many alternatives so that level of
satisfaction among all employees can be improved. Through this, employee feel satisfied towards
their work and they will perform well in an efficient manner.
Evaluation: At the last stage, evaluation is done by the manager and analyse the
behaviour of workers towards the plan. After the implementation it is the responsibility of the
manager to identify the defects that may occur or not. On the basis of that, plan can be modified
as per the changes.

(Problem solving cycle, 2017)
4.3
The strategy can be implemented by the HR manager of BT Group so that potential
impact of that can be identified (Zaharim and et. al., 2010). This will positively affect the
business activities of organization if this will implemented by the manager in an appropriate
manner. Through this, the problem can be reduced in the business organization that is faced by
the workers. Along with this, the turnover can be reduced and the manager will be able to retain
their employees in the firm. Some of the benefits are achieved by the entity if they follow the
strategy in BT Group. They will be able to decrease their cost and increase the profits. Through
this, customers will be able to get the quality services from the employees of the
telecommunication industry.
The manager can conduct a training and development programs in the firm and on the
basis of that new employees will be able to enhance their knowledge and existing workers will
be able to update their core competencies. Along with this, all new employees can understand the
culture of the firm so that they feel comfortable in the environment. Furthermore, the
organization can recruit new potential employees so that overall performance can be improved.
M3
The associate HR manager can use many different approaches and tools in order to
resolve the issues that are faced by the employees in the enterprise. Through algorithm, heuristics
approach in order to reduce the problems. A strategic plan can be made by the manager so that
Illustration 3: Problem solving cycle,
2017

overall performance of BT Group can be improved. On the basis of the strategic planning
organization can retain their workers.
D3
Some of the approaches and tools are used by the manager so that problems can be
resolved in an effective manner. According to the Wibrow, 2011, he said that algorithm approach
can be used by the manager so that solutions can be achieved. Heuristic approach is used by the
experienced person so that effectively issues can be reduced. It has been critically analysed by
the Wickramasinghe and Perera, 2010 that algorithm approach is time consuming and manager
will not be able to solve the complex situations.
CONCLUSION
From the above mentioned report it has been concluded that employees should have some
skills so that they can improve their growth in the firm. Workers can enhance their core
competencies through training and development programs. Some of the motivational techniques
such as promotion, rewards, incentives, positive environment can be used by the HR manager so
that employees feel motivated and they will work hard in order to achieve overall objectives.
Along with this, some time management strategies can be used by the manager such as priorities,
avoid multitasking so that overall objectives can be achieved on time in an efficient manner.
Furthermore, BT Group can use some tools an techniques in order to resolve all the issues.

REFERENCES
Books and journals
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.
Baker, G. and Henson, D., 2010. Promoting employability skills development in a research-
intensive university. Education+ Training. 52(1). pp.62-75.
Belt, V., Drake, P. and Chapman, K., 2010. Employability skills: A research and policy briefing.
London, UK Commission for Employment and Skills.
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.
Bourner, T., Greener, S. and Rospigliosi, A., 2011. Graduate employability and the propensity to
learn in employment: a new vocationalism. Higher Education Review. 43(3). pp.5-30.
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.
Hind, D.W. and Moss, S., 2012. Employability skills.Lowden, K., and et. al., 2011. Employers’
perceptions of the employability skills of new graduates. London: Edge Foundation.
Husain, M.Y and et. al., 2010. Importance of employability skills from employers’ perspective.
Procedia-Social and Behavioral Sciences. 7. pp.430-438.
Jackson, D., 2014. Testing a model of undergraduate competence in employability skills and its
implications for stakeholders. Journal of Education and Work. 27(2). pp.220-242.
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.
Keller, S., Parker, C.M. and Chan, C., 2011. Employability skills: student perceptions of an IS
final year capstone subject. Innovation in Teaching and Learning in Information and
Computer Sciences. 10(2). pp.4-15.
Lowden, K and et. al., 2011. Employers’ perceptions of the employability skills of new
graduates. London: Edge Foundation.
Rao, M.S., 2014. Enhancing employability in engineering and management students through soft
skills. Industrial and Commercial Training. 46(1). pp.42-48.
Rosenberg, S., Heimler, R. and Morote, E.S., 2012. Basic employability skills: a triangular
design approach. Education+ Training. 54(1). pp.7-20.
Rosenberg, S., Heimler, R. and Morote, E.S., 2012. Basic employability skills: a triangular
design approach. Education+ Training. 54(1). pp.7-20.
Ryan, J., 2012. Cross-cultural teaching and learning for home and international students:
Internationalisation of pedagogy and curriculum in higher education. Routledge.
Saunders, V. and Zuzel, K., 2010. Evaluating employability skills: Employer and student
perceptions. Bioscience education. 15(1). pp.1-15.
Stoner, G. and Milner, M., 2010. Embedding generic employability skills in an accounting
degree: development and impediments. Accounting Education: an international journal.
19(1-2). pp.123-138.
Wibrow, B., 2011. Employability Skills. At a Glance. National Centre for Vocational Education
Research Ltd. PO Box 8288, Stational Arcade, Adelaide, SA 5000, Australia.

Wickramasinghe, V. and Perera, L., 2010. Graduates', university lecturers' and employers'
perceptions towards employability skills. Education+ Training. 52(3). pp.226-244.
Wilton, N., 2011. Do employability skills really matter in the UK graduate labour market? The
case of business and management graduates. Work, Employment & Society. 25(1).
pp.85-100.
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.
Yang, J.L and et. al., 2015. Integrated career development learning and ePortfolios: Improving
student self-efficacy in employability skills in an undergraduate science course.
International Journal of Adult, Community and Professional Learning. 22(1). pp.1-17.
Zaharim, A and et. al., 2010, April. Practical framework of employability skills for engineering
graduate in Malaysia. In Education Engineering (EDUCON). 2010 IEEE (pp. 921-927).
IEEE.
Zaharim, A., and et. al., 2010, April. Practical framework of employability skills for engineering
graduate in Malaysia. In IEEE EDUCON 2010 Conference (pp. 921-927). IEEE.
Online
Employability skills. 2017. [Online]. Available through:
<http://www.lboro.ac.uk/departments/socialsciences/undergraduate/prospects/
employabilityskills/>. [Accessed on 22nd February 2017].
Interdisciplinarity important in employability skills. 2017. [Online]. Available through:
<https://www.heacademy.ac.uk/about/news/interdisciplinarity-important-employability-
skills#sthash.RDHUumQS.dpuf>. [Accessed on 22nd February 2017].
The importance of employability skills. 2017. [Online]. Available
through:<http://www.graduatemag.co.uk/careers/graduate-advice/105-the-importance-
of-employability-skills>. [Accessed on 22nd February 2017].