EMPLOYABILITY SKILLS EMPLOYABILITY SKILLS Employability Skills

Running head: EMPLOYABILITY SKILLS
Employability Skills
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EMPLOYABILITY SKILLS
Table of Contents
Introduction......................................................................................................................................3
Analysis...........................................................................................................................................3
1. Know yourself.........................................................................................................................3
2. Know your sector.....................................................................................................................5
3. Let them know you..................................................................................................................7
Conclusion.......................................................................................................................................9
References and Bibliography.........................................................................................................10
Appendix........................................................................................................................................12

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EMPLOYABILITY SKILLS
Introduction
This aim of this report is to understand the different factors that are contributing to the
comprehension of the complexities related to employability. Employability is defined as the
skills, knowledge, behaviors and attitudes that are required by the individuals to be seeking,
obtaining and sustaining employment at all the levels of the labor market. Currently supporting
the individuals with job search, employability and career development has become a key priority.
For the individuals to be developing their complete potential there is a need for understanding
what would be making them tick. In such situations self-awareness can be helpful. In this report,
self-awareness would be carried out with the help of three themes – knowing yourself, knowing
the sector and allowing everyone to know you. Inside these themes, self-assessment theories
would be discussed, based on which professional evaluation and present skill set would be
evaluated. Based on the outcome, learning about the self and the required skills would be
discussed.
Analysis
1. Know yourself
The Johari Window model is simple and useful way for comprehending and training
personal development, self-awareness, interpersonal relationships, improving communications,
team development, group dynamics and inter-group relationships. The model was developed in
the 1950’s by American psychologists Harry Ingham and Joseph Luft. The model is extremely
relevant due to the focus it puts on and the impact of behavior, soft skills, cooperation, and
empathy, interpersonal and inter-group development. The model is also referred to as an
information processing tool and a disclosure/feedback model of self-awareness (Saxena 2015). It
is representative of information, including experience, feelings, attitudes, views, intentions,

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EMPLOYABILITY SKILLS
skills, motivation and so on, inside or regarding any individual from different perspectives. The
model can also be used for representing similar information for any team relative to other teams.
The model has four perspectives which are called regions or quadrants. Each holds and
represents the information in terms of whether the information is known or unknown by the
individual and whether it is known or unknown by the other people. The four areas are: open
area, blind area, hidden area and unknown area. In terms of managers and leaders, the Johari
window model plays a huge role in the facilitation of feedback and disclosure amongst different
group members and while giving direct feedback to the individuals regarding their own blind
areas (Bahadori, Shiri and Mahdizade 2015).
Gallup Organization’s Clifton StrengthsFinder is a kind of online tool for
measuringpersonal talent that is used for identifying areas in which an individual’s greatest
potential for building up of strengths exists. By classifying one’s top themes of talent, the CSF is
providing a starting point in the recognition of particular personal talents and the associated
supporting materials assist individuals in discovering the way of building upon their skills for
developing strengths within their roles.The main application of CSF is like an assessment tool
that starts a strength-based development procedure in work and academic settings. I can put this
tool to use inside the work domain, but it can be used for comprehending people in different
settings. As CSF feedback is offered for fostering intrapersonal development, judgments across
profile are discouraged (Seemiller 2017).
Johari window is extremely useful in applying to any kind of diversity awareness and
meaningful contact activities. By means of learning about cultural differences and corresponding
more with the people coming from different backgrounds I have been able to acquire a better
understanding of the behavior. Getting engaged in any open dialogue with the co-workers is also