Employability Skills: A Review

This assignment explores the crucial concept of employability skills in contemporary higher education. It delves into various frameworks and definitions of these skills, examining their relevance to graduate success in the job market. The analysis includes a discussion of prominent assessment tools used to evaluate employability, along with strategies employed by educational institutions and employers to foster the development of these essential competencies in students.

Employability Skills
1

TABLE OF CONTENTS
INTRODUCTION ..........................................................................................................................3
TASK 1............................................................................................................................................3
1.1.................................................................................................................................................3
1.2.................................................................................................................................................4
1.3.................................................................................................................................................5
1.4.................................................................................................................................................5
TASK 2............................................................................................................................................6
2.1.................................................................................................................................................6
2.2.................................................................................................................................................6
2.3.................................................................................................................................................7
TASK 3............................................................................................................................................7
3.1.................................................................................................................................................7
3.2.................................................................................................................................................8
3.3.................................................................................................................................................8
TASK 4............................................................................................................................................9
4.1.................................................................................................................................................9
4.2.................................................................................................................................................9
4.3 .............................................................................................................................................10
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11
2

INTRODUCTION
Employability skills are skill which is required for working in any organization, all the
skills are important for staying a in job for longer period of time and for getting promotion in
work. Some of the employability skills include problem solving skill, communication skill,
decision making skill etc. this all skill are necessary for getting success in company (Lowden and
et.al., 2011). The present report is based on Tesco, which is the third largest retailer in the world
having stores in 12 countries. Online presence of Tesco is very strong and it increasing the sales
and overall profitability. In the present report covers own effectiveness against defined
performances objective is evaluated. Along with this, effective time management strategies used
in organization is identified. Apart for this, the potential impact of implementing the strategy
which is developed is evaluated.
TASK 1
1.1
According to the given scenario, I am working as a HR manager in Tesco organization.
There are some responsibilities performances objectives which I need to develop for achieving
the goals and objective of the organization. I need to manage all work and check it regularly. I
need to stay on top pf own deadlines and be able to delegates work to other employee by making
sure that things done on time. Planning and organizing all the work and activities in a systematic
manner. It means developing a project timeline and complete it on timer. Motivates employee so
that they get satisfy with their job and work hard for the organization (Rosenberg, Heimler and
Morote, 2012). Moreover, I need to develop a problem solving skill so that I can find a solution
at the time of difficulty and solved it out in appropriate manner. I need to have a good
communication skill, in which it involves being confident and can speak with other by making a
proper eye contact. It is necessary to have a good communication skill, because whatever I speak
should be understand by the employees. Further team work skill, it means I should be a good at
the time of working in a employee and other who came in contact to me.
Performance objectives are as follow
 I assess my performances by taking a feedback form my senior manager and make all
necessary improvement in 2 to 3 weeks.
3

 I will motivates employee by providing them a reward and incentives and them ensure
the work performance of employees.
 I will handle all issues on my employee and solved it without making any discrimination
with any worker. It makes employee more satisfy and they believe on my at the time of
sharing their problems.
 It it necessary for me to organize all work in systematic manner by delegating a work to
employee according to their skills.
 Training and development facility need to provide to new employee, so that they can
understand the work environment of the organization and get comfortable with it (de
Guzman and Choi, 2013).
1.2
My own effectiveness in against defined performances objectives is that, I will set a
target of work of each employee and then feel responsible for their work. Then I need to make a
list of works and objectives an then deliver it the Tesco which is necessary for achieving a goals
and objective. For solving the problem of employee I will consult with each employee and listen
their problem and they to solve it in appropriate manner so that they get satisfy (Benson,
Morgan and Filippaios, 2014). I need to improve some skills of mine for working in Tesco that
are as follow :-
 I need to improve my problem solving skills by doing a research of problem as a part of
the study. Along with this it is require to deal with complaints at work place instead of
running away form it. It is also necessary talk to other employees and solved the problem
they face.
 For planing and organizing my work I need to make a timetable and stickily follow it so
that no mismanagement occur. Manage a work by making a proper time schedule of work
by completing a wok which is more important then focus on other work.
 I can provide a monetary and non monetary incentive to employee so that they get
motivated and work hard for the organization. I need t provide a job security which make
them feel secure for their job.
4

 I need to improve mu communication skills by making a oral presentation by chatting on
social media so that I can confidently communication with staff members, customer and
clients.
SMART objectives is helpful in attaining the goals and targets of the entity which are decided by
the higher authorities of entity. S stands for specific that specific goal can be acheived. M stands
for measurement in every criteria they have to measure the progress towards the attainment of
goal. A for attainable in this they have to identify the goals and for that they have to figure out
the ways. R is for realistic in which goal must be attainable and have to willing then work. T for
timely. In this goal can be attain in the proper time.
1.3
A specific situation which I encounter at work place is that lack of training facility and
use of advances technology which is creating a barrier in the achieving the goals and objective of
Tesco. Employee skills are not much develop and they are facing a problem in using a new
technology which is affecting their quality of work. Further , employee are getting demotivated
because project they are allotted is not understand by them so, they cannot accomplish the
project on time. Quality of work is also affecting which is decreasing the productivity of the
organization (Ju, Zhang and Pacha, 2011). Working as manager at Tesco I recommended that
training and development facility should be provide to existing and new employee one in a
month. It is cost charging method but it also help in improving the quality of work and
productivity of the organization. Through training and development facility employees get aware
of the new technology and they can use it and improve their work performances. Further I
recommended employee performance should be Monitored regularly and feedback prove to
them. It help in knowing them their weak skills. Both positive and negative feedback should be
given to employee so that they not get demotivated. If employee skills are improved than will
take interest in their work and work hard for the organization. Employee get are of new
technology then it will reduce the burden of work form individual and it also improve their
quality of work.
1.4
There are different motivational technique which are used by Tesco to provide the
motivation or encouragement to the employees so that they can do better work and by that
5

company can attain the success. Motivational theory are Maslow, Herzberg Theory etc. which
can be applied in Tesco for improving the services. Maslow theory divides into five parts :-
employees want to fulfill physiological needs so that the employees can be motivate and do
better work (Andrewsand Russell, 2012). After that the workers have to fulfill security needs so
that employees encourage. After that belongingness, Self- esteem needs and Self realization
needs so that different level to be required one by one so that Tesco attain the leading position in
the market. For motivating the employees, company has to pay the reward so that they can
motivate and give the best performance. At the lower level they have to give the money to the
workers so that they can encourage. Along with this, company gives the commitment for the job
security it makes the workers risk free of losing a job. Also provide the incentives to the
employees on the basis of the performance is a method for providing the motivation by Tesco.
Theory X and Y – This helps the employees in assuming the unmotivated and dislike working
and have to encourage with the authoritarian style of management. In this they have to do dislike
working and avoid responsibility and need to be directed along with this they have to controlled
and forced. In theory Y in this they have to take the responsibility and have to motivated so that
they can fulfill the goals. Along with this they have to accept the responsibility which needs the
direction.
TASK 2
2.1
In Tesco, there are so many problems which are faced by the employees while doing
work. There is a problem of improper communication, mismanagement problem which is
required to be solve so that employees can do proper work and the organization can attain the
success and growth. Higher authorities and the managers have to conduct the meeting to take the
proper solution for these problems so that the workers can do the good work in the best manner
(Jones, 2013). There are very solutions given by the different person and company have to adopt
one solution so that effective work can be done and by these solution problem of
mismanagement can be solved or improved. There is a formal communication process which is
started by Tesco and in this no one can directly communicate with each other. Problems of the
workers or the employees should be listened by the higher authorities so that they can solved in
time. Along with this by using the strategy for the time management by that all the work is
6

managed in time. Co-workers have to do the work in time and the user of the services gets the
treatment on time (Rasul and et.al., 2012).
2.2
Proper communication is necessary and also important for the success of the Tesco and
also mostly developed at the organization circle. Employability skill which is related to the
communication. There are four main issues for the practices of the job that are to read, to write,
to speak and to listen. Communication is necessary for getting the best results and for creating
the document they have to expand or enhance the study of the competition (Baumann, Ionescu
and Chau, 2011). In the case of the employability skills, technology is not important but in
communication of the technology play a essential role in the workplace. There are lot of levels
and the stages so that the proper communication should be done between the higher authorities
and the employees. Proper and clear conversation channel is required in all the stages of the
performance of Tesco. Employees have to keep the channel of the proper communication so that
information can be easily convey and the problem does not occur.
Communication process includes :-
Sender – The person who intends to convey the message with the intention so that they can pass
the information.
Ideas – It is the subject matter of communication and may get opinion, attitude, feelings or
suggestions.
Encoding – In this subject matter is theoretical and intangible.
Communication Channel – Company members have to use proper communication channel so
that they can attain the success.
Receiver – It is the person who receive the message in the proper manner which help in attaining
the objectives.
Decoding – The person who receive the message from the communicator tries to convert the
same.
Feedback – It is the process of ensuring that receiver received the message in the same sense.
7

8

2.3
Time management is very essential in all the entity so that Tesco can do all the work in
the proper manner and in proper time. Time management is necessary in the employability skills
so that effective work should be done efficiently. Time management is necessary for completing
the planning and organizing which is counted in the effective employability skills. Management
of time can be identified by some tools (Fatima, Warraich and Ameen, 2011). There are different
strategies for the effective time management which includes the popularization of the task and
make the sequence for doing the work that all the work should be done in proper manners and in
proper sequence, difficult task should be decentralized and the measuring of time consuming to
the task and have to take the initiatives so that all the work should be done for the betterment of
the Tesco.
TASK 3
3.1
Every employee or the worker play a necessary or important role in Tesco (Rao, 2014).
The way or the method in which they are playing the role and how they complete the work
together under the team to achieve the goals as are :-
Requirements of the job – every person needs the job and the entity has to follow all the rules
and regulations so that all the work should done properly. End users are the main person of the
business so the needs and expectations have to be planned by the consumers.
Resource allocation – They have to allocate the resources so that all the work should be managed
and complete in the given time. Tesco members have to build the team and the plans and that
should be tested properly so that company can achieve the success.
Group communication – According to the capability or the potential of the member work can be
allotted or distributed by the group communication (Lerman, 2013).
Fulfill job requirement – It can be fulfilled by the human resources in the proper manner and all
the orders should be established, finished and implicit.
Training and job performance – training is necessary so that all the work should complete in the
time and in proper way and by that conflict can not occur in Tesco. Along with this company can
attain the goals.
9

Team role is defined by the tendency so that they can change the proper behavior with the proper
contribution and have to interrelate with others in the proper manner. Belbin team roles include
resource investigator, team worker, coordinator, plant, monitor evaluator, specialist, shaper,
implementer and complete finisher. Resource investigator is used in inquisitive nature so that
they can find the ideas. Team worker help the team to get the versatility. Coordinator need to
focus so that they can achieve the objectives. Plant so that they have highly creative and help in
solving the problems in the ways. Monitor evaluator provides the logical eye and have to make
the impartial judgments. Specialist brings in depth knowledge so that they can get the key area in
a team. Shaper provide the necessary so that they can ensure that the team keep moving.
Implementer need to plan that they can make a workable strategy. Completer finisher is used at
the end of task so that they can polish and scrutinize the work for errors.
3.2
Group dynamics is the study and the process by which person can interact in a group or a
team and this dynamic occur between two persons. The team member has to bring the best
output by doing the best work. The team members are working together to bring the best result or
the outcome and dynamics of the team or the group is necessary. In maintaining the troupe,
leaders found the various difficulties. Problems should be rise and the services should be vary for
that commodities are made and they are available for the place of the elasticity of the work.
There are different type of work which are done by the employees of Tesco can build a team and
do any type of work with the proper responsibility (Poon, 2012Jackson, 2014). Higher authorities
have to monitor or analyze the team work so that they can improve the performance and the
capability to do the work with the efficient and effective. Contribution is necessary to the team
dynamic to be optimistic. First and foremost responsibility of the team members that they can
deal properly with the proper arguments. Along with the responsibility of the troupe members
that they have to accept the individual affiliation. It separates and divides the work and all the
work should be done in the guidance of proper expertise. It is only the few amount which is
interdependent and the goal of the team should be attain by the proper work so that Tesco can
achieve the success and the growth in marketplace (Padmini, 2012).
10

3.3
Team formation having the objective that is to achieve the goals and the objectives of the
team. Another method for doing the work which is termed as the specialization. In the case of the
specialization, all the team members will have to perform the work as it is assigned by the team
and that is the expertise area (Durrani and Tariq, 2012). Tesco have to improve or develop the
strategies for completing the task so that they have to collect the information and have to
complete the task in time so that they can increase the performance and have the potentiality to
attain the success and the growth. To attain the goals and objectives so that Tesco has to make
the different strategies and assign the roles and the responsibilities to the members of the
company which are having the different role so that they can achieve the objectives and the
employees doing the work with the full responsibility so that company can not face any problem
or the issue in attaining the performance in the market place (Wibrow, 2011).
TASK 4
4.1
There are some strategies which help in solving the problems (Dhiman, 2012). These
strategies includes mathematics. In this algorithm is the important tool for improving or
enhancing the solutions of the problems. It is the important or the organized way for improving
the tools or the methods in solving the issues and the conflicts and carry out the solutions for the
problems. In the case of the algorithm, arithmetical method is very popular and by using this
method Tesco can find the solution and get the correct outcome. Along with this it is also the
best method in finding the solutions of the problems. But in some conflicts this algorithm method
is not helpful because it is time consuming and sometime it is not related with the situation.
Another method is trial and error. It is the method for solving the methods which are occurred in
the entity and in this numbers are the different. This is the alternative method and when other
methods or the ways are not used this method is to be taken in use by Tesco. When in the entity
many alternatives are available then the firm is no need to use this method to solve the issues or
the conflicts (O'Neil, 2014).
4.2
There are the four basic strategies which are helpful for resolving the problem which
includes Understanding the problem. The staff members of Tesco has to identify the problem so
11

that the issue can be sought out. In this type of the problem is discovered. Another is set the plan.
The troupe members have to set the plan to solve the problem (Yuzainee, Zaharim and Omar,
2011). In planning it has to be decided that what is to be done and how is to be done to solve the
specific problem. They have to develop the some tools and technique to solve the problem and
the alternatives should be developed. Another is implementation. Tesco has to charged with the
responsibility and have to implement the plan that should be decided in the previous step. They
have to choose one from among alternatives to get the possible result in relation to the situation.
Another is evaluation. Tesco have to evaluate all the strategies which are used by the firm to
improve the performance in the market and can achieve the success and the goals which are
decided by the entity (Omar and et.al., 2012).
4.3
Evaluation means the steps should be check and the analysis should be done between the
different stages or the different levels of the problem solving so that proper evaluation or the
analysis should be done for the strategies that how much these strategies affect the business.
After getting the outcomes and the results that should be found by the team members that
whether they are defective or not (Sung and et.al., 2013). If Tesco found any defects in the
strategies which are implemented for the betterment of the company they are not correct and they
have to again make the strategies and have to implement so that the reason can be find out that
why this defect should come and the business can not affect by implementing the strategies.
CONCLUSION
From the above report it has been concluded that every troupe member needs the training
for improving the performance so that Tesco can attain the goals and objectives in the market
and the success and the target in the marketplace. For achieving the own responsibilities or the
own performance, staff members has to make the responsibilities so that the performance can be
achieved. They should be communicate in the different styles and in the proper manner at the
different levels in the administration. The analysis or the evaluation should be done with the
different tools and the methods for the developing solutions to the problems which are the
betterment for Tesco.
12

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.
Baumann, M., Ionescu, I and Chau, N., 2011. Psychological quality of life and its association
with academic employability skills among newly-registered students from three
European faculties. BMC psychiatry. 11(1). p.1.
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.
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.
Dhiman, M.C., 2012. Employers' perceptions about tourism management employability skills.
Anatolia. 23(3). pp.359-372.
Durrani, N and Tariq, V.N., 2012. The role of numeracy skills in graduate employability.
Education+ Training. 54(5). pp.419-434.
Fatima Warraich, N and Ameen, K., 2011. Employability skills of LIS graduates in Pakistan:
needs and expectations. Library Management. 32(3). pp.209-224.
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.
Jones, E., 2013. Internationalization and employability: the role of intercultural experiences in
the development of transferable skills. Public Money & Management. 33(2). pp.95-104.
Ju, S., Zhang, D and Pacha, J., 2011. Employability skills valued by employers as important for
entry-level employees with and without disabilities. Career Development for
Exceptional Individuals. p.0885728811419167.
Lerman, R.I., 2013. Are employability skills learned in US youth education and training
programs?. IZA Journal of Labor Policy. 2(1). p.1.
Lowden, K and et.al., 2011. Employers’ perceptions of the employability skills of new
graduates. London: Edge Foundation.
O'Neil, H.F., 2014. Workforce readiness: Competencies and assessment. Psychology Press.
Omar, N.H and et.al., 2012. Graduates' employability skills based on current job demand
through electronic advertisement. Asian Social Science. 8(9). p.103.
Padmini, I., 2012. Education vs employability-the need to bridge the skills gap among the
engineering and management graduates in Andhra Pradesh. International Journal of
Management & Business Studies. 2(3). pp.90-94.
Poon, J., 2012. Real estate graduates' employability skills: The perspective of human resource
managers of surveying firms. Property management. 30(5). pp.416-434.
Rao, M.S., 2014. Enhancing employability in engineering and management students through soft
skills. Industrial and Commercial Training. 46(1). pp.42-48.
Rasul, M.S and et.al., 2012. Employability skills assessment tool development. International
Education Studies. 5(5). p.43.
Rosenberg, S., Heimler, R and Morote, E.S., 2012. Basic employability skills: a triangular
design approach. Education+ Training. 54(1). pp.7-20.
13

Sung, J and et.al., 2013. The nature of employability skills: empirical evidence from Singapore.
International Journal of Training and Development. 17(3). pp.176-193.
Wibrow, B., 2011. Employability Skills. At a Glance. National Centre for Vocational Education
Research Ltd. PO Box 8288, Stational Arcade, Adelaide, SA 5000. Australia.
Yuzainee, M.Y., Zaharim, A and Omar, M.Z., 2011, April. Employability skills for an entry-
level engineer as seen by Malaysian employers. In 2011 IEEE Global Engineering
Education Conference (EDUCON) (pp. 80-85). IEEE.
Online
Employability Skills programme proves a success. 2016. [Online]. Available through:
<http://www.cardiff.ac.uk/learn/2011/03/employability-skills-programme-proves-a-
success/>. [Accessed on 14th November 2016].
Employability skills. 2016. [Online]. Available through:
<https://www.bradfordunisu.co.uk/ubu/skills/employability-skills>. [Accessed on 14th
November 2016].
Helping learners develop personal, social and employability skills. 2016. [Online]. Available
through: <https://www.gov.uk/government/publications/helping-learners-develop-
personal-social-and-employability-skills>. [Accessed on 14th November 2016].
14