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Developing team competencies and performance objectives for improving staff performance

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Added on  2020-02-05

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EMPLOYABILITY SKILLS TABLE OF CONTENT INTRODUCTION 3 TASK 1 3 1.1 Developing a set of own responsibilities and performance objectives 3 1.2 Own effectiveness against the above defined objectives 4 1.3 Self Audit 4 1.4 Motivational techniques for improving staff performance 5 TASK 2 7 2.1 Solutions to work base problems 7 2.2 Appropriate styles of communication 8 2.3 Time management strategies 8 TASK 3 9 3.1 Team role at GE 9 3.2 Analyzing team dynamics 11 3.3 Alternative ways for workforce planning 11 TASK 4

Developing team competencies and performance objectives for improving staff performance

   Added on 2020-02-05

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EMPLOYABILITY
SKILLS
Developing team competencies and performance objectives for improving staff performance_1
TABLE OF CONTENT
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
1.1 Developing a set of own responsibilities and performance objectives..................................3
1.2 Own effectiveness against the above defined objectives.......................................................4
1.3 Self Audit...............................................................................................................................4
1.4 Motivational techniques for improving staff performance....................................................5
TASK 2............................................................................................................................................7
2.1 Solutions to work base problems...........................................................................................7
2.2 Appropriate styles of communication....................................................................................8
2.3 Time management strategies.................................................................................................8
TASK 3............................................................................................................................................9
3.1 Team role at GE.....................................................................................................................9
3.2 Analyzing team dynamics....................................................................................................11
3.3 Alternative ways for workforce planning............................................................................11
TASK 4..........................................................................................................................................11
4.1 Problem solving tools..........................................................................................................11
4.2 Appropriate strategy............................................................................................................12
4.3 Potential impact of applying strategies................................................................................12
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13
Figure 1: Maslow's need hierarchy theory.......................................................................................5
Figure 2: Herzberg's two factor theory............................................................................................7
Developing team competencies and performance objectives for improving staff performance_2
Figure 3 Belbin's Theory...............................................................................................................10
Developing team competencies and performance objectives for improving staff performance_3
INTRODUCTION
In today’s competitive world, it is rigid to lead with a long sustainable career without
opting for an ongoing formulation of constantly going beyond one’s existing skills and
knowledge. With a similar perspective, the employers also give a prior preference of selecting
the workers whose capability always goes yonder their qualifications and experience.
Employability skills thus refer to certain transferrable and soft expertise of an individual which
prominently assists to serve within a requisite manner at the workplace. It also states the ability
of primarily collaborating into the existing culture of their workstation (Jackson, 2015). It also
recommends adopting a dynamic nature of duly sensing a prerequisite alteration into the services
which together matches the recent market trends and demands for satisfying its users. The
present report is in similar context of demonstrating the need and importance of promptly
training the employees of GE oil and gas industry. GE oil and gas is a supplementary of
American global corporation of General Electrics which is headquartered in London, UK. GE oil
and gas is now competently playing into the markets of energy with a prior focus of conducting
some timely drill sessions for its employees. This is mainly to develop an apt expertise of their
workers to firmly work into such challenging field of dynamism with all its requisite treasuries
of knowledge.
TASK 1
1.1 Developing a set of own responsibilities and performance objectives
GE is presently going through a lot of challenges at their workplace in order to fulfill
their requisite commitments of tasks which can duly hamper their stated targets as well. Being a
human resource coordinator at GE, I have a prior obligation of conducting appropriate sessions
of training and developing its existing employees to meet the latest challenges of this particular
industry by providing them a huge prospectus of the ongoing trends and demand. To comply by
these duties on time, I have to set some related performance objectives through a self-
management procedure. A self-management process serves as a base to combat the weaknesses
of an individual by effectively judging their existing strengths to be utilized for getting a best
possible outcome at the work (Cottrell, 2015). It thereby helps to enhance both the personal and
Developing team competencies and performance objectives for improving staff performance_4

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