Employability Skills Report - HRM at Audi UK - Performance Analysis

This report provides a comprehensive analysis of employability skills within the Human Resource Management (HRM) department of Audi UK. It begins with a self-evaluation of the author's skills as a human resource coordinator, identifying strengths in relationship management and time management, while also pinpointing areas for improvement, such as communication skills. The report then explores the author's effectiveness in managing various HRM responsibilities, including recruitment, selection, and performance management, emphasizing the importance of aligning candidate skills with job requirements and avoiding discrimination. Recommendations for improvement include personal counseling, self-learning through online tools, and employee surveys. The report also reviews the significance of motivational techniques, such as monetary and non-monetary rewards, in enhancing employee performance and satisfaction. Time management strategies, including prioritization, planning tools, and time-wasting management, are discussed. The report further delves into Belbin's theory, team dynamics, and alternative methods for analyzing team dynamics, such as team meetings and employee studies. Solutions to workplace problems, such as communication issues, are proposed, along with methods for effective communication with staff. Finally, the report addresses a problem related to overtime payment, outlining strategies for resolving the issue and assessing its impact on Audi. The conclusion emphasizes the crucial role of employability skills in business success.

Employability Skills
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TABLE OF CONTENTS
INTRODUCTION .............................................................................................................3
1.1 Self evaluation of my appraisal...............................................................................3
1.2 My own effectiveness as a human resources coordinator......................................3
1.3 Recommendations for improvement.......................................................................4
1.4 Review of the importance of motivation techniques ...............................................4
TASK 2 ............................................................................................................................ 4
2.3 Time management strategies ................................................................................4
TASK 3.............................................................................................................................5
3.1 Belbin Theory......................................................................................................... 5
3.2 Team dynamics...................................................................................................... 5
3.3 Alternative ways to analyze team dynamics...........................................................5
2.1 Solution to work base problem...............................................................................6
2.2 Methods to communicate with members of staff ....................................................6
TASK 4.............................................................................................................................6
4.1 Tools and methods developed to overcome the problem ......................................6
4.2 Strategy to resolver the problem.............................................................................7
4.3 Impact of strategy on Audi .....................................................................................7
CONCLUSION................................................................................................................. 7
REFERENCES.................................................................................................................8
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INTRODUCTION
In the contemporary business environment, the evaluation employability skills is
playing most curial role for the development of business. These are transferable skills
which are played important role to make person employable (Carless, 2005). The
present report determines several aspects of employability skills which are applied in
workplace. It includes a set of my own responsibilities as well performance objectives of
human resource coordinator in head office of Audi UK.
TASK 1
1.1 Self evaluation of my appraisal
As a human resource coordinator in the head office of Audi in UK, I have carried
out self evaluation of my skills with reference to job position of human resource
coordinator.
 I am very good at relationship management skills through which I can develop
healthy relations with senior and junior workers.
 I have appropriate time management skills that assist me in handling of different
activities.
 I should have to improve my communication skills. This is because lack of
confidence creates problems in managing conversation with other people.
1.2 My own effectiveness as a human resources coordinator
I am appropriately managing different job roles and responsibilities associated
with human resource coordinator in Audi. Some most important core responsibilities
include recruitment and selection of employees along with handling of performance
management system. While conducting recruitment and selection of new staff, I have
always ensure that the skills and qualification new candidate matched with
predetermined norms (König and et. al., 2010). It is the results productive workforce
through which I can manage performance of business entity as per the goodwill of the
firm. In addition to that, I have always tried to avoid any kinds of discrimination during
the performance measurement and rendering appraisals. It influences satisfaction of
staff.
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1.3 Recommendations for improvement
On the basis of my self evaluation, I can improve my skills as per the below
mentioned recommendations:
 It can be recommended that I need to take personal counselling to enhance my
confidence level that would increase effectiveness of communication skills.
 I should consider the approach of self-learning through different online and
offline tools to increase my understanding of different elements related to human
resource management.
 To assess perception and demand of staff, I need to carry out employee survey
through which I can manage HR practices with an appropriate manner.
1.4 Review of the importance of motivation techniques
After carrying out a systematic review of employee perception, it has addressed
that every organization has to consider different motivational tools to influence
motivation level of staff (Ployhart, 2006). By providing monetary and non-monetary
rewards to workers, management can enhance the performance staff along with Audi
that plays important role to assess competitive edge over other firm. It also enhances
satisfaction level of staff.
TASK 2
2.3 Time management strategies
For completion of assigned task within a given time frame, different time
management strategies provide significant assistance.
 Determination of priorities- As per this approach, different activities are
scheduled as per the urgency of operations within organization (Raybould and
Sheedy, 2005).
 Using a planning tool- It includes pocket diaries and planners through which
different activities and time duration can be write down which are required to be
performed.
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 Managing wastage of time- In the process, identification of such activities that
influences time wastage is carried out by an individual. It approach has found
very effective for managing various tasks without any wastage of time.
TASK 3
3.1 Belbin Theory
This theory has found very effective to determine the role of an individual in team
or Audi. Some important roles of team member are mentioned below as:
 Shaper- These are the people in organization which always provide several
challenges for improving the effectiveness and efficiency of outcomes. These
individuals also try to influence the motivation of staff or team member by
encouraging them.
 Coordinator- This individual ensures proper coordination among various team
activities and operations as per the team goals.
 Team worker- These are the such people in Audi that provide active support to
team members and also ensures about the productivity of staff (Merchant,
2015).
In order to achieve shared goals, different individuals are required to work
together as per their job roles and responsibilities. In this regard, The resources
investigator will assess new opportunities for business growth and development, the
shapers will assist for improving team performance and coordinator establishes proper
coordination among several business operations.
3.2 Team dynamics
Team dynamics is identified as such factors that play important role to influence
the performance and behaviour of team as per the organizational goals. Currently, I am
playing the role of coordinator in HRM team of Audi. Therefore, I always try to ensure
that workers always feels motivated and inspired while performing different task as per
the organizational goals. I also establish appropriate relationship among various
activities.
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3.3 Alternative ways to analyze team dynamics
For examining the team dynamics I am also trying to understand the preception
of my team. This approach assist me to understand such factors which affects the
behaviours as well as performance of my team members.
 Team Meetings- It plays important role to assess team dynamics. This approach
has found very effective to understand behaviour and interest of people who are
having different job positions (Eisele and et.al., 2013).
 Employee study- It is carried out to assess different motivator and performance
related factors that have significant impact on team performance.
2.1 Solution to work base problem
The work based problem which has been addressed that some employees are
facing problems while managing communication with others that have negative impact
on the productivity and coordination of the entire organization. Some solutions are
discussed below:
 External counsellor plays important role to influence confidence level
 Workshops based on communication skills can be organized
 Promoting self-learning approach among staff
The workers has to provide appropriate training session of one hour twice in a
weak during their working hours along with weekly counsel session. Formal meetings
play vital role for enhancing understanding of workers about formal communication
structure.
2.2 Methods to communicate with members of staff
Manager can communicate staff members through formal and informal meeting
in which employees are able to present their views and ideas through oral
communication technique (Moss and Hind, 2005). Other than this, written method of
communication will be applied for informing the trainers about whole training schedule
through emails, notices and etc.
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TASK 4
4.1 Tools and methods developed to overcome the problem
Audi is facing problems associated with overtime payment to the staff members.
This problem can not be ignored because it could have wide range of negative
consequences on the organization. In order to resolve this issues, management needs
to conducts meetings and conferences. The discussions will assist manager in order to
determine whether overtime payment should be done or not (Rao, 2014). This meeting
will found very effective to determine the amount of over time payment along with
number of employees who have qualified for overtime.
4.2 Strategy to resolver the problem
In this regard, a meeting will be held among members of top, lower and middle
management along with representatives of workers that assists in selection of a proper
overtime evaluation plan. This approach helps manager to determine different elements
related to overtime payment. In this regard, a systematic plan will be created by
considering the view of representatives of staff. This system will lead satisfaction among
workforce (Zepeda, 2011). The strategy will start from finding different causes of issue
and then formulate various alternatives to resolve the issue. After evaluation of all
alternatives, best and most effective alternative will be considered. At the end, the
strategy will be implemented.
4.3 Impact of strategy on Audi
The above mentioned strategy will lead significant effect on Audi. The above
mentioned strategy is developed by considering the views of staff that will create a
sense of satisfaction among workers associated with different department. If employees
have not got proper payment of overtime then their motivation level will be reduced
(Ulloa and Adams, 2004). This situation leads negative impact on employee's
productivity and performance of company. Proper payment of overtime during training
and skills development session will be found very effective in order to boost their morale
and enhancement in their overall productivity.
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CONCLUSION
As per the above report, it can be concluded that employability skills has found
most important tool for success of business. This report has determined that
communication skills plays important role for influencing effectiveness of conversation
among staff member. It can be concluded the evaluation team dynamic has considered
as a most crucial aspect of team management within business entity.
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REFERENCES
Books and journals
Carless, S. A., 2005. Person–job fit versus person–organization fit as predictors of
organizational attraction and job acceptance intentions: A longitudinal study.
Journal of Occupational and Organizational Psychology, 78(3), pp 411-429.
Eisele, L. and et.al., 2013. Employee motivation for personal development plan
effectiveness. European Journal of Training and Development. 37(6). pp. 527–
543.
König, C. J.,and et. al., 2010. Reasons for being selective when choosing personnel
selection procedures. International Journal of Selection and Assessment, 18(1),
pp 17-27.
Moss, S. and Hind, G. W. D., 2005. Employability Skills. Business Education
Publishers, Limited.
Ployhart, R. E., 2006. Staffing in the 21st century: New challenges and strategic
opportunities. Journal of Management, 32(6), pp 868-897.
Rao, M. S., 2014. Enhancing employability in engineering and management students
through soft skills. Industrial and Commercial Training. 46(1). pp. 42–48.
Raybould, J. and Sheedy, V., 2005. Are graduates equipped with the right skills in the
employability stakes?.Industrial and commercial training. 37(5). pp. 259-263.
Ulloa, R. and Adams, G. S., 2004. Attitude toward teamwork and effective teaming.
Team Performance Management: An International Journal. 10(7/8). pp.145 – 151.
Zepeda, J. S., 2011. Professional Development: What Works. 2nd ed. Eye On
Education.
Online
Merchant, P., 2015. What Are the Nine Types of Team Roles?. [Online].
Available through: <http://smallbusiness.chron.com/nine-types-team-roles-
15566.html>. [Accessed on December 1st, 2015].
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