Employability Skills Report: NHS, Time Management, and Communication

This report analyzes employability skills within the NHS, focusing on responsibilities, performance objectives, and areas for improvement. It examines time management strategies, team dynamics, and various communication methods to address work-based problems such as high employee turnover. The report also explores motivational techniques, training and development programs, and the impact of implementing chosen strategies, including providing higher incentives to retain staff. The document includes an analysis of the NHS's challenges and proposes solutions to enhance employee satisfaction, improve performance, and foster effective communication within the organization. This report covers various aspects of human resource management and offers insights into creating a positive and productive work environment within the healthcare sector.

Employability
skill

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
Q 1. Responsibilities and performance objectives at work.........................................................1
Q 2.Your own effectiveness against your defined performance objectives................................2
Q 3. Weakness identified in your performance, make recommendation for improvement.......2
Q 4. Motivational techniques to improve quality of performance.............................................3
Q 5 Effective time management strategies..................................................................................3
Q 6 Different roles played by people in the team.......................................................................4
Q 7 Analysing the team dynamics of cited firm ........................................................................4
Q 8 Alternative way to complete a task .....................................................................................4
Q 9 Work based problems and solution......................................................................................4
Q 10 Various way of communicating to solve problem at various level. ..................................5
Q 11 Appropriate tools and methods for developing solutions to one work-based....................6
Q 12 Potential impacts of implementing the chosen strategy in health and Social care sector. 6
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
With the rapid change in market, and increasing competition it has become necessary for
various firm to pay attention to the employability skills of an individual this not only help in
gaining the competitive advantage but also help firm in enhancing the overall performance of
organisation (Lo, Macky and Pio, 2015). In current report NHS hospitals have been taken into
consideration. The organisation provides comprehensive range of health service in various part
of UK, majorly its services are found in England, Scotland and Wales. The provide its services
for the welfare of people and provide this services for free. The report will discuss the various
work based problem that cited firm has to face and will also provide some ways through will it
can be resolved. Along with this some time management strategies and their role in bringing
effectiveness are also included. Furthermore, team dynamic and its impact has also been
analysed.
Q 1. Responsibilities and performance objectives at work
HRM is discipline of management that deals with personnel and I will majorly focus to
empower them so that their performance and efficiency can increase. In this context following
are the responsibilities:
 Planning: To gain the information I will conduct the HR planning. I will collect the
information about the highly qualified candidates so that I can able to gain the
information with respect to number of vacancies in the cited sector. By using the
planning system I can give suitable post to the employee (Principi, Fabbietti and Lamura,
2015).
 Recruitment and selection: as an employee are required by the company on regular
basis. I will focus on the recruitment and selection process. In this process I will conduct
both internal and external recruitment. I will use 5 stage selection practise for middle
level employee so that I can select the best and skilled employee from it.
 Monitoring of employee: to manage the operation of company I will use the monitoring
process. I will use 360 degree feedback system in which I will take feedback form
different personnel for specific employee. By his process I will able to know the
behaviour of employee. Communication is very necessary between the employee and
HR manager so that employee can share their problems. If employee is not happy with
his/her job than the productivity of business will decrease. To build a good relationship
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between manager and employee I will conduct trainings and development and other
activities.
Q 2.Your own effectiveness against your defined performance objectives
Training and development: As a n HR, is important for me to possess proper
understanding for the type of training and development that has to be carried out. This way,
company is able to gain high amount of benefits and productivity. However, I have identified
that I fail to understand the type of training that needs to be provided. Some of the people prefer
to undergo on-the-job training and there are some of them who prefer Off-the-training. I fail
understand them as per their preferences.
Developing relationship: Developing relationship with employees is an important
aspect. For this process, it requires to effective communication. However, it face problem in
interacting within a group (Rios, McConnell, and Brue, 2013). I hesitate to communicate and to
provide them appropriate guidance or direction.
Job satisfaction: Motivating workers is another aspect that has to be taken into
consideration. It is important for me to make sure that I identify motivational factors that boost
up workers to perform effectively. However, I fail to understand the factors and to make workers
motivated.
Selection of workers: I select the best employee for mentioned organisation and I
offered the job according to the employee's interest and field. This process increases the
reputation of our organisation in the market. I am able to build a team work and all this process
continuously increases the image and benefits of our organisation.
Q 3. Weakness identified in your performance, make recommendation for improvement
As HR I find some weakness in my performance such I am unable to provide trainings
and teamwork or other weakness such as communication lack, group work, lack of other
activities, lack in monitoring, lack of information etc.
To improve my performance I will promote some system such as
 Provide teamwork: as HR I find there is lack of teamwork in our company. Teamwork
is very important for increase the productivity. I will talk to high level manager about this
matter and try to provide a common goal to employee. In common task employee will
learn the teamwork. In teamwork individual share their skills and knowledge with each
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other to achieve the task. By this teamwork I will able to build a good relation between
the workers.
 Discipline: as I see that there is lack of discipline in the workers. They are not doing the
work regularly (Dale, 2015). They are unable to use new techniques. So to overcome
these problems I will conduct the rules and regulations for all the staff. So that they will
try to come regularly and achieve the goal.
 Provide training opportunities: as I will unable to provide the good development
trainings so there lack of new skill in the employee. To overcome this weakness I will try
to organise the best development trainings in which employee will able to learn new
skills to perform at high level.
Q 4. Motivational techniques to improve quality of performance
If employee is not happy with his/her job conditions than it will reduce the productivity
of business. So to improve the productivity employee must happy with his job. So to motivate
them I will use following techniques:
Trainings and development: this process is used to increase the skills and performance
of employee. It is most important process which will do by me to increase the skills of
employee. In learning and training the employee get to learn new skills and techniques. When
employee learn new skills it will help them to do task quickly.
New ideas and skills also help them to create some new product. I will offer the development
trainings to the employee on the regular basis (Miller and Barbour, 2014). By this process the
performance level of employee will increase and it will help to increase the benefits of business.
It is required to offer the development trainings to the employee so that they can perform well
and they can also perform as per industry standards. This process will motivate the employee
and hence aids in boosting overall performance level of the employee at cited company.
Reward and recognition : the best and simple way to motivate the employee is to offer
the reward system. I will use this technique to motivate the workers so that they can perform at
the best level. I will select the employee on their performance and extra efforts.
On the other hand practise of recognition is done on social media, notice board and office email
ID of employee so that social needs of employee can get fulfilled.
In this way I will be able to motivate the employee to perform at high level. These motivations
techniques will help to increase the benefits and reputation of the company.
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Q 5 Effective time management strategies
I used time management strategies to achieve my goal. As HR I need to manage my time
effectively to execute daily task. To focus on future project time management is very useful for
the HR manager (Argenti, 2015). Time management includes some factors such as effective
planning, setting goals, setting deadlines, delegation of responsibilities, spending the right time
on the right activity. Time management makes an individual punctual and disciplined. Effective
time management make me confident. Better time management will help to make better plan.
To improve my time management strategies I will follow these factors
 Effective planning: I plan my day well in advance. In this process will manage the work
as high priority work come on top (Goetsch and Davis, 2014). To improve the time
management I will complete pending task one by one.
 Setting goals and objectives: working without the time and goals I can not manage the
operations of organisation. So I will set my target and will make sure they are realistic
and achievable.
 Prioritizing the task: to manage the time it is very important to prioritizing the task as
per their importance and urgency (Pache and Santos, 2013).
 Spending right time on right activity: to achieve the goal it is very necessary to do
right activity on right time. I will develop the habit of doing the right task on right time.
 Improve the concentration: concentration is very important to manage the time.
Concentration and focus on work helps me to improve my performance.
Q 6 Different role played by people in the team.
Enclosed in PPT
Q 7 Analysing the team dynamics of cited firm
Enclosed in PPT
Q 8 Alternative way to complete a task
Enclosed in PPT
Q 9 Work based problem and solution
NHS in current time is suffering from high employee turnover, many employees in the
recent time have decided to leave the organisation. Through proper research it has come forward
that many people were dissatisfied with the development opportunity in firm and decided to seek
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the other entity. Furthermore, they also complain of increasing work hour and low wages the
problem has been escalated to such a degree that its affecting their customer (Malaga, 2013).
In order to overcome this issue manger has decided to implement various changes so that
they can retain their staff and they are ass follows:
Training and development: Manger of NHS has arranged various training and
development programmes so that they can provide better opportunity for their workforce. It not
only enhances the competency of their staff but also improve the overall performance of firm.
One of the reasons due to which workers leave the firm is due to lack of understanding towards
their roles and responsibility. But with training, it will be favourable enough to enhance their
skills and capabilities.
Providing higher incentives: Furthermore, because of increasing workload the firm
cannot decrease the work time but it has decided to pay for the incentives to the workers who are
working extra hours. This will help them in motivating their staff and retaining them to cited
firm.
Q 10 Various way of communicating to solve problem at various level.
There are two ways of communication that NHS can adopt in their firm. Oral communication: Oral communication include one on one meeting . The firm can
conduct such type of Communication with the manger of each department so that they
can pass the valuable information to them in effective manner and can make them
understand the various changes that firm is going to undertake (Westley, 2015). This
method is not suitable for all the employees as their are number of employees in firm and
its difficult to have face to face communication with each of them.
 Written communication: In this NHS can use different medium to pass the information
to employees. They can use text, email, bulletin board etc. to pass the information among
the lower level of employees (Savery, 2015). It quite effective as it reduces any type of
communication and employees can also provide their feedbacks through email. It also
useful in keeping necessary data store.
Other than this electronic communication can also be used. Skype, what app, Fax are few
of the method that can also be used by NHS its quite effective in informing the employees that
are working at different geographical area.
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Illustration 1: Different ways of communication.
(Source: Communication methods. 2017.)
§
Q 11 Appropriate tools and methods for developing solutions to one work-based
The major problem in NHS is employee turnover. Employee turnover problems is a
major problem in the mentioned organisation because there is lack of experience workers. To
reduce the employee turn over we can use the three factors such as competitive salary and
benefits, flexible and schedule options (Uzonna, 2013). Some of the reasons for employees to
leave the firm are conflicts, lack of motivation, lack of training, low wages, etc.
There are some ways to remove the employee turnover problems:
 Select the right person; a positive attitude of employee is very important for the cited
organisation (Schippers, West and Dawson, 2015). If employee is carry a positive
attitude than he will satisfy the client. So HR manager must select the right employee for
right place.
 Motivating workers: There are certain motivational factors that each worker possesses.
HR manager should take up steps to focus on motivating employees so that they work
with their full efficiency.
 Offer reward and benefits to the employee: we can reduce the employee turn over
problem by offering them good salary, benefits and reward in the form of gifts and
vouchers.
 Developing strong relationship: It is essential for managers to have strong interaction
with employees so that they are able to determine the issues that are faced by them.
Accordingly appropriate steps should be taken to overcome them.
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 Provide the opportunities to the people: organisation must offer the opportunities to
the employee so that they can use their skills in good manner. We can give them
opportunities by conducting the trainings, team assignments and presentations
(QUANTUM, 2014). By this process the employee feel relaxed and happy with the job
and will perform at high level.
 Flexibility: we can reduce the working hours of employee to feel them satisfy. We can
use group work to reduce the working hours. In the teamwork individual will share their
skills and knowledges.
Q 12 Potential impacts of implementing the chosen strategy in health and Social care sector.
The most advantage of above strategies is that we can build a good relationship between
the employer and employee. A good relationship will remove the disagreements, employee turn
over problem and it will increase the productivity. A reward system beneficial not only the
employ but also the organisation (Woodcock, 2017). By providing the reward employee feel
more motivated to work harder. When employee work hard than it will also give benefits to the
organisation. This process increases the loyalty of employee to the corporations.
By using the above strategies' employee will satisfy their customers and increase the image of
health and social care sector. More advantageous are as follows:
 Employee performance: total reward program provide direct motivator for employee
performance. From these strategies' performance level of employee gets increased and
essential help in Offering healthy services to customers. This process boosts the
customers' satisfaction level (Cummings, and Worley, 2014). When employee works
with high efficiency it will increase the overall business. And a positive feedback will
bring out form clients.
 Employee retention: it helps to make healthy working relationship in the organisation.
A good relationship between the staff members are very necessary by the good
relationship and communication they can learn new and different skills from each others.
CONCLUSION
With the help of this report it has been found that there is a main role of HR manager in
the success of organisation. With the help of HR management company can get the best
employees. This report also focused on the motivational theory. This report also descried about
the time management strategies. It focused on the training and development system to motivate
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the staff members. Besides, this it focused on the solution of employee turn over in the health
and social care sector. It also included the advantageous of reward system in the cited sector.
This report also focused on the weakness of HRM and also provides the solution to over come
the weakness.
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REFERENCES
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Cummings, T. G. and Worley, C. G., 2014. Organization development and change. Cengage
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Dale, B., 2015. Total quality management. John Wiley & Sons, Ltd.
Goetsch, D. L. and Davis, S. B., 2014. Quality management for organizational excellence.
Upper Saddle River, NJ: pearson.
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functional HR practitioners. The international journal of human resource management.
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Malaga, R. A., 2001. Web-based reputation management systems: Problems and suggested
solutions. Electronic Commerce Research. 1(4). pp.403-417.
Miller, K. and Barbour, J., 2014. Organizational communication: Approaches and processes.
Nelson Education.
Pache, A. C. and Santos, F., 2013. Inside the hybrid organization: Selective coupling as a
response to competing institutional logics. Academy of Management Journal. 56(4).
pp.972-1001.
Principi, A., Fabbietti, P. and Lamura, G., 2015. Perceived qualities of older workers and age
management in companies: Does the age of HR managers matter?. Personnel
Review.44(5). pp.801-820.
QUANTUM, G., 2014. Development Team, 2012. Quantum GIS Geographic Information.
Rios, M. C., McConnell, C. R. and Brue, S. L., 2013. Economics: Principles, problems, and
policies. McGraw-Hill.
Savery, J. R., 2015. Overview of problem-based learning: Definitions and distinctions. Essential
readings in problem-based learning: Exploring and extending the legacy of Howard S.
Barrows. 9. pp.5-15.
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Schippers, M. C., West, M. A. and Dawson, J. F., 2015. Team reflexivity and innovation: The
moderating role of team context. Journal of Management.41(3). pp.769-788.
Uzonna, U. R., 2013. Impact of motivation on employees' performance: A case study of
CreditWest Bank Cyprus. Journal of Economics and International Finance. 5(5). p.199.
Westley, W. A., 1979. Problems and solutions in the quality of working life. Human relations.
32(2). pp.113-123.
Woodcock, M., 2017. Team development manual. Routledge.
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