Employability Skills Report: Analysis of Workplace Skill Development

This report delves into the crucial aspects of employability skills, examining how individuals can develop their professional capabilities to thrive in the evolving job market. It begins by outlining the importance of defining self-development objectives and setting performance metrics, emphasizing the significance of skill enhancement for both employees and organizations. The report explores the development of responsibilities, performance evaluation, and strategies for improvement, including the impact of motivational techniques. It also investigates problem-solving approaches, communication strategies, and effective time management. Furthermore, the report analyzes the use of various tools and methods for addressing workplace challenges and evaluating the impact of chosen strategies. The report emphasizes the need for continuous improvement in employability skills and technology to succeed in the modern business environment. The report also highlights the importance of government and public sector initiatives, research and development, and foreign direct investment in enhancing the health and social care sector's capabilities. Finally, the report examines how motivational techniques improve the quality of performance.

EMPLOYABILITY SKILLS
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Table of Contents
Introduction......................................................................................................................................3
Task 1...............................................................................................................................................3
1.1 Developing set of own responsibilities and performances objectives.......................................3
1.2 Evaluation of own effectiveness against defined objectives.....................................................4
1.3 Recommendations for improvements........................................................................................7
1.4 Effects of motivational techniques in improving quality of performances...............................8
Task 2...............................................................................................................................................9
2.1 Developing solutions to the work based problems....................................................................9
2.2 Communication at various styles and various levels...............................................................10
2.3 Identifying effective time management strategies...................................................................11
Task 3.............................................................................................................................................12
3.1 Introduction..............................................................................................................................12
3.2 Analysis...................................................................................................................................12
Conclusion.....................................................................................................................................15
Task 4.............................................................................................................................................15
Introduction....................................................................................................................................15
4.1 Evaluation of the tools and methods for solving problems.....................................................16
4.2 Developing an appropriate strategy in resolving a particular problems..................................17
4.3 Evaluating the potential impact of the chosen strategy on business........................................17
Conclusion.....................................................................................................................................18
Conclusion.....................................................................................................................................19
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Introduction
Recent improvements in the business and trading scenario, the employment scenario is also
changing its course. Moreover, nowadays continuous improvements in employability skills and
technology skills need to be done in order to thrive in the market. However, defining the self-
development objectives and setting up the policies supporting those objectives will be one of the
crucial decisions that the industries can take these days. Employability skills denote the
upgradation of employees by implementing new and modern training for them to learn the new
techniques and skills. With the improvement in the skills, the firms will be able to utilise their
unused human and capital resources in an efficient way. Surviving in the economies of UK, it is
required to have a base of full potential resources so that the companies have the advantage of
having a competitive advantage in the introduction of newly developed products. The whole
study will be depicting the consequences and challenges faced by the firms in order to improve
the skills of the employees.
Task 1
1.1 Developing set of own responsibilities and performances objectives
Developing new sets of own responsibilities and performances will be the first priority of any
firm so that both firms and the employees can understand their individual potential and can
respond based on their potentiality (Calonge and Shah, 2016, p.2569). Developing set of
responsibilities will allow the firms to divide various responsibilities among the employees.
Incorporation of the division of labourer’s strategy will be helping the employees in increasing
the speed of producing goods as they can focus on each individual task which in turn will
increase their efficiency level (Jackson and Oliver, 2018, p.125). Moreover, the development
performances yardstick for the employees, as well as the hierarchies, will help in the
improvement of communication among the employees and employers.
This is because bridging the communication gap will be enabling in achieving a problem-free
environment. Each and every department of any firm is responsible in managing their own
responsibilities and setting and managing the departments will identify the loopholes at the early
stage and will help to mitigate them at the early stage (Strachan, 2016, p.110). Development of
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new ideas and controlling the flow of financial variables and other important variables will allow
the firms in making improvements in the R&D sectors.
The performance objectives can be identified as
● To improve the profit margin of the firms by expanding the market sector through an
expansion of the manufactured products
● To make use of the available resources both in the form of existing and new resources.
This will allow the firms
● To minimise the skill gaps, skill shortages, and underutilized skills that are the main
challenges faced by most UK firms.
Almost more than 10% of total employment in the UK is facing the problems of skill gaps and
more than 40% of the employment is facing the challenge of underutilisation of the skills
(Cottrell, 2015, p.125). Moreover, division in the level of education level and lack of demand for
highly skilled employees is creating a gap in the demand and supply of the labour force. In some
areas such as North East UK, the demand for high-skilled employees is much lower compared to
the demand that is generated in London (Musgrave et al. 2017, p.114). Companies such as Swiis
Health and social care UK, Pineshield Health and social care the UK, HCL social care and many
more are located in the areas where there are highly skilled employees and the public sectors are
less reliable.
1.2 Evaluation of own effectiveness against defined objectives
Improving own effectiveness in meeting the defined objectives will help the employees in
understanding the situations from close proximity. This close observation will be helpful for the
employees in reacting to the situations and responding based on their intelligence and decision-
making abilities (Benson et al. 2014, p.519). Self-estimation by the employees will allow the
employees in identifying their own loopholes and the skill gaps they are possessing. With the
huge development of the use of modern software in analysing the key statistical facts that most
of the employees are unaware. The education system of UK is not being able to increase the pace
of their education systems in building up the genius students meeting up the demand from the
economy (Collet et al. 2015, p.532).
With the lack of public sector spending, the UK economy is not being able to improve the skill
sets of the employees. Improvements for knowledge-based work structures will be responsible
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for the loosening of low skilled jobs in the market. Moreover, the valuation of business
nowadays is totally dependent on the derivation of the values from the information and
technologies, branding and advertisements and the productivity are heavily dependent on these
intangible assets (Deeley, 2014, p.39). During the period of 1970, the UK economy has been able
to invest more than 40% in the knowledge-based investments in the form of physical investments
by building the IT hubs, tech colleges, automobile manufacturing industries and many more.
Country % of investments
UK 3%
France 2%
Canada 2%
Finland 2%
Germany 2%
Italy 1%
US 1%
Spain 1%
Netherland 1%
Table 1: investment in HR department in health social care sector
(Source: Wood, 2016, p.100)
Most of the industries focused on expanding their physical investments. In 2004, about 19% of
the total investments in the intangible assets were made on the human resources training and
development of their skills.
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Figure 1: % of Investments in HR department
(Source: Created by Author)
Sectors of business
investments
percentage of
investment
R&D 6%
Human Capital 19%
organisational Capital 17%
Software 11%
Brand Equality 16%
Design 31%
Table 2: investments in various areas in health and social sectors
(Source: Wood, 2016, p.100)
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Figure 2: Percentage of investment by modern firms
(Source: Created by Authors)
From the above diagram, it can be seen that most of the firms are giving more focus on the
development of the design of the products followed by organisational capital and human capital
(El Mansour and Dean, 2016, p.39.). Since they are focusing more on the development of human
capital, thus it is the responsibility of the public sectors and the governments to improve the skill
set of the employees by providing them better training facilities as the private sectors will not be
interested to invest on the human resources. According to the business models prediction, the
demand for the skilled labourers will continue to increase more in the upcoming years.
1.3 Recommendations for improvements
More investments from government sectors
In attempting to improve the current scenario, the government and the public sectors including
the local authorities in setting up the training institutes to provide training on the health and
social care to the students. Public sectors and governments taking these initiatives will be helpful
for the private sectors that will build the hospitals so that they can provide better facilities in the
medical fields. Developments of new medicines will help in curing lots of new and complex
diseases in the form of Dementia. In every sector, including the health sectors improvement and
implication of modern software will improve the efficiency of employees working there.
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Moreover, the improvements in the efficiency level will increase the total efficiency of the
employees.
R&D on new technologies
Public sectors and governments need to take certain policies such as providing the intellectual
property rights; patents on technologies and the process controls will give many organisations in
improving and implementing more investments on the R&D of new drugs and surgical
techniques. Introduction of new technologies such as laser technologies, serum techniques will
give better results to the peoples in curing critical diseases. Implementation of them will allow
the economy as well as the employees of the organisations mentioned above in improving their
knowledge in the use of these techniques.
Allowance of foreign direct investments
If the FDI is allowed to invest in the health and social care sector in the UK, then the sector will
be booming in the sense that more advanced technologies and the doctors will come in to UK.
Having support from the governments in terms of product and process patent, subsidy in order to
promote the research and developments and improving the communication will allow
improvements in the crucial and complex situations such as increasing labour costs, increase in
the medical costs as the age of the populations increases. One of the main reasons behind the
incorporation of such a strong policy is to restrict the Cybercriminals and the hackers from
getting access to the medical records of the patients. Moreover, allowance of the FDI will take
care of these issues and will improve the security in the sector. The proper level of training will
allow the employees of the health and social care of UK in reducing the skill gaps and
underutilisation of the skill set.
1.4 Effects of motivational techniques in improving quality of performances
Implementing the motivational techniques will improve the quality of performances for
employees like me. Tools like appreciation and feedbacks will be helpful for the employees in
giving their full potential to the organisation to which he/she is engaged. Moreover, introducing
the feedback and complaint form has allowed me to give my opinions regarding the problems
and issues I have faced in the tenure of my working days. Due to involvement in the training
process, it has been possible for me to minimize the skill gaps that I was possessing while
working in the health and social care organisations. Application of learning by doing techniques
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will allow the incorporation of knowledge that has been acquired while doing up jobs and taking
various responsibilities and playing various roles. Incorporating important theories such as
Maslow’s motivation theory and the Herzberg's two-factor theory have enabled me in
identifying my own potential levels and the priority levels that are required in meeting the self-
development goals and objectives. Implementing self-confidence and improving self-esteem has
helped me in setting up a never lose the attitude that has helped me in taking up the challenges.
From the Herzberg's two factor theory I have derived the hygiene factors and the motivational
factors which are very important in determining factors for the self-motivation. From the hygiene
factors, the advantage of fringe payments, timely payments, working environments, interpersonal
relationships have helped me in developing my personality which in turn has increased my
efficiency level. Moreover, the incorporation of the motivational factors such as recognition,
responsibilities and other factors has helped me in getting knowledge regarding the roles and
responsibilities.
Task 2
2.1 Developing solutions to the work based problems
Lots of problems generally happen within the workplace of any organisation. The incorporation
of these problems in the workplace will make the working environments more complex that in
turn will reduce the employability of the employees (Gbadamosi et al. 2015, p.1086).
Incorporation of lack of proper communication will result to the politics among the employees
that will give rise to back teaching within the employees in the name of other employees. In
order to restrict the degradation of the working environment, sometimes the organisations take
the help of certain tools such as brainstorming, delegation and many more will be helpful in
reducing the workplace problems (Riebe and Jackson, 2014, p.319).
Brainstorming
Incorporation of brainstorming is that the members of the employees will be to write down new
sets of ideas and should think of innovating new ideas will increase the communication among
all the employees.
Committees
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Formation of the committees will help the employees in reporting the goals and objectives to the
hierarchies and discussion of the issues with them will engage the employees in getting
connected with each other.
Training and mentorships
Training and mentorship programs will allow the employees as well as the trainers in improving
the communication level among newly joined employees and the existing employees. Within the
tenure of the training programs, better understandings of the problems and ways of mitigating
them can be better understood in the training programs.
Figure 3: Developing solutions to the work based problems
(Source: Spence and Hyams-Ssekasi, 2015, p.299)
2.2 Communication at various styles and various levels
Communication among the employees among various levels and by a variety of techniques will
able to improve the employability skills that will help the organisations grow (Saad and Majid,
2014, p.110). Improvement of communication in the health and social care organisations among
all the employees is extremely important in the sense that better communication among the
stakeholders and the medical practitioners will help in the improvement in the composition and
invention of the drug of more life-saving drugs will be beneficial for the people of UK.
Communicating with the help of emails, video conference and regular meetings are important for
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the employees to discuss the issues that they are facing the organisation (Spence and Hyams-
Ssekasi, 2015, p.299). Emails and other forms of communications in incorporated in the verbal
communication level. The physical communication level will be incorporating the eye-eye
contact, various forms of gestures and communicating through sign languages.
Energetic level of communication in the form of presence of X-factor will allow the employees
in learning the ways of communication and in improving the total efficiency level of them
(Messum et al. 2016, p.25).
Figure 4: Types of communication
(Source: Messum et al. 2016, p.25)
2.3 Identifying effective time management strategies
In order to implement the time management strategies, it is required to identify the areas at first,
the time management can be done. Identification of the available resources, making a proper
budget by incorporating costs and benefits of various types of assets and liabilities will help the
organisation in opting time management strategies (Madziva et al. 2016, p.235). However,
identifying them prior to the beginning of any project will be helpful for the organisation.
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Moreover, in health and social care organisations, identification of required assets for completion
of any project is more crucial compared to the other sectors because, in these sectors, most of the
resources are in continuous flow. Due to continuous change in the structure of diseases, this
sector has to undergo changes every time (Power, 2017, p.1254). Continuous changes in the
medicines, equipment and the ways of handling various patients make the existing skills of the
employees in this section under the scanner.
Task 3
3.1 Introduction
Team dynamics is valuable for increasing employability skills in the business. Team
management will help to increase the performance of the organization and will be able achieve
business targets. Team dynamics helps to form a team in the business and will help performance
of employees in a organization. The study will present the roles of team dynamics in the business
and will state alternative ways that will help to achieve team’s goals.
3.2 Analysis
A) Team can properly achieve their targets and will be able to increase the performance if
organization implements the followings roles in the team
Action oriented roles: The steps of action oriented roles are
Shaper: In this stage the project data will analyse by a shaper and a format will be presented so
the team can maintain the format to continue their progress. This is a valuable role in the team
project so the role has to be challenging and dynamic so they can handle any project in the
business. They will have a strong mentality so they will be able to handle the project pressure
and maintain its progress properly. Then the project can face various obstacles and overcome
them to achieve its full potential (Trought 2017, p.17). There is a common weakness that can be
founded ih this roles that is they are prone of various provocations and they offends feelings of
most peoples.
Implementer: Implementer is the most efficient and discipline roles in a team dynamics. This
roles main objective is to turn innovative ideas to practical action. The roles has lack of
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