Employability Skills Assessment Report for Audi - HRM

This report provides a comprehensive analysis of employability skills within the context of Audi, a German automobile manufacturer. The report delves into the roles and responsibilities of a human resource coordinator, focusing on recruitment and selection processes, training and development programs, and the assessment of individual performance. It examines motivational techniques, including Herzberg's two-factor theory and Maslow's hierarchy of needs, to enhance employee satisfaction. Furthermore, the report explores time management strategies, such as setting priorities, organizing tasks, and delegating work. It also discusses Belbin's team roles, analyzing how individuals contribute and interact within a team to achieve shared objectives. Finally, the report addresses challenges faced in managing a large workforce, such as conflict resolution, and suggests alternative methods for analyzing team dynamics, including knowledge management and the star performance model.

Employability Skills

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

INTRODUCTION
Employability skills is an essential part of human resource management so it
assists in gaining potential skills and knowledge that is required among individuals in
order to attain the desired goals and objectives. However, it is significant for business to
gain employability proficiencies as it helps them to build their career in the particular
field. Such skills need to be flexible so that employees can easily share their ability
within each other and improve the performance of business as well (Ife, 2012). In the
present study, Audi has been selected which is a German automobile giant
manufacturing firm and marketing its products worldwide. The report evaluates skills of
individual workers so that desired objectives can be attained successfully.
TASK 1
1.1
Appointed as the role of human resource coordinator, it is essential for the
individual to execute different roles and responsibilities to attain the customer
satisfaction. The main responsibility which I possess is to carry out effective recruitment
and selection process so that best skilled candidates can be selected in order to work in
Audi effectually. Thus, selecting right candidates help me to fill the vacant jobs (Bojeun,
2013). I also play an effectual part at the time of examining and preparing documents
that are required at the time of recruitment i.e. job description and person specification.
With regard to this, being a HR coordinator, I also need to direct my efforts in order to
organize different training and development programs so that individuals can improve
their skills and would attain the desired outcomes. Thus, here I undertake Training Need
Analysis (TNA) method so that it would assist me to analyze the requirement of specific
training to individuals in order to help them for improving their capability and
performance within business. I also motivate the workers that would help them to carry
out the desired set objectives and thus, enhances their own performance in Audi.
1.2
It is essential for me to assess my own effectiveness as per the identified
objective. However, the first performance objective set by me is to recruit right
1

candidate for the right job. Thus, with regard to fulfill the stated aim, I found myself to be
suitable. At the time of carrying out recruitment and selection process of individuals, I
spend much of my time in assessing the documents that are required for the job i.e. job
description and personal specification. It is essential for me to effectively play my role as
a HR coordinator so that I can undertake varied selection tests in order to recruit the
best talented employees for the job. Henceforth, through carrying out such objective, it
would assist me to assess my own effectualness within firm (Casakin and et. al., 2015).
Moreover, it is significant for me to undertake varied innovative gadgets such as
computers, laptops etc. so that I can evaluate the selection of candidates effectively. It
has been observed that at the time of carrying out recruitment and selection procedure,
I would face numerous issues. Thus, I need to enhance my knowledge with an aim to
attain the desired outcomes of firm.
1.3
Appointed as the HR coordinator in Audi, it is essential for me to enhance my
skills in which I lack. However, it can be done through attending different workshops so
that required skills can be improved. Thus, by carrying out the above evaluation, it has
been assessed that I lack in possessing the ability regarding the ways of working on
electronic gadgets such as computers. Therefore, in order to improve such skill, it is
essential for me to attend different training sessions that are organized by company to
attain the final results.
Furthermore, I should also learn by my seniors that are working in organization
since a long time so that I can become efficient in handling innovative items and would
work on them effectively. It will help me in maintaining the database of workers as well
as clients so that they can be contacted at the time of need. It has also been found that I
need to raise my motivational skills in terms of recognition and promotion at the
workplace so that my performance can be improved. Thus, I read different types of
motivational books that are written by different authors as it helps me to improve my
skills and knowledge and to achieve the organizational objectives effectually.
2

1.4
It is significant for Audi to undertake varied motivational techniques that help in
encouraging the workers with an aim to attain the desired results. Different theories
such as Herzberg's two factor theory and Maslow's need hierarchy theory help in
motivating the workforce within firm. In Herzberg's theory, there are two factors such as
hygiene and motivators that help the business to allocate the responsibilities among
workers by providing different motivational factors and improve the performance of
business effectively (Devambatla and Nalla, 2015). With the assistance of this,
workforce of Audi feels encouraged and thus, provides promotion to individuals in order
to attain desired outcomes.
On the other hand, business also undertakes Maslow's need hierarchy theory
that helps in encouraging the workforce. For example, if organization founds that its
workers should feel satisfied through fulfilling their social needs. Thus, business forms
effective team and carry out improvement in the activities to attain goals (Eisele and
et.al., 2013). Hence, Audi needs to focus on undertaking corrective measures towards
enhancing the satisfaction of workers that would help in carrying out the results
effectively. Ultimately, it assists the firm to improve the quality of performance so that
the best results can be gained.
TASK 2
2.3
It can be assessed that there are varied time management strategies that can be
adopted by business in order to carry out the operations of firm effectively in the UK
market within stipulated time frame. Thus, Audi needs to adopt effectual time
management tactics so that it helps them to manage their time and also support the
development of business in market. Following are the time management strategies that
firm needs to adopt in order to manage the time effectively-
 Setting priorities- It is significant for the management of Audi to effectively
manage the time by carrying out the crucial task first and then later what is not
urgent. The management is required to support the development through
making a “to do” list so that task can be accomplished effectively (Hacklin and
3

Wallnöfer, 2012).
 Get organized- Here, it can be assessed that business is required to organize
its operations effectively so that time can be management appropriately.
However, disorganization results in poor time management. Hence, it helps in
supporting the business development so that results can be attained
(Hilderbrand, 2011).
 Scheduling the time appropriately- Management of Audi needs to schedule
its activities properly so that challenging task can be accomplished
appropriately when there are no interruptions.
 Delegating the work- Business managers need to assign duties and
responsibilities to individuals so that they can carry out the task effectively and
also improve their skills and knowledge. Through delegation it helps in
supporting the business to develop and carry out the task efficiently (Hind and
Moss, 2005).
 Avoid multi-tasking- It can be assessed that carrying out such time
management activity does not help business to save their time while it results in
loss of productivity. Thus, business should focus on concentrating on single
objective so that sales and profitability can be enhanced (Jackson, 2014).
TASK 3
3.1
Through analyzing the Belbin's team roles it helps in assessing that
individual is required to behave, contribute and interconnect among themselves
so that shared objectives can be attained effectively. Following are the 9 team
roles which are as follows-
Action Directed
Roles
Shaper- Such role played by individual that challenges the team
to enhance their performance.
Implementer- Person who converts ideas into actions (Belbin,
2012).
Complete finisher- Ensures that work is accomplished on time
People Directed Coordinator- Such individual perform their role as a chairperson
4

Roles
Team Worker- Integrates the work with each other and promote
cooperation
Resource instigator- Investigates outside present opportunities to
enhance the work performance
Thought Oriented
Roles
Specialists- Deliver specialized skills and capabilities
Plant- Provide new ideas and approaches
Monitor-evaluator – Examining varied options
Belbin stated that it is essential for individual to form a team in order to share
their goals and coordinate with each other in order to carry out task as a team-
 Aims and objectives- Individual present within team is required to assess the
business aim so that set values can be attained effectively.
 Agreement- As per Belbin team role it is essential for individual to agree on
common things so that they can easily attain shared values.
 Trust- It is the most valuable thing when individual is willing to share their
responsibilities and recognize each other's contribution (Jonsen, Maznevski and
Davison, 2012).
3.2
At the time of assessing the training plan it is crucial to consider the Belbin's
theory as it helps in carrying out team dynamics so that it influences people to carry out
the best performance and behavior within team. Team dynamics assists individuals to
work with different personalities within team and develop effectual working relationship
with other individual so that workplace environment can be enhanced. For instance,
forming team dynamics within Audi it helps firm to enhance the overall team
performance and gain the best results out of individual workers (Kanter, 2015).
Team dynamics play a critical role within firm in order to gain best results.
Moreover, management of firm is required to manage properly the team dynamics as it
results in benefiting the firm in the form of enhancing the productivity, developing
effective workplace environment and attain the best outcomes etc. As per Belbin theory,
my own role played within team is of plant, coordinator, specialist and team worker etc.
5

It can be assessed that one individual of the team can carry out many roles in order to
best reflect their character and skills to work within firm (Georgiadis, 2014).
3.3
Following are the different alternative ways that could help business to analyze
the team dynamics in order to gain proper understanding of the varied roles played by
HR coordinator within team. Such alternative methods are as follows-
 Knowledge management method- Here, it is essential for individual to play key
role in providing new ideas and approaches within firm so that desired outcomes
can be attained. Plant role of Belbin theory is played by individual in order to
share their knowledge and execute new ideas and thoughts to develop team
work (Kanter, 2015).
 Star performance model- With the assistance of such model it helps individual
to develop varied ideas to flow within business and enhance the performance of
team. However, with the help of such star performance model it assists in
focusing on carrying out team work so that individual strengths can be enhanced
in order to gain best results (Savery, 2015).
2.1
It can be assessed that at the time of managing large number of workers
coordinator faces varied problems. For instance, one such problem identified is the
conflicts occurred among individuals. It can be arise due to varied reasons such as
personality conflicts, position related disputes, improper communication and differences
in understanding each other thoughts etc. Thus, such work based problems need to be
resolved effectively by the coordinator through adopting different ways. It is as follows-
 After identifying the actual issue among workers HR coordinator is required to
implement effectual solutions through communicating with each employee and
determining their views so that proper analysis can be done (Amin-Naseri and
Gilbert, 2014).
 Coordinator should evaluate the available options so that rational decision can be
made in order to solve the problem. Here, workers interest should be kept in
mind while taking decisions so that their interest should not be harmed.
6

2.2
In order to communicate the plans to the line manager and trainees different
ways has been incorporated which are as follows-
 Line manager plays the role of the reporting authority to whom every individual
should report regarding the accomplishment of the assigned tasks. Further, line
manager reports to the manager regarding different activities going on in the
business in the form of presentation or written reports. Therefore, coordinator is
required to direct their efforts in the form of clear presentations so that ideas can
be communicated effectively through visual form (Coyle-Shapiro and et. al.,
2013).
 Furthermore, coordinator is also required to divide the allocated tasks and
delegate it to the trainees in order to perform it efficiently. However, such plans
can be communicated through verbal form with the help of training sessions,
conferences and workshops etc.
TASK 4
4.1
It can be assessed that management of Audi is required to determine effectual
tools in order to overcome the problems faced by business. Thus, it is essential for firm
to provide immediate solutions to the identified issues. Following are the tools that can
help in resolving the issue-
 Assessment of the reasons behind overtime payment- It can be stated that
such issue occurs due to lack of supervision by the administration staff, improper
work handling and technological faults etc. For this different tools can be used
such as time planner software, preparing weekly schedules etc (Harris, 2013).
Furthermore, Audi is required to set the target based system instead of overtime
strategy. For such function tools employed are SMART goals, incentive system after
accomplishing the targets.
7

4.2
There are varied strategies that can be adopted by Audi in order to resolve the
issue. Following are the factors that can be kept in regard to overcome the problems.
These are as follows-
 Target based work- Audi needs to introduce target based work so that workers
are required to finish their set targets. However, it builds pressure upon workers
in order to complete the task within stipulated time frame. Hence, it helps in
increasing the efficiency of workers and thus improves the productivity of firm
(Casakin and et. al., 2015).
 Managing time- The main issue regarding overtime payment is the improper
management of time by the HR staff. Therefore, they need to focus on the
allocation of task so that best results can be attained.
 Minimizing work haults to increase efficiency- Workers are required to avoid
the breaks and idle times so that efficiency can be improved (Eisele and et.al.,
2013).
4.3
Through, implementing the above identified strategy business is now able to
overcome the problems of overtime payment. However, Audi is trying to implement
target based working so that focus of workers can be shifted from overtime working.
Thus, target based working can help in improving the efficiency of workers and bring the
best outcomes within minimum time period. Implementing time management strategy
can assist in diverting the efforts of workers in right direction so that best results can be
attained (Ife, 2012).
CONCLUSION
From the above research it can be identified that workers of Audi needs to be
encouraged so that they can enhance their working skills and knowledge in order to
provide best results within firm. Further, it is essential for business to carry out effectual
recruitment and selection process with the aim to select best skilled candidates to
perform the operations of business. Organization is also responsible for delivering the
8

best quality services and products to consumers so that they can get best driving
experience.
9

REFERENCES
Books and Journals
Belbin, R. M., 2012. Team roles at work. Routledge.
Georgiadis, G., 2014. Projects and team dynamics. The Review of Economic Studies,
rdu031.
Ife, J., 2012. Human rights and social work: Towards rights-based practice. Cambridge
University Press.
Amin-Naseri, M. and Gilbert, S., 2014. A System Dynamics Approach to Building Team
Trust Models: Exploring the Challenges. Pedagogy That Makes A Difference:
Exploring Domain-Independent Principles across Instructional Management
Research within the ITS Community. 49.
Bojeun, M. C., 2013. Program Management Leadership: Creating Successful Team
Dynamics. CRC Press.
Casakin, H. and et. al., 2015. How do analogizing and mental simulation influence team
dynamics in innovative product design?. Artificial Intelligence for Engineering
Design, Analysis and Manufacturing. 29(02). pp. 173-183.
Devambatla, L. and Nalla, D., 2015. An Approach to Improve Employability Skills:
ebridge. Journal of Engineering Education Transformations. 28(2&3). pp. 131-138.
Eisele, L. and et.al., 2013. Employee motivation for personal development plan
effectiveness. European Journal of Training and Development. 37(6). pp. 527–543.
Hacklin, F. and Wallnöfer, M., 2012. The business model in the practice of strategic
decision making: insights from a case study. Management Decision. 50(2). pp. 166-
188.
Hilderbrand, J., 2011. Bridging the Gap: a training module in personal and professional
development. Karnac Books.
Hind, D. W. G. and Moss, S., 2005. Employability skill. Business Education Publishers.
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.
Jonsen, K., Maznevski, M. and Davison, S. C., 2012. Global virtual team dynamics and
effectiveness. Handbook of Research in International Human Resource
Management. London: Edward Elgar Publishing.
Kanter, R. M., 2015. From spare change to real change: The social sector as beta site
for business innovation. Havard Business Review.
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. 5.
10