Evaluating Employability Skills and HR Strategies at GE Oil and Gas

This report analyzes the application of employability skills within the context of GE Oil and Gas. The student, assuming the role of a Human Resource Coordinator, identifies responsibilities and performance objectives, evaluating their effectiveness through self-audits and the development of motivational measures. The report addresses challenges such as skills shortages, proposing communication strategies and time management techniques to improve workforce planning. It explores team dynamics, problem-solving tools, and strategies for overcoming the issues of unskilled staff. The analysis covers both intrinsic and extrinsic motivation methods to enhance employee performance. The report provides insights into the company's internal competencies and changing market scenarios, offering practical solutions for HR planning and recruitment. The document also highlights how the application of time management strategies can improve efficiency and productivity within the organization, ensuring effective business outcomes.

EMPLOYABILITY
SKILLS

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
SCENARIO 1...................................................................................................................................1
1.1 Set of responsibilities and performance objectives as Human resource coordinator in GE. 1
1.2 Evaluating own effectiveness against defined objectives.....................................................2
1.3 Conducting a self audit to determine strengths and weaknesses for implementing
improvements in the company....................................................................................................3
1.4 Developing motivational measures to enhance staff performance in GE.............................4
SCENARIO 2...................................................................................................................................5
2.1 &2.2 Identifying problems regarding shortage of skilled employees and developing
communication path for the same...............................................................................................5
2.3 Time management strategies.................................................................................................5
3.1 Roles played by employees under a team in the GE,Oil and Gas industry...........................6
3.2 Team dynamics at the HR department of GE,oil and gas industry.......................................7
3.3 Alternative ways of completing workforce planning in GE,oil and gas industry.................8
M2...............................................................................................................................................9
D1................................................................................................................................................9
SCENARIO 3.................................................................................................................................10
4.1 Evaluating the use of problem solving tools in the GE,oil and gas industry......................10
4.2 Strategies to overcome the issues of unskilled staff in GE,oil and gas industry.................10
4.3 Evaluating the impact of implementing the above mentioned strategies in GE,oil and gas
industry-....................................................................................................................................11
M3.............................................................................................................................................11
D3..............................................................................................................................................12
CONCLUSION .............................................................................................................................12

INTRODUCTION
Developing economies and changing market conditions have created an effective impact
on the growth prospects of business units. It has developed a sustainable business environment
and developed huge scope of employment within the market (Baker and Henson, 2010).
Adaptability and knowledge are the essential factors demanded by the companies in the present
era and the impact of the same has been observed on the economic development. The present
study will analyse the case study of GE Oil and Gas to understand the problems and issues faced
by the company in terms of employment planning and management. It will focus on determining
future needs and requirements of the company and will plan human resource planning activities
accordingly.
SCENARIO 1
1.1 Set of responsibilities and performance objectives as Human resource coordinator in GE
GE Oil and Gas company is working efficiently in the global market. The company has
developed effective brand value within the economy which has helped the business to flourish
and promote on a large basis. Human resource is the key asset of the company and contributes
effectively in the growth and development of business (Das, 2014). The company has currently
managed a competitive and effective team of employees however future aspects of the market
pose wide challenge for the development objectives of the business. In order to address the
problem effectively, I will develop the following set of objectives: Enhance my industry knowledge: GE has developed a well known brand image within
the market. Employees are the major assets of the company which has helped the
business to grow in the competitive market (Gravells, 2010). As a Human Resource
Coordinator I will have to analyse the trends within the economy closely and efficiently.
This will help me in understating the changing perspectives of the economy, developing
market trends and HR strategies and policies adopted by different companies within the
market. Develop my competencies: Qualification and attractive representation of academic
overview is significant to develop effective recognition within the company. In order to
help GE to deal with all the HR related problems and issues I will focus on developing
myself as a well qualified and competent employees. I will focus on strengthening my
1

theoretical knowledge by undertaking competitive courses and certification programs.
This will help me in analysing contemporary market scenario thus developing
competitive measures to deal with organizational issues.
 Inculcate continuous learning technique: Continuous learning and development helps in
adopting change and developing personal skills effectively thus creating a wide impact on
enhancing organizational growth within the market. I will develop a practice of
continuous learning and create high impact on my skills and development. It will help in
enhancing my knowledge about market trends, legal issues, industry impact and
economic growth issues.
1.2 Evaluating own effectiveness against defined objectives
Effectiveness is the term used to define the excellence of performance against the
predefined objective set by the corporation and individual himself. This term is used to measure
the degree of success in achieving the desired targets for the organization. To succeed within the
market it is significant to measure my effectiveness against the defined objectives for
organizational growth. Industry analysis: I have limited knowledge about Oil and gas industry which will
significantly affect my decision-making process and analysis skills as well (Morote and
Heimler, 2012). I will focus on analysing industry trends and strategic development
measures that the companies adopt in order to enhance my effectiveness for business
development. I will also approach for expert advice in order to enhance my knowledge
and competencies within the market. Academic qualification: Certifications and degrees helps in developing an impressive
impression on peers, subordinates and superiors of the company. I will focus on
completing my CIPD programme to attain effective theoretical and practical knowledge
about the industry and business operations (Saunders and Zuzel, 2010). It will enhance
my analytical skills create high impact on developing recognition within the company.
 Communication and interpersonal skills: Communication is the essence of Human
resource sector and employee engagement. GE presently is seeking for a competent and
well trained HR employees. Well developed communication skills will help me in
attaining high measures of success and growth.
2

1.3 Conducting a self audit to determine strengths and weaknesses for implementing
improvements in the company
According to the case scenario GE has developed an effective and well developed brand
image within the market. The performance of the company and employee efficiently is effective
and well structures. In order to enhance the same I will analyse my strengths and weaknesses and
focus on developing those for enhancing my contribution towards the growth of GE.
Strengths Quick learner: GE demands a team of effective, skilled and trained employees in order to
attain the business objectives of the company in a well mannered way. In order to help
the company for the same I will have to attain effective knowledge about innovative and
new strategies that the businesses or competitive firms are implementing in their
organizations. My skills for quick learning will help me in developing effective
favourable measures for business growth. I have the capability to learn new strategies or
measures in small time frame. Strong Interpersonal relations: In order to enhance my career path in HR sector I need
strong interpersonal skills to deal with employees, understand their issues and develop
strategies for enhancing their performance in the company. I have strong interpersonal
skills which makes me competent to deal with new people, empathise with them and
develop positive relation and trust as well. Hence, this will help in dealing and
coordinating with employees and management in an effective manner.
Weaknesses Low knowledge of industry: GE deals in energy industry which demands technical
employees and engineers. I have low experience of the industry and its demands. This
will impact my performance level and will impair my decision making power as well.
Hence, to develop my weakness I will focus on continuous learning measures and taking
expert advice for understanding industry trends and strategies.
 Communication skills: Communication is the crucial need of HR role. I lack the
efficiency in formal communication measures which is a significant part of business
operations. Hence, I will adopt effective measures to learn formal communication skills
for written and verbal communication. I will undertake a certification course for the same
3

which will helps in developing my personality, skills and attributes. This will helps me in
becoming a competent employee of the business.
1.4 Developing motivational measures to enhance staff performance in GE
The case scenario of GE reflects that the company has developed effective growth
prospects within the market however low employee performance and lack of qualified and
competent work force is impairing the efficiency of the business. Motivation is a significant part
of business growth and development. In order to enhance staff performance and motivate them
for the same the following strategies will be adopted: Intrinsic motivation: This is very effective and crucial motivational measure that the
companies adopt in order to create an effective impact on the growth and development of
the business units. In order to motivate employees non financial measures such as
developing growth prospects through training and development, promotion and
recognition, fringe benefits, job rotation and appreciation will help in developing high
motivational impact (Dhiman, 2012.).
 Extrinsic motivation: These motivational measures helps in attaining basic and short
term needs of the employees. They are essential part of the business and helps in attaining
basic employee expectations. Financial benefits, effective and positive work
environment, guidance, salary, bonus etc. are will be focused on for enhancing basic
short term needs of employees (Patnaik and Prasad, 2013).
4
Illustration 1: Herzberg motivational theory
(Source: Torres, 2014)

SCENARIO 2
2.1 &2.2 Identifying problems regarding shortage of skilled employees and developing
communication path for the same
GE has been conducting the business operations successfully till now however the
internal competencies and changing market scenarios has posed challenges for HR planning and
recruitment. As a HR coordinator I have faced the problem of seeking competent and skilled
employees within the market. The industry and work profile demand qualified, graduated and
skilled employee however employee with these skills are already recruited at good pay scales.
Moreover, attracting employee for the business is highly significant for the business. This has
challenged the HR planning strategies for the business. In order to overcome this issue GE will
have to focus on Lateral hiring and developing internal recruitment. Countries like India, Korea
and China has competent employees for the industry thus this will help the company in
developing internal strengths and creating wide impact on organizational competency as well.
In order to communicate the strategy within the organization the following measures will
be adopted. In order to approach top management of the company formal written communication
in form of emails, memos or reports will be used. This will help in developing a structured and
easy means of communication (Communication, 2014). For communicating with middle level
management such as line managers and supervisors I will use technology based measures such as
emails, Intranet and telecommunication. This communication level needs higher contact and
exchange of information thus the selected measure will be cost effective and favourable. For
operational level employees which consists of the biggest part of the business informal
communication through meetings, videos and training programmes will be done. This will help
in saving time and energy of the business while developing trust and loyalty within employees
(Shanks and Buchbinder, 2011).
2.3 Time management strategies
Time management strategies plays an integral role to better the performance and mitigate the risk
of managing the time in an industry. In the current era of competitive environment ,the oil and
gas industry is facing the general problem of time management . The company is overburdened
with various projects and deadly challenges. In order to meet its tasks, it should have a proper
time management strategies in order to eradicate the poor efficiency and generate better results.
5

With the following implementation of time management strategies,oil and gas industry is able to
overcome its shortages and generate efficient results.
 80/20 rule of time management- According to this strategy, the company should stop
wasting its time in insignificant matters which have no relevance in achieving the goal of
the organisation. It should focus on its most productive time slot in which it could
produce the best results for achieving the heights of success. Out of 80% of the work
done by the company only 20% work amounts to produce effective results and
therefore,the company should take measures to keep that 20% work on a prior basis
(Wilton, 2011).
 The pickle jar theory- This solution of managing the time is simpler and is actually
applicable in the workforce. Here the company is the least concern on small tasks which
hardly matters for achieving the growth. It significantly focuses on worrisome projects
and demanding things along with the building rocks necessary for acquiring the objective
of the organisation (Stoner and Milner, 2010).
3.1 Roles played by employees under a team in the GE,Oil and Gas industry
With a view to improve the product efficiency and overcome the challenges faced by the
industry, it becomes an important phenomenon for the company to understand the crucial role
played by people in the organisation. They are the main players in the industry who contributes
in achieving the desired goals of the company (Cooke, 2012). In relation to this,Belbin's theory
clearly outlines the role played by each people under a team in order to achieve the shared goals.
He determined nine team roles and further bifurcated those roles into three major groups
namely:Action Oriented, People oriented and Thought oriented. Each role associates the
interpersonal and behavioural strength of the team (Murphy andYetmar, 2010). The major roles
are as follows-
Action Oriented roles-People working under this role broadly includes-
1. Shaper- GE industry mainly includes the directors and chairman as their shaper who are
broadly responsible for challenging the team to better its performance and improve its
efficiency. He ensures that all the significant factors are being considered before taking a
decision and motivates the employee when they feel of discontinuing the task.
2. Implementer-Implementers are the supervisors at GE that are responsible, to turn the
unit's ideas and thoughts into practical state and actions. They are typically flexible and
6

conservative people who works with full discipline and integrity in a systematic and
organised manner.
3. Completer-Finisher -These are the employees of cited company who ensures timely and
thorough completion of the projects. They make sure that the submitted project is free
from omissions and errors by paying attention to every small and single detail.
People Oriented roles-People working under this role broadly includes-
1. Coordinator –They portray the role of a chairperson for its team members . They are
responsible for delegating the projects and guiding the team to perceive the company's
objective.
2. Team Worker – They act as team leader and provide encouragement and support to the
people and ensures that they generate effective results while working together.
3. Resource Investigator – It includes the research analyst who possess curiosity and
innovative ideas to explore the external opportunities beneficial for the organisation.
Thought Oriented roles-People working under this role broadly includes-
1. Plant – They are the innovative person who presents creative and unique approaches to
overcome against a particular situation a company deals with. HOD of different
department at GE act as a plant that aids in developing creative approach to accomplish
specific tasks.
2. Monitor-Evaluator – They are the quality analyst responsible for examining and
evaluating the options and approaches presented by the Plants. They significantly pay
attention to both the positive and negative aspects of the option and thereby takes an
appropriate decision which is advantageous to the company.
3. Specialist – In the company, they are assigned as an expert who provides specialized
skills and knowledge in their work area. This includes tech support team, engineers,
consultant and other professionals.
3.2 Team dynamics at the HR department of GE,oil and gas industry
Team dynamics is the process that takes place between the members of the group in the
context to understand how each person's thoughts and actions makes a significant sense in
achieving the set objective. With a view to the major challenges faced by GE, it becomes
essential for the company to apply team dynamics in its workplace so as to generate better
7

performance and increase the productivity. The company implement the recent measures of team
dynamics to build up its efficiency and productivity. These are as follows-
1. Defining roles and responsibilities – The company makes a rapid growth in the
accomplishment of project by assigning a team leader who defines the objectives,vision
and mission of the organisation along with each person's responsibility (Stoner and
Milner, 2010 ).
2. Providing feedback – Providing feedback and motivating the employee to better their
performance helps in achieving results of GE industry.
3. Know the team – The prior responsibility of a team leader is to have an appropriate
knowledge of its team members and the phases that a team passes through it. This helps a
lot to eradicate the negative aspects of group dynamics and allows to handle the situation
accordingly and promptly (Cooke, 2012).
3.3 Alternative ways of completing workforce planning in GE,oil and gas industry
Workforce planning reflects the future planning of employee requirements in terms of
their skills and knowledge which helps a business to achieve its objectives. GE oil and gas
industry is a well established organisation across the country and deals with the emerging
situations in the environment like fast changing of market and technology etc. Therefore,
workforce planning serves as a key to secure the future of the industry and achieve the desired
goals. The company effectively completes the task of workforce planning by appointing a leader
who is responsible for the undermentioned duties -
1. Defining strategic direction-The leader is responsible for executing a well framed
strategic plan which clearly defines the company's vision,mission and objectives. This
helps the aforementioned industry to thoroughly review the performance requirements
and identifies the core skills which are essentially required to achieve the success
(Murphy andYetmar, 2010).
2. Being innovative and creative- The leader uses innovative thoughts to motivate his
team members to accomplish the set goals. He delegates and divides the work into
smaller units which generate effective results along with improved work specification .
This allows the GE industry to gain a widespread opportunities for rapid growth.
3. Being responsive- The leader should provide a feedback to their employees in order to
make them aware of their flaws and motivate them to produce better results. This helps
8

the cited industry to gain an overall development in the workforce planning and achieve
team goals.
M2
Considering this, I will use Swiss cheese strategy of time management so that issue of skill
shortage can be met. In this, I will organise training for employees on regular basis so that
regular learning can be done. Time for this training will be compromised from the working hour
which will aids in learning new skills over a period of time. This will help in managing the work
as well and also aids in shifting skill to employees.
D1
Positive and negative of team role of Belbin
9

SCENARIO 3
4.1 Evaluating the use of problem solving tools in the GE,oil and gas industry
Evaluating and implementing the use of problem solving tools is of utmost significance
to the company. This serves as one of the best criteria to examine the problem which the
company is facing in the emerging market and thereby execute an appropriate decision to serve
the best result. For this purpose the mentioned company makes uses of some popular problem
solving techniques, some of which are as follows -
1. Force field analysis- This problem solving technique helps the company to frame a
decision by clearly analysing and examining the positive and negative aspects of a certain
decision. It is a quantitative based problem solving technique which works on the
assumption that if certain decision scores more positive score in comparison to negative
score, then that decision should be allowed on a prior basis and vice-versa (De Marchi,
2009). With the help of this analysis, it becomes easier for the GE industry to clearly
evaluate and analyse the external forces and thereby takes an appropriate decision.
2. Critical path analysis – It is a project management and decision making technique
which helps the company to make sure that the activities required to complete a certain
project and the time needed to complete each activity is in preferred order or not (Teare
and et.al., 2011). With the help of this analysis the company is able to make a
comparative analysis between its two activities and selects that activity which takes the
longest critical path.
4.2 Strategies to overcome the issues of unskilled staff in GE,oil and gas industry
GE industry is one of the world's largest leader in terms of generating oil and gas across
the globe. It therefore becomes essential for the company to have a deep insight about its staff
and their working in order to earn huge profits (Acton, 2013). Currently,on the basis of a recent
study, it has been found that the company is suffering from huge losses due to lack of skilled and
trained employees in its organisation which resulted in the downfall of its market share. In order
to eradicate this major issue, GE implements some of the strategies which proved beneficial for
the company. These are as follows-
1. Providing training and development programmes -The company provides training and
development programmes at regular intervals so as to train the employees about their
10