Employability Skills and Performance Report for GE Oil and Gas

This report provides a comprehensive analysis of employability skills within the context of GE Oil and Gas. It begins by outlining the development of responsibilities and performance objectives for an HR coordinator, followed by an assessment of personal effectiveness and a self-audit to identify strengths and weaknesses. The report then explores motivational techniques, including Maslow's hierarchy of needs and Herzberg's two-factor theory, to improve staff performance. Furthermore, it delves into solutions for work-based problems, appropriate communication styles, and time management strategies. The report also examines team roles, team dynamics, and workforce planning. Finally, it discusses problem-solving tools and strategies, concluding with an overview of the potential impact of applying these strategies within the organization. The report emphasizes the importance of continuous skill development and adaptation to meet the challenges of the energy industry.

EMPLOYABILITY
SKILLS

TABLE OF CONTENT
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
1.1 Developing a set of own responsibilities and performance objectives..................................3
1.2 Own effectiveness against the above defined objectives.......................................................4
1.3 Self Audit...............................................................................................................................4
1.4 Motivational techniques for improving staff performance....................................................5
TASK 2............................................................................................................................................7
2.1 Solutions to work base problems...........................................................................................7
2.2 Appropriate styles of communication....................................................................................8
2.3 Time management strategies.................................................................................................8
TASK 3............................................................................................................................................9
3.1 Team role at GE.....................................................................................................................9
3.2 Analyzing team dynamics....................................................................................................11
3.3 Alternative ways for workforce planning............................................................................11
TASK 4..........................................................................................................................................11
4.1 Problem solving tools..........................................................................................................11
4.2 Appropriate strategy............................................................................................................12
4.3 Potential impact of applying strategies................................................................................12
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13
Figure 1: Maslow's need hierarchy theory.......................................................................................5
Figure 2: Herzberg's two factor theory............................................................................................7

Figure 3 Belbin's Theory...............................................................................................................10

INTRODUCTION
In today’s competitive world, it is rigid to lead with a long sustainable career without
opting for an ongoing formulation of constantly going beyond one’s existing skills and
knowledge. With a similar perspective, the employers also give a prior preference of selecting
the workers whose capability always goes yonder their qualifications and experience.
Employability skills thus refer to certain transferrable and soft expertise of an individual which
prominently assists to serve within a requisite manner at the workplace. It also states the ability
of primarily collaborating into the existing culture of their workstation (Jackson, 2015). It also
recommends adopting a dynamic nature of duly sensing a prerequisite alteration into the services
which together matches the recent market trends and demands for satisfying its users. The
present report is in similar context of demonstrating the need and importance of promptly
training the employees of GE oil and gas industry. GE oil and gas is a supplementary of
American global corporation of General Electrics which is headquartered in London, UK. GE oil
and gas is now competently playing into the markets of energy with a prior focus of conducting
some timely drill sessions for its employees. This is mainly to develop an apt expertise of their
workers to firmly work into such challenging field of dynamism with all its requisite treasuries
of knowledge.
TASK 1
1.1 Developing a set of own responsibilities and performance objectives
GE is presently going through a lot of challenges at their workplace in order to fulfill
their requisite commitments of tasks which can duly hamper their stated targets as well. Being a
human resource coordinator at GE, I have a prior obligation of conducting appropriate sessions
of training and developing its existing employees to meet the latest challenges of this particular
industry by providing them a huge prospectus of the ongoing trends and demand. To comply by
these duties on time, I have to set some related performance objectives through a self-
management procedure. A self-management process serves as a base to combat the weaknesses
of an individual by effectively judging their existing strengths to be utilized for getting a best
possible outcome at the work (Cottrell, 2015). It thereby helps to enhance both the personal and

professional skills of an individual by heading towards the attainment of certain expertise skills.
Presently, it has stated some definite components of utilizing a tool of performance appraisal for
the workforce. It will effectively work as an impeccable factor of motivating the employees by
equivalently boosting up their performance within an applicable manner. This process will
thereby benefit the firm by timely accomplishing their organizational goals and objectives with
an apt performance of its employees. However it together recommends for a continual
monitoring and assessment of the ongoing performances by the employees to perfectly evaluate
and compare their actual enactment with a standard one.
1.2 Own effectiveness against the above defined objectives
The above stated objectives are needed to be met in a competitive way by finely judging
my own effective constituents according to some major accountability as mentioned into the
below format:
 Superiority and recognition of obligation- It is my prior objective of aptly identifying my
task towards an assigned role of HR coordinator where I need to plan and forecast the
required number of workforce. Supervision- It is the next level in which a desired supervision is required to monitor and
control the worker’s performance. Applying evidence of committee’s responsibility- It is where the being a part of the
administrative body, I should clearly introduce and direct the individual’s with their
foremost accountabilities (Hanapi, Nordin and Khamis, 2015). Safeguarding society’s safety- It is where the worker’s interest should also be adhered
with a preceding formulation of maintaining their health and safety measures. Dealing transformation- It is a chief requisition of today’s challenging work scenario
where an individual mandatorily needs to adapt a dynamic nature for aptly dealing with
it.
I thence need to adopt the similar approach of heading towards the beyond identified
levels of success.

1.3 Self Audit
A human being comprises some remarkable assets in variety of potent range of talent and
abilities. However, being a humanoid they also need to deal with some major flaws of making
faults. Therefore, self-audit is basically done in order to determine one’ own skills and
competencies to beat the upcoming challenges by effectively combating certain existing
weaknesses (Trede and McEwen, 2015). In similar perspective, below carried self-audit openly
reflects both strengths and weaknesses of mine: Strengths- I believe my communications skills to be a major strength of mine where I am
a huge admirer of reading varied books based onto my desired field. It has duly enhanced
my researching skills where I can also strengthen my writing skills now. Weaknesses- A biggest drawback is held to my leadership skills where I sometime get
stacked at giving desirable presentations. Another is my interpersonal skills where I need
to be more interactive with the people at my workplace and be more socialized with
them. Lastly I agree to have poor skills of time management which is duly needed to be
improved by heading with a prescribed schedule of carrying a work.
However, to aptly beat these weaknesses of mine, I need to treat myself with few
effective classes of personnel development. Along with it, attending some regular sessions of
discussion and meetings will also be a beneficial step for being more collaborative with people at
work (Ito and Kawazoe, 2015). Thence, participating into seminars and conferences will be a
major priority for suitably eliminating such destructive factors of mine for together meeting the
above stated aims of an HR coordinator at GE.
1.4 Motivational techniques for improving staff performance
Inspiring employees always work at its best to timely achieve the organizational goals
and objectives. It is due to the fact which states that employee retention always makes the worker
to feel oneself a valuable asset of the organization. Followed by this approach, the employee
takes a self-accountability of timely fulfilling the stated organizational goals and targets. For
similar purpose, some famous researchers have developed certain definite theories of effectually
motivating employees at an enterprise (Spence and Hyams-Ssekasi, 2015). For example,
Maslow’s need hierarchy theory which has duly focused on the psychological needs of an

employee based upon the below mentioned hierarchy. It is to state a profound fact which
recommends the managers that each employee cannot be satisfied into a similar way and thence
it is essential to differentiate their needs into the below described elements-
Figure 1: Maslow's need hierarchy theory
(Source: Coates, 2015)
 Self-actualization- It refers to the mental growth of an individual where he feels a self-
pride and belongingness towards the accomplishment of an assigned work. Thence, GE
accordingly gives a pertinent opportunity to such employees to show their apt capability.
 Esteem needs- It defines the self-confidence of an individual where the he gets a self-
recognition at the workplace. GE provides timely sessions of discussions to build the
inner assurance of their employees.
 Social needs- This refers to the relationship of an individual with his coworkers and
peers with a satisfactory environment at work. GE duly takes care of its social
responsibility towards their employees where there is a prior emphasis on team work.

 Safety needs- This outlines the physical safety of an employee at his work place along
with a feeling of working into a secured job. It is the uppermost consideration of GE at
their workplace which is similar for every employee.
 Psychological needs- Lastly, such needs define the basic requirements of an individual in
terms of his food, accommodation and clothing. Thence, to fulfill this, the manager of
GE should increase the wages of such individuals who gives a prior preference to these
predefined requisitions.
However, another theory of Fredrick Herzberg is a dual factor theory where he is closely
relating to the two major constituents of motivator factor and hygiene factor. Motivator factor is
related to the actual job which directly encourages the employee to work hard and hygiene
factors are those which surround the job of an individual by giving them an apt physical
environment of work (Collet, Hine and du Plessis, 2015).
Figure 2: Herzberg's two factor theory
(Source: Tran, 2015)

 Motivational factor- These factors easily higher the level of job satisfaction in an
individual which certain definite measures opportunities via promotion, recognition,
achievement, responsibility and personal growth, etc. GE utilizes all such tools for
promptly motivating their employees to maintain a better performance of their work.
 Hygiene factor- Such factors are eminent to lower the dissatisfaction of an employee
from his work and are distinguished as the level of income, supervision by boss,
company’s policies, physical work surrounding and relationship with companions with a
secured aspect of enduring the job, etc. GE conspicuously takes care of all such needs of
employees by maintaining a profound task culture at their workplace.
TASK 2
2.1 Solutions to work base problems
GE oil and gas is presently facing tremendous issue of aptly skilled employees at their
workstation where a large number of employees are getting retired within the next few years.
Along with it, UK is already having a shortage of science, technology, engineering and
mathematics (STEM) graduates from technical background (Tran, 2015). Likewise, problem
solving is a complex procedure which needs a due initiative of solving those along with a
proficiency of timely identifying it. Thence, the major ways of resolutions are as discussed
below:
 In time of exigency- It is especially for the employees of GE to resolve this contingent
and sudden issue of acquiring requisite skills and knowledge to promptly accomplish
assigned tasks at their workplace. Evaluation of equipment’s- It is where there is a prominent need of assessing the required
equipment’s and tools of aptly developing the abilities of the workforce through
appropriate training methods. Customer service- It is a foremost step where there should be a prior involvement of
consumers or service users with their precise feedback to reassure their actual
experiences and make any obligatory alterations into the existing services.

2.2 Appropriate styles of communication
Problem solving is a vital step of eliminating all sort of destructive elements from the
workplace for a smooth transaction of business operations. However, it demands for a high level
of acknowledgement by the employees about their existing work surrounding along with an apt
style of communication at all organizational level (Kalfa and Taksa, 2015). Communication thus
plays a crucial role to enact as an essential proficiency of employment and thus exists in varied
forms as mentioned below: Verbal and nonverbal- These channels are the primary networks of exchanging any
information to create awareness among the employees to clearly communicate them
about the existences of raised issues. It is also a suitable style with a quick and easy
approach of spreading cognizance among the concerned parties. Body postulates- It is another style where a definite body structure or language plays an
essential role to interconnect with certain people with a prior preference of utilizing such
style of action to communicate any data.
However, the effectiveness of these methods in GE is later checked by various means of
feedback from the colleagues and responsiveness from their service users and further alterations
could be made as per the requirement.
2.3 Time management strategies
Time management represents another apt skill of employment with a major requisition of
following certain functions of being organized with a well associated plan. It thereby depends
upon some strategic tools as mentioned below:
 Prioritizing or scheduling task- It is the foremost applicability of sequencing the work
with a centralized aspect of primarily performing the stress-free task and later opting for
difficult one’s. Using a planning tool- This recommends using a tool like a diary or note for jotting down
the work by making a proper assignation of them as per the urgency (Coates, 2015).

 Measuring tasks with time- It signifies to accurately quantifying the time duration of
accomplishing a particular task. This could later higher the speed of an individual with a
proper maintenance of schedule.
However, GE utilizes an 80-20 method for aptly managing the time of its predefined
schedule of work. This methodology is basically a factual statement which defines that
20% of customer satisfaction reflects 80% profitability of the firm.
TASK 3
3.1 Team role at GE
A team work is a highly preferable task where there are plentiful scopes of rising one’s
stagnated knowledge by further raising the requisite opportunities of enhancing it through varied
means of idea. GE too encourages its workforce for indulging into a group work which duly
helps them to think beyond their capabilities by sharing and gaining some innovative approaches
of work (Martini, Judges and Belicki, 2015). GE benefits from the below defined aspects by
carrying a Belbin’s team role to share their stated goals and objectives for a timely
accomplishment of task. It mainly consists of 9 major roles with its following benefits:

Figure 3 Belbin's Theory
(Source: Cottrell, 2015)
 Job necessities- It is the foremost stage where there is a prior obligation of formulating
task has been taken into consideration. For example, in the present scenario of GE, there
reflects a principle concern of recruiting aptly skilled individuals at the workplace. Resource allocation- It is the next step in which each team member will be assigned with
a prominent task that duly matches his level of skills and aptitude. Group communication- It is where the entire team will be transmitted within a requisite
time period into which every individual has to comply by his consigned task along with a
standard preservation of their performance (Cuthbert and Molla, 2015). Fulfillment of obligations- It is a prominent step in which the HR is recommended to
approach a suitable method of fulfilling the allotted task by the team members into a
predefined format and within the given time period.