Employability Skills Report: A Comprehensive Guide

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EMPLOYBILITY SKILLS

INTRODUCTION......................................................................................................................1
TASK 1......................................................................................................................................2
1.1 Developing set of own performance and responsibility objectives.............................2
1.2 Evaluating own effectiveness towards defined objectives..........................................2
1.3 Making recommendations for improvement....................................................................3
1.4 Reviewing use of motivational methods to improve performance quality......................4
TASK 2......................................................................................................................................7
2.1 Developing solutions to work based issues......................................................................7
2.2 Communicating in different styles and appropriate manner at different levels...............7
2.3 Identifying time management strategies..........................................................................8
TASK 3....................................................................................................................................10
3.1 Explaining people roles within team to achieve shared common goals.........................10
3.2 Analysing team dynamics..............................................................................................11
3.3 Suggesting alternative ways to accomplish task and team goals...................................12
TASK 4....................................................................................................................................14
4.1 Evaluating methods and tools for developing solutions................................................14
4.2 Developing strategy to resolve a particular issue...........................................................14
4.3 Evaluating the impact of strategy on business...............................................................15
CONCLUSION........................................................................................................................17
REFERENCES.........................................................................................................................18

INTRODUCTION
Employability skills are referred to those qualities, skills, knowledge, attitude and behaviour
which is required by an individual in order to achieve success towards task within
organisation. In this regards, the health and social organisation selected for part one is NHS
England. The report will develop set of own performance and responsibility objectives, own
effectiveness towards defined objectives, recommendations for improvement and use of
motivational methods to improve performance quality. In addition, the report will also
develop solutions to work based issues, communicate different styles and appropriate manner
at different levels and identify time management strategies. Further, people roles within team
to achieve shared common goals, team dynamics and alternative ways to accomplish task and
team goals will be covered. Finally, the report will present methods and tools for developing
solutions, strategy to resolve a particular issue and its impact on business.
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TASK 1
1.1 Developing set of own performance and responsibility objectives
My performance and responsibility as a team leader within NHS, England has been
developed in various set of practices which are provided below:
Team work: In my opinion, team performance is always effective than an individual
performance in terms of efficiency. Team performance relies on properties such as decision
making, team members involvement etc. The supportive mentality also helps in enhancing
other team member’s confidence.
Communication: I have noticed that communication is very important for both organisation
and employees to have mutual understanding. It helps to develop team performance and
minimise the risks associated with work. It also improves decision making to enhancer speed
and perfection of work.
Problem solving: In my opinion, team members working with NHS, England must have
ability to solve issues in order to reduce the impact of risks in critical conditions effectively.
Leadership: Leadership quality not only improve team relationship but also fulfil the team
objectives. In this regards, information technology is used by team leaders to find solutions
and track performance of team members.
Creativity: Team members must be creative in my opinion to solve issues and complete
target in perfect way. I have been appointed within NHS, England to observe employee’s
performance using my creativity to develop standardise procedure for workers. Therefore, my
role was to provide training for workers to have understanding of simple ways to perform
their roles.
Other skills: Awareness is very important in health and social care sector that it is very
crucial to understand the business external conditions. In this regards, presentation and
computer skills are important to solve issues and provide solutions to team members.
1.2 Evaluating own effectiveness towards defined objectives
As I have completed my 200 hours work placement within NHS, England as a team leader.
Therefore, it is my responsibility to check target objectives effectively. I have realised that
the business objectives are linked with the aim. In this regards, I have managed procedures to
improve team member’s efficiency such as:
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Responsibility: As per my planning, I have delegated responsibilities to employees. In this
regards, every employee is responsible for completing a small part of job to increase his or
her efficiency.
Knowledge: A training session is managed by me to improve team member’s knowledge.
Hence, the team members can manage certain changes within business effectively. They are
now satisfied and happy with their work.
Terms and policies: The terms and policies observed by me stated the employees’ health and
employment. In this context, I demonstrated all the policies to employees so that they can
understand values of them within organisation to deliver motivation.
Some of the internal and external effect of my steps are provided below:
Strengths: I have implemented strategy which improved team member’s efficiency. They
have started working hard to accomplish their goals. The improvement of knowledge also
helps in process efficiency. In addition, policies and terms motivate them to work hard.
Weaknesses: The process I implemented took more than 2 months to become effective.
Hence, the process is a medium for business. There are some troubles faced by staff during
the implementation time. Training session is also required to improve knowledge.
Opportunities: The strategy will help in improving employee’s performance. Improvement
in quality is also a motivational factor for workers within working environment. The job role
will also improve with the new strategy implementation.
Threats: The major threat of my professional and personal development plan is time
management. The strategy will take 6 months to receive desired outcomes. In addition,
investment is required to conduct training sessions.
1.3 Making recommendations for improvement
Professional
skills
Level Best example Ways to improve
Communication Average Communication for job
distribution.
Group discussions, training to
improve communication skills.
Listening Average Job role understanding. Managing training, seminars and
meetings.
Leadership Average Responsibility to manage
requirements.
Delivering responsibilities such as
leading team for short periods to
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analyse the team experience in
meetings.
Presentation Poor Team members are unable
to provide their opinions
and issues.
Proper presentation method must be
learned by team members from
leaders.
Problem-solving Average Team members are able to
solve issues.
Effective use of information
technology to solve issues.
Time
management
Poor Few workers can
complete work in given
time period.
Innovation technology, collaboration,
communication etc. will help to save
time.
Team-work Good Team members are
helpful to each other.
HR management must ensure that
employees are participating in
decision making and strategic
management process.
1.4 Reviewing use of motivational methods to improve performance quality
Motivational strategy is useful in improving motivation of employees in order to improve
performances (Chowdhury and Miah, 2016). After evaluating the issues, team leaders have
implemented strategy to manage leadership, communication and team member’s
presentation. In this regards, Maslow hierarchy of needs is used to improve performance
quality. Team leader need to implement the strategy to provide satisfaction to employees with
procedures such as:
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Figure 1 Maslow's Hierarchy of Needs
Physiological needs: Team leader requires taking observation of team members to manage
their physiological needs such as shelter, sleep, water and food (KOMNINOS, 2019). This
will help to motivate them to involve effectively in their roles to perform better.
Safety needs: It is the responsibility of team leader to observe and maintain the safety needs
of employees such as employment, health, resources and morality security. This also helps in
improving their motivation.
Belongings or love: Employees are the major asset of organisation. thus, it is important to
manage relationship with them (Coelen and Gribble, 2019). Team leader must understand the
supportive behaviour of workers to influence them to perform better.
Esteem needs: There are some esteem needs such as respecting staff, achievement,
confidence and staff needs. Team leader is responsible for understanding such needs to
improve working culture and motivation
Self-actualisation: Team leader must maintain the self-actualisation by creativity, problem
solving, morality, acceptance, spontaneity and lack of prejudice. These factors are crucial in
improving motivation of employees to perform better.
It is noticed that the theory is not effective sometimes in motivating team members due to the
presence of HR management. In this regards, HR management can implement McGregor X-
Y theory to motivate employees towards their work effectively. In addition, there are some
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methods to motivate workers such as supportive feedbacks, challenging work and reward and
incentive system.
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TASK 2
2.1 Developing solutions to work based issues
There are number of issues highlighted by team leaders in earlier section regarding listening,
communication, leadership, problem-solving, team work, knowledge, time management and
planning. In this regards, team leader has planned strategies to improve efficiency of team
members with skill and training development activities. The training is started on arranging
seminars, communication, meetings and leadership strategy. The entire learning methods to
provide solutions to work based issues are divided into 3 sections such as mentoring,
coaching and training.
Training: Team leader has managed strategies in order to arrange training programs on
communication, information technology, skills and presentation strategy. In this regards, HR
management and team leader manages training programs to improve skills and knowledge of
employees. This is helpful for employees to improve their communication level within
organisation to solve different issues. This also helps in managing communication with team
leaders and managers. Information technology training will help in improving use of internet
to solve problems effectively.
Coaching: In this regards, HR management and team leader manages coaching to acquire
best performances from workers. Continuous coaching session will help in enhancing the
decision making and knowledge capability effectively. This will help to develop talented
workers to complete the work.
Mentoring: Mentoring is important to share the experience with HR management and team
leaders; this will help in increasing the skills and knowledge of workers and make them able
to work in critical situation with proper experience and understanding. Hence, the
understanding among workers and team leader will increase effectively.
2.2 Communicating in different styles and appropriate manner at different levels
There are number of styles implemented by team leaders generally of communication such as
accept criticism, telephonic, supporting, motivating, negotiation, information gathering, body
language, listening, communication and persuading.
Telephonic skills are helpful in improving thinking towards expectation of customers and
employees in advance. In this way, employees are able to keep organisation call to point. The
presentation skills will provide audio and visual aid to have employing in logical way. In
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addition, workers are also able to build rapport with consumers effectively. This helps them
to ask encouraging and clear questions or queries to team leaders. It can be said that there is a
great influence of team leader on employees that they influence them by providing praise.
This helps to encourage and motivate employees in order to perform well in tasks. Further,
the negotiation and persuading process will help in signing the agreement through win: win
conditions. Team leader will also gather information in order to ask questions to employees
in order to understand their feelings and opinions. The listening procedure will also help to
improve the understanding between employees and leaders to have mutual understanding
regarding interest, expression and sayings effectively. In addition, during communication, the
body language will help in sensitive communication with others such as smiling, gestures,
postures, eye-contact and head nodding effectively.
2.3 Identifying time management strategies
It can be said that HR management and team leader mostly prefer t follow the time
management strategy in order to complete the project in a particular time period. In this
regards, the time management strategy includes eight steps such as identification of to-do list,
delicate, time management, priorities, achievement, technology, rest and project.
Figure 2 Time management Strategy
At the first step, team leader is responsible for arranging a meeting with team members to
determine to-do list. Leader involves team members that are able to determine an effective
and easiest way to accomplish the aim (Time management strategy, 2015). After the
identification of easiest and suitable way, team leader must promise workers to accomplish
the aim effectively. After this, team leader is responsible for implementing the delegated way
in order to complete the work step by step effectively. It helps to accomplish aim within a
short time period. In this regards, leader is also responsible for implementing the appropriate
time management strategy to control the work in an effective time and way. After this, leader
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influence workers to take rest. Further, information technology is used by team leader to
evaluate and determine the employee’s performance in order to start new job.
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TASK 3
3.1 Explaining people roles within team to achieve shared common goals
Action oriented roles
Shaper: At this stage, project outlines are made in order to analyse the format. In this
regards, role must be challenging and dynamic to manage the project during the difficult
times with a thriving mentality effectively (Parasuraman and Prasad, 2015). They are the
people who are able to remove obstacles.
Implementer: The role of a implementer is very effective, efficient, disciplined and reliable
that it can turn idea into actions. However, there is a lack of flexibility within implementer in
terms of accepting new possibilities and working culture.
Finisher: It is the last role for people who are action oriented and therefore they require
patience in order to identify the errors. They are serious towards providing right job to the
right person and right time to meet the deadlines.
People oriented roles
Coordinator: Coordinator role is very mature and it requires confidence in every step they
are taking as an action (Vashisht and Kumar, 2016). They are responsible for working
according to the culture, vision and mission of organisation to implement procedures and
different methods.
Team worker: A team worker must be a diplomatic personality, good listener and have
cooperative behaviour and attitude. These are the individuals work within organisation to
manage and handle various tasks. The designation of a team worker itself is a motivation to
others to complete the projects on time.
Investigator: Such people are enthusiastic, communicative and extrovert and have capability
to explore opportunities for organisation in every situation. They develop contacts for the
business. Their interest becomes low when a project takes too much time to be succeed.
Cerebral roles
Plant: Such people are also creative, imaginative and most unorthodox personality with
capability of solving major problems within organisation. However, there is a lack of
effective communication within these people.
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