Employability Skills Report: National Trust Case Study

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EMPLOYABILITY
SKILLS
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Table of Contents
INTRODUCTION........................................................................................................................3
TASK -1..................................................................................................................................... 4
1.1 DEVELOP A SET OF OWN RESPONSIBILITIES AND PERFORMANCE OBJECTIVES.........4
1.2 EVALUATE OWN EFFECTIVENESS AGAINST DEFINED OBJECTIVES..................................5
1.3 MAKE RECOMMENDATIONS FOR IMPROVEMENT.....................................................6
1.4 REVIEW HOW MOTIVATIONAL TECHNIQUES CAN BE USED TO IMPROVE THE
QUALITY OF PERFORMANCE................................................................................................7
TASK-2...................................................................................................................................... 8
2.1 DEVELOP SOLUTIONS TO WORK BASED PROBLEMS.......................................................8
2.2 COMMUNICATE IN A VARIETY OF STYLES AND APPROPRIATE MANNER AT VARIOUS
LEVELS.................................................................................................................................. 9
2.3 IDENTIFY EFFECTIVE TIME- MANAGEMENT STRATEGIES IN RELATION TO WORK BASED
EXPERIENCE........................................................................................................................11
TASK-3.................................................................................................................................... 12
3.1 EXPLAIN THE ROLES PEOPLE PLAY IN A TEAM AND HOW THEY CAN WORK TOGETHER
TO ACHIEVE SHARED GOALS.............................................................................................. 12
3.2 ANALYSE TEAM DYNAMICS.......................................................................................... 14
3.3 SUGGEST ALTERNATIVE WAYS TO COMPLETE TASKS AND ACHIEVE TEAM GOALS. 15
Task -4.................................................................................................................................... 16
4.1 EVALUATE METHODS AND TOOLS FOR DEVELOPING SOLUTIONS TO PROBLEMS WITH
REFERENCE TO THE NATIONAL TRUST................................................................................16
4.2 DEVELOP STRATEGY FOR SOLVING A PARTICULAR PROBLEM OF BULLYING AND
CONFLICTS WITH REFERENCE TO THE NATIONAL TRUST...................................................17
4.3 EVALUATE THE POTENTIAL IMPACT ON THE BUSINESS OF IMPLEMENTING THE
STRATEGY INCLUDING BOTH FINANCIAL AND NON-FINANCIAL IMPACTS.........................18
CONCLUSION.......................................................................................................................... 19
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REFERENCES........................................................................................................................... 20
ANNEXURES............................................................................................................................22
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INTRODUCTION
This assignment is based on the employability skills that involve both developments of
personal and professional skills that are important for getting a job and for sustaining in a
job. The employability skills that are to be developed are related to the travel and tourism
sector. The chosen organisation here is the National Trust. The individual will be developing
own set of objective and responsibilities then the evaluation of these will be done according
to the desired standards, and hence recommendations for improvements through
motivation will be made. The second task will be focused on communication with the senior
management in the form of a letter and memo and solving the work based problems by
implementing effective work-based strategies. The next part will be covering the teamwork
and how it can be used to achieve the organisational goal. The methods for developing a
solution to the problems at the national trust with specific strategies to solve a particular
problem at the national trust will be discussed in this assignment.
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TASK -1
1.1 DEVELOP A SET OF OWN RESPONSIBILITIES AND PERFORMANCE
OBJECTIVES
At the national trust for a job role of a visitor welcome manager there are various
responsibilities that include handling the human resource capital, managing and organising
the resources for welcoming more than 20 million visitors each year, filling up the gaps and
solving the problems related to the human capital and the other problems at the National
Trust. For performing these roles and responsibilities a visitor welcome manager should
pose the excellent communication ability as he has to deal with the visitors that may be
from the nation and maybe from international borders and to satisfy their needs the
communication skills should be excellent, the visitor welcome manager is the representing
face of the properties of the National Trust, the communication skill should also include
good writing ability (Timmins, 2011). The skill of time management and multi-tasking is very
much necessary to handle many things or tasks at a time and performing all the tasks within
the respective time frame is important for a visitor welcome manager. The manager should
possess the ability to handle the 11000 people staff and manage them according to make a
better experience for its customers (Koenig, 2011). The ability to take proper and correct
decisions at the workplace is required at this post, the fast and accurate decision-making
ability has a greater significance for the role of visitor welcoming manager as his decisions
will be affecting the goodwill of the national trust and the experience of the customers at
the properties of the National Trust. The problem-solving ability is also required for
performing the role of a visitor manager as there is a large amount of human capital staff
some are permanent and some are temporary and there are various problems in achieving
the individual and team goals is to be solved by the manager (Carnevale and Smith, 2013).
The manager should have the IT skills, the ability to calculate the financial data and income
statements of the organisation, setting up the targets and identify the market opportunity
then forecasting the human force requirement of the property. The manager should be able
to handle the pressure from both the side of subordinates and from the side of top-level
management (Grant, 2010).
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1.2 EVALUATE OWN EFFECTIVENESS AGAINST DEFINED OBJECTIVES
After determining the qualities, the roles and responsibilities of the visitor welcome
manager the analysis or the evaluation of own skills are to be done in order to identify the
current status with respect to the standard identified. The performance or the skill is
measure through various tools such as key performance indicators, or setting up the
monthly standards and measuring the same with the actual performance. I am good at
communicating verbally and in writing, as I am able to communicate properly through
writing formal letters, memos and emails and also through verbal communication. I am also
having the knowledge of IT and with full knowledge of Ms Office. I have good time
management skills that I am confident about, as I have been able to achieve all my tasks on
time and sometimes before the time; I have attended all the meeting and have attended
every visitor on time with full preparations. I have the technical skill and knowledge of
financial management. I have the ability to maintain the relationships with the internal and
external human resources and so I am able to please the visitors and satisfy their needs
(Koenig, 2011).
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1.3 MAKE RECOMMENDATIONS FOR IMPROVEMENT
Since the performance is and the skill ability is measured and the comparison is done then
for abridging the gap between the standards and the measured performance some
improvements need to be done. The recommendations for improving the performance are
as follows-
1. Training – through training the skills that are required for a visitor welcome manager
can be improved and developed. The performance can also be improved through
attending training programs. Training not only includes off the job training but also
involves on the job training. The employee can develop the skills while working at
the organisation is called on the job training. The duration of training is defined
according to the skill and how much excellence is required (Cohen, 2017).
2. Adapting the change- the environment in which we are working is not same always
and the ability to change with time will help in developing the required skills that are
necessary to survive in the competitive market where competition is at the cutthroat
level. The advancement in technology, the ability to scan the environment and adapt
to the changes accordingly will help in achieving the desired objectives (Cullen et al.,
2014).
3. Identifying opportunities- the manager should always scan the external environment
and look for opportunities in the future that can be grabbed and utilized to achieve
the organisational objectives. The manager should relate to the environmental
factors including internal and external and should identify the factors that will create
a threat to the organisation. So for preparing the same the prior arrangement and
prior resources should be allocated (Karimi, 2016).
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1.4 REVIEW HOW MOTIVATIONAL TECHNIQUES CAN BE USED TO
IMPROVE THE QUALITY OF PERFORMANCE
Motivation has the greatest power in improving the performance of an individual. The
motivation not only improves the performance of an employee at the workplace but also
improves the working environment and satisfies the employee which ultimately fulfils the
role of satisfying the visitors of The National Trust. There are two types of motivation
monetary motivation and non-monetary motivation, in monetary motivation the employee
gets a bonus, cash prices, allowances etc. This is the most prevailing motivation as everyone
gets attracted to the monetary motivation. The non-monetary motivational technique
includes the rewarding the staff, appreciating the work they have been doing and the staff
which is performing higher than the usual should be appraised in front of everyone and
should be rewarded with additional bonus or incentives or allowances.
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TASK-2
2.1 DEVELOP SOLUTIONS TO WORK BASED PROBLEMS
Every organisation have some problems no organisation is perfect, but to cope up with
these problems is the real task to be achieved in order to gain success and to achieve the
organisational goal, the goal at the National Trust is to provide best services to the visitors
at their properties. The problem faced here is the people who are working fast have to work
more and the staffs which are working slow have to work less and this is creating a heavy
workload on the other fast working employees. The problem needs to be solved by –
1. Motivation- the employees who are working slow will definitely be solved. The
motivation to get appreciation, the motivation of getting rewards on achieving the
tasks is the highest driving factor for achieving the tasks on time. The negative
motivation technique can also be used at this place because if the employee is
warned that if they perform bad and below the desired standards than a serious
action or punishment will be provided to them (Noe et al., 2010).
2. Training- if the some of the staff is lacking in some aspects and they need training
then they can be provided with the training and this training can be provided to
them while the staff is working or on the job training. The people who don’t need
training and just have to increase their speed of working have to lean the time
management skill. For developing the time management skill first the prioritisation
of the workload according to the due date has to be done (Martin, 2010).
3.
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2.2 COMMUNICATE IN A VARIETY OF STYLES AND APPROPRIATE MANNER
AT VARIOUS LEVELS
Problem - There are some serious problems the national trust. The core problem defined
here is that there are conflicts between the staff members and the reason for the conflicts
and disputes is some of the staff is not working efficiently and effectively that is why the
load of work is shifted to the other staff members that have a faster speed to work and
complete their tasks. The teams or the staff that work faster enough gets a large amount of
workload then the others who haven't maintained their fast speed of working, thus the
clashes are bound to happen and the ones having higher workload is complaining about the
same. The impact of this problem can be seen on the working culture of the trust and the
atmosphere has become so intense and quieter than the staff have not been
communicating much the environment have become unfriendly. Since there is unorganised
and inappropriate allocation of work so there needs to be a proper system for the work
allocation. The staffs who are not performing up to the mark doesn’t have time
management skill and ability so they should be provided with the same (Rahim, 2017).
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LEAFLET FOR THE STAFF
15 June 2019.
To: The staff
From: Visitor Welcome Manager
Subject: Providing solutions regarding the
problem of work allocation between the
team and staff.
Dear staff,
This is to notify you all that the employees
who are facing the problem of extra
workload and lacking in time
Management can be overcome by setting
up goals and allocating respective time to
every activity and the target need to
overcome. The time management skill
needs to be developed by the prioritising
the work by segmenting them according
to their completion levels and scheduling
the tasks that are assigned, making a
schedule is not enough if it is not followed
and thus the proper allocation of time
with proper execution should be done.
The employees should work in continues
manner in spite of working erratically.
Those staff who will not meet the desired
targets will be punished and some strict
actions will be taken and these employees
are warned if the next time workload will
be distributed to the other employees
than a part of salary will be deducted
from the basic salary as these employees
are creating a burden on the other
employees and the employees who are
very fast and are performing more work
than others will be appreciated and
rewarded for their extra work, but they
are not allowed to create conflicts and
disputes at the workplace. The working
culture of the organisation should not be
disturbed all the staff members need to
work cooperatively and collectively in a
team to achieve the desired goal.
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2.3 IDENTIFY EFFECTIVE TIME- MANAGEMENT STRATEGIES IN RELATION
TO WORK BASED EXPERIENCE
Time management can help the employees to achieve the targets on a timely basis and
hence the efficiency and effectiveness of the working ability will be increased.
1. Scheduling the tasks- all the tasks that are to be done in future should be scheduled
according to their deadlines or the due date and then the priorities are to be set
accordingly, the management of tasks with respect to their time duration for
competition can also be done to save the time, doing this will give the target to the
staff and will help them in timely achieving the targets. The target needs to be
achieved anyhow should be the motivation of employees to achieve the target on
time (Robles, 2012).
2. Steady working- the staff should be working with the continues flow not doing a lot
of work in a short time period, the work of the near-deadline should not be
completed at once but should be completed in short regular tasks and activities that
will not create pressure on them, working erratically will create pressure and will
decrease the creativity, the effectiveness of working and the work will be done with
a lot of risk and errors (Robles, 2012).
3. Setting up the work objectives- the work should be completed with a prior time
allotted for the contingencies at work, the time for a task should be allocated in the
ratio of their level of difficulty and the time for any errors or any inconvenience
needs to be added in the total time, the task should be completed before the
deadline, not on the date of due date. This helps in ensuring the timely completion
of the task (Robles, 2012).
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