Employability Skills Report

The report discusses the importance of employability skills in the workplace, focusing on the Hilton group of hotels. It covers personal responsibilities, performance objectives, team dynamics, and motivational techniques to enhance employee performance. The report emphasizes the need for effective communication and time management strategies, along with recommendations for improving team collaboration and problem-solving methods. Overall, it highlights how these skills contribute to individual employability and organizational success.

EMPLOYABILITY SKILLS

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Own responsibilities and performance objectives............................................................1
1.2 Effectiveness against objectives.......................................................................................2
1.3 Recommendations for improvements...............................................................................3
1.4 Motivational techniques to improve quality of performance...........................................3
TASK 2............................................................................................................................................4
2.1 Solutions to work based problems....................................................................................4
2.2 Communication of problem..............................................................................................5
2.3 Effective time-management strategy................................................................................6
TASK 3............................................................................................................................................6
3.1 Role of people as a team...................................................................................................6
3.2 Team dynamics.................................................................................................................7
3.3 Ways to achieve goals and complete tasks.......................................................................8
TASK 4............................................................................................................................................9
4.1 Tools and methods to solve a problem.............................................................................9
4.2 Strategy to solve the problem.........................................................................................10
4.3 Impact on organisation...................................................................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Employability skills are the set of abilities an individual have which makes him/her
employable in any organisation. These skills help employees to develop personally so that an
organisation can also use their potentials in achieving firm's objectives (Cottrell, 2015). The
present report is focussed on employability skills that are required in any company so that
employee can dedicate their talent at workplace. The report will be focussed on same topic for
Hilton group of hotels. Hilton is a public limited hospitality company which serves in various
countries at a global level. The report will go on discussing skills that are required and its
importance as well in company.
TASK 1
1.1 Own responsibilities and performance objectives
As an HR manager, I will have a lot of responsibilities in organisation towards staff and
management as well (Smale and Fowlie, 2015). According to that I have assessed my personal
strengths and weaknesses that can be helpful at workplace.
I have good managerial skills along with good time management ability. I have also good
ability to organise team and work in cooperation with team members. I have a learning spirit as
well which always encourage me to learn new things from wherever I can. Further, I have good
knowledge of IT which helps me in handling issues related to technologies.
Besides all above strengths I am weak in starting communication with individuals
(Verma, 2012). But I have a good opportunity to improve these skills as an HR manager because
I will get more exposure of people through this post. The only threat is to manage all other staff
as well according to organisational goals and objectives.
Above discussed SWOT analysis of myself now directs me to easily manage my own
responsibilities at workplace which will be as follows:
 Recruitment and selection will be the primary and foremost responsibility. It should be
kept in mind that position which the organisation is looking for matches with candidate's
skills and qualification (Ragonese and et.al., 2014).
 After recruitment, responsibility of induction, training etc. would be fulfilled by
identifying needs of employees.
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 Besides this, monitoring of employees performance so that their work can be appraised
and motivation can be given by using right tools.
 Taking care of all employees welfare and safety at workplace and maintaining fair trade
practices as well.
 Helping senior management in making decisions related to workforce and handling
grievances of workers.
Performance objectives
 To ensure that all employees of organisation feel job security and have their grievances
handled in well manner (Heimler, 2010).
 By identifying needs of employees, arrangement of their training so that their personal
development can be made which will be beneficial for company as well.
 By applying right tools and methods of motivation so that workers remain encouraged to
work with full interest and commitment.
All these objectives will act as a roadmap to fulfil responsibilities that are expected of an
HR manager in organisation.
1.2 Effectiveness against objectives
To do the evaluation of my set objectives, I will first write down my all tasks that I am
expected to do regularly. With tasks, all other related details like deadlines for particular tasks
and their structure will also be noted (Wibrow, 2011). This will help in managing work
according to time. Besides this, priority of work can also be decided so that important works can
be carried out first. This list will be checked and updated on daily basis so that I can track my
performance. Further, I will check and monitor performances of other employees as well in each
department. This will help me in making appraisal of workers that assist in making performance
sheet. This sheet is used as a base while making decisions about salary increment, promotions
etc. (Poon, 2012). Moreover, all this recording and maintenance of checklist to track workings, is
useful to know the areas where a person is good and where he/she is lacking. Thus, any guidance
can also be asked from senior management on issues that are sensitive and complex to handle
alone. This kind of decisions should be taken after discussing it with all the concerned persons.
Thus all these ways help in comparing performances on timely basis and act as an encouraging
tool to perform better.
1.3 Recommendations for improvements
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As an HR manager, an individual has many responsibilities that should be fulfilled
towards management and employees (Andrews and Russell, 2012). To improve upon current
management at Hilton hotels, some recommendation are made that will definitely help in
improving performance of employees which are as follows:
 The employees can be encouraged to do the in teams. For engaging workers to perform
their job as a team, they should be told about various benefits of working in team.
 The employees who are not able to perform any specific task should be given proper
guidance so that they can improve upon it. But if the task is complex and need proper
training to learn it, manager can arrange for the same (Omar and et.al., 2012). It should
be kept in mind that every individual has different learning ability so it should be tried to
give them training according to that ability.
 Besides this, in cited hotel, manager can recommend the top level managers for engaging
employees in activities of company and in decision making as well. This will help them
in understanding values, vision, mission , goals etc. of company in well defined manner.
 Instructions to all immediate supervisors and departmental managers can be given to
monitor work of their subordinates so that their motivation can be done by applying right
method (Dhiman, 2012). This is necessary as some workers are motivated through
monetary terms hlie some through non-monetary factors.
All these recommendations will help in accelerating employees morale and their
performance level.
1.4 Motivational techniques to improve quality of performance
Motivation is a factor that is used to improve the quality of performance. Motivation
makes the quality of work better and also helps in satisfying the individual. Mentioned hotel use
to give motivation through both tools that is monetary and non monetary one. This makes
employees to feel proud and respectable in company. Maslow's need hierarchy theory of
motivation is more applicable in modern scenario as it fulfils the basic needs to all higher level
of needs (Nickson and et.al., 2012). So same concept is applied in Hilton hotel as well in which
basic need is accomplished by regular salary and after that higher needs are satisfied through
various monetary and non monetary tools.
Mentioned hotel has devised a reward system that gives various benefits to an individual
who give outstanding performance. The employees are given stars, points, and certificates etc. on
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giving good performance so that they can be given credit of making special Hilton moments.
Moreover, they are given special discounts on accommodation, club membership, rate cuts in
flights etc. for delivering quality service to guests (Crossman and Clarke, 2010). Further, best
employee of month, Gems of year, etc. titles are given as a reward to workers who perform best.
Thus company makes a provision to give both kind of motivation by satisfying needs of
employees according to Maslow's theory.
TASK 2
2.1 Solutions to work based problems
The mentioned organisation use to make recruitments and selections through internet
most of the time. Sometimes, it uses brochures as well to advertise about its vacancies. This
makes it clear that employees in company will come from various cultures and backgrounds that
make the environment of firm very diverse. Hence to manage these diverse people to work as a
team is a difficult task (Nilsson, 2010). This situation give rise to plenty of problems like
differences in opinion, cultural adjustments, language barrier etc. To solve these kind of
problems, managers can follow a set procedure universal for solving cases at workplace. These
steps are highlighted as below: Identification of problem: The first step should be towards identifying the problem along
with its cause and effect. As mentioned earlier, various backgrounds and people of
different nature when combine together, it originated the situation of conflicts. So it is the
responsibility of managers to keep such problems to minimum. They should first find that
how the particular problem developed among employees (Bridgstock, 2011). This will
help in getting detailed knowledge of trouble and further direction to solve it. Finding alternatives: Any problem has various kinds of solutions so a manger should try
to think by looking at all aspects of solution. The alternatives can be discussed upon with
other experts also so that pros and cons of that alternative can also be given a thought. Choosing alternative: Out of various available solutions, it depends upon a lot of factors
that make selection of an alternative possible. Before choosing any option, its different
effects should also be think upon. After getting satisfaction about applicability of an
option in all terms, it should be passed to implement (Hinchliffe and Jolly, 2011).
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 Implementation and control: the next step after choosing an alternate solution, it is
necessary to implement it so that further proceedings can be done. It is also essential that
manager keeps monitoring of implementation plan so that it cannot give rise to another
problem in future. Besides this, it should be checked that solution is implemented in same
way as planned by managers.
Figure 1 : Problem solving model
(Source: Fisher, R.J., 2016)
Lack of team work problem can be improved by an organisation to encourage team
members through social activities by discussing on an event. It can be done by conducting
informal meeting so, the members share their views more effectively and efficiently. On the
other hand, implementing recognition programmes so the quality of teamwork will improve.
They can also provide incentive plans to boost the team work. Along with this, team work can
be boost by empowering the staff so they can solve various issues effectively and efficiently. It
influences to encourage people to deliver problem information in a well manner documentation.
2.2 Communication of problem
The communication of problem should not follow any long chain as it will make the
procedure unnecessarily long and more complex. It should always be kept in mind that any
problem is good to solve at early stages than later on (Sewell and Dacre Pool, 2010). Mentioned
hotel has used various plans that helps it in maintaining a sound and positive work environment
at workplace. They use to encourage employees integration and involvement more in
organisation's discussions and various decision making procedures. This involvement also gives
them opportunity to discuss their problems at a time. The managers can think upon their only and
discuss at the spot to find any solution or by making any important announcement before
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everyone. Besides this, every deserving employee is given an opportunity to mentor other
employees. This thing work as a motivator also (Tymon, 2013). On other hand it also help in
knowing the real situation which managers have to face for managing teams. Thus it gives a
sense of responsibility in workers.
To communicate problems, open ended discussions should be made so that all involved
parties can be taken to understand the situation. At lower level, problems can be communicated
within department as it can be solved by its departmental manager. But if the problem is between
two departments, it should be taken to top level managers so that it can be resolved in good way.
Some issues that are related to employees at a larger level can also be referred to senior
management (Keller, Parker and Chan, 2011). So, it depends on nature of problem that directs
the style of its solution and communication. In cited hotel, it has developed a SPARK
management programme in which everyone is given freedom to develop their skills to give a
good shape to their career. Moreover, here, opportunities are also given to communicate their
problems and resolve it by applying their skills and learning. Every organisation can
communicate information in various forms at different level of a management. Strategic level of
management a manager communicate it policies, strategies and formal communication in report
form, e-mail and telephone. At the functional level a firm's manager can communicate a various
useful information by formal meeting and instruction manual. At the operational level manager
can opt informal meetings and procedures to communicate to its employee more desired manner.
2.3 Effective time-management strategy
Time-management is an important element in organisations that should be taken care of
to make employees responsible. Trainings can be given for this so that workers can know the
importance of time at workplace (Jones, 2013). This management can be encouraged among
employees by giving them time based tasks. This will make them able to manage their projects
and responsibilities according to time. In aforesaid organisation, guests are served with best
possible efforts that makes the success of hotel at world level. Guests prefer timely and fast
service of employees hence, here importance of time management strategies become more
crucial. So, management can introduce various plans so that workers can become able to manage
their time.
 They should be given tasks that are based on fixed time. It should be specified to them
beforehand that how their task should be managed according to time (Griffin and
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Annulis, 2013). Moreover, tasks should be changed according to easy and hard levels so
that it becomes interesting for them.
 Trainings can be arranged where activities should be done that is related to complete any
work on a fixed time. Trainee who performs good can be given reward by allotting them
extra time in next task. This will encourage others as well and everyone will become
capable of managing their jobs according to time.
 Besides this, it should be taken care that wherever it is necessary to concentrate more on
tasks , disturbance level should be minimum (Omar, Bakar and Rashid, 2012).
Employees should be instructed to record their work on daily basis along with time taken
to complete it. This will act as a self analysis as well for them. Moreover, they will also
realise about improvement in their performance and will get motivation to perform better.
TASK 3
3.1 Role of people as a team
Building a team is important as it helps in accomplishing tasks that are difficult in simple
way. Any work that is done with combined efforts of team is better than accomplished by an
individual effort. Even any complex works can also be handled by team efforts (Zhu, Iles and
Shutt, 2011). The mentioned hotel use to encourage team spirit so that it can make all its tasks
easy to handle. Moreover, it also gives training and encourage employees to cooperate with each
other so that a friendly environment can be maintained in organisation.
The team management in cited organisation is such which combines efforts of different
skilled and talented persons. The company's growth clearly tells that communication is strong
among employees and they have a feeling of belongingness which encourage them to work better
for organisation and for themselves. The role of employees as a team can be understood in
following points discussed below (Sniezek, 2016).
 People oriented Roles-Aforesaid organisation use to make teams in which various
employees having different set of skills are organised. This different pool of talents help
in accomplishing tasks that need efforts of various backgrounds. So as a team, all
members share their ideas, knowledge, and their skills which can enhance the quality of a
task done.
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 Action oriented Roles-A team with all required skills can establish a good
communication as well because they know its importance. This strong communication
helps in solving issues and removing barriers in completing any work. Moreover, it also
reduce chances of conflicts between all members as they always try to create positive and
coordinating environment (Messum, Wilkes and Jackson, 2011).
 Thought Oriented Roles-By working as a team, employees get more engaged with
company. Their involvement increases and they try to understand concepts behind team
work. Through this, their learnings and experience also increases as sharing of knowledge
and ideas give opportunity to learn from each other. Besides this, it also benefits the firm
as their training costs can also be saved when employees will learn from each other. This
makes the quality of their work also extraordinary. The employee becomes innovator
they are usually come up with new ideas.
Thus, there are lots of benefits of organising people of organisation as team.
3.2 Team dynamics
The Hilton group has a very large organisational structure which is complex as well
(Boden and Nedeva, 2010). In such situation its is clear that various kinds of dynamics exist that
can affect firm's objectives. Analysis of group dynamics will help in identification of various
kinds of diversities existing in groups and ways to manage them in wise manner so that their
negative aspects can be neutralised. Forming a group with different cultured people with various
backgrounds may give either positive or negative result. They may adopt to contribute and
cooperate with each other by sharing their cultures and experiences. While in some cases it might
be possible that they get separated. So it is a manager's responsibility to understand the effects of
group dynamics in advance (O'Neil, 2014). So manager can devise plans that can increase
interactions between all members. Besides this, they can be told about benefits of interactions
between them. They should be given tasks that can encourage their contribution as a team effort.
The size and stability among teams should also be maintained because more than required
number of members in a team will create chaos and difficult to handle for manager as well.
Further, stability is important because if team is changed frequently, employee will not get
enough time to interact and make a good chemistry with its teammates. So a small group will
have more closer and strong bond between them as everyone will have opportunity to understand
each other (Cottrell, 2015).
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Manager should allot works that is not only task oriented but also helpful in increasing
social orientation. Group discussions should be allowed between them under the guidance of
manager. Everyone should be encouraged to attaining group goals instead of individual goals.
When employees are motivated to gain group objectives it will be easier to manage teams
otherwise more conflicts can exist.
3.3 Ways to achieve goals and complete tasks
To achieve any objective it is essential that all related departments make their efforts in a
group. To achieve goals of a company, contribution of group can be understood with the help of
an example (Barker, 2014). If Hilton wants to adopt a new tool to advertise their recruitment
news it will not be accomplished by a single department. This will demand the contribution of
top level managers, marketing department, finance department, HR department etc. The need for
this advertisement may be initiated by HR department. So, after this need arise, it will be
discussed by top level managers to take their opinion. If managers approve this need then various
plans will be made to give the advertisement. Marketing manager may be asked to suggest the
best marketing tool that can address more number of people to give information about vacancy
(Verma, 2012). Besides this, after getting any suggestion from marketing department, further
decision will be asked from finance department. The finance department will decide that method
will be useful or not according to budget. If the technique is under budget it will be passed by
finance department. In next step, it will again go to HR and marketing department, so that they
can decide about matter that will be shown in advertisement. Its designing and distribution
channel etc. will be finalised and distributed to people.
Thus for a single task, it is necessary to do the work as a team according to skills that are
required to complete the job ( Heimler, 2010). Besides this, communication and discussions
should also be done at daily basis so that all relevant departments may remain aware of the
progress of work. Priorities should be decided in advance to reduce duplication and confusion in
work. Moreover, any confusion or query should be resolved as soon as possible.
TASK 4
4.1 Tools and methods to solve a problem
A problem arises when various differences in nature, opinions and attitude exist. To solve
any issue it is necessary to understand its origination and cause. There are different methods to
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solve an issue but different managers have various thinking to solve any problem (Poon, 2012).
For understanding in a better way, an issue related to recruitment and selection in Hilton can be
taken. So according to that several tools will be used to solve an issue which are demonstrated
below: Avoiding a problem: A manager may have the attitude of avoiding a situation and leave
it on time. But this, method cannot be helpful in all situations and sometimes it can make
a small problem a big matter in future. In present scenario, the need of recruitment for
new staff can be taken by a manager in lenient way and may ignore it for present time
(Omar and et.al., 2012). So this may make situation solved for sometime, but in future
this situation will need a quick act. Solving a problem: This attitude is good for organisation as it shows that manager is
potential to work upon tasks given in time. In same scenario, when the need arises for a
new staff, manager will start thinking upon various plans that should be made to recruit
employees. This process will include identifying qualifications and skills required for
desired post, its advertising medium, cost etc. The venue and time will also be decided
and all other essential things necessary for procedure will be arranged (Nickson and et.al.,
2012). This whole process will help in accomplishing the task on time.
 Seeking problem: This is the ideal attitude of any manager that an organisation always
prefer to have in its employees. In this method, mangers use to forecast about a situation
in advance and also make plans beforehand so that when same event happens that can be
managed with pre determined plan. A manger can assess the need of recruiting new
employees in advance by checking monthly reports which contain information about
employees who are working in notice periods. Manager can also take help of attrition
rates so that a provision can be made in advance to meet the demand (Nilsson, 2010).
Plans about designing of advertisement, channel of distribution etc. can be planned for
future.
4.2 Strategy to solve the problem
To solve the issue of recruitment and selection, mentioned hotel use to adopt an elevator
scheme in four stages are involved for recruitment procedure. In all these four stages, a candidate
have to pass from various kinds of tests that are organised to assess various kinds of abilities in
candidate.
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