HND Business: Report on Employability Skills and Work Experience

This report, prepared for a Pearson BTEC Level 5 HND in Business course, examines employability skills within a work-based context, specifically using Tesco as a case study. It explores various team roles, including job requirements, team communication, and resource allocation, and analyzes team dynamics, emphasizing the importance of smart staff, guidance, and conflict resolution. The report also suggests techniques for completing tasks and achieving goals, such as equal participation, organized teamwork, effective communication, and progress monitoring. It highlights the significance of effective team dynamics in maximizing individual capacity and achieving organizational outcomes, offering practical recommendations for fostering a productive and collaborative work environment. References to relevant academic sources support the analysis.

Task 3
Understand the dynamics of working with
others

3.1 Various role played by team to achieve shared goals
For the work based solution to be provided at the Tesco, various
roles to be played in the team has been given as follows:
 Job Requirement
 Team communication
 Resource allocation
 Fulfillment of job requirement
 Training and work performance

Job Requirement
 Planning for rules and regulations
 Made by formulating objectives
 Carrying out the work process
 Products and services are designed
 As per need and want of the customers.

Team communication
 Planning for the time taken, roles and responsibilities,
etc.
 Possible with the communication
 Planning the job for each member in a team
depending on skill or capability

Resource allocation
 All Resources required for team management
 Proper monitoring and controlling

Fulfillment of job requirement
 Human Resource is employed
 Appropriate way to supports in job achievement
 Enables the successful accomplishment of all the
tasks

Training and work performance
 All the members are not properly trained and educated
 Trained and guided for assessing work through
effective performance

3.2 Analyzing team dynamics
 Team dynamic is defined as a behavioral relationship that supports
members to work in a team.
 Team dynamics of Tesco' employees who work together in a group to
attain project goal or achievement are analyzed on various attributes.
 In order to have good dynamics, nature of team with aspects such as
smart staff, appropriate guidance and fair solutions for conflicts are
taken into consideration.
 The strategy is planned to get things done in this retail organization.
However, if there is an incapable team member, then entire group
would be affected.
 It has been analyzed that commencement of team formation should
be made with the proper communication.

Cont...
 Unclear direction may affect the performance Motivation by
team leader contributes in quality and dedicated work
achievement.
 If the team makes use of innovative ways of performing
tasks, then quicker and effective results are attainable.
 The role of effective team dynamics supports each
participants of the team to deliver the best capacity and
outcome. However, it is in the hands of team leader to make
use of different techniques that makes feel members
refreshed and active to carry out work.

3.3 Suggesting ways to complete task for achieving goal
The achievement of goal is the biggest objective for team.
However, there are some more techniques that are suggested
for completion of task while working in a team:
 Developing equal participation: it is advisable to distribute
work equally among all team members. Every member has a
right to do things irrespective of abilities and skills possessed
by him/her.
 Organizing work in a team: There is need to arrange the
activities to be carried out in a team. It is suggestible to
define task as per the capability of members. It is likely to aid
in effective and efficient outcome.

Cont..
 Stacking: It is recommended for every team member to
present themselves with effective communication. Talking
excessively and hurriedly reflects bad impression. This may
also affect the work performance in a team.
 Monitoring the progress: It is suggestible that there should
be checking of tasks in team work between every interval.
This is significant for gaining fewer mistakes and proper
working.

References
 Moore, T. and Morton, J., 2015. The myth of job readiness?
Written communication, employability, and the ‘skills gap’in
higher education. Studies in Higher Education. pp. 1-19.
 Robertson, S. and Edwards, A., 2015. Employability Skills in
Large Business Modules: Built-in or Bolted-on?.
 Grawitch, M. J. and Munz, D. C., 2015. Individual and group
affect in problem-solving workgroups. Emotions in
organizational behavior. pp.119-142.
 Collet, C., Hine, D. and du Plessis, K., 2015. Employability
skills: perspectives from a knowledge-intensive industry.
Education+ Training. 57(5). pp.532-559.