University Employability Skills Report - Module Assessment Report

This report delves into the realm of employability skills, providing a comprehensive analysis of self-organization, performance evaluation, and the development of interpersonal and transferable skills. It explores strategies for defining responsibilities, setting performance objectives, and evaluating effectiveness. The report also examines motivational techniques and their impact on performance, along with solutions for work-related problems, the role of communication, and effective time-management strategies. Furthermore, it investigates team dynamics, problem-solving approaches, and the development of strategies to resolve specific issues, including an evaluation of the potential impact on a business. The report is structured around three key tasks, addressing various aspects of employability to enhance individual capabilities in a professional environment.

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Employability Skills
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Date
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Lecturer’s Name

Employability Skills
Contents
Task1...........................................................................................................................................................3
Lo.1 be able to determine own responsibilities and performance................................................................3
1.1 Developing a set of own responsibilities and performance objectives........................................3
1.2 Evaluating own effectiveness against defined objectives............................................................3
1.3 Making recommendations for improvement...............................................................................5
1.4 Reviewing how motivational techniques can be used to improve quality of performance.........6
Task 2..........................................................................................................................................................8
LO2 be able to develop interpersonal and transferable skills.......................................................................8
2.1 Solutions for work related problems.................................................................................................9
2.2 Role of Communication...................................................................................................................10
2.3 Identifying effective time-management strategies..........................................................................10
LO3 Understand the dynamics of working with others.............................................................................12
3.1 Explaining the roles people play in a team and how they can work together to achieve shared
goals......................................................................................................................................................12
3.2 Analysing team dynamics................................................................................................................12
3.3 Suggesting alternative ways complete tasks and achieve team goals.............................................13
Task 3........................................................................................................................................................15
LO4: be able to develop strategies for problem-solving............................................................................15
4.1 evaluation of tools and methods for developing solutions for problem..........................................15
4.2 Develop an appropriate strategy for resolving a particular problem...............................................16
4.3 Evaluate the potential impact on the business of implementing the strategy................................18
References.................................................................................................................................................19
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Employability Skills
Task1
Lo.1 be able to determine own responsibilities and performance
1.1 Developing a set of own responsibilities and performance objectives
Have responsibility and performance organization is related to self-organization. Self-
organization can be best described as the limit of the individual to give most possible outcome to
their specific business. Beginning two responsibility of organization masterminding and
orchestrating is associated with self-organization. This guide people groups toward choose their
particular capacities and demand. Individual with extraordinary capacity on self-organization
hold somebody of a kind aptitudes. Those attitudes best address their abilities to study solitary
qualities and weakness. The solitary inclination is an especially basis for the relationship as it can
bring high ground for the affiliation (Gawande, 2007).
In this, some bit of study the degree of self-organization is discussed. People ought to accept an
obligation to show the individual potential outcomes. There are strategies for showing inside
ability of a man. Individual would have the capacity to i) review and differentiation solitary
performance and others in the same place remembering the ultimate objective to find the
required changes ii) act in, for instance, that is sensible for the accomplices, seniors and youths
iii) choose and set out customs to make themselves and this can be remotely and inside
interestingly with affiliation iv) work in a base unsafe position v) work with knowing the part
should play as agent and the power he justifies.
1.2 Evaluating own effectiveness against defined objectives
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Employability Skills
Singular need to evaluate singular ampleness with the destinations and objectives that are
consigned by the affiliation, so to survey singular need to proceed in a productive way
(Gawande, 2007).
 Quality and affirmation of responsibility of independent work
 Job of individual will be recognized in the wake of fulfilling fundamentals for customer
advantage, quality work, usage of benefits and master, here the level of work game plans
are varied by progressive methodologies
 Job degree of the individual should be protected and dealt with as per methodologies and
standards of affiliation
 Methods of significant worth estimations are used at the same time as per deliberate
progress of businesses.
 Managing self-occupations
 Individual solicitations are recognized by predestined way and dissected
against recognized business quality and range
 Job weight is settled and sorted out as per dispersed time keep
 Next work errand is hand over to the opportune individual who is settled by
past better performance.
 Application of the learning and understanding of responsibility of Council
 Work of individual staffs chooses the association among them
 Individual and staffs take after their commitments and obligations as indicated
by legitimate procedures and game plans
 Maintenance prosperity of society
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Employability Skills
 Danger of prosperity are settled and reacted in association with possible
wellness of society
 Crisis of society should be pointed out inside most constrained possible time
and cured in perfect way
 Consequences of events are not equivalent on different customers, so
consequences of events on disparate on different customers are disapproved
with due care (Hiam, 2003).
 Individual require reinforce from various staffs and gathering people and this
support are responded and reacted to in line.
 Managing changes
 To be delivered and changed outside change are occurred in affiliation
 Place of work is changed for individual work, and it is perceived
 Predetermined changes early work results are put overwhelmingly
 To supply proposal for business remedy ways are settled
1.3 Making recommendations for improvement
HR are particularly eager to get headway and will demonstrate recommendation for
improvements. The worker can take exercises and take the relationship at pick at all stages by
concentrating on issues like cost minimization, upgrading goodwill, by giving the awesome
organization. Fitting seeing from authority level may decrease the responsibility of laborers. A
couple of exercises can be taken which look like a proposition for redesigns. These proposals are
for redesigns are related to
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Employability Skills
 Review Management-Change in an organization and similarly inside the affiliation both
individual responses in such way to deal with complete change.
 Opportunity appraisal Employees best knows the condition of an affiliation so they can
create thought to develop the affiliation. So all staffs and people should be encouraged to
share thought to enhance work openings and practices (Hiam, 2003).
 Depending on individual practice for advancement: This is another way to deal with
basically reflect and measure singular work affinity. By like this an upgraded workplace
can be arranged.
 Engaging Coworkers: In an exceptional or inventive workplace all delegates can
successfully collaborate with various specialists and can share the data of work space.
1.4 Reviewing how motivational techniques can be used to improve quality of performance
As indicated by Maslow the basic strategy for moving delegates is to fulfill needs. As per
Maslow's Hierarchy of Needs speculation cut down, level specialists are specially prepared to
fulfill their lower level needs. Cut down level need infers physical need and prerequisite for
shelter. Here in prodding HR of an affiliation Maslow's Hierarchy of Needs speculation expect
an unprecedented part. The organization tries to goad their specialists as per their need
(Lawrence 2002). For example, if the authorities endeavor to fulfill the demand of agents they
ought to know their demand. If any laborers search for budgetary help and the organization tries
giving him master the agent won't be cheery and influenced. Most of the general population are
surmised by similar kind of demand. So boss should recall the motivational factors at the
different level of a relationship for further illustration. At lower of stage money is a sole partner
and can fulfill the demand of the delegates (Knuth, 2000).
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Employability Skills
In his audit, McGregor dispatches the motivational factors. As indicated by McGregor there are
two sorts of delegates. What one compose is not willing to work and take fill in as a weight. Be
that as it may, another kind of delegates will work and take work as essential diverse works.
From studies, one may state that induced worker will work. Regardless, a unmotivated expert is
not willing to work they search for switch business and take better occupation. For this
circumstance boss should take exercises to goad delegates. Since animated worker works willing
for the change of the affiliation and brings high ground for the affiliation. There are a couple of
strategies for prodding agents (Mand and Whipple, 2000). For instance,
1.4.1 Providing Transportation: Transportation is a critical issue for specialists. So affiliation
can give transport office to the laborers who are non-monitory motivation.
1.4.2 Housing Facility: Organization can offer hotel office for the productive worker, so there
will be the contention of enhancing in the affiliation and take the workplace. Such hotel office
will go about as a monitory motivation.
1.4.3 Reward: Organization can offer a reward for a worker on the estimation of work. Best
performer will allow monitory reward. So worker will do incredible occupation with the
objective that they can have the ability to get the workplace. Here Reward is a monitory office.
1.4.4 Bonus: Bonus can in like manner be used as motivation. Specialists will be met all
requirements to get compensate for the advantage of the affiliation. If such offer is accounted for
by top organization than delegates will be enthusiastic to do the best work and win remunerate
(Ortega, 2016).
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Employability Skills
Task 2
LO2 be able to develop interpersonal and transferable skills
There are various types of roles and responsibilities has to been performed by an HR manager of
an organization. In terms of flagship stores, the customers are mainly approached by skilled
employees who are appointed by the HR managers. In this section, Burberry is the selected
flagship store of UK which is going to open a new store in London and requires highly qualified
staffs who able to meet customer's expectation. Apart from that, the human resource department
of Burberry is very efficient and manage the recruitment process. In the recruitment system, the
HR manager asked frequent questions to candidates in the interview process. In other words,
different candidates have to give suitable answers. After that, the HR manager select most
suitable candidates through the interview and other tests, as well as those people will get
necessary training for effective employee performance. Besides that, strategic human resource
management implements essential policies and practices for employee competency to achieve
strategic goals. In order to run a newly programmed plan, each and every employee require
essential skills, knowledge, and ability which are developed by effective training sessions. On
the other hand, most of the HR managers applied a strategic planning by appointing top
managers in both decision-making board and other important positions of the organization. Apart
from that, the HR managers put an additional attention on the recruitment and selection process
of the organization (Ford, Perry and McNair, 2006). According to Flippo, recruitment is a kind
of process which includes stimulation and motivation for a prospective and potential employee
for applying for a job in an organization. On the other side, job analysis also enhances an
opportunity to determine the structure of the applied jobs, and what types of qualification are
required to perform those operational activities inside the organization. The HR manager of
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Employability Skills
Burberry can decide what kind of people needs to be recruited through promoting job description
and job specification with specific information and data.
2.1 Solutions for work related problems
In order to execute operational activities of an organization, various types of errors and hazards
might be appeared due to lack of effectiveness. There are various types of process and operations
are utilized by the management. With the help of effective training, the management able to
aware their employees about the value and reputation of the organization. In addition, the
management of Burberry needs to focus on their recruitment and selection process by appointing
efficient employees (Ford, Perry and McNair, 2006). As early mentioned, a new outlet of
Burberry flagship store will be opened soon in London, and they require efficient staffs to
communicate and approach the customers in the stores. Along with that, in the department stores,
most of the employees are dealing with direct customers as walking customers. On the other part,
in the billing process, skilled workers also are needed by the management. In terms of problems
that is either directly or indirectly concerned with sales revenue. In other sense, many times
customers do not like the way of approaching. As a result, the level of customer dissatisfaction
become untouched by the organization. In the meantime, targeted employee has to suffer and
insulted by the customers. In order to eliminate this problem, the management of the
organization needs to provide effective training to improve communication skills. According to
many significant studies, with the help of active communication skills, employees can easily
convince the customers (Bach and Kessler, 2012). In addition, in the training process, the
employees also be learned about customer behavior. In simple words, through polite behavior
and good communication, the employees or staffs can handle any difficult situation and meet
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Employability Skills
customer expectation. On the other hand, the employees also will get additional training in order
to develop personal skills and abilities. Along with that, with the help of developed training
salesperson able to determine the expectation of the customers and show them preferable
products.
2.2 Role of communication
In an organization, the best way to exchange feelings and emotion is communication system. In
addition, the communication system includes various types of important relations such as
employee-employer relationship, employee motivation, and increase productivity, maintain
brand value, customer satisfaction, and stakeholder management. Each and every type of factors
is measured by active communication. On the other hand, includes different formats and styles at
various stages of an organization (Bach and Kessler, 2012). In order to increase the employee
performance, the management motivates employee through effective communication. Besides
that, the relationship between the managers and employees is improved through effective
communication. Thus, the salesperson can more effectively approach the customers through
skillful communication. After getting the feedbacks during communicating with the customers,
salespeople determine the preference of the customers which helps in the production process
(Goodstein, 2013).
2.3 Identifying effective time-management strategies
Initially, from a commercial viewpoint, communication was viewed as one method procedure,
down, where the highest management wished to coordinate down to operate however phase has
transformed currently, and communication is currently observed as two-way process, it can be in
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Employability Skills
numerous headings through upwards, downstairs and sideward. Communications levels are
discussed below:
Strategic Level:
The members of the top management are in charge of settling on every one of the elections and
afterward transient it to center level employees. On the other hand, they are additionally in
charge of the budgetary execution of the enterprise all in all, for instance, business representation
and social obligation. Thus, the communication is improved through group gatherings,
interaction, updates, and so forth.
Center Level:
Once the fundamental decisions are completed by the top management, it is currently the part of
the managers to suggest them and convey it to utilize. Along with that, at center management
communication is mounting, when the HR managers stretch an involvement with management
and they share and convey inside similar managers groups. Moreover, the communication is
developed through gatherings, presentations, and so forth (Hartley and Bruckmann, 2010).
Operational Level:
At the center level, various resources are provided, and offices are orchestrated for the
achievement of the strategies in setting to the divisional units at a lower level, which is known as
the functional level. In addition, this level is actualizing those key business planning and best
managers set up the vital planning. Corporate operations incorporate different factors, for
example, manufacture, promoting, office management, monetary management, workforce
management innovative work and so forth (Goodale et al., 2011).
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Employability Skills
LO3 Understand the dynamics of working with others
3.1 Explaining the roles people play in a team and how they can work together to achieve
shared goals
From an individual point of view, the HR manager needs to deal with his period healthier as
retailer work is regularly left until the last minute or time he/she put aside is squandered. In
addition, he/she will take a while for utilizing some time management devices and procedures,
for example, the utilization of Gantt for frontward planning. Once planning forward the HR
manager should figure out what is vital, set up the key assignments, and choose which standard
they should be finished as well. In particular, the HR manager will endeavor to distinguish
somewhat limitations upon his/her time and focus on techniques to eliminate or minimize these
errors. Since a work perspective time management of an HR manager is regularly great as HR
manager he/ she must be ready to delegate himself/herself assignments to safeguard deadlines
are met, yet this is impractical from a school point of view.
3.2 Analysing team dynamics
Learning is somewhat that approaches characteristic to each and meanwhile, there is no set in
stone approach to take in somewhat learning grace can make and give chances to feasible
improvement. On the other side, there is a wide range of models and on the grounds that each is
adopting these strategies vary contingent on which techniques suits or is supported by that
specific individual(McGuire, 2013).
Primary sources of learning:
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