EMPLOYABILITY SKILLS
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Table Of Contents INTRODUCTION..................................................................................................................................3 TASK 1...................................................................................................................................................5 P1.1 Development of own responsibilities and performance targets.......................5 P1.2 Evaluation of own effectiveness against the defined objectives..................... 5 P1.3 Recommendations for performance improvement................................................6 P1.4 Motivational techniques for improving performance............................................7 TASK 2...................................................................................................................................................7 P2.1 A work based problem of Satigo and identification of appropriate solution9 P2.2 Identification of various approaches for various levels of Satigo..................10 P2.3 Identification of various time management strategies..................................... 10 TASK 3................................................................................................................................................ 12 P3.1 Explanation of the roles in a team in Satigo for achieving goals.................. 13 P3.2 Analysis of group dynamics......................................................................................... 14 P3.3 Suggestion of alternative ways for completing tasks and achieving goals. .......................................................................................................................................................... 14 TASK 4................................................................................... Error! Bookmark not defined. CONCLUSION....................................................................................................................................16 REFRENCES.......................................................................................................................................18
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INTRODUCTION Employability skills are referred as a set of individual’s abilities, achievements and understandings which make him or her to find a better job and to stay in it. These skills make a person employable for the particular kind of job. Good technical skills along with proper knowledge and information on the subject make an individual eligible for the particular kind of post (Lowden and et.al., 2011). In the present study, Satigo, a recruitment firm situated in London is taken into consideration. This study includes the determination of responsibilities and performance of employees working in that company, development of interpersonal and transferable skills, dynamics of working with other employees as well as development of strategies for solving problems which firm is facing. At the end, the study is concluded with the help of key findings and effective measures.
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TASK 1 1.1 Development of own responsibilities and performance targets Development of my responsibilities is as follows. Personal
Responsibility:
For
developing
my
personal
responsibilities, I like to manage better relationships with co-workers, supervisors and friends. My responsibility is to adopt new changes that are taken place in company. Decision making processes: By attending training programs and activities, I develop my skills, abilities and knowledge which help me in taking good and quick decisions regarding my work. By applying ethics, morale and values in the working environment, I create an open and ethical working environment. For developing performance targets, I consider the following factors. Setting performance objectives: For performing well, first step is to set objectives. By setting appropriate objectives with respect to the skills, abilities and goals, I can able to improve my performance. Monitoring
performance
objectives:
By
monitoring
set
objectives, I can evaluate my work performance. This evaluation helps me in identifying my weaknesses and strengths which results to improve my performance. 1.2 Evaluation of own effectiveness against the defined objectives For evaluating my effectiveness, I use self-evaluation method. From this method, I determine that whether I possess essential qualities to perform well or not. This evaluation helps me in identifying my strengths and weaknesses. It results in knowing that in which skills I lack such as communication skills, time management skills, relationship management skills and leadership skills. For achieving my objectives and fulfilling my Toll Free : +44 203 3555 345 Email : help@onlinedissertationwriting.co.uk Website : http://www.onlinedissertationwriting.co.uk/
responsibilities, these skills play important role. I have good decision making skill for taking good and effective decisions regarding work. Along with it, I have good technical skill which makes me to operate systems easily and effectively. For understanding my weaknesses more properly, I take guidance form the higher authorities. Their regular monitoring makes me able to know that I have good personality, but due to lack of communication skills, I am unable to present myself appropriately. Through this self evaluation, I found that I need training for improving myself so that I can achieve my objectives and goals properly. I check and evaluate my work daily for determining change in work performance. These all factors make me able to set some targets to improve my weaknesses. 1.3 Recommendations for performance improvement For improving my performance, I need to follow some techniques and methods. Recommendations for the performance improvement are explained below. Performance Appraisal System: By using this system, I can improve my performance. This system helps me in keeping the record of my projects, their completions, problems occur during projects, their solutions, etc which results to improve my weak points. Rating System: This system in company results to identify the present condition of employees in terms of performance. By using this system, I can evaluate myself by comparing with the higher ones which results in knowing my lack points and strengths. Checklist Method: By using this method, firm can able to ask various questions to the employees. These questions make me able to self-evaluate myself and to determine the areas where I need improvement and betterment. Toll Free : +44 203 3555 345 Email : help@onlinedissertationwriting.co.uk Website : http://www.onlinedissertationwriting.co.uk/
P1.4 Motivational techniques for improving performance I am working in Satigo Company which is a recruitment firm and provides various services to other companies in the field of selection, boarding, CV Critique, market mapping and many more.
For improving
performance, Satigo is using various motivational techniques which are as follows. Motivational Theories: Company uses Maslow’s Hierarchy of needs motivational theory for motivating employees in order to improve themselves. With the help of this theory, employees like to fulfil their basic needs by making their work better. Similarly, firm also uses two factory theories for increasing the satisfaction level of employees. For getting good salary and improving living status, employees try to achieve their objectives in more effective and proper way (Goetsch, and Davis, 2014). Incentives and Rewards: Business gives incentives to those who work well and achieve quality performance. This makes employees to work harder for getting more incentives, bonuses and rewards. This system motivates employees to achieve their goals and to improve themselves for taking full advantages of the opportunities provided by the firm (Andrews and Russell, 2012). Technical factor: Satigo uses various techniques to improve the quality of performance of its workers. It is using enterprise resource planning system for the proper management and maintenance of work. Achievement of objectives by using this system motivates employees to improve themselves with their performance (Raes and et.al., 2011).
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TASK 2 2.1 A work based problem of Satigo and identification of appropriate solution
Satigo is facing a work based problem of ineffective communication among the employees. This lack of communication affects working environment of the firm. Employees do not communicate with each other regarding work which results to mismanagement of time and resources. For achieving goals and objectives, communication plays a crucial role as it helps in maintaining good relationship with employees and other company members. Due to lack of communication, workers do not work with the coordination and cooperation which sometimes create issues and conflicts. Company is facing major issue related to communication and it needs to solve it for maintaining its market position (Berkhof and et.al., 2011). For solving this issue, I suggest company to conduct meetings either formal or informal so that employees can able to share their views and ideas which make them to communicate with each other. Similarly, I suggest enterprise to take feedback from workers so that it can able to identify the reason behind this problem. This makes firm to apply right strategy for solving issues regarding communication which simultaneously improves the coordination, cooperation and relationship among workers. By providing training to the employees, firm can also improve the present situation. For this, it is important that all the workers take active participation in the training programme which results in improving their communication skills and personality also (Salmon and Young, 2011).
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2.2 Identification of various approaches for various levels of Satigo. Satigo consists of various levels and applies various approaches for improving communication among the employees and their supervisors. These levels are as follows. Low Level: For improving performance and communication skills of the workers who are working at low level, company uses the approach of training. By providing appropriate training regarding the verbal and non-verbal communication, firm tries to improve their personality along with the presentation skills (Beebe, Beebe and Redmond, 2011). Middle Level: In the company, IT employees work at middle level and to improve and enhance their abilities, firm uses the approach of face to face interview. This approach makes staff to share their problems and issues which they are facing in the enterprise. This also helps in improving their communication skills (Meredith Belbin, 2011). Top Level: For the development of top level employees such as managers
and
higher
authorities,
company
uses
Information
Communication Technology system. This system helps in improving communication by exchanging mails and also results in proper time management. This system helps in proper utilization and allocation of the resources which prevent from the wastage of time and cost as well (MartĂn AlcĂĄzar and et.al., 2013). 2.3 Identification of various time management strategies
Various time management strategies which I adopt in Satigo are explained below:
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Setting priorities: For effective time management, workers need to set work according to their priorities. This makes employees to segregate their work according to its importance. By this method, they are able to manage their important tasks properly and effectively (Friedkin and Johnsen, 2011). Organised working: For managing time effectively, it is important to organise all the work properly. By keeping three boxes named “Important”, “less important” and “useless”, employees of the firm can organise their work effectively. By putting important files in important box, less important files in the other box and cancelled files in useless box, employees can able to manage their work effectively (Grunig, 2013 ). To do list: The important thing for effective time management is to create to do list. This list helps workers in doing work according to the appropriate time. By keeping record of work, its completion, risks occurred during it, solutions as well as strategies, employees can able to improve their time management skills. (Larson and Gray, 2011).
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TASK 3 3.1 Explanation of the roles in a team in Satigo for achieving goals Teams are formed by Satigo for achieving its goals and objectives effectively. Roles played by me and other team members in the team are explained below as: Leader: I play role of leader in team for achieving the objective of firm. I monitor and guide my team members for the proper management
and
maintenance
of
work.
My
effective
work
influences them to work cooperatively with the coordination. With the use of appropriate communication skills (verbal and non-verbal), I convey messages to team members and use presentation skills for explaining work appropriately. IT Specialist: For managing systems and other applications, team also consists of IT specialist. The role of IT specialist is to operate all the machines and devices properly which results in effective management of work and time. He also solves issues regarding technologies and devices (Team Roles. 2016). Manager: The role of manager in a team is to manage work properly. He plans and designs strategies for the objectives and implements those strategies in the best possible manner. He is differ from a leader as he monitors employees for good performance, while leader influences employees for giving quality performance (Adra and Fleming, 2011). Resource Investigator: The role of resource investigator is to discover various opportunities and to allocate resources accordingly. He determines all the resource requirements for the achievement of objectives. He also investigates that whether other team members are using resources appropriately or not (Hatley and Pirbhai, 2013). Toll Free : +44 203 3555 345 Email : help@onlinedissertationwriting.co.uk Website : http://www.onlinedissertationwriting.co.uk/
3.2 Analysis of group dynamics Group dynamics is a combination of behaviour and thought process of the individuals who are working in a team. It also consists of the level of interaction that takes place among the team members for achieving their targets. Roles among the team members of Satigo are determined by the experience and personality of employees. For proper interaction and communication among team members, various training programmes are conducted by the firm. Team building and group dynamics are also based on the relationship among workers who are involved in it. By managing diversities, team members can work effectively for the same goals. Employees can learn new things from each other and can get some new ideas by sharing their views (Nazzaro and Strazzabosco, 2009). In case of Satigo, every team member has its own thoughts and working style but by proper management, they are able to achieve the objectives. This group dynamics provides opportunity to enhance the skills and knowledge of team members by working together. IT specialist can help manager in understanding the benefits and working of system. This cooperation of IT specialist results to increase the knowledge and ability of manager. Proper handling of issues and conflicts results in effective relationship and proper work management. (Olsen and Martins, 2012). 3.3 Suggestion of alternative ways for completing tasks and achieving goals Alternative ways for completing tasks and achieving goals of Satigo are explained below. Action Planning: For achieving targets effectively, it is important to plan everything properly before implementation. Planning results to know the risks or problems that can be occurred during or after the working process. It also helps Satigo in using effective and Toll Free : +44 203 3555 345 Email : help@onlinedissertationwriting.co.uk Website : http://www.onlinedissertationwriting.co.uk/
appropriate strategies for completing tasks in a right manner (Sánchez-Rodríguez and Rafael Martínez-Lorente, 2011). Monitoring and Feedbacks: These methods also play important role in proper accomplishment of objectives. Satigo monitors the performance of employees on time to time along with the progress of work. This monitoring helps firm in identifying that whether employees are working appropriately or not. Company also takes feedbacks from employees for the purpose of improving working conditions. By applying appropriate changes, Satigo tries to help employees in achieving their goals more effectively (Chen, Wu and Fu, 2012). Training Needs: By providing effective training to the employees, Satigo can enhance its career opportunities. Training programs result in enhancing the skills and abilities of workers which later help them in achieving their goals and objectives properly. Various activities along with training programs result to increase the additional skills of workers and due to which they feel motivated and confident. This confidence and motivation make them able to perform well for accomplishing company’s targets (Satigo. 2016).
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CONCLUSION From this study, it has been concluded that employability skills play important role in the growth and success of individual and company as well. By developing and improving performance, one can easily achieve the targets of firm. By using various motivational theories as well as techniques, company can increase the motivational level of workers which results to increase their confidence. Satigo is facing problem of ineffective communication and diversity management. By using appropriate skills and techniques, firm is able to resolve its issues.
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REFERENCES Journals and Books ● Adra, S. F. and Fleming, P. J., 2011. Diversity management in evolutionary many-objective optimization. Evolutionary Computation, IEEE Transactions on. ● Andrews, G. and Russell, M., 2012. Employability skills development: strategy, evaluation and impact. ● Arnold, N., Ducate, L. and Kost, C., 2012. Collaboration or cooperation? Analyzing group dynamics and revision processes in wikis. CALICO Journal. ● Beebe, S. A., Beebe, S. J. and Redmond, M. V., 2011. Interpersonal communication. Allyn & Bacon. ● Berkhof, M. and et.al., 2011. Effective training strategies for teaching communication skills to physicians: an overview of systematic reviews. ● Chen, Z., Wu, L. and Fu, Y., 2012. Real-time price-based demand response
management
for
residential
appliances
via
stochastic
optimization and robust optimization. ● Friedkin, N.E. and Johnsen, E.C., 2011. Social influence network theory: A sociological examination of small group dynamics (Vol. 33). Cambridge University Press. ● Goetsch, D.L. and Davis, S.B., 2014. Quality management for organizational excellence. pearson. ● Grunig, J.E., 2013. Excellence in public relations and communication management. Routledge. Toll Free : +44 203 3555 345 Email : help@onlinedissertationwriting.co.uk Website : http://www.onlinedissertationwriting.co.uk/
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