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Employability Skills

Importance of Employability Skills in Our Career

Introduction to Employability Skills

Employability skills are the general abilities that are necessary for attaining success in the competitive environment in all the sectors. It relates to the creative working environment that provides opportunities for personal development and professional growth. It is important for the employees to develop and improve various skills such as communication, relationship management, team management, problem solving, etc for growing their career and enhancing their performance.

For the present study, Satigo, a recruitment firm of UK is taken into the consideration. This report focuses on own responsibilities and performance objectives at the workplace, Along with this it consists of implementation of strategy for resolving issue and its impact within the working environment.

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Task 1

1.1 Determinate own responsibilities and performance

I am working as a HR manager in Satigo and as per the post I have many responsibilities. Increase in skills, abilities and knowledge results to enhance the chances of career development and performance improvement. Every person should know their capabilities and abilities for performing any kind of task. Following are my responsibilities and duties as per my post in the firm:

Personal responsibility

For developing my responsibilities, I like to manage the relationships with my family, friends and the co-workers. My ability to adopt things in the environment makes me flexible or versatile in the competitive situation.

Practice self discipline

If I want to become responsible for any task, then I need to practice on self discipline. This can be done through setting of goals and their achievement without any distraction.

Stay motivated

I tried to evaluate the things which make me motivate. For keeping myself motivated and confident I used to self evaluate my work. This aware me about my strengthens and weaknesses. As per evaluation I keep positive attitude and improve my weaknesses for performing well.

Multitasking

I need to multiple tasks for managing and maintaining the work and performance of the employees. I develop HR policies and practices, ensures that every employee is following them, handles the issue occur during the formation of policies and many more. All these activities makes me multi tasking.

Setting of performance objectives

I set the objectives for improving and enhancing my performance. I tried to work for meeting the objectives. For improving the performance and achieving the set objectives, I develop new skills, abilities and knowledge with respect to my work and responsibilities.

1.2 Evaluate own effectiveness against defined objectives

For evaluation of the effectiveness, I measure myself with the help of self evaluation method. This makes me aware about various cofactors such as how can I handle a new situation, ways for developing new skills and abilities for the particular task. This evaluation helps me in informing about my strong factors and weak factors. I come to know that I do not posses problem solving skills, stress management skills, leadership skills and technical skills. Along with this I come to know about my strong factors i.e. communication, time management, team management, work management, relationship management, dispute management and grievances handling skills. I need to improve my weaknesses for increasing my performance and work efficiency with respect to my work in Satigo. For improving leadership skills, I have to monitor the work of my leaders and read articles of great leaders like Steve Jobs On the other hand, for developing problem solving skills I have to take risks and challenges. This will make me to handle them and select appropriate solution. Along with this, I have to listen issue of both the parties for resolving their problem. In addition, for stress management skills I have to increase communication and interaction with my co-workers. I have to join some meditation or yoga camps for reducing my work stress. Along with this, I also need to organise my work properly. All these factors and strategies will help me in improving my weaknesses and developing my career.

On the other hand, I use my strengths such as communication skills for doing my work properly. At the time of recruitment and selection process I communicate properly with the candidates. In addition, I use my relationship management skills in developing good relations with the collogues and cooperating them in their work. All theses skills and abilities helps me in achieving the objectives of the Satigo and increasing my career opportunities.

1.3 Recommendations for performance improvement

For improving my performance, I need to use some methods or techniques which are as follows:

Coaching/ training

By using this method, I can observe the weakness and improve it by the counselling of the experts. They can guide me properly by explaining and resolving each and every query of mine.

Rating scale

For improvement, the rating is used for comparison of the performed result to the actual or measured standard fixed for the task. I can use this for grading myself that guide me to meet the expected score.

Checklist

In this system, the company used to ask the tailor -made questions to the employee. It is a method that I can use for evaluating those areas which need to improve and strong area which makes me succeed in the workplace.

1.4 Use of motivational techniques to improve quality of performance

I am working as an HR manager in Satigo Firm. The company provides various services to the clients such as boarding, CV critique, market mapping and many more. There are various kinds of motivational techniques which organisation can use for improving the performance of their employees. These are as follows:

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Implementation of motivational theories

Satigo needs to implement different motivational theories into its working environment for enhancing quality of performance of the workers. By using Maslow's Need for Hierarchy theory, company can motivate its workers to improve their performance for meeting all the basic needs. On the other hand, organisation can also use Herzberg's two factor theory for enhancing the satisfaction level of its staff members. With the help of good salary, employees of the firm will able to live a standard and quality life (Rossiter, 2011).

Rewards

Satigo can use reward system for improving performance of its workers. With the help of both extrinsic and intrinsic reward, firm can motivate staff members to perform well and improve their work efficiency (Yang, 2012). Recognition, incentives, salary increment, promotion, etc results to enhance the motivation and confidence level of the workers and due to this, they like to give their best for achieving the objectives of the Satigo. Extrinsic reward helps in increasing satisfaction level of the employees whereas intrinsic reward leads to enhance trust, empowerment, self esteem, etc of the staff members. So both kinds of reward systems are important for the firm to improve the quality of performance (Hewitt and Forte, 2006).

Use of technologies

With the help of the latest techniques, Satigo can improve the performance of its staff members. It can implement new techniques like Enterprise Resource System, Customer Relationship Model, System, Application and products, etc. With the help of these systems, employees will able to manage their work and time properly. Along with this, they will able to achieve the objectives of the firm in more effective and appropriate manner (Trought, 2012).

TASK 2

2.1 Development of solution to a work based problem of Satigo

Satigo is a recruitment firm and it is facing a problem of Time management in its working environment. Due to the inappropriate time management, employees are unable to accomplish objective of the firm in proper and timely manner. Workers are facing issues in handling and managing their personal and professional life effectively (Dickes and Caines, 2002). Along with this, delay in time is creating wrong and inappropriate image of the firm in front of its clients. Lack of time management is leading to the customer dissatisfaction. It is somewhere affecting the sales and profitability of the firm which is not good for its progress and success. On the other hand, inappropriate time management is tending to create stress and tension among the staff members due to which they are facing conflicts. So, the single issue of improper time management in the firm is resulting to affect various internal and external factors (Biggart and Newton, 2013).

For resolving this issue, I take feedbacks from the staff members for identifying the reason behind improper time management. In this, I personally ask questions to each and every worker for determining their problems and reasons behind this issue. This strategy helps me in selecting appropriate method for improving the current situation and making it effective. From the results of feedbacks, I suggest higher authorities to conduct training and development programmes. I advised them to develop time management skills and abilities among the employees so that they can manage and maintain their work and time properly. Active participation of the workers can help them in understanding the importance of time in their personal and professional life as well. I also advice supervisors to monitor the work of subordinates and to guide them time to time whenever required. This helps employees in managing their time and work properly.

2.2 Use of variety of styles at various levels

For improving the time management problem, Satigo needs to use different styles at different levels. These various levels with the appropriate method is as follows:

Low Level

For improving the time management of the employees working at low level management, Satigo needs to use strategy of training and development programmes. By providing effective training regardi9ng the time management skills, firm will able to inform workers about the importance of time. With the help of effective time management skills, low level staff will able to manage their tasks properly. For the training, firm needs to select talented and experienced professional who can explain each and everything properly to the trainees (McArdle and et.al., 2007).

Middle Level

In Satigo, workers of HR department works at middle level management. For improving their time management skills, company needs to use face to face interview. With the help of this, firm will able to identify the reason behind their inappropriate time management and delay in providing services to the clients. Along with this, organisation will able to know the requirements or expectations of the employees if they have any for managing and maintaining their time properly and effectively (Hartley, 2008).

Top Level

Top level management of the Satigo includes higher authorities, chairman, senior managers, etc. For improving their skills and abilities regarding time management, firm needs to implement ERP system within its working environment. With the help of this, senior employees will able to manage their work properly by storing them in databases. They will also able to evaluate the performance of workers of each level properly. Use of mails will help higher authorities in communicating with other employees in effective time without leaving their place (Janahi and Weir, 2005).

2.3 Identification of effective time management strategies

Satigo is facing the issue of ineffective time management which is affecting its work and market reputation among the customers. For resolving this issue, company can use following explained effective time management strategies:

Setting Priorities

Company needs to advice its employees to set priorities before starting their work. This strategy will help them in managing the work as per its importance. While using this method, staff members need to keep high priority or most important work at the top and lowest at the bottom. This will make employees to finish their important work at time and in effective manner. This approach will also improve the work efficiency and performance of the employees (Friedman and Shepeard, 2007).

Working in organised manner

For effective time management, it is important to complete tasks in organised way. Before starting the work, first thing workers need to do is to organise their all the activities, files, work properly. In this strategy, staff members of the Satigo needs to keep three boxes named “Important”, “Less Important” and “Useless”. Those files which are important need to be place in box named important, similarly for other boxes. With the help of this, employees will able to manage and maintain their work and time effectively (Biggart and Newton, 2013).

Work-list

One of the effective manner of managing time is to create work list. In this, employees need to make list of all those activities they are going to do whole day. This will make workers to divide time accordingly. Along with this, by keeping the record of all work, problems occurred during the work, solutions used, etc will help in improving performance of the staff members. So, along with the time management skills, employees will able to develop management, communication, problem solving, etc skills as well (Wilton, 2011).

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TASK 3

3.1 Various roles played in a team

In satigo individuals working in the organization plays different role and they are assigned duties as per their capabilities. Further, in a team different roles are being played by individuals for the accomplishment of organizational aims and objectives. Moreover, different roles played involves shaper, implementer, finisher, coordinator, resource investigator etc (Zuzel, 2010). By playing all these roles efficiency of the organization increases and in turn it acts as development tool for the entire business. All the roles are totally different and crucial too. Individual playing role of shaper maintains positive mental attitude and they take initiative so that team can easily face challenges being faced at the time of carrying out operations (Trought, 2012).

The role of implementer is also crucial where individual is assigned responsibility to implement all the crucial tasks in appropriate manner as per plan developed. Individuals working in satigo plays role of monitor and evaluate through which it is ensured that all the tasks are carried out in proper sequence and as per the strategies developed (Adra and Fleming, 2011). Employee play role of specialist where unique knowledge along with skill is applied in the business operation with the motive to boost organizational productivity. Therefore, in this way the roles played by different type of individuals in satigo are crucial and linked with organizational success (Omar and Mustapha, 2010).

Further, all the employees working in the enterprise works together with each other where they coordination with one another leads to accomplishment of desired goals and objectives. Efforts are taken in a team with the motive to enhance organizational productivity and this directly becomes success of business in the market where operations are being carried out. By performing all the operations in a team it is possible to strengthen internal operations of the enterprise (Nayan, 2010).

3.2 Analyse team dynamics

Team dynamics is regarded as the relationship between members of groups which are linked with the operations carried out within the business enterprise. In organization like satigo all the staff members are encouraged to work in a team and different responsibilities are assigned to them as per their capabilities (Zuzel, 2010). Further, proper training is provided to them so that they can become capable enough to carry out business operations and this in turn enhances organizational performance in the market. Moreover, teams are only developed in satigo after considering the individual capabilities and they are allowed to apply higher efforts so that it may become possible to accomplish organizational goals and objectives. Through development of effective teams satigo is able to enhance its overall performance in the market and the range of challenges present in the environment are tackled easily (Lewin, 2011).

Moreover, every individual prefers to take initiative for the welfare of company and their contribution leads to organizational success. Satigo is indulged into practices of delivering effective services to its customers as the overall teams developed within the workplace are appropriate and brings favorable results (Yang, 2012). Moreover, every team member is allowed to work through adoption of own style and there are no such limitations present. Overall outcomes derived through team dynamics are favorable for the company. Every individual in the workplace is allowed to work with others and sharing of information among one another has become culture of the enterprise. Therefore, on analyzing the team dynamics of the business it has been found that teams developed with Satigo are effective where overall contribution of every member has lead to accomplishment of desired goals and objectives (Nazzaro and Strazzabosco, 2009).

3.3 Alternative ways to complete tasks and achieve team goals

Different ways are present through which staff members working in Satigo can easily accomplish tasks and this can directly support in accomplishment of desired aims and objectives. Sharing responsibilities among all the team members of the organization is considered to be the most effective way to accomplish the tasks in appropriate manner (Haasler, 2013). Further, it is necessary to identify well in advance what are the capabilities of the individual on the basis of which it is possible to share responsibilities among one another for the betterment of company. Development of appropriate team plans within Satigo is also one of the most appropriate way where every operation can be carried out as per plan and this supports in enhancing organizational productivity. Considering appropriate communication channel is also considered as one of the most effective way to accomplish team goals (Ju, Zhang and Pacha, 2011).

Further, it is the duty of top management to ensure that each and every employee is communicating properly with others and lines of communication are kept open. This can build trust and confidence towards the company and in turn all the desired goals and objectives can be accomplished easily and in effective manner. Therefore, all these alternative ways can be considered for accomplishment of all the goals being set within Satigo and it can directly bring favorable results for business in the market where operations are being carried out (Hardoy, Mitlin and Satterthwaite, 2013).

TASK 4

4.1 Evaluation of tools and methods for developing solution to ineffective communication problem of Satigo

Along with the time management problem, Satigo is facing the issue of ineffective communication. It is essential for the firm to resolve this issue for creating effective organisational culture and working environment. The tools and methods, Satigo can use for improving communication problem are as follows:

Information and Communication Technology (ICT)

For resolving the issue of communication, firm needs to implement ICT into its working environment. With the help of this technique, employees will able to communicate regarding the work and its progress with the help of mails, notices, etc. This will help the firm in keeping all the workers in touch with each other. Along with this, employees will able to develop presentations, spreadsheets, etc for their meetings. These packages will help higher authorities in conveying important information to the workers (Dhiman, 2012).

Formal and Informal Meetings

By conducting formal and informal meetings, employees of the Satigo will able to share their knowledge, skills and abilities to each other. In formal meetings, staff members will able to communicate on their work which will lead to improve cooperation and coordination among the team members (Trought, 2012). On the other hand, in informal meetings, employees of the firm will able to know each other which will lead to enhance communication among them. Informal meetings can be in the form of team lunch, parties, picnics, sports, etc. for promoting effective interaction and communication among the staff members.

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Training and development programmes

With the help of effective training and development programmes, Satigo can improve the communication and interpersonal skills of the employees. This will lead to enhance cooperation and relationship between the workers. Along with the communication skills, staff members will able to develop their personality, body language, presentation skills, etc. This will also help in reducing the disputes among the employees which used to arise due to lack of communication (Rossiter, 2011).

4.2 Appropriate Strategy for resolving problem of ineffective communication in Satigo

For resolving the issue of ineffective communication in the working environment of Satigo, company needs to develop a strategy. This appropriate strategy is as follows:

Define the problem

In this, company needs to identify the problem which is lack of proper communication among the employees. After this, Satigo needs to define the issue properly to the workers who are facing it. The explanation of the issue should be in appropriate manner so that staff members can understand the importance of communication and opportunities behind it (Work based solutions, 2010).

Analysis of the problem

In this step, firm needs to evaluate the reason behind lack of proper communication among the staff members. For this, company has to conduct face to face interview with the employees. Along with this, firm need to analyse the impact of problem on work, time and other factors (Baker and Henson, 2010).

Development of opportunities

In this, company needs to determine the various opportunities for resolving the issue of communication. Firm has to identify all those options with the help of which it can improve the problem properly and can develop appropriate solution. These options can be ICT, conducting meetings, organising training programmes, role plays, etc (Cunningham, 2010).

Selection of the best solution

From the various opportunities, company should have to select one of the best solution. The decision has to be taken as per the current situation, financial status, requirement of the condition, etc. Selection of appropriate solution will help in handling the problem of communication in the firm (Guzman and Choi, 2013).

Implementation

In the final stage, Satigo needs to implement selected best solution into its working environment for improving communication among the staff members. This will help in managing disputes, developing open and friendly environment, cooperation and coordination in work, management of relationships, etc (Employability skills, 2016).

4.3 Potential impact on the Satigo of implementing the strategy

Potential impact on the Satigo after implementing the above explained strategy will be as follows:

Relationship Management

The strategy will help in understanding the views, opinions, perception, etc of the employees which will result to create effective relationship between them. This positive impact will reduce the cases of conflicts due to misunderstandings. The formal and informal meetings will help staff members to change their negative thoughts regarding the particular person into the positive ones (Olsen and Martins, 2012).

Team management

Implementation of strategy will result to increase cooperation and coordination among the team members. Employees will start to share their views and knowledge for accomplishing the organisational objectives effectively and efficiently (Hatley and Pirbhai, 2013).

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Effective organisational Culture

Increase in communication skills, development of effective relationships, management of team, etc will result to improve the organisational culture of the Satigo. All these factors will create open and friendly environment within the workplace. Along with this, employee will start following values, ethics and morales which will lead to improve the culture and environment of the firm (Salmon and Young, 2011).

Diversity Management

Proper communication will result to increase understanding among the employees. This will help in managing the diversities regarding nationality, language, beliefs, religion, etc. This management will tend to decrease conflicts and enhances proper work management. Increase in interaction will lead to sharing of information about each other which will minimise the chances of grievances as well.

Work Management

Effective development of strategy will lead to enhance communication skills among the staff members which will help them in managing their work properly. Regular communication will tend to keep workers updated regarding their work which will make them to manage and maintain their work accordingly (Arnold, Ducate and Kost, 2012).

Conclusion

From the above study, it is concluded that employability skills are essential for an individual to develop and grow his/her career. With the help of various methods such as self evaluation, checklist method, etc employees can improve their skills, abilities and knowledge. Along with this, firms can also use motivational techniques such as reward system, etc for enhancing the quality of performance. On the other hand, with the help of effective strategies and methods Satigo can resolve its issue of ineffective time management and communication. Implementation of the right strategy will help firm in improving its situation and developing effective working environment.

References

  • Rossiter, J. R., 2011. Comparing perceptions of marketing communication channels. European Journal of Marketing.
  • Adra, S. F. and Fleming, P. J., 2011. Diversity management in evolutionary many-objective optimization.Evolutionary Computation, IEEE Transactions on.
  • Arnold, N., Ducate, L. and Kost, C., 2012. Collaboration or cooperation? Analyzing group dynamics and revision processes in wikis.CALICO Journal.
  • Baker, G. and Henson, D., 2010. Promoting employability skills development in a research-intensive university. Education+ Training.
  • Biggart, A. and Newton, B., 2013. Basic and employability skills.International Journal of Training and Development.
 

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