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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 individuals 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
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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.
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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 Maslows 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 (Martn Alczar 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).
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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
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appropriate strategies for completing tasks in a right manner


(Snchez-Rodrguez and Rafael Martnez-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 companys 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.
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