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EMPLOYABILITY SKILLS

CONTENTS
INTRODUCTION.......................................................................................................................................1
TASK – 1....................................................................................................................................................1
1.1 Developing set of responsibilities and performance objectives....................................................1
1.2 Evaluating own effectiveness against the objectives....................................................................2
1.3 Making recommendations for improvement................................................................................3
1.4 Motivational techniques for improving the performance.............................................................4
TASK – 2....................................................................................................................................................4
2.1 Developing solution to work based problem................................................................................4
2.2 Style of communication appropriate at various levels..................................................................5
2.3 Effective time management strategies..........................................................................................5
TASK – 3....................................................................................................................................................7
3.1 Explaining the roles people play in team and personal contribution when working with others in
health and social care...............................................................................................................................7
3.2 Analyzing the team dynamics......................................................................................................8
3.3 Suggesting alternative ways to complete the tasks.......................................................................9
CONCLUSION...........................................................................................................................................9
REFERENCES..........................................................................................................................................10
INTRODUCTION

Due to the increase in the developmental processes, the competitions within the
companies are also increasing at the rapid pace. Nowadays, Employers are not only focused
towards hiring individuals having degree of reputed institutes; rather they pay attention towards
hiring individuals on the basis of their employability skills (Trought, 2012). Because of the fierce
competition in the market, employers want their employees to have range of skills so as to win
their competitors in the market. In addition to this, they want such graduates that can fulfill their
objectives, goals, needs of different roles and responsibilities. The present research also pertains
to the similar topic. The current case study is about ‘Lumut Care Home’. It is a residential care
setting for adults, which regularly demands different health care needs such as dementia,
learning disabilities as well as mental health requirements.
As a senior health care support worker in the company, I will determine and evaluate
various problems related with the business. The line manager of ‘Lumut Care Home’ is
considering me for a position of “Team leader” and asked to construct number of training
materials and employment packages for new employees and providing support to the existing
workers. Furthermore, the research study will also focus on self-management, as this could be
the greatest power related with people in order to supply the most feasible results for their own
work.

TASK – 1
1.1 Developing set of responsibilities and performance objectives

As a team leader of ‘Lumut Care Home’, the key responsibilities and performance objectives are
as follows:

 Time management – As a team leader, it is quite significant that all office work and
general tasks are completed on time so that sufficient time is left for handling the clients
and their requirements (Yorke, 2006).
 Directing the staff-members – It is the duty of the team leader to provide direction to their
workers so as to foster better work performance. Furthermore, it is required on the part of

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team leader to give directive effectively in such a way that it is easily communicated and
understood by the subordinates. It is the team leader who handles rescue and get the work
done by others.
 Supporting the management – A team leader is considered as link amid the management
and the employees and hence, it is important on his pert to offer cushion and support the
management by tracing out the activities being undertaken within the firm and the ways
through which the firm is responding towards the change (Walker, 2011).
 Brief knowledge and information towards data handling – Since Lumut care home is
engaged in offering health care services to adults, it is vital for the leader to have
knowledge about the work happenings in the organization. He is also required to maintain
medical records of the adults being prepared by the ground staff. It is crucial to have
record and eye on every activity because if the things are understood effectively, solution
can be determined easily by the team leaders.
 Seeking harmony in the office – Team leader is the vital link and therefore, it is his
responsibility to gaze at every issue arising amid the employer and the employees or
among the staff members. Further, he is required to seek harmony by identifying possible
solutions to the identified issues (Adair, 2010).

Performance objectives
 Improvement in the indulgence of the employees towards the work
 Review meetings for improving efficiency
 Reducing the clients service time and working on the complaints and issues of the
employees
 Carrying out SWOT analysis

1.2 Evaluating own effectiveness against the objectives


It is important to evaluate own effectiveness after working as a team leader in Lumut
Care Home for one year. Through this, it becomes easy to identify that whether objectives are
achieved or not and what measures need to be taken to achieve the desired objectives (Rano and
Selnow, 1987). For making the employees indulge towards the work, I have arranged ten
meetings every week in order to ensure each and every employee meets and work together

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without hesitation. Through this, I was able to achieve harmony within the organization and this
has again boosted the overall performance of the firm. Furthermore, in order to anticipate the
issues and complaints of the employees, I have reduced by time for client service to 4 hours to 2
hours a day. By doing this, I was able to have time to look into the problems and issues
pertaining to the employees. It is also important to carry out personal SWOT analysis once in six
month so that necessary changes in the performance being required can be identified.

 Ambitious
 Good communication skills
Strength  Good inter-personal skills
 Strong-follow through
 Balanced work-life perspectives
 Strong need to get things being done that is
not in my list and getting it right too
Weakness  Managing stress due to time pressure
 Handling multiple demands
 Sometime compulsiveness
 Learning more other roles and
responsibilities
Opportunities  Attending seminars and training on
leadership
 Managing and enhancing the ability to
complete task quickly
 Time pressure
Threats  Stress burden

1.3 Making recommendations for improvement

In order to improve the performance as well as to achieve the objectives, it is important to make
changes in the performance such as:
 Attending seminars and workshops related to effective leadership skills and motivation

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 Carrying out multiple tasks in a stipulated time in order to improve the time management
skills
 Engaging the employees through motivational techniques
 Proper use of performance management tools and system to reinforce the motivation
among the employees towards achieving the objective
 Self-evaluation and continuous learning to improve the skills

1.4 Motivational techniques for improving the performance

 Financial Motivation – this type of motivation tool is effective for lower and middle level
employees (Gross, 2009). If they work more they will get beneficial benefits in the form
of incentives, rewards, overtime fee, bonus, perks etc.
 Non-financial motivation – There are non-financial motivation tools that helps in
motivating the employees towards higher work performance other than money. They
include giving challenging jobs, recognition, certification courses, status etc.
 Proper work Conditions – Employees are also motivated if proper and healthy working
environment are being made available at the workplace. They feel positive and
enthusiastic and employ their best skills in order to achieve the goals of the firm
(Katsioloudes, 2009).

TASK – 2
2.1 Developing solution to work based problem
 Regular meetings – for solving work-related problems, it is very important to conduct
regular meetings. Through this, each and every employee will discuss current issues and
problems and possible solution can be evolved then and there (Kenny, 2012). Meeting is
the only place where staff members can share their any kind of issue without any
hesitation and fear.
 Listing out the solutions – When the meetings are conducted, the team leader is required
to ensure that the session should be interactive.it is his duty to being variety of problems
in place of the management so that list of solutions can be prepared in order to resolve
such issue.

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 Selecting the solutions – After determining several solutions, it is important to choose the
best work based solution for the problem faced by the employee. At this stage, the best
solution is applied to the problem (Barr and Dowding, 2016).
 Follow up – Applying solution is easy but maintaining that too in the long run is quite
difficult. Once the solution is applied, it is the duty of the respective team leader to
evaluate and carry out regular follow-up so as to measure the progress of the application
of solution to the work-based problem.
 Verbal and non-verbal communication – Speaking in relation with the communication
channel, they are considered as important solution for many work related problems. If
proper information is communicated at various levels within the organization then
employee’s efficiency will increase, as they become well aware of ways of performing
the tasks (Jones and Bennett, 2012).

2.2 Style of communication appropriate at various levels

For an organization to succeed, communication plays a pivotal role. Throwing light


towards the communication, it generally develops within the organizational circles. The style of
communication varies with the levels in the organization. Speaking in regards with the top level
or higher level management of the firm, higher authorities can communicate with the top level
managers and board of directors through meetings and formal sessions (Mumby, 2012). Through
this, proper professionalism is maintained and at the same time discussion can be done in the
most effective manner. Other than this, the middle level management of the company can be
informed about necessary things through seminars and conferences. These are considered as the
most important and effective way of communication tools. In addition, verbal and non-verbal
communication, mailing system could be vital for the middle level managers. Finally, for the
lower level management, necessary information can be communicated by making use of notice
boards, conferences, and seminars etc. these all are regarded as the significant tool for
disseminating information (Lawrence, 2002).
In the present scenario, most of the firms are making use of websites in order to
communicate with their employees. This is pertaining to the fact that it is most trusted and
professional media channel. In addition, through websites large number of people can be

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informed in once instance (Williams, 2005). Speaking in general terms, in most of the
organizations, non-verbal and informal form of communication does not exist. However, for the
purpose of maintaining friendly and lighter working environment, sometimes managers make use
of informal communication channel. Thus, it is important to have good communication skills so
that effective work performance and understanding can be developed.

2.3 Effective time management strategies

In order to achieve the desired goals timely and efficiently, proper time management is
must to apply in each and every organization (Crano and Selnow, 1987). In case of the
employability skills, time management skills are quite necessary. Time management is nothing
but prioritizing the work and tasks so that each and every activity can be performed without any
pressure. Some of the vital time management strategies are being described below:

 Prioritization of task – It is very important to prioritize the work and task. Employees are
required to list down the activities and work that are very crucial and list them at the
upper side order. On other side, they should also decide which tasks are of least
importance and can be performed once they are done with the all necessary one. Through
this, each and every activity performed will be efficient and effective (Morgenstern,
2004).
 Make sequence of work – After deciding on the priorities and listing of all tasks, the
sequence of order should be finalized. In simple words, keeping first the most essential
work and then in line all the other tasks.
 Decentralization of difficult task – It is also considered as one of the most significant time
management strategies. Sometimes work to be performed by the employees is difficult
and challenging. In such a scenario, responsibilities as well as work can be decentralized
so that it can be completed within a stipulated time period with error free work (Lynch,
2007).
 Time distraction – each and every employee cannot work continuously. They need rest at
some intervals to work efficiently. However, too much distraction and discontinuity
influences the performance of the employees. Employee’s needs to make sure that while

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they are carrying out activities, there must be no frequent break intervals and distraction
than only they will achieve the overall objectives of the organization.
 Measure of time consuming tasks and take initiatives – The tasks and activities that
consumes lot of time should be planned accordingly by the workers. They should take
initiatives to improve their efficiency as well as plan such strategies so that the work can
be finished in minimal time (Pitt and Koufopoulos, 2012).

TASK – 3
3.1 Explaining the roles people play in team and personal contribution when working with others
in health and social care

For the purpose of understanding the roles of people in team, it is very crucial to consider
Belbin’s nine roles of individuals. These nine roles are further segregated in to three parts i.e.
action, people and thought oriented and explanation of each is underneath:

 Action oriented roles – In order to achieve the task and complete the activity, the role of
shaper is very vital. They help in creating the challenging task and motivate the workers
further to benefit the whole organization. Thus, shapers are the one who takes initiatives.
Another role in this category is of the implementer (Belbin, 2010). These group of
employees helps in fulfilling the initiatives being undertaken by the shapers. Further, they
inherit the plan and work strategically in the task. Lastly, the role of finisher comes into
the classification. The role of finisher is enormous as they pay more attention towards
eradication of the flaws in the project or task.
 People oriented roles – Under this category, Coordinator, team worker and resource
investigator are included. They all have very crucial role to perform within the
organization. They are responsible for maintaining the team work. In addition to this, the
coordinators render the support within the team by offering opportunities to people to
work in a team (Matiza, 2013). They guide the team, as it is vivacious for the working
group. The next team role is of the supporter. These people actually perform and execute
the task. On the other hand, resource investigators are being defined as those people, who

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are engaged in maintaining relationship with the external stakeholders of the
organization. Furthermore, they also negotiate with these on behalf of the team leaders.
 Thought oriented roles – Through these people, team can get new ideas and knowledge to
carry out the task successfully. Planters are the people who are very innovative as well as
creative (Gross, 2009). They give the naval ideas to the team and are given high
consideration as well. Furthermore, the ideas and approaches being given by the planters
are evaluated by the monitor evaluator. Other than this, specialists are the people who
have specific abilities and skills as per the project.

Effectiveness of personal contribution working with others


 I am good at computers, so I can handle all the electrical data
 I always suggest if I have better ideas to carry out the task
 My behavior is friendly so that its supports in the team work
 I am always ready to offer assistance whenever it is required in a team and too in a
friendly manner

3.2 Analyzing the team dynamics


For comprehending the knowledge in regards with the team dynamics, Tuckman’s model
can be taken into consideration. This model encompasses four stages i.e. forming, storming,
norming and performing. According to the Tuckman’s theory, the first step is the forming stage,
where all the team members come from various departments and combines together in order to
understand each other (Tuckman and Jensen, 1977). At this stage, team members get familiar
with each other so that it becomes easy for them to allocate the roles. The next stage is storming,
where team member’s starts involving themselves in the discussion process. In this process,
people share their opinion, ideas as well as various ways of carrying out a particular task. This is
being regarded as the most crucial stage because at this time team members can get to know the
potentiality in each other. Forward to this stage, the next stage indicates the level of conflicts and
grudges in minuscule.in addition, at the norming stage each and every member is aware about his
or her roles within the team. The finally stage of performing depicts all about the
accomplishments of the tasks. Thus, it can be said that through Tuckman model, a precise

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scenario in relation with the team dynamics at each and every stage can be availed (Parker,
2010).

Limitations of own work impacting the work of others


 I am now allowed to accumulate any kind of personal information about the clients as
well as colleagues
 Any information unrelated to work cannot be handled by me
 I am also not allowed to give any medication to a service user, as there is different staff
for that work
As a senior health care support worker, I too have some limitations being described
above and if I failed to abide by these rules than this will provide negative impact on an
individual’s role. The team-members will not work efficiently together and they even cannot
trust on each other. It will affect the whole team and the desired output will not be reaped out.

3.3 Suggesting alternative ways to complete the tasks


Articulating in relation with the alternative methods of performing and completing the
tasks, these substitute methods are very precise and is backed up by the philosophical thoughts
(Rose, 2008). It is very crucial to recognize that if the team members are effective in
communicating the information and quite interactive than only the overall goals of the team can
be achieved. On contrary, if there is any loophole within the process of communication, conflicts
will take place and information will not be shared effectively. Therefore, the alternative way to
complete the task is establishment of appropriate communication (Down, Fechner and Purcell,
1998). Additionally, it is also quite necessary to develop a sense of respect among the team
members in order to ensure healthy relationships between team. Hence, through this, the possible
desired outcome can be achieved by the team.

Analyzing ways in minimizing barriers to effective team work


 Proper level of communication within the employees
 Allowing workers to work as per their skills and competence
 Respecting the seniors and managerial people (Lawrence, 2002)
 Developing faith and trusts on colleagues

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Improving personal contribution in team
 By offering valuable suggestions and ideas
 Respecting each and every team member
 Proper explanation of roles as well as responsibilities to the teammates
 By having good communication skills and well-organized work activities

CONCLUSION

To conclude it can be said that no human being is similar and the ways of performing the
tasks is also different. It is the duty of the manager to determine the requirements of every
employee and must motivate them to achieve the higher goals. Because of the decentralization
policy, team work is very crucial. If each and every employee works in harmony with each other,
organization can reap out enormous profits.

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REFERENCES

Books and journals

Adair, J., 2010. Decision Making and Problem Solving Strategies. London: Kogan Page.

Argyle, M., 1972. The Psychology of Interpersonal Behavior in Stretch, B. and Whitehouse, M.
(2007) (EDs) Health and Social Care Book 1. Oxford, Heinemann.

Barr, J. and Dowding, L., 2016. Leadership in Health and Social Care. 3rded. London: Sage.

Belbin, R., 2010. Team roles at work. Oxford: Butterworth-Heinemann.

Crano, W.D. and Selnow, G.W., 1987. Planning, Implementing, and Evaluating Targeted
Communication Programs: A Manual for Business Communicators. USA: Greenwood
Publishing Group.

Down, C., Fechner, S. and Purcell, R., 1998. Maximizing Learning, Department of Employment,
Education. Training and Youth

Gross, J., 2009. Dimensions of Organization Development. Western Australia: Wordclay.

Gross, J., 2009. Dimensions of Organization Development. Western Australia: Wordclay.

Hill, C. and Jones, G., 2012. Strategic Management: An Integrated Approach. Mason: Cengage
Learning.

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Jones L. and Bennett, C.L., 2012. Leadership in Health and Social Care. Banbury: Lantern
Publishing Limited.

Katsioloudes, M., 2009. Strategic Management. USA: Routledge.

Kenny, G., 2012. Strategic Planning and Performance Management. Great Britain: Routledge.

Lawrence, T., 2002. Teaching and assessing employability skills through Skills. USA: Annual
Quality Congress.

Lynch, R., 2007. Corporate Strategy. New Delhi: Pearson India.

Matiza, L., 2013. Human Resource Management. GRIN Verlag.

Morgenstern, J., 2004. Time Management from the Inside Out. New York: Henry Holt and
Company.

Mumby. D., 2012. Organizational Communication: A Critical Approach. SAGE Publications.

Parker, G., 2010. Successful team building. Amherst, Mass.: HRD Press.

Pitt, M.R. and Koufopoulos, D., 2012. Essentials of Strategic Management. London: SAGE.

Rano, W.D. and Selnow, G.W., 1987. Planning, Implementing, and Evaluating Targeted
Communication Programs: A Manual for Business Communicators. USA: Greenwood
Publishing Group.

Rose, C., 2008. The Personal Development Group: The Students' Guide. Karnac Books.

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Trought, F., 2012. Brilliant Employability Skills. London: Prentice Hall.

Tuckman, B. and Jensen, M., 1977. Stags of small group development. Group and
organizational studies, 2, pp.419-127.

Walker, M., 2011. Children and Young People’s Workforce Early Learning and Childcare.
Cheltenham: Nelson Thornes.

Williams, C., 2005. The discursive construction of the “competent” ',‘Employability Skills’.
Studies in Continuing Education, 27(1), pp.33-49.

Yorke, M., 2006. Embedding Employability into the Curriculum cited in Trought, F. (2012)
Brilliant Employability Skills. London: Prentice Hall.

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