
Computing Skills Assignment Help
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Programme | Diploma in Health and Social Care |
Unit Number and Title | Unit 23 Employability Skills |
QFC Level | Level 5 |
Unit Code | A/601/0992 |
One can describe employability skills as the skills which individuals need to posses for getting and retaining their employment which can either be interpersonal or transferable or progressive such as leadership, team building, self-managment etc. With aggressive market competition, organizations are always in look out of skilled and multi-talented employees for gaining competitive advantage. Hence, in order to gain job security it is essential that employees keep their skills updated.
Qualities like communication, critical thinking, problem solving, leadership etc. are few qualities which employees need to possess for easily adapting and succeeding in any workplace culture. Employability skills are the characteristics enabling individuals in successfully growing in their professional lives. For developing a better understanding about the employability skills, Brown Bayley Steels has been considered as the case study.
Qualities like communication, critical thinking, problem solving, leadership etc. are few qualities which employees need to possess for easily adapting and succeeding in any workplace culture. Employability skills are the characteristics enabling individuals in successfully growing in their professional lives. For developing a better understanding about the employability skills, Brown Bayley Steels has been considered as the case study.
Currently I work with Brown Bayley Steels as an Operation Executive and discussed below are the job responsibilities:
As an Operation Executive my key job responsibilities are taking care of everyday activities at the factory. The activities involve overseeing the inbound raw materials logistic supply from the supplier to the vendor. In addition, I am also responsible of supervising the team by allocating their job duties. I need to regularly report the Operation Manager about the work progress and convey information or team’s message, if any. My job responsibilities also cover maintaining the financial activities involving documenting of the daily expenses of the manufacturing site and submitting it every month end to the Operation Manager.
Based on the key responsibilities the performance objectives are usually the outcomes of my work activities. I need to monitor the utilization of the available raw materials so that it can be saved from been misused apart from ensuring right quantities have been delivered by the suppliers according to the orders placed. In addition, I need to carefully handle the team for ensuring that the daily production quota is achieved based on my job responsibility of supervising the team. Moreover, the daily expenses needed to be controlled with an objective of reducing the overall costs based on my job responsibility of overseeing the financial reporting activities.
Defined Objectives |
|
The management has predicted 1-2% of wastage of raw materials in this financial year
| Till the data available by October 2016, about 0.8% of raw materials have been wasted hence, with an aim of taking down the percentage to zero I have made a strategy to allot a certain amount of raw materials to every employee for stopping wastage. |
Quantity imbalance should not be harboured because sales is linked with production
| Until October some quantity mismatch has been found standing around 2-3% which is relatively high. Considering this situation, effectiveness of my activity is negative. |
Production quota per day has match the total manufacturing output | Because of rise in employees absenteeism and turnover, this objective is also unachieved further restricting me in forming a team |
Cutting down the daily cost | Working towards this objective I have effectively reduced 5% of daily cost which included stationary, printing, maintenance etc. compared to the last year |
10% appraisal for the employees who successfully meet the set targets | Considering this objective, I have not got any appraisal because of my failure in achieving the target. |
Employees are always prone towards getting promotions and are keenly interested in showcasing the preferences related with improvement. Furthermore, it is the responsibility of the employees to make successful attempts in giving support to the job, say Operation Executive at every stage by focusing on cost reduction, improved services, cordial working atmosphere etc.
Mentioned below are the recommendations for improvement:
Other recommendations for improving team’s performances are:
One can relate motivation precisely to employees’ self-confidence, productivity and their performances at work. Organizations adopt intrinsic (non-physical rewards) like feeling of success, praise from superiors, recognition, work freedom etc. and extrinsic (physical ones) like pay, bonus, incentives, promotion, better working conditions, fringe benefits, profit-sharing etc. factors for enhancing employees’ motivation. Hence, motivation has a significant role to play in boosting employees performances. (Maharjan, 2016)
Organizations from the time of revolution and Fredrick Taylor’s theories have exercised uncounted ways for improving employees’ performance and driving their motivational levels and moral. Few companies drive employees’ performance through intense competition whereas there are few who walk an extra mile for ensuring a cordial, team-based working environment. No organization can claim of finding a consistent method for driving employees’ performance. Keeping the employees motivated is a challenging job which requires more than just reviewing annually or noting certain points
Mentioned below are the ways motivational techniques can improve performance quality:
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Call us: +44 – 7497 786 317One can describe work based problems as issues leaving negative impact on Brown Bayley’s profitability and productiveness. The biggest problem the steel manufacturing is facing is that if any employee is charged of poor performance or errors, either they blame others, if involved or avoid the matter from getting highlighted. This attitude of few employees is not only creating problems for others but is emerging as a serious workplace issue affecting the overall productiveness.
Mentioned below are the solutions to work based problems:
One can consider communication as an integral part of Brown Bayley’s organizational success which encompasses of listening, speaking, reading and writing. The management needs to develop an understanding that it can evolve smooth communication only through its organizational circle. Furthermore, the employees too need to understand that employability skill is relevant to communication. (Johnson, 2016)
Workplace based social communication might be verbal or nor-verbal. Managing communications made within organizations irrespective of its shape and size might travel both horizontally and vertically. Brown Bayley’s employees including the ones in management need to adopt
Verbal communication
Non- Verbal
Communication at various levels
For every organization and employees time management is an indispensible factor especially in terms of effective employability skills. One can describe time management as planning and organizing which is a useful employability skill. Moreover, the time management strategies are helpful in determining where an employee needs to focus his/her energy for achieving improved outcomes. With the help of time management, employees can work more efficiently by avoiding being overburdened and stressed out. Time management is a skill that all employees should posses because it will help throughout ones career. Employees can make improvements in their time management skills by taking online helps from professional or searching for personal development tips, getting enrolled into online courses and seminars, discussing it with the manager or HR department for arranging adequate trainings. (Sicinski, 2016)
Discussed below are the effective time management strategies:
In this assignment, my own responsibilities and performance objectives have been stated. Once it is over, evaluation of the objectives has been discussed in brief based on its effectiveness. Discussions have been made on how motivational techniques can improve employees’ performance at work. In the second section, solution to work based problems have been explained apart from various communication styles and modern ways of communication along with the time management strategic. In the third section, roles of people within a team have been highlighted and how team dynamics influence ones performance is discussed briefly. Finally, tools and the methods for resolving organizational problems have been reviewed and a strategy for resolving the problem has been designed.
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Heathfield, S. (2016). How to Improve Your Performance at Work. (Online) Available at: https://www.thebalance.com/how-to-improve-your-performance-at-work-1918645 (Accessed on 16/11/2015)
Johnson, S. (2016). How Do the Levels of the Communication Hierarchy Work in an Organization? (Online) Available at: http://smallbusiness.chron.com/levels-communication-hierarchy-work-organization-65717.html (Accessed on 16/11/2015)
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Maharjan, P. (2016). Intrinsic and Extrinsic Rewards with Examples. (Online) Available at: https://www.businesstopia.net/human-resource/intrinsic-and-extrinsic-rewards (Accessed on 16/11/2015)
MindTools. (2016). Belbin's Team Roles. (Online) Available at: https://www.mindtools.com/pages/article/newLDR_83.htm (Accessed on 16/11/2015)
Miller. (2016). Building Teams with Better Team Dynamics. (Online) Available at: https://www.emergenetics.com/blog/team-dynamics (Accessed on 16/11/2015)
Sicinski, A. (2016). How to Manage your Time and Boost Productivity. (Online) Available at: http://blog.iqmatrix.com/manage-your-time (Accessed on 16/11/2015)
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