Employability skills are the set of abilities an individual have which makes him/her employable in any organisation. These skills help employees to develop personally so that an organisation can also use their potentials in achieving firm's objectives (Cottrell, 2015). The present report is focussed on employability skills that are required in any company so that employee can dedicate their talent at workplace. The report will be focussed on same topic for Hilton group of hotels. Hilton is a public limited hospitality company which serves in various countries at a global level. The report will go on discussing skills that are required and its importance as well in company.
1.1 Own responsibilities and performance objectives
As an HR manager, I will have a lot of responsibilities in organisation towards staff and management as well (Smale and Fowlie, 2015). According to that I have assessed my personal strengths and weaknesses that can be helpful at workplace.
I have good managerial skills along with good time management ability. I have also good ability to organise team and work in cooperation with team members. I have a learning spirit as well which always encourage me to learn new things from wherever I can. Further, I have good knowledge of IT which helps me in handling issues related to technologies.
Besides all above strengths I am weak in starting communication with individuals (Verma, 2012). But I have a good opportunity to improve these skills as an HR manager because I will get more exposure of people through this post. The only threat is to manage all other staff as well according to organisational goals and objectives.
Above discussed SWOT analysis of myself now directs me to easily manage my own responsibilities at workplace which will be as follows:
- Recruitment and selection will be the primary and foremost responsibility. It should be kept in mind that position which the organisation is looking for matches with candidate's skills and qualification (Ragonese and et.al., 2014).
- After recruitment, responsibility of induction, training etc. would be fulfilled by identifying needs of employees.
- Besides this, monitoring of employees performance so that their work can be appraised and motivation can be given by using right tools.
- Taking care of all employees welfare and safety at workplace and maintaining fair trade practices as well.
- Helping senior management in making decisions related to workforce and handling grievances of workers.
- Performance objectives
- To ensure that all employees of organisation feel job security and have their grievances handled in well manner (Heimler, 2010).
- By identifying needs of employees, arrangement of their training so that their personal development can be made which will be beneficial for company as well.
- By applying right tools and methods of motivation so that workers remain encouraged to work with full interest and commitment.
All these objectives will act as a roadmap to fulfil responsibilities that are expected of an HR manager in organisation.
1.2 Effectiveness against objectives
To do the evaluation of my set objectives, I will first write down my all tasks that I am expected to do regularly. With tasks, all other related details like deadlines for particular tasks and their structure will also be noted (Wibrow, 2011). This will help in managing work according to time. Besides this, priority of work can also be decided so that important works can be carried out first. This list will be checked and updated on daily basis so that I can track my performance. Further, I will check and monitor performances of other employees as well in each department. This will help me in making appraisal of workers that assist in making performance sheet. This sheet is used as a base while making decisions about salary increment, promotions etc. (Poon, 2012). Moreover, all this recording and maintenance of checklist to track workings, is useful to know the areas where a person is good and where he/she is lacking. Thus, any guidance can also be asked from senior management on issues that are sensitive and complex to handle alone. This kind of decisions should be taken after discussing it with all the concerned persons. Thus all these ways help in comparing performances on timely basis and act as an encouraging tool to perform better.
1.3 Recommendations for improvements
As an HR manager, an individual has many responsibilities that should be fulfilled towards management and employees (Andrews and Russell, 2012). To improve upon current management at Hilton hotels, some recommendation are made that will definitely help in improving performance of employees which are as follows:
The employees can be encouraged to do the in teams. For engaging workers to perform their job as a team, they should be told about various benefits of working in team.
The employees who are not able to perform any specific task should be given proper guidance so that they can improve upon it. But if the task is complex and need proper training to learn it, manager can arrange for the same (Omar and et.al., 2012). It should be kept in mind that every individual has different learning ability so it should be tried to give them training according to that ability.
Besides this, in cited hotel, manager can recommend the top level managers for engaging employees in activities of company and in decision making as well. This will help them in understanding values, vision, mission , goals etc. of company in well defined manner.
Instructions to all immediate supervisors and departmental managers can be given to monitor work of their subordinates so that their motivation can be done by applying right method (Dhiman, 2012). This is necessary as some workers are motivated through monetary terms hlie some through non-monetary factors.
All these recommendations will help in accelerating employees morale and their performance level.
1.4 Motivational techniques to improve quality of performance
Motivation is a factor that is used to improve the quality of performance. Motivation makes the quality of work better and also helps in satisfying the individual. Mentioned hotel use to give motivation through both tools that is monetary and non monetary one. This makes employees to feel proud and respectable in company. Maslow's need hierarchy theory of motivation is more applicable in modern scenario as it fulfils the basic needs to all higher level of needs (Nickson and et.al., 2012). So same concept is applied in Hilton hotel as well in which basic need is accomplished by regular salary and after that higher needs are satisfied through various monetary and non monetary tools.
Mentioned hotel has devised a reward system that gives various benefits to an individual who give outstanding performance. The employees are given stars, points, and certificates etc. on giving good performance so that they can be given credit of making special Hilton moments. Moreover, they are given special discounts on accommodation, club membership, rate cuts in flights etc. for delivering quality service to guests (Crossman and Clarke, 2010). Further, best employee of month, Gems of year, etc. titles are given as a reward to workers who perform best. Thus company makes a provision to give both kind of motivation by satisfying needs of employees according to Maslow's theory.
2.1 Solutions to work based problems
The mentioned organisation use to make recruitments and selections through internet most of the time. Sometimes, it uses brochures as well to advertise about its vacancies. This makes it clear that employees in company will come from various cultures and backgrounds that make the environment of firm very diverse. Hence to manage these diverse people to work as a team is a difficult task (Nilsson, 2010). This situation give rise to plenty of problems like differences in opinion, cultural adjustments, language barrier etc. To solve these kind of problems, managers can follow a set procedure universal for solving cases at workplace. These steps are highlighted as below:
Identification of problem: The first step should be towards identifying the problem along with its cause and effect. As mentioned earlier, various backgrounds and people of different nature when combine together, it originated the situation of conflicts. So it is the responsibility of managers to keep such problems to minimum. They should first find that how the particular problem developed among employees (Bridgstock, 2011). This will help in getting detailed knowledge of trouble and further direction to solve it.
Finding alternatives: Any problem has various kinds of solutions so a manger should try to think by looking at all aspects of solution. The alternatives can be discussed upon with other experts also so that pros and cons of that alternative can also be given a thought.
Choosing alternative: Out of various available solutions, it depends upon a lot of factors that make selection of an alternative possible. Before choosing any option, its different effects should also be think upon. After getting satisfaction about applicability of an option in all terms, it should be passed to implement (Hinchliffe and Jolly, 2011).
Implementation and control: the next step after choosing an alternate solution, it is necessary to implement it so that further proceedings can be done. It is also essential that manager keeps monitoring of implementation plan so that it cannot give rise to another problem in future. Besides this, it should be checked that solution is implemented in same way as planned by managers.
Figure 1 : Problem-solving model
(Source: Fisher, R.J., 2016)
2.2 Communication of problem
The communication of problem should not follow any long chain as it will make the procedure unnecessarily long and more complex. It should always be kept in mind that any problem is good to solve at early stages than later on (Sewell and Dacre Pool, 2010). Mentioned hotel has used various plans that helps it in maintaining a sound and positive work environment at workplace. They use to encourage employees integration and involvement more in organisation's discussions and various decision making procedures. This involvement also gives them opportunity to discuss their problems at a time. The managers can think upon their only and discuss at the spot to find any solution or by making any important announcement before everyone. Besides this, every deserving employee is given an opportunity to mentor other employees. This thing work as a motivator also (Tymon, 2013). On other hand it also help in knowing the real situation which managers have to face for managing teams. Thus it gives a sense of responsibility in workers.
To communicate problems, open ended discussions should be made so that all involved parties can be taken to understand the situation. At lower level, problems can be communicated within department as it can be solved by its departmental manager. But if the problem is between two departments, it should be taken to top level managers so that it can be resolved in good way. Some issues that are related to employees at a larger level can also be referred to senior management (Keller, Parker and Chan, 2011). So, it depends on nature of problem that directs the style of its solution and communication. In cited hotel, it has developed a SPARK management programme in which everyone is given freedom to develop their skills to give a good shape to their career. Moreover, here, opportunities are also given to communicate their problems and resolve it by applying their skills and learning.
2.3 Effective time-management strategy
Time-management is an important element in organisations that should be taken care of to make employees responsible. Trainings can be given for this so that workers can know the importance of time at workplace (Jones, 2013). This management can be encouraged among employees by giving them time based tasks. This will make them able to manage their projects and responsibilities according to time. In aforesaid organisation, guests are served with best possible efforts that makes the success of hotel at world level. Guests prefer timely and fast service of employees hence, here importance of time management strategies become more crucial. So, management can introduce various plans so that workers can become able to manage their time.
They should be given tasks that are based on fixed time. It should be specified to them beforehand that how their task should be managed according to time (Griffin and Annulis, 2013). Moreover, tasks should be changed according to easy and hard levels so that it becomes interesting for them.
Trainings can be arranged where activities should be done that is related to complete any work on a fixed time. Trainee who performs good can be given reward by allotting them extra time in next task. This will encourage others as well and everyone will become capable of managing their jobs according to time.
Besides this, it should be taken care that wherever it is necessary to concentrate more on tasks , disturbance level should be minimum (Omar, Bakar and Rashid, 2012). Employees should be instructed to record their work on daily basis along with time taken to complete it. This will act as a self analysis as well for them. Moreover, they will also realise about improvement in their performance and will get motivation to perfo