Managing Performance through Training and Development - Essay Example

?Enhancing Employability Introduction to Employability I believe that the topic covered is relevant in enhancing my employability because as I would finish my course and be a newly graduate job applicant, I would likely encounter various challenges in the job market. Through the modules, I deduced that as I would join the herd of graduates exiting the academe, I would also be among thousands of graduates vying for limited job opportunities. In order to gain employment, I would have to improve my employability and to stand out among many graduates in order to land the jobs which I want to be hired for. The lectures indicate that there are numerous applicants received by employers for a single vacancy and work experience programmes for students and recent graduates number about 10,000 positions. Other employers are also offering industrial placements for graduates. Employers also prefer graduates with previous work experiences. Based on the above considerations, it is therefore important for me to undertake measures in order to improve my employability. I have yet to gain entry into the student and graduate training programmes or into the industrial placements for graduates. I believe that by gaining some experience and training, I can make myself stand out among the numerous applicants and thereby gain desirable employment. I understand that as early as now, as a student, I can already establish a reputation and a portfolio or profile which can later enhance my future employability. I need to first establish what I would like to be known for as a student, how wide my networks be, what I would like to achieve, and who will speak well of me. As a student, these are aspects of my academic life which would be formulated whether or not I would consciously seek to characterize these aspects. In effect, these elements would be the foundation for my employability. 2. Theoretical basis of the module In evaluating the various theories of the module, I noted that how I would perform in enhancing my employability is based on what I would say or do or what I would present; it is also based on the thinking and judgment of the employers I would like to impress. The theoretical basis of this module is basically the underpinning knowledge and understanding which would help me gain success in further enhancing my employability (theory). I believe that the career theory would help me first establish my personal assessment of what I would like to be, as well as settle other issues like where, when, where, who, why, and how I would like my employment chances to turn out (career theory). The career theory also acknowledges the fact that careers go through cycles from their start-up, to their growth, then their settlement, their diversification, and their reduction (organisational cycles). There is also a right fit needed for a career to work. In order to enhance my employability, I would have to find the right fit for my skills, knowledge, goals, and interests (career fit). In applying the theories involved in enhancing my employability, I would be able to also understand that the career I would choose would have to match my requirements or needs and that my capabilities would also have to match the requirements of organizations (work adjustment theory). The vocational theory would also provide support and basis in enhancing my employability. The vocational theory is used in classifying individuals and jobs into vocational personalities (self-concept). This theory also provides tools and techniques in order to assist individuals into their distinctive identities and vocational personalities (vocational theory). In order to improve my employability, I would need to develop a set of skills and an identity which recruiters can use in order to easily identify my career fit and how I would fit into their own company requirements. 3. Management simulations Management simulations include the application of teamwork. Most businesses have a wide range of functions including marketing, logistics, operations, human resources, and finance (business functions). The lecture module was able to indicate that traditionally these functions often independently functioned and hardly had any interactions with each other (silo approach). However, in the current management context, managers have realized the importance and the greater benefit of these departments or functions working in conjunction with each other (coordination). For employers looking for new staff members, they would likely favour those who have a more holistic company and work outlook – who can work in coordination with other functions and departments (breaking down silos). A worker’s ability to coordinate various functions, decisions, as well as actions have become essential qualities which employers are now including in their employee assessment. In order for me to meet these employee requirements, I need to enhance my skills in coordinating with various functions and departments of the company. In other words, I need to be a holistic employee in order to enhance my employability. Teamwork is also an essential part of any business or corporation. And teamwork incorporates coordination, communication, as well as holistic company processes and activities (teamwork). Ideal employees are those who can work within a team. In order to enhance my employability, I need to be able to work across the silos – or across the varying corporate functions and be a team player. And as an effective part of the team, I need to develop team player skills, especially those which would allow me to carry out my functions within a team, not as an independent employee (holistic). 4. Personal Branding and networks Personal branding refers to my personal purposes in seeking higher education and the manner by which I would like to ‘package’ myself for potential employer considerations (who am I). In the future, any employer reviewing my Curriculum Vitae (CV) would discover the various elements of my experience and activities. The subjects I have enrolled in college, including my work experience and the possible trainings I have taken or organizations I have joined would all be part of my brand or packaging (who I want to be). An employer would review these details in my CV and determine if I have the right ‘brand’ and qualities they are looking for. My CV is therefore an important part of my brand and must therefore be easy to read (branding). In order to enhance my employability, my CV must catch the employer’s attention at first read. The CV must therefore be quick, clear, easy to engage in, and sufficiently supported (first impressions). For each role or job being applied for, the CV must be adjustable and must fit the job and the company where the CV is being filed. Where all the above elements can be seen in the CV, the ultimate goal of getting an interview can be ensured (communication vehicle). One’s brand is also not dependent on one’s academic or work milestones. Networks established are also elements which the employers consider (networks). One’s network reflects a person’s social activity, including the types of training and organizations a person has considered and improved throughout the years. Employers would consider how an applicant’s network has expanded since entering university and how one has advanced his future work goals through attempts at employment or training (expansion networks). As a student, I now realize that I need to expand my network in order to further advance my future work plans. I need to consider trainings I can attend, organizations I can join as well as social networks I can incorporate into my life in order to expand as well as advance my future work goals (networking). 5. Placements Gaining any form of work placement for graduates has now become a difficult undertaking, especially for those who have no work experience during their university days. Current trends in employment now call for some form of placement during one’s university days before any potential work can be considered for graduates (experience). Not many students consider their university employment as an element for their future employment and so they do not bother to seek employment while in university or to consider trainings to enhance their future qualifications for specific jobs (trainings). By the time these graduates seek employment, it may be too late for them to gain the much needed networks and experience that employers are looking for. Having the foresight about any future placements is therefore an essential part of successful future employability. I now understand current university placement as an essential part of my future employment. In order to enhance my employability, I need to apply for any work experience programmes as well as trainings (trainings). I need to arm myself for my future as early as possible because what I would be doing now would have a significant bearing on my future. As a new graduate with a diploma, I would not have much to offer the employers who have higher standards for employment. I have therefore to give them something they can consider over and above other applicants. Trainings and work experience programmes can get me in the door; and through dedication and skills in my work, I can then further gain advancement opportunities (experience). Without any form of experience, I would never have the opportunity to manifest what I can do and what I can bring to the workplace. 6. Recruitment cycle The recruitment cycle starts with the establishment of the requirement or in some instances, defining the requirements of the job. It then moves forward to the search process where, ‘people finding’ is initiated, opportunities are presented and potential candidates are then pre-assessed (recruitment cycle). The selection process follows as a ‘short list’ is established; next, a final selection and offer would be extended, and finally a connection would be made. The current recruitment pool available is known as Generation Y. This generation has been exposed to the electronic and digital age (Generation Y). They are electronically adept and skilled in the use of the latest technologies and labour saving devices in the workplace (computer technology). As part of this generation, I join the pool of eager applicants. Although I am computer literate and functional in the latest electronic technologies, so are my fellow applicants. The current recruitment process has also entered a new phase where the internet and social networks are used in order to attract applicants. I therefore need to be alert for notices in company websites and social networking sites in order to be informed of employment opportunities (employers attracting employees). Through these postings, the specific goals and the application requisites for the vacancies can be viewed and I can therefore fashion my CV based on these work requirements and related goals. The current trends also include online applications and electronic copies of CVs; in some cases, interactive resumes also enhance employability (website applications). These are modern employment techniques I need to learn and apply in order to gain the attention of recruiters. The recruitment process is now in line with the technological advancements which are being widely used by various firms (online hiring). As part of the technologically capable generation, it is apt for me to use these tools to my advantage in order to gain employment. 7. Communicating effectively Recruitment is often dependent on the employer and on how he may choose to carry out the process. However, the potential applicant can improve his employability by communicating effectively or by ‘selling himself.’ An important part of the selling process would be one’s preparation. An applicant must always be prepared – physically, mentally, and even emotionally – for the recruitment and hiring process (selling yourself). Dressing appropriately is a given and preparing a short description of oneself during the interview is also a strong way of improving employability. Honesty is always an important policy during interviews and one should not hesitate to clarify questions where necessary (selling yourself). First impressions often last and interviewers often base the outcome of the interview from the first impression. Rambling on during the interview must also be avoided (interview). In order to communicate effectively as an applicant, I realize that I need to dress appropriately and professionally (dressing). This adds to a favourable first impression with my interviewer. Being honest, polite and being prepared for the interview are elements I need to be conscious of before the interview (preparation). I understand that communicating well with my interviewer would likely make the difference in my employability. There may also be elements of my CV which would likely inspire questions. I must also be prepared to answer and possibly defend the decisions I have made in my career path, including the subjects I have taken in the university, my previous jobs, my lack of experience, what I have learned from previous jobs, or reasons for resigning or being fired from previous jobs (job interview). Practicing and conceptualizing possible answers for the expected queries during the interview are therefore essential parts of my preparation. The level of my preparation for the interview would provide a good impression to the interviewer (good first impression). It would also effectively portray me as a confident, eloquent, knowledgeable, and responsible employee. 8. Problems/barriers in career development The development of any career involves a dynamic and continuous process which often spans one’s lifetime. There are stages in the development as the individual then establishes a self-concept. The four stages include: exploration, establishment, maintenance, and disengagement (stages). However, the development of one’s career may not always go as planned because in each stage of the development, a person may change his mind and sometimes choose other careers. Within each stage, various issues and barriers may be encountered and these barriers may cause delays in the development of one’s career or it may cause a person to change careers (barriers). In reflecting on the above elements, I realize that it is important for me to have a greater awareness of myself and of my situation. My career maturity is also a matter of consideration as it measures my level of development in handling similar and related tasks (maturity). In the process of career development, a level of adaptability and flexibility is needed; without such willingness, advancements and developments would likely be stalled (willingness). I have to be willing to adapt and to be flexible in my career in order to allow for change and for adjustments in my development. For employers noting these qualities, they would be more engaged in considering me for employment because I am not rigid in my goals or in making adjustments in my career. Some adjustments may be difficult to undertake. These changes may include relocation to an area unfamiliar to me (willingness to relocate). I have to be willing to make these changes in the future in order to advance my career and in order to enhance my employability. Employers favour those who are willing to take the risks and to make the necessary adjustments to their careers no matter how inconvenient or how difficult the changes may be. 9. Context of 21st century careers/ethics In the current context of 21st century careers, different ethical values apply. Basically, ethics refer to concepts of right or wrong based on moral considerations; it also refers to values systems or moral codes. Different people often have subjective and personal considerations of what they would consider as right or wrong, ethical or unethical (job considerations). Among businesses where the main and primary goal is profit, ethics may not be the easiest value to secure. In instances where aspects of businesses or corporations including political, governance, environmental, employment, and consumer issues come into conflict with each other, ethical issues arise (ethical dilemmas). The way decisions are made in ethical dilemmas would promptly reflect one’s values systems as well as one’s priorities. The 21st century has now ushered in the era of globalisation which includes technological changes, as well as a diverse workforce, an ageing population, and a desire for a better balance in one’s work and home life (economic and social trends). The economic crisis which has dominated the past decade has also driven individuals towards making hard ethical decisions. I believe that it is important for me to consider ethical values in my career because these values serve to anchor the moral compass for my career. Without ethical considerations, I would likely not be able to participate in legal and ethical work practices. In the current age of globalisation and fast-paced technology, I also need to constantly be updated about the latest technologies and other ways I can gain career advancements (social trends). I can gain notice and enhance my employability if I would be able to immerse myself in the globalised employment setting. Moreover, as I would faithfully follow ethical requirements, I can enhance my employability as the firms would also consider my integrity and my ability to comply with minimum work, as well as my compliance with legal, personal, and ethical standards of practice. Part 2 Overall Reflective statement There are various ways of enhancing employability and for any student and newly-graduate, it is important to consider and apply these methods of enhancing employability in order to effectively and eventually ensure gainful employment. Enhancing employability starts during one’s university stint where one’s academic capability, knowledge, skills, training, networks, and experience can be gained and developed (Wasson, 2012). Employability is based, to a significant degree on an applicant’s experience. Currently, most firms do not hire individuals without any experience. For any student starting at the university, the academe must not be his only concern, but gaining access to work experience programmes must be added to his priorities (Wasson, 2012). The career theory includes various concepts which discuss how careers develop and employment choices often impact on the development of careers and on the establishment of gainful employment (Owens and McDonagh, 2012). The career theory also cites the importance of matching one’s goals with one’s employment needs or requirements; and the importance of ensuring that the qualities of the employee match the needs of the environment, the corporations, or organizations involved (Owens and McDonagh, 2012). It is important to understand and apply the theories in enhancing employability because these theories provide a foundation for possible measures which can be taken in order to enhance employability. By understanding and applying theory, the impetus for career development would be greater and the chance of gaining employment would be improved (Zunker, 2011). Theories serve as basis for any decision and action and in the case of employability, it helps justify choices and decisions on the part of the employer and on the part of the prospective applicant (Owens and McDonagh, 2012). It is important for potential applicants to establish a portfolio which would eventually be based on their brand or how they would like to be perceived by the employers (Martin, et.al., 2003). Such a portfolio which shall be couched in the CV would be built from academic as well as experience and trainings undertaken from as far back as one’s university days (Wasson and Dennis, 2012). Understandably, employers are cautious about hiring new graduates with limited experience because of the time and experience involved in having to train potential hires. Hiring individuals who have had a modicum of experience decreases the degree of training involved as well as the time allocated for the training of these individuals (Wasson and Dennis, 2012). In order to enhance employability therefore, gaining experience before graduation is an essential first step. During the recruitment process, one’s CV or portfolio would be evaluated by the employers. The CV will serve as one’s formal and documented brand. It shall contain a summary of the academic, work, and training background of a potential employee (Wasson and McDonagh, 2012). The CV would provide the employer with a glimpse of the applicant’s academic leanings, including his major and minor academic interests. It would also summarize his work experience, including the networks he has formed since entering university. These networks would involve his trainings, membership in organizations, including his relevant social activities (Wasson and McDonagh, 2012). As a whole, the brand of the applicant can be built over time, and as a whole can be deduced by the employer through the recruitment process. The recruitment process involves a cycle which starts when the requirements of the job are defined. It then moves on to the process of wading through and assessing potential hires, then narrowing the number of applicants to a smaller list where the final hires would be drawn or decided (Wasson and McDonagh, 2012). During the recruitment process, a potential hire can improve one’s ability to communicate effectively. At this point, an applicant would attempt to ‘sell’ himself to the recruiter using his brand and using effective communication skills (Wasson and McDonagh, 2012). Effective communication would involve how one is dressed, how one speaks, or how one prepares his CV. These elements all make a significant impact on the impression gained by the recruiter from the applicant. First impressions last and such first impression must therefore be good because the recruiter often bases his decision on that first impression. One’s physical appearance and actions during the first few seconds of the meeting or interview with the recruiter can often make all the difference in one’s employability (Wasson and McDonagh, 2012). Moreover, being prepared is a crucial element of improving one’s employability. All the necessary preparations for any work application must be carried out beforehand. Being prepared implies respect for the process, as well as an enormous amount of responsibility inherent in the applicant. In order to communicate even more effectively with the employers, it is important for the applicant to utilize the latest tools in the electronic and digital age. These tools include social networking and websites which are now being used by companies to advertise vacancies and to attract applicants (Wasson and McDonagh, 2012). Using these tools implies adequate competence and it implies one’s willingness to embrace and apply these new technologies in the workplace. Issues in career development make it difficult for individuals to improve and advance their careers. It is nevertheless important for applicants to continue to explore different ways with which they can improve their careers (Hampson and McDonagh, 2012). More importantly, gaining experience seems to be the best way for individuals to develop and improve their careers and it is also one of the main considerations for recruiters in hiring workers (Morton, 2012). The process of developing one’s career involves various decisions, including those which are uncomfortable or inconvenient to the employee (Hampson and McDonagh, 2012). In effect, career development often includes relocation, going back to school, or even undergoing more training. For applicants willing to make these changes and adjustments, their employability can be enhanced and their opportunities for career advancements can also be opened. Enhancing employability includes a host of adjustments in one’s academic and professional life (Kumar, 2008). I believe that it also includes the process of engaging in co-curricular activities while in university. In order to enhance my employability through these activities, I need to engage as widely as possible in these activities for as long and as much as they are available. Award programmes in the university are often established and opened to students and these programmes allow students to compete in these awards (Wasson, 2012). For universities, their commitment to these co-curricular activities must therefore be strong in order to increase the options and possibilities for their graduates. University support can also increase the credibility of these activities (Wasson, 2012). Moreover, these universities also have the tools in increasing the number of institutions involved in the activities. The participation of employers at the earliest stages of the development of these co-curricular activities is important in the creation of the programme awards and in meaningfully addressing employability (Weinert, 2001). At most stages of the planning therefore, these employers must be engaged (Wasson, 2012). And in order to enhance my employability as far as these networks and activities are concerned, I now understand that I also need to be diverse in my institutional choices, and approach as many employers from multinationals to charities as well as local businesses in order to gain as much perspective and experience as possible (Weinert, 2001). As a student potentially seeking employment, I now understand that I also need to get in touch with employer representatives in order to gain insight on what kind of experiences, networks, background, and training they would need from their applicants (Wasson, 2012). Their input can help point me in the right direction based on the career and the prospective jobs I would likely apply for in the future. For example, I would like to eventually involve myself in advertising. Employers involved in this field can already give me tips on what subjects I can enrol, the trainings I can attend, the networks I need to build, and the co-curricular activities I need to participate in (Knight and York, 2004). Participating in these activities can all contribute in building my brand which would be ideal for future employability. I am fully aware of the fact that joining the employment market in the future would be a highly competitive challenge because I would be one among thousands of graduates looking for work (Wasson, 2012). I therefore need to stand out from these thousands of graduates and the best way I can do this is to offer the employers what they actually need in an employee. Most of them need experience from their applicants and therefore as early as I can manage during my university days, I need to gain relevant experience (Wasson, 2012). All of these elements combined can all contribute to my brand and my final portfolio. Conclusion The above reflection and the previous analysis from the nine topics help establish the important elements and methods one can develop and enhance employability. Employability is based on different requirements and the topics and discussion above highlights the importance of experience and of building a brand for any potential applicant. More importantly, employability needs to be developed as early as possible while in the university through work experience programmes, trainings, and participation in relevant organizations. By establishing a strong, noticeable, and impressive CV, I can improve and enhance my employability. References Agarwal, R. (1983). Organization and management. UK: Tata McGraw-Hill Education. Ashwell, M. and Watson, A. (2012). Enhancing Employability. Lecture 3: Business simulation/teamwork. Teeside University Business School Hampson, L. and McDonagh, T. (2012). Enhancing Employability. Topic 8 - Problems and Barriers in Career Development; Concept of Ethics/Topic 9 – Context of 21st Century Careers. Teeside University Business School Harvard Business School (2006). Hiring smart for competitive advantage. Massachusetts: Harvard Business Press. Keech, P. (2012). Freelance fashion designer's handbook. London: John Wiley & Sons. Knight, P. and Yorke, M. (2004). 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