Unit 47 Employ ability Skills
London School of Science & Technology
| Qualification | Unit number and title | ||
| Pearson BTEC Level 5 HND Diploma in Business (QCF) | Unit 47 Employ ability Skills Level 5 | ||
| Student name and ID number | Assessor name | ||
| Altaf Khoso, Imad Guenane, Urmila Chooramun and Armaghan Habib | |||
| Date issued | Completion date | Submitted on | |
| 25thJanuary 2016 | 08thMay 2016 by 5.00pm | ||
| Internal Verifier | Dr George Panagiotou | ||
| Assignment title | Training and Development- GE | ||
Instructions
Abbreviation
|
· An electronic copy of your assessment must be fully uploaded by the
deadline date and time.
· You must submit one single PDF or MS Office Word document. Any relevant images or screenshots must be included within the same MS Office Word or PDF document.
· The last version you upload will be the one that is marked. Your paper will be marked if you have indicated this as your final submission.
· Review the mitigating circumstances policy for information relating to extensions.
· The file size must not exceed 20MB.
· Answer the criteria in order, clearly indicating the pass criteria number.
· Ensure that all work has been proof-read and checked prior to submission.
· Ensure that the layout of your documents are in a professional format with font style Arial, font size 12 for the text, font 14 for sub heading and font
16 for main heading, line spacing 1.5 and justified.
· Use the Harvard referencing system; otherwise it will be considered as plagiarised work.
· Ensure that you back-up your work regularly and apply version control to your documents.
· Ensure that any file you upload is virus-free, not corrupted and not protected by a password otherwise it will be treated as a non-submission.
· You must NOT submit a paper copy or email of this assessment to any member of staff at LSST.
· Your work must be original with the appropriate referencing
| ||
| Learner Declaration | |||
| I certify that the work submitted for this assignment is my own and research sources are fully acknowledged. Student signature: Date: | |||
London School of Science & Technology
Introduction and guidance
Welcome to The Employ ability Skills Assessment paper. Training and development
Today most people, probably yourself included, have come to expect energy at the touch of a button or the flick of a switch. Until recently, energy sources have been plentiful. The current global environment is truly complex and presents significant challenges for the oil and gas sector. In the past, resources were relatively easy to extract, but now new reserves are more difficult to exploit. Currently, oil and gas is extracted in deep water or more remote places, often under extreme environmental conditions. Today, technology and innovation are more critical than ever to overcome new industry challenges in order to make energy available to everyone.
GE Oil & Gas is one of the key players in the energy market. It delivers innovative equipment and services that enables its customers, oil and gas companies, to access and to make more efficient and sustainable use of the world’s energy resources. GE Oil & Gas’ involvement in complex global oil and gas projects requires a wide range of roles in a variety of areas. Its highly trained and skilled workforce constantly develops and adapts to meet the changing needs of the industry.
Workforce planning is the process of planning for the future labour needs of a business. An analysis will show the numbers, skills and locations of people needed. Recruitment and training can then be focused on meeting those needs. GE Oil & Gas works in a rapidly changing market, so workforce planning is key to secure the future of the business.
In addition to the aforementioned industry challenges, the oil and gas industry is also facing a shortage of skilled people due to a number of factors. First, an ageing workforce creates a large industry challenge as many senior experts in the industry are approaching retirement. Industry statistics show that up to 50% of oil and gas engineers will be eligible to retire over the next few years. In addition, in the UK there is a shortage of science, technology, engineering and maths (STEM subjects) graduates so demand for these students is high. Engineering and technical competencies are essential to the industry.
GE Oil & Gas is focused on providing training and development opportunities to ensure its workforce can meet the industry’s latest challenges by offering a broad training curriculum and a network of global training centres. Additionally, the company’s customised leadership programmes aim to develop the next generation of technical experts and managers. GE Oil & Gas offers a huge range of roles in a variety of functional areas, collaborating globally to support business needs, including:
- research & development (R&D) and engineering to create and implement innovative technologies
- marketing and sales to identify and meet customers’ needs globally
- human resources (HR) to recruit, train and develop an efficient workforce
- Manufacturing to produce equipment for use in all stages of energy production and distribution.
External factors such as the environment and advances in technology can also influence the projects and may require additional expertise and skills. GE Oil & Gas supports employees’ career paths through dedicated training and development opportunities such as apprenticeships.
Source: Times 100 GE case study
In addition, you will need to address the merit and distinctions within your answers to achieve a merit and a distinction.
Read the scenarios thoroughly. This paper consists of three tasks.
PLEASE REMEMBER
CHECK THAT YOUR ANSWERS MEET THE CRITERIA ENT CRITERIA AS YOU
London School of Science & Technology
Scenario One:
Workforce planning is the process of planning for the future labour needs of a business. An analysis will show the numbers, skills and locations of people needed. Recruitment and training can then be focused on meeting those needs. GE Oil & Gas works in a rapidly changing market, so workforce planning is key to secure the future of the business.
You have recently been appointed as a Human Resource Coordinator for the GE in the UK and have been asked by the board of directors to evaluate motivation and training in the company.
Task One
You have been asked to develop a self-evaluation report that includes set of personal responsibilities and performance objectives, evaluating their effectiveness and making recommendations for improvement. You will also need to review how motivational techniques can be used to improve quality of performance.
Develop a career development plan for the next three years.
Task One Write A Report – 1,000 words
London School of Science & Technology
The following must be included in your report:
(1.1) Write a report to develop a set of your own responsibilities and performance objectives for the next three years as the Human Resource Coordinator in GE.
(1.2) Evaluate your own effectiveness against the above defined objectives.
Guidelines: You are required to consider the following in formulating your answer:
Develop a set of at least three to five responsibilities and performance objectives. For instance completing a CIPD course over the next three years , actions taken to complete the course and how and why do you think the objectives identified is achievable.
(1.3) Conduct a self-audit to determine your strengths and weaknesses specifically in relation to the above objectives. Then, recommend how to convert your weaknesses into strengths and make an overall improvement.
Guidelines: You are required to consider the following in formulating your answer: Highlight two strengths and two weaknesses. Recommend how to convert the weaknesses into strengths. Refer to the responsibilities and objectives outlined above and evaluate own effectiveness against these defined objectives.
(1.4)You have noticed staff performance in GE has been dropping recently. Review how motivational techniques can be used to improve the quality of staff performance.
Guidelines: You are required to consider the following in formulating your answer:
- Outline two motivational techniques/ theories and discuss how they can be used to improve quality of performance.
MERITS AND DISTINCTIONS M1
To achieve M1, you will show that you have included effective judgements in your discussion in questions 1.1. and 1.2. This will be done by demonstrating that you have applied an appropriate decision-making process/style to the answer.
London School of Science & Technology
| Scenario Two | |
Workforce planning is the process of planning for the future labour needs of a business. An analysis will show the
numbers, skills and locations of people needed. Recruitment and training can then be focused on meeting those needs. GE Oil & Gas works in a rapidly changing market, so workforce planning is key to secure the future of the business.
In addition to the aforementioned industry challenges, the oil and gas industry is also facing a shortage of skilled people due to a number of factors. First, an ageing workforce creates a large industry challenge as many senior experts in the industry are approaching retirement. Industry statistics show that up to 50% of oil and gas engineers will be eligible to retire over the next few years. In addition, in the UK there is a shortage of science, technology, engineering and maths (STEM subjects) graduates so demand for these students is high. Engineering and technical competencies are essential to the industry.
| |
Task Two:Reflective note (1000 words)
Produce a Training Plan and a Personal Log– 1,000 words
|
UNIT 47: Employability Skills –January 2016
London School of Science & Technology
LO2 Be able to develop interpersonal and transferable skills
LO3 Understand the dynamics of working with others
(2.1 & 2.2)Write a reflective note in which you will develop solutions to work based problems faced by GE in scenario two and demonstrate how you will communicate it to your line manager and your team. You will need to use a variety of styles and appropriate manners at the various levels.
Guidelines: You are required to consider the following in formulating your answer:
- Identify a solution to problem that GE is facing detailing how it can be resolved.
- Use a variety of appropriate styles to communicate to this audience.
(communication styles include: verbal and non-verbal – awareness and use of body language etc)
(2.3) Identify two relevant time management strategies that you would use to improve or mitigate time management risks.
Guidelines: You are required to consider the following in formulating your answer:
Identify and explain at least two time management strategies (80-20, Pickle Jar theory and Swiss Cheese Method).
(3.1) Explain the roles people play in a team at GE and how they can work together to achieve shared goals and objectives.
Guidelines: You are required to consider the following in formulating your answer:
Provide a brief outline of Belbin’s theory, explain the roles people play in a team and how they can work together to achieve shared goals.
(3.2) Analyse the team dynamics at your HR department.
Guidelines: You are required to consider the following in formulating your answer:
Define and analyse the term ‘team dynamics and explain two ways in which it can be improved to increase productivity.
(3.3) Suggest alternative ways that you will use to complete the tasks of workforce planning and achieve team goals within your department.
Guidelines:
You are required to consider the following in formulating your answer:
Provide at least two methods that a leader can use to help team members complete the task. ( e.g. setting direction, setting standards, motivating, innovative, responsive, effective communicator, reliability, consistency)
MERITS AND DISTINCTIONS
M2
Select the best time management strategy from your answer in 2.3 and explain how you will use it to rectify the skill shortages at GE.
D1:
Based on your answer provided in 3.1 critically evaluate the contribution and allowable weaknesses of each team roles identified in the Belbin’s Theory.
Guidelines:
You will have to show the positive and negative aspects of each team roles identified by Belbin.
D2
Produce a log in order to transfer your skills and understanding of team dynamics to your subordinates.
Guidelines:
The log will reflect your actions over a period of three months with reference to managing your teams. For instance you will include activity descriptions, mentoring activities and presentation talks.Follow the template provided in class.
Scenario Three: Report
There are a number of training opportunities available for young people to equip with skills, apprentice is one of them. How do this impact organisation such as GE in the UK? This task covers LO4
Task Three
Report1,000 words
London School of Science & Technology
LO4 Be able to develop strategies for problem solving
(4.1) Using the GE case study outlined above, evaluate the use of two problem solving tools that enables you to develop solutions to problems in general.
Guidelines: You are required to consider the following in formulating your answer:
Evaluate two tools and methods for developing solutions. You can use Force Field Analysis, Critical Path Analysis, timescale, stages, resources or other tools of your choice.
(4.2) Assume that the organisation outlined in case study has suffered a huge loss due to lack of trained and skilled staff and this resulted in a drop in their market share. Develop an appropriate strategy for resolving this problem.
Guidelines:You are required to consider the following in formulating your answer:
Discuss how you will address this problem. In doing this task, you will need to develop an appropriate strategy for resolving this particular problem.
(4.3) Evaluate the impact of implementing the strategy selected in 4.2 on the organisation in the given scenario.
Guidelines: You are required to consider the following in formulating your answer:
Using the strategy outlined in 4.2, list and evaluate three possible impacts of implementing the strategy on GE.
MERITS AND DISTINCTIONS M3
Review and Justify the choice of tools and methods demonstrated in 4.1.
D3
To achieve D3, reflect and draw conclusions on the effectiveness of the tools and methods for developing solutions to problems 4.2
| Merits and Distinctions | |||
| M1 | Identify and apply strategies to find appropriate solutions | Effective judgements have been made |
To achieve M1, you will show that you have
included effective judgements in your discussion in questions 1.1. and 1.2. This will be done by demonstrating that you have applied an appropriate decision-making process/style to the answer.
|
| M2 |
Select/design and apply
appropriate methods/techniques
|
A range of sources of
information has been used
|
Select the best time management strategy from
your answer in 2.3 and explain how you will use it to rectify the skill shortages at GE.
|
| M3 |
Present and
communicate appropriate findings
|
The appropriate structure
and approach has been used
|
Review and Justify the choice of tools and
methods demonstrated in AC4.1.
|
| D1 |
Use critical reflection to
evaluate own work and justify valid conclusions
|
Conclusions have been
arrived at through synthesis of ideas and have been justified
|
Based on your answer provided in 3.1 critically
evaluate the contribution and allowable weaknesses
of each team roles identified in the Belbin’s Theory.
|
| D2 |
Take responsibility for
managing and organising activities
|
Substantial activities,
projects or investigations have been planned, managed and organised
|
Produce a log in order to transfer your skills and
understanding of team dynamics to your subordinates.
|
| D3 |
Demonstrate
convergent/lateral/
creative thinking
|
Convergent and lateral
thinking have been applied
|
To achieve D3, reflect and draw conclusions on the
effectiveness of the tools and methods for developing solutions to problems AC4.2
|
UNIT 47: Employability Skills –January 2016
Employability Skills
Unit 47
Learning outcomes
On successfulcompletion of this unita
|
Assessment criteria for pass
The learnercan:
|
| learner will: | |
LO1
Be able to determine own responsibilitiesand performance
|
1.1 develop a set of own responsibilities and
performance objectives
1.2 evaluate own effectiveness against defined objectives
1.3 make recommendations for improvement
1.4 review how motivational techniques can be used to improve quality of performance
|
| LO2 Be able to developinterpersonal andtransferable skills |
2.1 develop solutions to work based problems
2.2 communicate in a variety of styles and appropriate manner at various levels
2.3 identify effective time-management strategies
|
| LO3 Understand thedynamics of workingwith others |
3.1 explain the roles people play in a team and how
they can work together to achieve shared goals
3.2 analyse team dynamics
3.3 suggest alternative ways to complete tasks and achieve team goals
|
| LO4 Be able to developstrategies for problemsolving |
4.1 evaluate tools and methods for developing
solutions to problems
4.2 develop an appropriate strategy for resolving a particular problem
4.3 evaluate the potential impact on the business of implementing the strategy
|
Reading List
- Thompson Leigh, L – Making the Team: A Guide for Managers (Pearson Education, (2008) ISBN 9780136037767
- Additional Reading
- Cottrell, Stella. Skills For Success. Basingstoke: Palgrave Macmillan, 2010. Print. ISBN 9780230250185
- Kirton, Bill. Brilliant Workplace Skills For Students & Graduates. Harlow: Prentice Hall, 2011. Print. ISBN 9780273757047
- Business Essentials Management: Leading People and Professional Development: Study Text. (2015).
London: BPP Learning Media (June 30, 2013). ISBN978-1445368320
Further Reading
- Identifying Your Employability Skills.1st ed. 2015.Web. 30 June
No comments:
Post a Comment