Topics: Employment, Leadership, Recruitment Pages: 14 (5277 words) Published: May 5, 2013

1. Evaluation and diagnosis by on you of the impact of the following 9 topics:3
1.1 Topic 1 Introduction to employability3
1.2 Topic 2 Theoretical basis of the module3
1.3 Topic 3 Management / Teamwork simulations4
1.4 Topic 4 Personal branding and networks5
1.5 Topic 5 Placements6
1.6 Topic 6 Recruitment cycle7
1.7 Topic 7 How to sell yourself8
1.8 Topic 8 Problems / Barriers in career development / Ethics8
1.9 Topic 9 Context of 21st century careers9
2. Overall reflective statement of 1500 words identifying how you have enhanced your employability and how you will demonstrate this to employers.11 3. A SMART action plan – which should detail how you plan to continue to enhance your employability on an on-going basis.15 4. References17

1. Evaluation and diagnosis by on you of the impact of the following 9 topics:

1.1 Topic 1 Introduction to employability
In the first lesson of Enhancing Employability lecture presented ‘what is employability’. Employability can be defined a set of attributes, skills and knowledge that all labour market participants should possess to ensure they have the capability of being effective in the workplace – to the benefit of themselves, their employer and the wider economy (CBI, 2009). So, based on this explanation, we can know that employer hire an employee not emphasize on their qualification such as certificate or degree but look for employee who are high abilities, good characteristics and knowledgeable. In this topic, I learn that employability is not the same as gaining a graduate job, rather it implies something about the capacity of the graduate to function in a job and be able to move between jobs, thus remaining employable throughout their life. Employer no need an employee know a lot of theories that learn from text book or university and cannot perform on the job position, even cannot work and communicate with their colleague. Employer truly need is an employee can transform what theories they learn become skill and abilities that can contribute and apply in work place to bring performance to organization. Besides that, in a competitive and fast-moving global economy, skill and knowledge is essential to be employ, but it is not enough. It maybe can let us enter an organization, but without good attitude and behaviour, we cannot stand long in our work position. However, as a future employee, I know that we must start to enhance our employability from now and in daily life to ensure that we can be value as a good employee.

1.2 Topic 2 Theoretical basis of the module
In this topic, lecturer cover some of the theories related to enhancing employability. From all the theories I learn, there are two theory truly impact me, HRM and Leadership. HRM is the process of hiring and developing employees so that they become more valuable to the organization. From this simple explanation, we know that quality of employee is very important for an organization. Even an organization can provide successful product, but without good staff also cannot build up a successful organization. According to (Marchington and Wilkinson, 2005), in the mid-1980s in the UK, and earlier in the US, the term HRM became fashionable and started gradually to replace others such as 'personnel management', 'industrial relations' and 'labour relations'. Many year ago, why concept HRM has come out? The reason is because people differ from machines and they are inherently complex. So HRM are play an important role of manage employee, solve the problem among employee and ensure that they reach the minimum acceptable level. Some view leadership as a series of specific traits. Others see it as comprised of certain skills and knowledge. And some, think of leadership as a process. Maybe there are no such wrong or right between all different view of leadership, but current thinking is leadership as a process, divided into Transactional Leadership and Transformational...

References: Armstrong, M. (1999), Employee Reward, 2nd Edn, London: Institute of Personal and Development.
CBI (March 2009) ‘What is employability?’
http://www.kent.ac.uk/employability/guide/ (13 April 2013)

Jeff Willis (March 2006) ‘Why is Planning Important?’
http://jeffwillis.articlealley.com/why-is-planning-important-32151.html (29 April 2013 )
Marchington and Wilkinson (2005) ‘Development of HRM’
http://www.strath.ac.uk/hrm/about/whatishrm/ (19 April 2013)

Professor Tony Watts OBE (2010) ‘Why Career Development Matters’
http://career.ibu.edu.ba/assets/userfiles/career/why_career_development_matters.pdf (24 April 2013)

Steve Bunyan (2010) ‘Unique Selling Point’
http://www.small-businessmarketing.co.uk/unique-selling-point/ (21 April 2013)

Webster 's New World Dictionary ‘Teamwork in the Classroom’
http://www.ndt-ed.org/TeachingResources/ClassroomTips/Teamwork.htm (23 April 2013)

What is Term Placement (2009)
http://www.globalguideline.com/articles/analysis.php?k=What_is_Placement_or_Internship (21 April 2013)
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