...individual recognizes himself as a personal brand or a marketing product. A personal brand centers on identifying an individual’s value, and how he or she benefits a potential employer (Aspire.com, 2014). Perspective employers use technical hiring methods and pre-employment studies aimed at locating potential employees with a positive image. The corporate goal includes locating and investing in an influential business leader (Marrs, 2012). The 360˚Reach-Personal Brand Assessment identifies brand attributes, personal brand skills, strengths and weaknesses with projective exercises for recognizing each member’s team role. This exercise highlights detailed information about the effectiveness for each group member and what valuable skills he or she provides for the team (Reach Communication Consulting, Inc., 2009). Brand Attributes Attributes identify personal values for each group member and how his or her strengths influence the team (Reach Communication Consulting, Inc., 2009). This survey recognizes the daily motivation for each team member. The attributes from each team member provide a balance within the team, which overcomes any challenge or conflict. One strategy helping the team cohesion includes embracing the unique skills each member provides for the group (Reach Communication Consulting, Inc., 2009). Personal Brand Skills Personal branding focuses on marketing you as a high-valued employee. A personal brand identifies personal strengths and weakness for members...
Words: 818 - Pages: 4
...P1 EXPLAIN THE PERSONAL ATTRIBUTES VALUED BY EMPLOYERS In this report I will be explaining personal attributes that are valued by employers. An example of personal attributes is, self-motivation. I will also discuss three acts; Data Protection Act, Computer Misuse Act and Copyright Act. Self-motivation is ability to do what needs to be done, without influence from other people or situations. People with self-motivation can find a reason and strength to complete a task, even when challenging, without giving up or needing another to encourage them. Self-motivation is really valued by employers because so you do your work and not hand in work in late. Leadership is the individuals who are the leaders in an organization. Employers value this because they want you to be creative and be in charge of the task whilst guiding the other people. Leadership involves establishing a clear vision, sharing that vision with others so that they will follow clearly, providing the information, knowledge and methods to realize that vision. Communication skills is the ability to send information to another effectively and efficiently. Business managers with good verbal, non-verbal and written communication skills help facilitate the sharing of information between people within a company for its commercial benefit. Organisational skills is the ability to use your time, energy, resources, etc. in an effective way so that you achieve the things you want to achieve. Organisational skills is valued...
Words: 1293 - Pages: 6
...------------------------------------------------- The Business Edge Program – giving employers what they want The development of employability skills, commonly referred to as key, core or generic skills, in business graduates is of increasing importance to employers worldwide. This focus on fostering skills, attributes and knowledge which better prepare students for the workplace is not a new concept but one recognised in both education and industry as now being a pivotal element of business undergraduate education. In 2002, the Australian Chamber of Commerce and Industry [ACCI] and the Business Council of Australia [BCA] developed a national framework for employability skills (Department of Education, Science and Training [DEST], 2002), see table below. In line with changing global and national business environments, a more contemporary employability framework is needed to first, reflect evolving industry requirements and second, to provide the Business Edge (BE) program with a clear set of program outcomes. As a core component of the Bachelor of Business, BE is based on a framework which captures and reflects current employer preferences and priorities (see table below); ensuring that ECU business graduates meet the expectations of today’s employers. 2002 Employability skills framework1 | ECU Graduate Attributes | 2010 BE Employability Skills framework2 | Communication | Ability to communicate | Communicating effectively | Teamwork | Ability to work in teamsCross...
Words: 1161 - Pages: 5
...HMEMS80 2013 ASSIGNMENT 01 FOR SEMESTER DUE DATE 26 AUGUST 2013 SURNAME AND INITIALS: (Indicate your name and initials above) STUDENT NUMBER: ___________________________ Note that there are two documents for this Assignment. 1) An INSTRUCTION document that provides the task and the information that you need to correctly complete the assignment. 2) This TEMPLATE FILE (that you must RENAME to indicate your own details) and on which you will complete your answers. This is the ONLY file that you will submit for this assignment via the MyUnisa Assignment Submission system. Please make sure that you have correctly named the file and that you have indicated all your answers on this file BEFORE submitting it as your assignment by the due date. It needs to be completed in Word format and then submitted online as a PDF document. Only assignments in PDF format may be submitted. [If you need more guidance on how to create a PDF document – review the FAQ’s on your HMEMS80 myUnisa site]. 1 SECTION A: MULTIPLE CHOICE QUESTIONS See the INSTRUCTION document for the material that you need to work through and the multiple choice questions to complete this section. Question number Question 1 Question 2 Question 3 Question 4 Question 5 Question 6 Question 7 Question 8 Question 9 Question 10 Correct answer: Indicate ONLY the letter for the correct answer below for each of the 10 questions. D A D D A D D A A D 2 SECTION B: LITERATURE...
Words: 2164 - Pages: 9
...…………………………………………..6 Impact on Success………………………………………………………………………………....7 Retention and Promotion………………………………………………………………………….8 Furthering Research………………………………………………………………………..…….10 Conclusion………………………………....…………………………………………………….11 References……………………………………………………………………………………..…12 Abstract As Millennials begin to dominate the workplace, it has begun to cause a shift in beliefs, values, abilities, and success. It can now be seen that Millennials provide benefits to employers in the workplace (Alsop, 2008). Millennials bring different characteristics to the working environment, regardless of their stereotypes. Their use of technology can be utilized as a positive attributed and thus an impact on their success. Millennials are also seeking a coaching or mentoring environment through reverse mentoring. The impact Millennials will have in the workplace is one of success and the desire to work better, but they also need positive reinforcement. Millennials are also seeking an environment where they have different benefits than prior generations thereby leading to increased productivity. Employers can work with this generation by providing reverse mentoring possibilities. Flex time schedules and more communication with their supervisors as well as the ability for them to bring their technological characteristics to use, are all critical benefits which can be...
Words: 2932 - Pages: 12
... getting yourself prepared for the job market, and presenting yourself as a valuable asset would make it easier to obtain a position that will successfully meet the needs of both you and your employer. With globalization taking place and the employment equity act in force the job market has become rather competitive. Now, a person not only has to compete for a job with the different people from his own community or country but also with the people who emigrate from other countries. So what is it that will distinguish you from all your competitors? This literature review aims at exploring employability and focusing on the link between education and employability to determine whether employability can be increased through higher education. Defining employability A report carried out by Hillage and Pollard (1998) for the Department for Education and Skills (DfES) found that. . Employability is about having the ability to acquire initial employment, keeping employment and acquire new employment if required. . For an individual, employability depends upon: 1. Assets in terms of knowledge, skills and attitudes, 2. The way these assets are used and deployed, 3. Presentation of assets to potential employers, 4. The context within which the individual works, e.g. labour market, personal circumstances. Comprehensively, employability is the capability to move self-sufficiently within the labour market to realise potential through sustainable employment. It is about being capable...
Words: 2610 - Pages: 11
...work, and that professionals need to be imported or lured to the country. This situation may arise from the fact that students lack employability skills. Behavioural (soft) skills such as those gained through curricula that embed critical outcomes such as analytical skills, teamwork, organize and manage oneself, usually deliver more competent and employable graduates (Coll & Zegwaard, 2006). Employers have indicated that students are often not prepared for the workplace and call on universities to produce more employable graduates (Barrie, 2006; Kember & Leung, 2005) by providing transferable skills that can be taken into the workplace (Smith, Clegg, Lawrence & Todd, 2007). Students’ subject matter knowledge is usually satisfactory (Crebert, Bates, Bell, Patrick & Cragnolini, 2004; Hind, Moss & McKellan, 2007) but by improving and developing their competencies such as interpersonal skills, teamwork, communication and problem solving skills, value will be added to their intellectual capabilities making them more employable (Hind et al., 2007; Maher & Graves, 2007). Employers are expecting graduates to be work-ready and demanding a range of competencies and qualities of them (Yorke & Harvey, 2005). Educational institutions should be critical of their programme offerings and question if they are nurturing the appropriate competencies and consider how best to ensure...
Words: 1491 - Pages: 6
...GENERAL ATTRIBUTES ( all info that is in black is in my own words and can be straight put on the leaflet) time management Time management – so that a good job can be done at your workplace and keep your employer happy is by managing your time. This has in it things like getting to work on time and completing the task in the time that’s has been given to you to finish in. Time management is also really important as you have to make sure that you don’t waste needed company time by going to your personal issues that are not to do with the job. but, if you get to work on time every day or maybe early, as well as completing the task on time; it is valued by the employer as this shows you motivation towards your job and the employer know that you are willing to do a great job. In order to make the best use of your time at your workplace, you need to manage your time effectively. You can do this is several ways; these are couple of good ways of managing your time: Take control of your time – you can do this by using a diary which would help you to remember which task has to be done by what time. Protect your time space – this is by handling interruptions, making sure that when you get to work, you’re in your work zone and not get interrupted by other activities taking place around you. Electronic online diary is another way of managing your time as you can keep a record of meetings, appointments etc and the advantage of this is that the information...
Words: 1184 - Pages: 5
...Running Head: PROFESSIONAL VALUES AND ETHICS Professional Values and Ethics University of Phoenix Gen/200 Foundations for General Education and Professional Success Instructor: Christopher Mott Professional Values and Ethics Values and ethics are extremely profound attributes, and very significant when instilled within a person of determination. In knowing the desire and need to be successful, the driven nature within can empower energy, magnified by the continued success of one’s desired career path. Although both values and ethics seemingly support one another, the defining factor varies with each individual, as everyone’s core within is different. Professionally speaking, giving proper support and importance, not only in defining values and ethics, yet to also bring to light the derivative of sources, truly gives the overall impact of achieving career success. The choice one makes to practice honest values and quality ethics, allows a structured environment sustaining loyalty, for the overall business arena. In essence, professional values and ethics supports the true core of whom all are professionally and personally, as the way all choose to value themselves in doing what is right, the more often all will show positive reflection within the business world. Values are the personal ways the depths of everyone’s soul speaks to them, often urging one to stand ground and take action, enhancing direction and guidance supporting nourishment and strength...
Words: 1614 - Pages: 7
...characteristic of the individual. It is a one –dimensional, outcome-based definition that places the individual’s skills at the center of the concept (McArdle et al., 2007).There are three interrelated components that influence employability which are (a) individual factors that includes attributes, transferable skills, qualification and educational attainment, (b) personal circumstances that relates to the individual’ social and household situation, (c) external factors that cover labor demand conditions and enabling support factors (McQuaid and Lindsay, 2005). With these, employability is thus an outcome of multiple factors. Employability is having a set of skills, knowledge, understanding and personal attributes that make a person more likely to choose and secure occupations in which they can be satisfied and successful (Dacre Pool & Sewell, 2007). It can be affected by labor market institution, skills, and knowledge enhanced by education and training (Psacharopoulos et al, 2004). Studies have pointed out the preference of employers for graduates who have “self- theories” that are characterized by confidence, optimism, and the belief in their ability to make a difference. Employers also want graduates who can easily adapt to their workplace and environment, who can use their skills to advance...
Words: 815 - Pages: 4
...decide between them because they are a really good match with the job description with attribute such as: reliable, detailed work attitude and good social skills to interact with others departments and clinics. The company needs to hire only one candidate. The people involved in this Dilemma are: * AllCure Pharmaceutical company * Personal manager * Product approval department * Two female applicants * Social networking sites such as Facebook * Current Intern (friend of second applicant) The main ethical arguments for and against the use of social network sites for potential employers in this situation are: Ethical argument should focus on the moral aspects of argumentation. It means that arguments should focus on right or wrong instead of bad or good because it is affected by ones' personal values. Now a days, employers use internet search engines and social networking sites to screen potential job applicants before hiring them because employers are often responsible for the actions of their employees. However, it is important for companies to know who they are hiring, but it is unethical to make a hiring decisions base on the information found on the internet or social site. The following two ethical arguments for and against the use of social network sites for potential employers in this situation are: Promotion and Advertisement: These days, potential employers use social network sites to promote their business or product by advertising on...
Words: 480 - Pages: 2
...concur on employability skills? Adeniyi, Adeolu Shola GTB Lagos, Nigeria adeolu.adeniyi@mail.com Abstract This paper is one in a series of establishing what competencies the various stakeholders (students, faculty and industry mentors) think are the ideal competencies needed by employees in the hospitality field in places such as hotels, food service providers, restaurants and lodges, compared to those actually displayed by hospitality management students. This particular paper reports on a comparison drawn between what the faculty and students believe are the ideal competencies compared to those that they actually have on completion of their academic studies, prior to the students engaging in their semester of work-integrated learning (WIL). The results would be used by faculty to focus on ensuring students are aware of the employability and management competencies they need in order to conduct themselves in the business world of hospitality with confidence and competently. Key Words: Competencies, hospitality, soft skills, work-integrated learning. Introduction...
Words: 3455 - Pages: 14
...He writes about how many employees just want to go to their place of work, but actually do no work. Employers have said that it is becoming such a big issue in finding reliable employees with a drive and willingness to actually perform their job duties. Companies are trying to reintegrate that they need greatly devoted and dedicated people that love the job that they are doing and are willing to help with the continuing growth and profit of making the business a success. Sheehy talks about his employees having a do what you want and get away with what you can kind of attitude (Shaw, 2010). Sometime you could even see them slow down the pace of their tasks or even put it on hold so that someone other than them would have to finish the job at hand. Most of the employees were either upper or middle class college student that just saw the job as a way to make some extra cash. Their customer relations skills were getting rid of the customer as fast as possible and with hardly any effort. This made the integrity, reliability, quality and service of the business very poor. Many researchers fear that college students have no realistic concept of the term “a day’s work for a day’s pay” (National Center, 1998). As a teenager I myself had some of the same attitude towards the work environment. However, unlike Sheehy employees, I never really tried causing any problems with my employer. I tried to have a good attitude towards my job, it’s just sometimes I would lack the energy or efforts...
Words: 1489 - Pages: 6
...Insight paper Does your employer brand inspire top talent? Jumping on the employer branding bandwagon A strong brand can be a company’s most valuable asset, increasing customer loyalty or acting as a differentiator in a crowded market place. An employer brand can be used for similar effects, lowering turnover due to higher employee loyalty and helping employers stick out in the increasingly competitive job market. Despite the hype about employer branding, most companies still have difficulty in conceiving a serious and ‘thoughtthrough’ approach to the topic. To understand why an employer brand cannot be simply assembled out of a ‘how-to’ guide, let’s have a look at the definition of employer branding. There are dozens of definitions about employer branding flying around in the HR industry and most are perfectly usable. However, we will stick to the CIPD’s definition (Chartered Institute of Personnel and Development, 2008)1: An employer brand is a set of attributes and qualities – often intangible – that makes an organisation distinctive, promises a particular kind of employment experience, and appeals to those people who will thrive and perform to their best in its culture. Chartered Institute of Personnel and Development In the above definition there is one important word: ‘intangible’. Employer branding is indeed a complex mix between your organisational identity and culture and its members (Tikoo, 2004)2, which is probably the reason why so many...
Words: 2862 - Pages: 12
...UNIT 6: “Identify three key HRM activities of an identified organisation. Justify how the objectives of these were achieved by effective management of human resources and refer to at least two HRM models”. Introduction This report will identify and discuss the outcomes of three human resource management (HRM) activities. Using HRM models the outcomes will be discussed and analysed as to their effectiveness. “Human Resource Management is a strategic and coherent approach to the management of an organisation’s most valued assets: the people working there who individually and collectively contribute to the achievement of its objectives”. Armstrong, (2003: 3+4). Or “Human Resource Management is a strategic approach to employment relations which emphasises that leveraging people’s capabilities is critical to achieving sustainable competitive advantage, this being achieved through a distinctive set of integrated employment policies, programmes and practices”. Bratton & Gold, (2003: 3). Recruitment & Selection An organisations talent needs, originally, to be gained from somewhere. How do we obtain the Human Resources the organisation requires? Many things need to be considered such as the organisations goals, knowledge, skills and objectives etc. Employees that have the ability to adapt and adjust to the organisations long term future are required. Bass and Barratt (1981) conjoined to come up with a theoretical model of personnel selection for organisations...
Words: 1775 - Pages: 8
