UNIT: DEMONSTRATE EMPLOYABILITY SKILLS

UNIT CODE: ENG/OS/AUT/BC/4/5/A

Unit Description: This unit covers competencies required to demonstrate employability skills. It
involves conducting self-management, demonstrating interpersonal communication, critical safe
work habits, leading small teams, planning and organizing work, maintaining professional
growth and development, demonstrating workplace learning, problem-solving skills, and
managing workplace ethics.

Employment Employment refers to the state of having a paid job or engaging in gainful work. It
typically involves a formal agreement between an individual (the employee) and an organization
or employer, where the employee provides services or performs specific tasks in exchange for
compensation (salary, wages, or other benefits). Employment can take various forms, including
full-time, part-time, temporary, contractual, or self-employment. The concept also encompasses
the overall availability of work in an economy.

Skills Skills are an individual's abilities, knowledge, and expertise that enable them to carry out
specific tasks or activities effectively and proficiently. They are acquired through formal
education, training, and practical experience. Skills can be broadly categorized into:

 Hard Skills (Technical Skills): Specific, measurable abilities often acquired through
formal education or training, like programming, data analysis, or operating machinery.
 Soft Skills (Personal Attributes/Interpersonal Skills): Non-technical skills related to
how individuals interact with others and approach their work, such as communication,
problem-solving, teamwork, adaptability, and emotional intelligence.

Employment Skills (Employability Skills) Employment skills, also known as employability

skills, are a set of transferable skills and personal attributes that are highly valued by employers
and are essential for effective performance and success in the workplace across various roles and
industries. These are generally generic in nature, rather than job-specific technical skills. They
enable individuals to adapt to challenges, collaborate effectively, and contribute meaningfully to
a team.

Key employment skills often include:

 Communication: Listening, speaking clearly, writing effectively, and adapting

communication to different audiences.
 Problem-solving: Analyzing situations, identifying challenges, devising creative
solutions, and implementing them.
 Teamwork and Collaboration: Working effectively with others, valuing diverse
perspectives, and contributing positively to group dynamics.
 Adaptability and Flexibility: Adjusting to new situations, environments, or changes in
priorities, and being open to new ideas and techniques.
  Critical Thinking: Observing, asking questions, drawing insights, and making informed
decisions.
 Time Management and Organization: Prioritizing tasks, managing workload, and
meeting deadlines efficiently.
 Digital Fluency: Comfort and proficiency in using digital tools and adapting to
technological changes.
 Resilience: The ability to bounce back from challenges, maintain a positive outlook, and
learn from difficult situations.
 Initiative and Self-Management: Taking proactive steps, working independently, and
being accountable for results.

ELEMENT 1: Conduct Self-Management

Description: This element focuses on the essential skills an individual needs to manage
themselves effectively in a professional setting, ensuring personal effectiveness and contribution
to organizational goals.

Performance Criteria and Detailed Notes:

1.1 Personal vision, mission, and goals are formulated based on potential and in relation to
organization objectives.

 Key Concepts:
o Personal Vision: A long-term, aspirational picture of what an individual wants to
achieve or become. It's about purpose and values.
o Personal Mission: A statement of how an individual will achieve their vision,
outlining their core values and approach.
o Goals (SMART Goals): Specific, Measurable, Achievable, Relevant, and Time-
bound objectives that break down the mission into actionable steps.
o Organizational Objectives: The overarching goals and targets of the company or
institution.
o Alignment: The crucial aspect of ensuring personal aspirations contribute directly
or indirectly to the organization's success.
 Detailed Explanation:
o Why it's important: Individuals who understand their personal direction are
more motivated and can better align their efforts with team and organizational
goals. This fosters a sense of purpose and productivity.
o Formulation Process:
 Self-Reflection: Encourage students to identify their values, strengths,
passions, and long-term aspirations. (e.g., "What truly motivates you?",
"What kind of impact do you want to make?").
  Vision Statement: Help them craft a concise statement (e.g., "To be a
leader in sustainable engineering solutions").
 Mission Statement: Guide them to define how they will achieve that
vision (e.g., "By continuously innovating and collaborating to develop
environmentally friendly technologies").
 Goal Setting: Teach the SMART framework for setting professional goals
(e.g., "Complete professional certification X by [Date] to enhance my
skills in [Area]").
 Organizational Context: Emphasize the need to research and understand
the organization's mission, vision, and strategic goals. How can their
personal goals contribute to these? (e.g., if the company aims for market
leadership, their goal might be to develop a groundbreaking product).
 Practical Activities/Examples:
o Have students draft their personal vision and mission statements.
o Assign a task to research a company's objectives and brainstorm how their
personal goals could align.
o Practice setting SMART goals related to a hypothetical job role.

1.2 Emotional intelligence is demonstrated as per workplace requirements.

 Key Concepts:
o Emotional Intelligence (EQ/EI): The ability to understand, use, and manage
your own emotions in positive ways to relieve stress, communicate effectively,
empathize with others, overcome challenges, and defuse conflict.
o Components of EQ (Goleman's Model):
 Self-Awareness: Recognizing one's own emotions, strengths, weaknesses,
values, and goals, and their impact on others.
 Self-Regulation: Managing one's own emotions, impulses, and resources
effectively; adaptability and integrity.
 Motivation: Driving oneself to achieve goals, enthusiasm, optimism, and
resilience.
 Empathy: Understanding and sharing the feelings of others.
 Social Skills: Managing relationships, building networks, effective
communication, and influencing others.
 Detailed Explanation:
o Why it's important: High emotional intelligence leads to better communication,
conflict resolution, teamwork, and leadership effectiveness. It's crucial for
navigating workplace dynamics.
o Workplace Requirements: How EQ manifests in the workplace:
 Handling feedback (positive and negative): Receiving criticism
constructively.
 Managing stress and pressure: Staying calm under deadlines.
 Resolving interpersonal conflicts: Mediating disputes or finding
common ground.
 Working collaboratively: Understanding team members' perspectives.
  Adapting to change: Managing one's own emotional response to new
situations.
 Leading effectively: Inspiring and motivating others.
 Practical Activities/Examples:
o Role-playing scenarios: handling a difficult client, receiving negative feedback,
mediating a team disagreement.
o Case studies focusing on workplace conflicts resolved through high EQ.
o Discussions on how different emotions impact decision-making and interactions.
o Encourage self-reflection on emotional responses to various situations.

1.3 Individual performance is evaluated and monitored according to the agreed targets.

 Key Concepts:
o Performance Evaluation: A systematic process of assessing an individual's job
performance and productivity in relation to established goals and criteria.
o Performance Monitoring: The ongoing process of tracking progress towards
targets and identifying areas for improvement.
o Agreed Targets: Specific, measurable goals set jointly between the employee
and their supervisor.
o Feedback: Constructive information provided to an individual regarding their
performance.
 Detailed Explanation:
o Why it's important: Regular evaluation and monitoring help individuals
understand their contribution, identify areas for development, and stay on track. It
also provides a basis for recognition and career progression.
o Process:
 Setting Targets: Emphasize the importance of clear, quantifiable targets
that are mutually agreed upon at the start of a period (e.g., quarterly,
annually).
 Tracking Progress: Discuss methods like progress reports, regular check-
ins with supervisors, and personal performance logs.
 Self-Evaluation: Encourage individuals to honestly assess their own
performance against targets before formal reviews.
 Formal Reviews: Explain the purpose of performance reviews (e.g.,
annual appraisals) – to discuss achievements, areas for improvement, and
set new goals.
 Constructive Feedback: How to give and receive feedback effectively
(focus on behavior, not personality; be specific, timely, actionable).
o Documentation: The importance of keeping records of achievements, challenges,
and training undertaken.
 Practical Activities/Examples:
o Provide a template for a personal performance log.
o Have students practice writing SMART performance targets for a given job
description.
o Role-play a performance review meeting, focusing on giving and receiving
constructive feedback.
 o Analyze sample performance evaluation forms.

1.4 Assertiveness is developed and maintained based on the requirements of the job.

 Key Concepts:
o Assertiveness: The ability to express one's own feelings, opinions, needs, and
rights clearly and respectfully, without violating the rights of others. It is distinct
from aggression (violating others' rights) and passivity (not expressing one's own
rights).
o Workplace Requirements: Context-specific situations where assertiveness is
needed (e.g., expressing a different opinion in a meeting, saying "no" to
unreasonable demands, negotiating, standing up for one's ideas).
 Detailed Explanation:
o Why it's important: Assertiveness is crucial for effective communication,
conflict resolution, setting boundaries, and ensuring one's ideas and contributions
are heard and valued. It fosters respect and reduces stress.
o Developing Assertiveness:
 Understanding Rights: Emphasize that everyone has the right to express
themselves.
 Clear Communication: Using "I" statements (e.g., "I feel..." or "I
need..."), being direct and specific.
 Non-Verbal Cues: Maintaining eye contact, having open body language,
using a clear and calm tone of voice.
 Setting Boundaries: Learning to say "no" politely but firmly to tasks that
are outside one's scope or capacity.
 Handling Disagreement: Expressing opposing views respectfully and
professionally.
 Practice: Assertiveness is a skill that improves with practice.
o Contextual Application: Explain that the level of assertiveness might vary
depending on the situation and culture of the workplace (e.g., asserting a safety
concern versus asserting a minor preference).
 Practical Activities/Examples:
o Role-playing scenarios where assertiveness is required (e.g., declining an extra
task when overloaded, asking for clarification, presenting a new idea).
o Discuss the differences between passive, aggressive, and assertive
communication.
o Analyze video clips demonstrating different communication styles.
o Brainstorm phrases and sentences that demonstrate assertiveness.

1.5 Accountability and responsibility for own actions are demonstrated based on workplace
instructions.

 Key Concepts:
o Accountability: The obligation to answer for one's actions and decisions,
including their results. It implies taking ownership.
 o Responsibility: The duty or obligation to perform certain tasks or fulfill specific
duties.
o Workplace Instructions: Policies, procedures, guidelines, and directives issued
by the organization.
 Detailed Explanation:
o Why it's important: Accountability and responsibility build trust, ensure tasks
are completed correctly, and contribute to a well-functioning team and
organization. It's fundamental to professional integrity.
o Demonstrating Accountability:
 Taking Ownership: Acknowledging errors without making excuses, and
proactively seeking solutions.
 Follow-Through: Completing assigned tasks on time and to the required
standard.
 Meeting Commitments: Delivering on promises made to colleagues,
clients, or supervisors.
 Transparency: Being open about challenges or delays and
communicating them promptly.
 Learning from Mistakes: Using errors as opportunities for growth and
improvement.
o Relationship with Responsibility: Responsibility is about having the duty to do
something, while accountability is about being held answerable for whether it was
done and its outcomes.
o Workplace Context: Explain that accountability is tied to job roles, team
expectations, and organizational policies (e.g., safety protocols, quality
standards).
 Practical Activities/Examples:
o Discuss scenarios where individuals showed (or failed to show) accountability.
o Case studies on ethical dilemmas in the workplace and how accountability played
a role.
o Have students outline the responsibilities and accountabilities for a specific job
role.
o Brainstorm strategies for taking ownership of mistakes.

1.6 Self-esteem and a positive self-image are developed and maintained based on values.

 Key Concepts:
o Self-esteem: An individual's overall subjective evaluation of their own worth. It's
about how much you appreciate and like yourself.
o Positive Self-image: How an individual perceives themselves physically,
emotionally, and socially.
o Values: Core beliefs and principles that guide an individual's behavior and
decisions.
 Detailed Explanation:
o Why it's important: High self-esteem and a positive self-image contribute to
confidence, resilience, motivation, and the ability to handle challenges effectively.
They reduce anxiety and enhance overall well-being and performance.
 o Developing and Maintaining:
 Identifying Values: Help students identify their core personal and
professional values (e.g., integrity, teamwork, innovation, compassion).
Living in alignment with these values boosts self-worth.
 Focus on Strengths: Encourage recognition and leveraging of personal
strengths and achievements.
 Positive Self-Talk: Replacing negative internal dialogue with supportive
and realistic thoughts.
 Goal Achievement: Small successes build confidence.
 Feedback Integration: Using constructive feedback for growth without
letting it undermine self-worth.
 Professional Appearance & Demeanor: While not superficial,
presenting oneself professionally can enhance confidence.
 Learning & Growth: Continuously developing skills and knowledge
fosters a sense of competence.
 Supportive Networks: Building relationships with positive and
encouraging colleagues.
 Practical Activities/Examples:
o Values clarification exercises (e.g., ranking values, discussing their importance).
o "Strengths spotting" activities where students identify their own and others'
strengths.
o Discussions on the impact of negative self-talk and strategies to overcome it.
o Share stories of individuals who overcame challenges by maintaining self-belief.

1.7 Time management, attendance and punctuality are observed as per the organization
policy.

 Key Concepts:
o Time Management: The process of organizing and planning how to divide your
time between specific activities to work smarter, not harder.
o Attendance: Being present at work during scheduled hours.
o Punctuality: Being on time for work, meetings, and deadlines.
o Organization Policy: The documented rules and guidelines regarding work
hours, attendance, and punctuality.
 Detailed Explanation:
o Why it's important: Effective time management, consistent attendance, and
punctuality are fundamental professional habits. They demonstrate reliability,
respect for others' time, and contribute directly to productivity and team
efficiency. Lateness or absenteeism can disrupt workflows and impact team
morale.
o Time Management Strategies:
 Prioritization: Using tools like urgent/important matrix (Eisenhower
Matrix) to identify key tasks.
 Planning & Scheduling: Creating daily/weekly to-do lists, using
calendars, and scheduling specific blocks for tasks.
 Goal Setting: Breaking down large tasks into smaller, manageable steps.
  Minimizing Distractions: Identifying and eliminating common time-
wasters (e.g., social media, unnecessary interruptions).
 Batching Similar Tasks: Grouping similar activities (e.g., responding to
emails) to improve efficiency.
 Delegation (where applicable): Understanding when and how to delegate
tasks.
o Attendance and Punctuality:
 Understanding Policy: Emphasize the importance of knowing and
adhering to the organization's specific policies on working hours, break
times, and reporting absences.
 Impact on Team: Explain how one person's lateness or absence can affect
the entire team's productivity and deadlines.
 Professionalism: Punctuality reflects respect for colleagues and
commitments.
 Contingency Planning: Encouraging students to plan for potential delays
(e.g., traffic) when commuting.
 Practical Activities/Examples:
o Introduce various time management tools (e.g., Eisenhower Matrix, Pomodoro
Technique, Google Calendar).
o Have students create a detailed daily/weekly schedule for a hypothetical work
scenario.
o Discuss the consequences of poor attendance and punctuality in a workplace.
o Problem-solving scenarios: "What would you do if you realized you'd be late for
an important meeting?"

1.8 Goals are managed as per the organization's objective.

 Key Concepts:
o Goal Management: The systematic process of setting, planning, tracking, and
achieving goals.
o Organizational Objectives: The strategic aims and targets of the company or
institution (e.g., increasing market share, improving customer satisfaction,
reducing costs).
o Cascading Goals: How organizational goals are broken down into departmental,
team, and individual goals, ensuring alignment.
 Detailed Explanation:
o Why it's important: Effective goal management at the individual level ensures
that everyone's efforts contribute cohesively to the broader organizational vision
and success. It prevents disjointed work and maximizes collective impact.
o Process of Managing Goals:
 Understanding Organizational Context: Individuals must first
understand the company's strategic priorities.
 Alignment: Ensuring personal and team goals directly support or are
derived from the organization's objectives.
  Goal Setting (Collaborative): Often involves discussions with
supervisors to set individual goals that are measurable and linked to larger
organizational metrics.
 Monitoring Progress: Regular tracking of individual contributions
towards shared goals.
 Reporting: Communicating progress and any challenges to relevant
stakeholders.
 Adaptability: Being able to adjust personal goals in response to changes
in organizational priorities or market conditions.
 Resource Allocation: Managing one's time and resources to effectively
pursue goals.
 Practical Activities/Examples:
o Provide a company's strategic objectives and ask students to formulate individual
goals that align with them.
o Case studies on how different departments contribute to a common organizational
goal (e.g., marketing, sales, product development all contributing to "increase
revenue").
o Discussion on the importance of transparency in goal setting and progress
reporting.

1.9 Self-strengths and weaknesses are identified based on personal objectives.

 Key Concepts:
o Self-Strengths: Positive attributes, talents, skills, and areas where an individual
excels.
o Weaknesses (Areas for Development): Aspects where an individual lacks
proficiency, needs improvement, or struggles.
o Personal Objectives: Specific goals an individual has for their personal and
professional growth.
o SWOT Analysis (Personal): A framework (Strengths, Weaknesses,
Opportunities, Threats) that can be adapted for individual self-assessment.
 Detailed Explanation:
o Why it's important: Self-awareness of strengths allows individuals to leverage
them for maximum impact and job satisfaction. Identifying weaknesses is crucial
for targeted personal and professional development, leading to continuous
improvement and career growth.
o Identification Methods:
 Self-Reflection: Asking oneself critical questions (e.g., "What tasks do I
enjoy and do well?", "Where do I consistently struggle?").
 Feedback: Seeking honest feedback from peers, supervisors, mentors, or
even family/friends.
 Performance Reviews: Analyzing past performance to spot patterns of
success and areas needing attention.
 Skills Assessments: Utilizing formal or informal assessments to gauge
proficiency in various areas.
  Observing Others: Learning from colleagues who excel in areas where
one might be weaker.
o Linking to Personal Objectives:
 Leveraging Strengths: How can existing strengths help achieve current
or future personal/professional goals? (e.g., if a strength is
communication, how can that help in a leadership role?).
 Addressing Weaknesses: Which weaknesses are most critical to address
to achieve specific personal objectives? (e.g., if a goal is to lead a project,
and public speaking is a weakness, then focus on improving that).
 Development Plan: Using the identified weaknesses to create a personal
development plan (e.g., training, mentorship, practice).
 Practical Activities/Examples:
o Conduct a personal SWOT analysis exercise.
o Facilitate peer feedback sessions (structured and constructive).
o Have students develop a simple personal development plan based on identified
strengths and weaknesses relevant to a chosen career path.
o Discuss common workplace strengths and weaknesses and how they impact job
performance.