This website uses cookies to ensure you have the best experience. Learn more

Analysis Of Three Cbi/Nus Employability Attributes, Why They’re Relevant To The Tourism Sector, Opportunities For Developing Them At University And How They Will Maximise Potential For Future Employment

1434 words - 6 pages

Employability is best understood as ““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”. (Sewell, 2007, pp. 277-289) There are many attributes which underpin employability as a whole, however three key attributes are team working, business and customer awareness and communication, which are all just as important as one another and are being analysed in this essay. Employability skills are important because they could be make or break when it comes to a job, and employers look for these skills during selection processes for employment. They also help somebody ...view middle of the document...

” (Trained for Tourism, 2014). Whilst in higher education and for the future, team working is also essential, and can be developed during university life especially during seminars whereby students are integrated with other students from different backgrounds and expected to produce group assignments, participate, and co-operate. Also, university is a perfect team working builder before employment as much of the same qualities are needed during university and during work, bonding with others, accepting their differences and becoming a team player as well as a leader to flourish at university and impress a future employer. (CBI, 2011)
The second attribute up for analysis is business and customer awareness which is defined as an ability to understand effectively “what makes markets, and customers tick; the art is turning the theory into practice”. (Simply Business Skills, 2014). It also refers to understanding key drivers for business success and the importance of customer satisfaction and creating customer loyalty. (CBI, 2011). This attribute is particularly applied to the tourism sector “to meet the demands of the tourism employment market both on a personal and career level, people need to acquire competencies that enable them to cope with the changing circumstances of the business world” (Mossenlechner, 2009). Thus suggesting that business and customer awareness is a skill up for adaptation as well as improvement, Mossenlechner talks in the journal of the business world constantly changing, and the skills of tourism workers needing to be flexible enough to keep up with the business environment. Tourism also revolves around customer contact, ensuring their travel/accommodation/attraction visits are of high customer satisfaction, it is also important that an employee is aware of the customer needs and professionalism. (Travel Industry Careers, 2008). Also, “It is important to understand that people from different cultures, place different importance on things like punctuality, food preference, tour types and destination”. (Travel Industry Careers, 2008) In terms of business and customer awareness during higher education and future employment, most higher education courses come with the opportunity of a work placement within the relevant sector, which is very productive in developing business and customer awareness skills/experience ready for future employment. University can help with getting into a work placement or a part time job through their careers services. (CBI, 2011)
The final employability attribute up for analysis is Communication skills. Communication skills within business refers to “the ability to convey information to another effectively and efficiently” especially for managers of a business who regularly communicate information amongst employee’s and external business relationships such as customers. (Business Dictionary , 2014). Communication is therefore more than just expressing information and constitutes ability to listen...

Other Essays Like Analysis of Three Cbi/Nus Employability Attributes, Why They’re Relevant to the Tourism Sector, Opportunities for Developing Them at University and How They Will Maximise Potential for Future Employment

Employment-at-Will Essay

1431 words - 6 pages murky. The multitude of exceptions found state by state produce a variety of interpretations and applications of how the employment at will should be applied (Gibson, Lindley, 2010). The first exception to the employment at will law came when the United States Supreme Court ruled employers could not punish or fire employees for organizing into unions(Halbert, Ingulli, 2012). The unions use collective barging agreements to regulate working

Employment at Will Essay

2440 words - 10 pages include at-will employment converse in employee handbooks to analyze that, by setting forth the employer’s policies in writing in a handbook, no clear or hidden contractual claim arises to employment for any duration. These limitations also usually state that the at-will employment relationship can only be adjusted by a written contract of the employment, signed by a formal official of the employer, and the employee. b) Individual Employment


1499 words - 6 pages have been documented and each instance witnessed by someone in the Human Resource Department for integrity. Her defensive attitude and comments regarding employment at-will and wrongful discharge should have raised a red flag from the beginning. As management, those comments alone would have given reason enough to worry about the future of the employee with the company. In my personal experience, an individual that immediately jumps to the

Employment at Will

1405 words - 6 pages the liability and termination decision. Out of these situations, there are some with a clearer cut answer and some that have a little more depth to them. There are three main exceptions to the employment-at-will doctrine that protects the employees and in which they can pursue legal action if terminated. The three exceptions are: discrimination, a well-established public policy already in in place, and an implied contract. This means that


1659 words - 7 pages in such a case. In some cases, the contents related to the Employment-at-Will can be included in the contract. For instance, the contract can provide a specific duration of employment or include reasons for termination. The discussion of these factors during the preparation for the At-Will Employment Contract usually takes place between the employers and employees. The courts also provides legal cover for such contracts that has a lot of

Employment at Will

787 words - 4 pages will means “an employment relationship where there is no contractual obligation to remain in the relationship, and either party may terminate the relationship at any time, for any reason, as long as the reason is not prohibited by law” (p. 25). The at-will doctrine is governed by each state freely. Three major exceptions are available concerning the employment at will doctrine: o Public Policy. This exception is common accepted in 43 states

Employment at Will - 2866 words

2866 words - 12 pages their allocation of bonus distribution and work to establish a better working environment for its employees. However, given the public way that Ellen pursued (the blog) in airing her grievances, she should be fired especially because of the way it may affect the company’s public reputation, stock and even future earnings. 4. Bill has been using his BlackBerry issued by the company to run his own business. Under the employment-at-will

Employment at Will - 1879 words

1879 words - 8 pages “everything she needs to know about exceptions to the employment-at-will doctrine and wrongful discharge in violation of public policy 3. Describe what steps you would take to address the following scenario involving labor and laws: The employee takes a day off from work, without management consent, for her religious holiday observance that falls on a day that is during “tax season”. The day off occurred during an incredibly busy period for the

Employment at Will - 1167 words

1167 words - 5 pages Employment-at-will “gives employers broad discretion to fire employees ‘for a good reason, a bad reason, or no reason at all,’” (Halbert, J.D. & Ingulli, J.D., L.L.M., 2007, p. 31). Employees of the Loomis Armored Inc., found this out the hard way. This paper will discuss the Gardner v Loomis Armored Inc. case. Do you think an employer goes against public policy when it terminates an at-will employee who violated a company rule in order to go

Employment at Will Legal 500

3811 words - 16 pages philosophy of laissez-faire provided theoretical support for employment-at-will. Its legal underpinnings consisted mainly of “freedom of contract,” the idea that the individuals are free to choose how to dispose of what they own, including their labor, as they see fit, and that the voluntary contractual promises they make are legitimately enforceable by the discussion of the importance of the problem followed by its evolution and current status

Equity policies are important for human resource management because they affect the whole range of employment practices and policies in an organization. Why is this so? Explain your answer

254 words - 2 pages Equity policies influence many areas of employment practices in an organization. This is because equity issues affect the bottom line of an organization. Areas such asEquitable treatment in all matters related to employment. It is important that the HR department ensures that every employee is given fair and equitable treatment in all maters related to employment. HR has a responsibility to make sure that the 'best' person is hired for the job

Related Papers

Employment At Will Essay 1859 Words

1859 words - 8 pages Employment-At-Will Doctrine Strayer University Professor LEG 500 Law, Ethics, and Corporate Governance The Employment-At-Will doctrine continues to be favored by employers and employees in various forms thru out numerous types of companies. The doctrine gives employers and employees the right to terminate terms of their employment “for a good reason, a bad reason, or no reason at all” (Halbert Ingulli, 2012, page 46). There are some

Employment At Will Essay 1154 Words

1154 words - 5 pages Employment-At-Will Doctrine By Carla Anderson Professor Shaun Koenig Law, Ethics, and Corporate Governance November 9, 2014 Employment-At-Will is a legal doctrine which gives employers broad discretion to fire employees for a good reason, a bad reason, or no reason at all (Halbert, & Ingulli, 2012). With employment-at-will, an employer has the right to change its policies or terms of employment without notice. Therefore, benefits

Employment At Will Doctrine Essay

2273 words - 10 pages , Jennifer, a recent graduate and hired by the accounting firm; the company has devised an affirmative plan of action to mitigate the incidental behavior and measures, based on the employment-at-will doctrine and to minimize possible liabilities to the employee as well as the employer. Looking at each particular situation will allow in the future for better practices in the employer vs. employee relationship. At-will means that an employer can

Employment At Will Essay 2283 Words

2283 words - 10 pages indefinite duration, the employer can terminate the employee for good cause, bad cause, or no cause at all.[1] Employment-at-will doctrine consisted of three major exceptions, and they are called public-policy exception, implied-contract exception, and covenant of good faith and fair dealing. Each of these exceptions is adopted differently among 50 States in the US. However, Virginia only recognized public policy exception. The Whistleblower