Submitted to
BSc in Business management
Employability skills- BAM5001
Ian McDonald
By
Bhagya Shah
1309451
On Date
16/5/2015
Table of Contents
1.0 Introduction
2.0 Competency model of Action and job performance
2.1 Literature review of Competency model of Action and job performance.
2.2 Aspects of contingency theory of action and job performance
2.2.1Individual aspects
2.3.1Knowledge
2.3.2Skills of effective manager
2.3.3 Importance and purpose of soft skills of manger
2.4 Job demand
2.4.1 Primary purpose
2.4.2Key accountabilities
2.4.2.1 Responsibility
2.4.3 Duties
2.4.4 Position requirements
2.4.5 Internal contacts
2.5 Organizational environment
2.5.1 Introduction of Enterprise rent a car
2.5.2 Organisation culture
3.0 Application process
3.1 Definition
3.1.1 Steps in application process
3.1.2 Benefits of each step
3.1.3 Disadvantages of each step
4.0 Suitability
4.1Brief theory-Myers and Briggs personality
4.2.1 Knowledge
4.2.2 Knowledge suitability
4.2.3Skills and ability
4.2.3.1 Definition of Skills
4.2.3.2 Definition of ability 5.0 Conclusion
6.0 Reference list
Appendix-1
Appendix-2
Appendix-3
Appendix-4
1.0 Introduction
The report is about showing my competency in order to get the job in the Enterprise rent a car. The competency is shown in the report with help of two of the most applicable theory in employability subject KSA framework and theory of Action and Performance. The theory of Action and Performance is used in gaining overall understanding and required capabilities of the company and KSA framework is used to show the suitability for the applied job role.
2.0 Competency model of Action and job performance
2.1 Literature review of Competency model of Action and job performance
Vathanophas and Thai-ngam (2007)The term competency was probably first introduced to psychology literature in 1973 when David McClelland argued in his article ‘Testing for competence rather than for intelligence’ that traditional tests of academic aptitude and knowledge content in fact predicted neither job performance nor success in life. Thus, the quest for theory and tools that could reliably predict effectiveness in the workplace began (McClelland, 1973). In1982 it was Boyatzis who first drew together comprehensive data that had been collected in the USA using the McBer & Company ‘Job Competence Assessment’ method. Since then, competency has become a significant factor in HR development practices (Simpson, 2002). The theory used in the report is basic contingency theory as demonstrated in Figure.1. As per this model excellent performance can only be derived when the person competence is persistent with the requirement of job demand and company environment. According him employee’s competence is illustrated on the basis of principles, perspective, qualifications and skill. The job demand in model illustrates key duties and responsibility required to be done. The organisation environment illustrates particular organisation culture and structure as well as economic, political, communal and religious atmosphere around the company. The framework mentioned in following report is semi-detailed and covers core factors of each aspect. This model is aligned with norms of Enterprise Rent Car Company and standardised market norms of ideal manger.
2.2 Aspects of contingency theory of action and job performance
2.2.1Individual aspect
Vision, values and philosophy- The core values of (Enterprise- Rent- Car) Company are:-
We believe our reputation is our most prized asset.
We believe loyal, long-term relationships are the basis of our success.
We believe in listening carefully to customers and our colleagues.
We believe in rewarding commitment personally, professionally, and financially
In order to deliver such values candidate should prefer
