P2-Describe the Main Employability, Personal and Communication Skills Required When Applying for a Specific Job Role.

It is important to ensure that we meet the need of the students on every level. One effective way to do this is to observe, assess, and record children’s efforts and progress. In this way, an educator can prepare to help a child’s progression in the class. Being able to track and refer to the progress of a child helps to ensure greater levels of success. In the end, our program is only as successful as the children in our care. Record keeping can identify areas that need improvement, and allows us to teach to their strong points.

Unit 13 – Command and Control By Kristian Norris P3 - Explain the skills and personal qualities required for command and control M2 - Assess the skills required for given practical command and control scenarios and compare these to own performance It is very important in the public services that we see many skills and qualities from a personnel to show that they have command and control In this presentation I have used three skills and three qualities, describe them, giving an example and then giving a real life scenario in which I have undergone.  Communication - Skill Communications is the passing on of information through multiple ways such as speaking or writing. Good communication is needed as they will be expected to talk

Pennsylvania Department of Education Bureau of Career & Technical Education CDA-Ready Certificate Documentation Infant/Toddler (Developed from The Child Development Associate: Assessment System and Competency Standards Infant/Toddler Caregivers in Center-based Programs, Second Edition, ©2006, www.cdacouncil.org ). Student Name: _______________________________________________________________ School: Instructor: ___________________________________________________________ Instructor Contact Information Phone: E-mail: __________________________________________ _____________________________________________________________________ Requirements Enrolled in approved Child Care Program, CIP 19.0708, or FCS Child

This is the information which allows the candidate to understand if they are suitable for the role with the requirements that are set by the organisation. This is normally required for a known knowledgeable job which requires the candidate to fully understand the area of work. Organisations normally set a minimum level of qualifications. (Such as minimum C in Maths GCSE.)

As a human resources manager, the primary task is to ensure that only the best candidates are called for interview. In essence, academic credentials are not enough to determine a candidate’s suitability. During the interview, it is important to ensure that the applicant has required skills to meet the firm’s objectives. For example, a given person might have the best academic qualifications as per the job’s description but lack other important aspects such as ability to work in the team and good communication skills. During the interview, such traits should be noted to disqualify applicants who cannot meet fundamental requirements of a team player.

First of all, every little detail is necessary for a job applicant. The interviewer has to select specific questions in order to find the best applicant for the job.

One strength for my purposed career is communication skills. This is important for an accountant because the accountant must be able to communicate with clients or colleagues. This is also important for an accountant because communicating with clients will allow them to make a decision that is best for them. This skill can help me in my career because I will be able to communicate with colleagues to make decisions. This will also help me in my career because having communication skills will help me understand what my clients or colleagues are trying to say. Also having good communication skills can help me maintain strong relationships with my clients or colleagues.

It is not important to have any other subjective details. Hiring the right people for a job can be difficult, and it can be even more challenging to recover from hiring someone that is not successful in the position. Putting objectivity into the interview process by using facts and job specificity will help remove subjectivity. The best selection process is based on actual job related facts and not on how someone looks or acts (Dye, 2007). Interviewer skill would be improved with training, and objectivity gained with use of situational based questioning with use of a behavioral rating scale for each question. Approaching the interview process from an objective standpoint, with solid documentation detailing qualifications or lack thereof, is legally defensible and cost effective (Cesare, 1996). Following this process will not only protect you from legal ramifications, but will lead you to hire the right person for the

Some personal questions are in order and essential to find the perfect candidate. For instance, questions regarding one’s personality, work style, and ability to handle certain situations are allowed. Allowing for these personal questions to be part of the interview process is necessary for an interviewer to find out as much information as possible. In this regard, the employer must plan the hiring process and issue guidelines to the interviewers. All this would be in the efforts to strike a balance between discrimination laws and finding the employee to fit within the

Tesco aims to ensure that all roles work together to achieve their business objectives. It needs to ensure that it has the right number of people with right skill for the right job at the right time. To do this, Tesco has a arranged a process for recruitment and selection to attract applicants for both managerial and operational roles (Recruitment and selection,

important to the role. Candidates will then do a personality test that will analyse them

Competition has become very steep among job seekers today and it requires every one looking for a job to know what really the employers are looking in them before setting feet before any interview panel. This can help a candidate sell how they would be helpful to the organization. A candidate without knowledge of what the employer is looking for cannot communicate properly their qualifications to the employer and convince the employer why they are the most qualified candidates for that position. Understanding what the employer is searching for in front of the interview meeting is so that the hopeful can make sure to convey the majority of the data that is prone to be most important to the employer. Many studies that have been carried out

Understanding what an employer is really looking for is important because it means we will not be wasting time applying for positions for which we are not suitable and have little chance of being considered for an interview.

Employers would look for different kinds of attributes in an employee. Employers would look for general attributes, specific attributes and personal attributes for the job. Employers would want the employee to have some kind of work experiences in the job that they have applied for. Some employees do offer training for a job.

Hard-working – applicants needs to be hard-working in doing things the right way and not the easy way. You need to work under pressure and under extreme stress in handling