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| Graduate Role and Competencies Essay

I have chosen to apply to Airbus, a world-class aircraft manufacturer that offers a dynamic and diverse working environment. The graduate role that I have chosen is HR Officer in Human Resource Department. I am going to graduate by the end of this year with a degree in Business, Human Resource Management, and Public Relations, which is a necessary part of entry requirements. The role of HR Officer involves creating effective career paths in business and coordinating employment in the company, ensuring that all employees develop required skills through training and learning. Such work must be aligned with business strategy and objectives by monitoring employee engagement process and controlling HR financial planning, forecasting, and budgeting. Job requirements include a strong track record of personal development in HR and business field, ability to make decisions and perform successfully in a busy working environment, and active participation in a team. Some language skills are preferred (see Appendix 1 for more information about the job specification).

Human Resource Competency Model

HR Competency Model demonstrates how I should contribute to set tasks and what personal skills and knowledge are needed to meet expectations of the job. The model is developed by a company with the purpose of hiring the right people for the job. It helped me to understand what is required for the job role and what competencies I need to work on. Thus, I have found out about a number of skills needed for this job. These include effective communication, team-work, coaching and mentoring, problem-solving, negotiating, and decision-making skills. HR Competency Model has given me the opportunity to compare my competencies with the required competencies for the HR job at Airbus.

Personal SWOT Analysis

SWOT analysis helped me to outline clearly my strengths and weaknesses. I have identified what I can offer to Airbus and what skills still need to be developed to succeed in my career. I have discovered that I am a good team worker, as I have enjoyed working in a team as a sales assistant at Treds. University study program has given me plenty opportunities to work in groups with other students. I also have good communication skills and ability to resolve problems. Those strengths have been developed during my participation in various meetings and |er service. In line with Airbus requirements, I have so far enjoyed working in diverse and multicultural teams.

Belbin: Team Roles Analysis

Knowing that Airbus requires strong teamwork skills, I have taken a test to find out my team role characteristics. The results have shown that my role is a ‘Shaper’ and ‘Monitor-Evaluator’. According to Belbin, shapers are action-oriented people, who are good at initiating improvements in their teams. They like to challenge established rules and identify the best strategies to address existing problems. Monitor-evaluators, according to Belbin, are thought-oriented people, who are skilled in scrutinizing and evaluating ideas of other people. They tend to be impartial in weighting pros and cons of each option and rarely take sides without careful prior analysis.

After taking Belbin’s test, I have learned that I could use my natural abilities to motivate other members, analyse and evaluate my own and other people’s ideas, and come up with new creative initiatives. Belbin’s model has helped me to realize my strengths and start working on my weaknesses as a team member in order to improve my contribution to the team. I still need to concentrate on overcoming some weaknesses (according to Belbin’s typology, those are inflexibility and poor motivation) to improve my teamwork skills and meet Airbus’ requirements.

STAR Model

This model helped me to prepare for competency-based questions, as it shows my ability to deal with different situations. I have identified examples from my past experience which demonstrate that I possess relevant competencies to get the job at Airbus. While working as a sales assistant, I was asked to take on assistant manager’s responsibilities and cover her shift. I had to cope with routine tasks but I also suggested new ideas by using my own initiative. I was responsible for keeping the store and showcases tidy, accurately handling cash and operating the till, following cashing up procedures, assisting in changing displays of shop stock, and responding to online orders by processing them and packaging orders. This experience improved my problem-solving, organisational, and analytical skills. The role of assistant manager also helped me to develop strong communication and decision making skills as well as the stamina to ensure that expectations of management and |ers are met to the highest standard.

Summary of my Competencies

Drawing on the models discussed above and analysing my recently acquired skills and work experience, I have outlined some of my competencies that are suitable for the chosen graduate role of HR Officer at Airbus (see appendices for more details). These skills are as follows:
Decision making (developed through having to face challenging decisions while working as assistant manager);
Communication (developed through having direct contact with all kinds of |ers while working as a sales assistant);
Group / team work (improved while working at a restaurant, where teamwork was an every-day practice; developed while studying at university as I was taking part in many group projects and discussions);
Negotiating (developed when working at the office by reaching agreements with other people and scheduling appointments);
Foreign languages (English (fluent), Polish (native), German and French (basic));
Organising (developed through organising meetings while working at the office and also when studying in university, which required combining hard work and studying).

Therefore, I possess most of the skills required by Airbus and by abovementioned models. However, there are two essential skills that I still need to work on.

Further Development

Based on the SWOT analysis (Appendix 3), forecasting and budgeting is one of the competencies, which needs to be developed in order to meet Airbus’ requirements. Lack of experience in forecasting and budgeting is the main factor that sets me back and merits further development. This competency is essential because it allows HR Officer not only to confront tasks at table but also to see into the future. I can develop my skills in forecasting and budgeting by taking on more budget- and money-related roles on my current position and by learning to see a wider financial picture for my organisation. I could also develop relevant quantitative skills by enrolling in statistics and economics courses offered by my university.

Coaching and mentoring is another competency required for my chosen job but cannot be derived from my previous experience. This competency is important because it allows HR Officers to fulfil their daily duties in coordinating employees and passing their professional experience to colleagues. Therefore, I need to improve myself in supervisory work and learn to motivate others. This competency can be developed by giving feedback to others on how to improve their work and by offering suggestions that could help them find solutions to their problems. To some extent I have improved in this regard while studying at the university, where I worked with classmates and spoke in public on general subjects. Yet, I still need to develop mentoring and coaching skills to the level required by Airbus.

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