Aligning postdoctoral talent with net-zero skills demands: Insights from industry stakeholders in the UK

The South African International Maritime Institute (SAIMI) is engaged in answering the questions that centre around whether the country’s maritime skills supply matches the industry’s demand. The SAIMI commissioned a study1 to evaluate the maritime skills situation in South Africa, culminating in a final report in 2019. The purpose of this study was to determine the overall demand for maritime and ocean economy skills in order to grow the sector, and to determine whether there is adequate capacity within the skill supply framework to meet this demand. This exercise required an assessment of the anticipated demand and the current supply of skills capacity in South Africa, with any surplus or deficit being clearly highlighted. The author investigated a number of credible studies and international best practice examples within a framework supported by the latest skills data about the supply and demand dynamics in the maritime economy arena. It was found that South Africa is producing graduates with maritime-related qualifications in sufficient numbers, but not with the relevant types of skills required by the industry, which are mainly technical and professional maritime skills. A shift in emphasis is required to prioritise scarce, critical and future-proof skills for the growth of the maritime economy, with a particular emphasis on the maritime skills that will be needed in the context of the fourth industrial revolution (4IR). This work was presented to a representative platform of stakeholders in industry, academia and government at the SAIMI Forward Thinking Conference for Maritime Education and Training Excellence2 to review current maritime skills capacity against future demand and to consider collaborative and collective ways to close the skills gap. The outcome of the conference confirmed this report’s findings and recommendations to address these shortcomings. A focussed and driven programme is required within the South African maritime environment to align and accelerate all maritime education, research and skills enhancement to the market needs of the maritime sector, with the private sector directly involved throughout.

Purpose – While the global education debate remains focused on graduate skills and employability, the absence of a shared language between student, academic and industry stakeholder groups means that defining industry skills requirements is both essential and difficult. The purpose of this paper is to assess graduate skills requirements in a knowledge-intensive industry from a demand perspective as distinct from a curriculum (supply) viewpoint. Design/methodology/approach – Skills items were derived from a breadth of disciplines across academic, policy and industry literature. CEOs and senior managers in the innovation and commercialisation industry were surveyed regarding perceptions of skills in graduates and skills in demand by the firm. Two rounds of exploratory factor analyses were undertaken to examine employers’ perceptions of the skills gap. Findings – First-order analysis resolved ten broad constructs that represent cognitive, interpersonal and intrapersonal skills domains as applied in this industry. Knowledge, leadership and interprofessional collaboration feature as prominent skills. Second-order analysis revealed employers’ perceptions of graduate skills specifically centre on organisational fit and organisational success. An over-arching theme relates to performance of the individual in organisations. Research limitations/implications – The findings suggest that the discourse on employability and the design of curriculum need to shift from instilling lists of skills towards enabling graduates to perform in a diversity of workplace contexts and expectations centred on organisational purpose. Originality/value – In contrast to the heterogeneous nature of industry surveys, the authors targeted a homogenous sector that is representative of knowledge-intensive industries. This study contributes to the broader stakeholder dialogue of the value and application of graduate skills in this and other industry sectors.

This study addresses the gap between education systems and labor market demands by developing a validated unit of competency titled “Research and Develop Occupational Standards.” Using a Research and Development (R&D) methodology alongside the Regional Model Competency Standards (RMCS), the study generated three main outcomes: a validated competency unit, a replicable model integrating job classifications, occupational standards, curriculum, and certification, and five policy recommendations for integrating these standards into National Qualification Frameworks (NQFs). The research emphasizes the need to transition from experience-based recruitment to skills-based hiring, addressing the global challenge where only 34% of employers apply competency-focused practices (World Economic Forum, 2023). The study’s findings also contribute to aligning educational outcomes with labor market needs, thereby enhancing employability and ensuring that qualifications remain relevant amidst the digital transformation and the growing demand for sustainability-related skills. The study’s implications are far-reaching, providing a framework for policymakers, education providers, and industry stakeholders to improve workforce competency and support lifelong learning. Future research should explore digital tools, such as AI and blockchain, to enhance the scalability and real-time responsiveness of labor market skills and qualifications.

Labour market skills refer to the competencies and knowledge essential for effective participation in specific job markets. In the maritime sector, these skills are pivotal in ensuring the safe, efficient, and sustainable operation of global trade. They encompass technical expertise, regulatory compliance, and interpersonal abilities that allow seafarers to navigate an increasingly complex and dynamic industry. This paper delves into the labour market skills relevant to seafarers in Saudi Arabia (KSA) and juxtaposes them with global standards, highlighting key areas of alignment and disparity.The research examines the relationship between the Standards of Training, Certification, and Watchkeeping for Seafarers (STCW) competency table and the maritime labour market, underscoring the significance of these international guidelines in shaping workforce capabilities. A comparative analysis of the maritime labour skills in the European Union (EU), the Indian subcontinent, and broader Asian regions is presented, with an emphasis on how KSA’s workforce measures up to these benchmarks. The study identifies critical gaps in KSA’s maritime training and workforce development strategies and offers a comprehensive set of recommendations aimed at bridging these gaps.Furthermore, this paper aligns its findings with Saudi Arabia’s Vision 2030 agenda, which seeks to diversify the economy and reduce dependency on expatriate labour. By leveraging international best practices and fostering local talent, KSA has the potential to position itself as a global maritime hub. The proposed recommendations extend to fostering industry-academia collaboration, enhancing training infrastructure, promoting environmental sustainability, and addressing gender inclusivity in the maritime sector. The study provides actionable insights for policymakers, educators, and industry stakeholders to ensure the long-term competitiveness of KSA’s maritime workforce in the global arena.Keywords: Labour market skills, maritime industry, seafarers, Saudi Arabia, global standards, STCW, Vision 2030, workforce development, maritime education, sustainability.IntroductionBackgroundThe maritime industry is the backbone of global trade, facilitating approximately 90% of international goods transportation. Seafarers are the workforce that ensures the maritime industry's operational success, handling responsibilities that span navigation, machinery operation, environmental compliance, and adherence to safety protocols. The evolution of the maritime sector, influenced by technological advancements and stringent environmental regulations, has significantly heightened the demand for diverse and advanced labour market skills.

PurposeThere is profound demand for higher skills and expertise in retrofitting the existing building stock of Europe. The delivery of low- or nearly zero-energy retrofits is highly dependent on technical expertise, adoption of new materials, methods of construction and innovative technologies. Future Irish national building regulations will adopt the Energy Performance of Buildings Directive vision of retrofitting existing buildings to higher energy efficiency standards. Construction industry stakeholders are key for the achievement of energy performance targets. Specifically, the purpose of this paper is to assess the attitudes, approaches and experiences of Irish construction professionals regarding energy efficient buildings, particularly nearly zero-energy buildings (nZEBs).Design/methodology/approachData were collected through a series of quantitative and qualitative methods, including a survey, a workshop and detailed interviews with professionals in the retrofit industry. The structure of this approach was informed by preliminary data and information available on the Irish construction sector.FindingsThere is a substantial amount of ambiguity and reluctance among the professionals in reaching the Irish nZEB targets. The growing retrofit industry demonstrates low-quality auditing and pre/post-retrofit analysis. Basic services and depth of retrofits are compromised by project budgets and marginal profits. Unaligned value supply chain, poor interaction among nZEB professionals and fragmented services are deterrents to industry standardisation.Practical implicationsThis study will enable construction industry stakeholders to make provisions for overcoming the barriers, gaps and challenges identified in the practices of the retrofit projects. It will also inform the formulation of policies that drive retrofit uptake.Social implicationsThis study has implications for understanding the social barriers existing in retrofit projects. Support from clients/owners has a diverse impact on energy performance and retrofit decisions. Community-based initiatives are key to unlock the promotion of nZEBs.Originality/valueThis paper provides an overview of current activities of retrofit professionals and analyses the barriers, gaps and challenges in the industry.

The Belt and Road Initiative (BRI) has significantly advanced Malaysia's connectivity and economic development through large-scale infrastructure projects. However, a critical yet often overlooked dimension of the BRI is the alignment of workforce development with the evolving skill demands and long-term sustainability of these initiatives. This study examines the integration of three industry-education models: experiential learning, work-based learning (WBL), and apprenticeships, as strategic mechanisms for bridging the gap between higher education and industry. These models aim to strengthen workforce readiness by equipping graduates with practical, industry-relevant competencies. Drawing on a case study of bachelor-level technology programs at Malaysia's technical universities, developed in partnership with key industry stakeholders, the study illustrates how structured academia-industry collaboration can cultivate a skilled, adaptable, and globally competitive workforce. Ultimately, such integrative approaches contribute to Malaysia's national development objectives and align with the broader human capital goals of the BRI.