Employability Skills Research Articles

The Impact of Youth Leadership Program on Perceived Employability Skills: Evidence from Brunei Darussalam

Youth leadership programs foster skills development in youth which are pivotal for gaining successful careers and being more employable throughout their career. Given the concerning youth unemployment issues in Brunei, the study aims to highlight the importance of youth leadership programs and examine their influence on perceived employability skills. By utilising structural equation modelling to analyse the survey data gathered from 229 samples of participants from youth leadership programs, it was revealed that the impact of learning involving skills-based and attitudinal outcomes has significant positive relationships with perceived employability skills. The results further confirmed the role of behavioural outcomes as a mediating variable in the relationship between learning and perceived employability skills. Findings from this study can be valuable for program designers, practitioners, and stakeholders in contributing to the process of structuring and making ongoing improvements to these programs to align with the essential employability skills. It also offers youth the foundation to be employable in the 21st-century job market, by highlighting the importance of youth leadership programs as a channel through which youth acquire desirable capabilities necessary for attaining a set of attributes that reflect the employability skills sought by employees in the current competitive job market. Therefore, the study can be a starting point in moving forward to mitigate the unemployment issues in Brunei through improving programs to meet the demand of employers concerning employability skills. The study provides notable contributions to the existing body of literature on youth leadership development in Brunei as well as contributing to a few other studies in the Asian region to demonstrate the impact of youth leadership programs on employability skills perceptions.

Multi-criteria decision-making model for sustainability functions integrated Industry 4.0 technologies within small and medium enterprises in emerging countries

PurposeIn the Industry 4.0 (I4.0) era, small and medium enterprises (SMEs) face significant pressure to make their manufacturing operations more sustainable. However, SMEs often lack the knowledge and information needed to leverage I4.0 technologies for achieving sustainability. This paper aims to develop a multi-criteria decision-making (MCDM) model to prioritize sustainability functions supported by I4.0 technologies in SMEs.Design/methodology/approachThe fuzzy-DEMATEL method was developed to classify sustainability functions based on their prominence and influence, categorizing them into cause-and-effect groups. Experts in I4.0 technologies, sustainability and SMEs from Brazil were consulted during the data collection phase. Sensitivity analysis was also performed to validate the results obtained through the DEMATEL method.FindingsThe results indicate that the most prominent and influential sustainability functions include organizing production processes, employee skill development and simplifying production planning and control. Therefore, investing in I4.0 technologies to support these functions can enable SMEs to amplify the impact of their sustainability initiatives and improve operational efficiency. The authors also observed that improving quality monitoring is the primary function within the effect group.Practical implicationsThis paper serves as a roadmap for SME managers seeking to enhance the effectiveness of their sustainability practices using I4.0 technologies, thereby maximizing impact while minimizing the complexity of implementation.Originality/valueThis study ranks key sustainability functions as actions and practices that SMEs can implement using I4.0 technologies to achieve sustainability. It also identifies the most prominent and influential functions managers should prioritize when investing in I4.0 technologies.

A Foresight Framework for the Labor Market with Special Reference to Managerial Roles—Toward Diversified Skill Portfolios

This study introduces a methodology for labor market foresight through alternative futures. It discusses three alternative scenarios for managerial roles, each exploring varying levels of technological advancement and economic growth, to provide insights into the evolving demands for managerial roles. By drafting a diversified skill portfolio, it is argued that employability skills for managers concern providing education in a combination of areas, such as new technologies, trend analysis, and strategic foresight based on the sector in which the firm operates, negotiation skills and human resources management, contemporary sales techniques, entrepreneurship, and personal growth, including time management, creativity, public speaking skills, and foresight skills. Utilizing responses obtained through an online survey administered in Greece during 2024 to managers and employing principal component analysis (PCA), we establish correlations between skill portfolio composition preferences, foresight analysis, and design of diversified skill portfolios. Diversified skill portfolios are a holistic approach to training, reskilling, and upskilling, including an optimum combination of foundational, complex, digital, green, and always case-fit per occupation or sector of economic activity. Consequently, the insights derived from this study offer a microeconomic perspective regarding the optimal combination of skills for managerial occupations and a macroeconomic perspective concerning the formulation of future training policies for human capital development.

The Impact of Financial and Non-Financial Rewards on Employee Migration Intentions in Lagos Banking Sector

The Nigerian banking sector has been facing a significant exodus of skilled employees in recent times which has continued to threaten the sector's development. However, despite numerous studies to address this phenomenon, fewer empirical studies have explored how financial and non-financial rewards impact the migration intention of employees in the banking sector in Nigeria. This study therefore examines how reward systems including financial and non-financial affect the migration intention of employees in Lagos banking sector. A cross-sectional design with purposive and proportionate sampling was adopted for the study. The purposive sampling was adopted to select eight banks in the Mainland Local Government Area of Lagos, Nigeria while a proportionate sampling was used to sample the respondents to ensure adequate representation across the banks. A structured questionnaire was used for collecting data from a sample size of 99 which was determined from a population of 131 in the selected banks using the Yamane formula. However, only 89 responses were obtained across the selected banks and were then statistically analysed using descriptive statistics for the socio-demographic data. Correlation with multiple regressions was utilised for hypothesis testing at a 5% significance level and the study found that both financial and non-financial rewards significantly affect employees’ migration intention. Therefore, the management of banks should improve on the existing financial reward systems to make them more globally competitive as this would enhance talented employees’ retention and reduce employees’ migration intention in the banks.

How employees are affected by working in R&D-investing firms

ABSTRACT Investments in research and development (R&D) are essential for firm success, but how does the experience of working for R&D-investing firms affect individual performance in the labour market? Combining a biennial survey series on R&D investments with a longitudinal matched employer-employee dataset from Statistics Sweden, this study examines the labour market performance of workers in R&D-investing versus non-investing firms. Results show that, on average, highly skilled employees from R&D-investing firms perform better than those from non-investing firms when they switch jobs. This includes higher wage growth and higher probability of career progression. Among this group of employees, no particular interest in entrepreneurial ventures was found. Results of this study strengthen current knowledge of the effects of R&D and provide important implications for policies.

Sentiment Analysis of Twitter Users Towards the Kartu Prakerja Program Using the Naive Bayes Method

This study conducts a sentiment analysis of Twitter users regarding the Indonesian government’s Kartu Prakerja program, utilizing the Naive Bayes method for classification. Launched in 2020 to enhance employability skills amidst the COVID-19 pandemic, the program has garnered various public responses. A total of 836 tweets containing the keyword "Kartu Prakerja" were collected using the Twitter API and analyzed to determine sentiment distribution. Results indicate a predominance of neutral sentiment (800 tweets), with only 17 positive and 22 negative tweets. The Naive Bayes method achieved an accuracy of 95%, demonstrating its effectiveness in sentiment classification. However, comparisons with other methods, such as Support Vector Machine (SVM) and Recurrent Neural Network (RNN), reveal that these techniques yield higher accuracy rates (98.34% and 96%, respectively). This research highlights the importance of sentiment analysis in understanding public perceptions and informs policymakers about areas needing improvement. The findings underscore the potential of integrating advanced machine learning techniques to enhance sentiment analysis and provide insights into the effectiveness of government programs like Kartu Prakerja.

The Impact of HRM Practices on Employee Performance: A Study on Readymade Garments Sector in Bangladesh

This study explores the impact of Human Resource Management (HRM) practices on employee performance in the Readymade Garments (RMG) sector of Bangladesh, employing qualitative data collection methods to gain in-depth insights. As the RMG sector plays a pivotal role in Bangladesh’s economy, understanding how HRM practices influence employee performance is essential for organizational growth and effectiveness. Data were collected through semi- structured interviews with HR managers, team leaders, and employees from various RMG firms, as well as focus group discussions. The research focused on key HRM practices including recruitment and selection, training and development, performance appraisal, compensation and benefits, and employee relations. These practices were examined to understand their perceived impact on employee performance, such as job satisfaction, productivity and motivation. The qualitative analysis reveals that effective recruitment and selection practices are crucial in aligning employee skills with job requirements, leading to higher performance levels. Comprehensive training programs are valued for enhancing skills and boosting confidence, which positively affects productivity. Transparent and fair performance appraisals are seen as motivating employees and fostering a sense of achievement. Competitive compensation and supportive employee relations contribute to job satisfaction and commitment, driving overall performance. The findings indicate that while HRM practices in the RMG sector are generally effective, there are areas for improvement. This research provides actionable insights for HR professionals and organizational leaders aiming to improve performance outcomes in the RMG sector.

Factors Affecting Employee's Loyalty in Banking Sector: A Case of a Local Bank in Karachi, Pakistan

Employees' loyalty in the banking sector in Karachi, Pakistan remains a critical issue because less skilled employees' performances have declined its market share. Human resource (HR) management strives to create long-term relationships with employees by motivating them through salary plans, better supervision, increased motivation, and enhanced passion. This empirical study utilized qualitative phenomenology to investigate the phenomenon of loyalty and develop the model of factors stimulating loyalty among employees, enlightening the HR on employee retention, consequently. The data were accumulated through convenience sampling among employees at a local bank utilizing open-ended interviews and thematic analysis. The findings confirm that salary plans, supervision, financial rewards, and personal traits stimulate loyalty among employees while motivation and satisfaction moderate the phenomenon in consideration. The research is useful for the banking sector to keep employees loyal and build long-term relationships with them.

The Impact of AI Tools on Employment Trends and Skill Demands

Artificial intelligence (AI) is revolutionizing our work, lifestyles, and modes of communication. The integration of AI-driven technologies brings about automation of tedious tasks, enhances decision-making capabilities, and boosts overall productivity. Nonetheless, the adoption of AI carries profound implications for both the labor market and skill prerequisites. On one hand, the advent of AI is poised to usher in new job opportunities, particularly in domains such as machine learning, data science, and AI engineering. Conversely, AI's implementation is expected to automate numerous routine and manual job functions, resulting in the displacement of workers in sectors like manufacturing, transportation, and customer service. This transition underscores the necessity for workers to cultivate fresh skill sets and competencies. Skills such as data analysis, critical thinking, and advanced problem-solving will ascend in importance, whereas conventional proficiencies like manual dexterity and routine problem-solving will diminish in relevance. Furthermore, the effects of AI on employment prospects and skill requisites will vary across different industries and geographical regions. While certain sectors may undergo substantial job displacement, others may witness a surge in demand for adept personnel. Thus, policymakers and industry leaders must adopt a proactive stance toward reskilling and upskilling initiatives to ensure workforce competitiveness. Ultimately, the integration of AI tools is poised to catalyze transformative shifts in the labor market and skill landscape. While it presents novel opportunities and enhances productivity, it simultaneously necessitates adaptive measures from workers to thrive in an evolving job market.

How Recreational Therapists with a Disability Perceive Their Current Workplace: Perception of Climate of Inclusion, Self-Advocacy, and Occupational Self-Efficacy

High perceived levels of climate of inclusion, occupation-al self-efficacy, and self-advocacy skills in employees are beneficial to employers. Yet, it is unclear how recreational therapists with disabilities perceive their workplace's cli-mate of inclusion as well as their own self-advocacy skills and occupational self-efficacy. Therefore, the purpose of this study was two-fold: (a) to investigate the extent to which Certified Therapeutic Recreation Specialists (CTRSs) with a disabling condition perceive climate of inclusion, self-advocacy, and occupational self-advocacy in their current workplace; and (b) to explore if there are associations between climate of inclusion, self-advocacy, and occupational self-efficacy in the workplace. A con-venience sample of 77 CTRSs who identified as having a disability participated in this study. Results indicated that participants were neutral regarding the climate of inclusion at their current workplaces, are confident with their self-advocacy skills at work, and perceive their occupational self-efficacy levels to be fairly high. There are also positive associations between the three concepts of climate of inclusion, self-advocacy, and occupational self-efficacy. Future research is needed to better understand the neu-trality recreational therapists with disabilities perceive of their workplace as well as to conduct more robust studies.

Evaluating Employability Skills Integration in a Citizenship Education Textbook

The International Labour Organization (ILO) generated a strategic plan for skills and lifelong learning from 2022 to 2030, aiming to improve students’ access to future jobs. One of the target goals of the ILO's plan was to ensure that educational programs meet the changing needs of labour markets. Therefore, there is a rising need to assess whether teaching programmes can prepare learners for the requirements of future jobs. In this study, we investigate how employability skills are integrated in teaching resources. For this purpose, 54 learning activities from a Grade 6 Citizenship Education textbook in Bahrain were analysed using 56 predefined codes elaborated by the Conference Board of Canada in a document that was developed by the Corporate Council on Education, a program of the National Business and Education Centre since 2000. This study employs quantitative analysis, including Pearson correlation coefficients and regression analysis to evaluate the integration of employability skills in the learning activities using three major factors: Fundamental Skills (FS), Personal Management Skills (PMS) and Teamwork Skills (TS). The results show that Fundamental Skills (Mean = 3.87, Standard Deviation = 1.26) are well integrated, whereas Personal Management Skills (Mean= 3.17, Standard Deviation = 1.54) demonstrate moderate integration with notable variations. In contrast, Teamwork Skills display a low level of integration (Mean = 1.02 Standard Deviation = 1.88). The correlation analysis confirms a relationship (r = 0.615, p < 0.01) between FS and PMS but shows insignificant correlations between TS and the other skill sets. These findings highlight a critical gap in teamwork skill integration and suggest a need for increased focus on teamwork in educational materials, while recommending further research to focus on expanding the sample size, incorporating more qualitative analyses, and exploring effective strategies for integrating employability skills into educational resources.

Impact of Servitization on Employee Satisfaction with Performance Evaluation Systems: A Case Study of China’s New Energy Sector Amid Power Market Reforms

This study investigates the mechanisms by which service-oriented transformation affects employee satisfaction with performance evaluation systems within the context of China’s electricity market reform. Using CGN New Energy’s Guangxi Branch as a case study and applying the grounded theory method, the research systematically analyzes employees’ perceptions of fairness, transparency, and career development during the transition from a product-oriented to a service-oriented model, based on in-depth interviews and surveys. The findings reveal that while servitization enhances employee skill development and career satisfaction, it also introduces challenges, such as increased work pressure and the demand for more transparent performance evaluation systems. This study provides valuable insights into optimizing management practices and performance evaluation systems in renewable energy companies, contributing both theoretically and practically to the literature on organizational transformation in the energy sector. These conclusions are not only significant for Chinese enterprises but also offer important reference points for global energy companies undergoing similar transitions.

Leadership Strategies for Managing Human and Technological Diversity in the Industrial 5.0 Era: A Systematic Review

The problem formulation that arises from this research is how the efforts made by leaders in the industrial era 5.0 overcome problems related to the process of managing HR diversity and technological changes in increasing business innovation in order to increase business productivity and business sustainability, so that they can survive the changes that exist. This research focuses on discussing the efforts of leaders to overcome the problems of the process of managing HR diversity and technological changes in the 5.0 era in order to increase business innovation to increase business productivity and business sustainability. The results of the data analysis used used descriptive qualitative analysis using literature studies through systematic literature review. The research method uses a quantitative descriptive method of data analysis using the structural equation model (SEM) method, where the results of data processing with the SEM method are carried out with the PLS application. From the results of the study, it is concluded that the 5.0 leadership efforts in overcoming the management of HR diversity in increasing business innovation, namely building an inclusive culture, recognizing and appreciating diverse contributions, empowering employees, building intercultural skills, supporting inclusive research and development, using technology that supports engagement and collaboration and diversity-oriented monitoring and evaluation. The results concluded that the 5.0 leadership efforts in overcoming technology management in increasing business innovation, namely a deep understanding of technology, creating an environment that supports technological innovation, focusing on employee engagement and skills, partnering with technology experts, using technology for collaboration and communication, encouraging a culture of experimentation and learning, continuous review of processes and practices and recognition and reward for innovative contributions. Along with managing the diversity of human resources and technology in increasing business innovation, it can create more creativity and make leaders have to follow the direction and be able to adapt to changes so that the company can improve its performance and can continue to run its business optimally and be able to meet consumer needs properly.

The Living CV project: a model of collaborative learning in third space

The Living CV project is a collaborative initiative launched at a south coast university in the UK, which aims to help students develop their employability skills and evidence their learning outcomes. The project is delivered university-wide from a third space hub, where people from different disciplines and backgrounds come together to work on shared goals. It has therefore provided a way for colleagues across the university to collaborate within third space. In this study we focus on the role of the departmental Living CV Champions and their pivotal role in driving forward this third space project. These champions are situated across the university – in academic departments, in the university’s central Learning and Teaching service and in its career service – but all are working across boundaries and drawing collaborators into the third space of the project. We suggest that the Living CV Champions are also collaboration champions for the institution, in the way in which they support the development of staff networks and knowledge sharing, and therefore the collaborative capital of the institution as a whole. We find that third space projects such as the Living CV can contribute to the development of collaborative capital, act as a gateway for staff to wider communities of practice and build confidence for those engaged in them. In this case study we illustrate one route to achieving this, through a champions model which breaks down traditional academic silos and encourages wider collaboration.

Job destruction or job creation?: Evidence from carbon emission trading policies

Based on the panel data of 285 cities in China from 2007 to 2019, this paper constructs a theoretical framework to analyze the employment effect of carbon emission trading policy, and quantitatively evaluates the effectiveness, decomposition effect and influence mechanism of carbon emission trading policy on employment based on PSM-DID method. The study shows that the carbon emissions trading policy has a positive impact on the level of urban employment while producing significant environmental governance effects, and that its positive impact on employment in the pilot cities stems from the negative effect of reducing employment destruction rather than from the positive effect of increasing the job-creating effect. Carbon emissions trading policy promotes employment in the pilot cities through structural transformation effects, specifically through the three paths of green technology innovation, energy structure optimization and industrial structure upgrading. At the same time, the impact of the policy on employment varies significantly across cities of different locations, sizes and resource endowments. The study proposes that the construction of the national carbon market should be accelerated, a market-oriented green technology innovation system should be constructed, the optimization of the energy structure and the upgrading of the industrial structure should be promoted, and training in employment skills should be strengthened. The theoretical analysis of this study provides a theoretical basis for the micro-mechanism of carbon emissions trading policy, and the empirical results provide practical reference for the change of employment structure and the high-quality development of employment.

Role of Strategic HRM as Mediator of Intellectual Assets and Knowledge Sharing of Hotel Performance in West Java

In addition to examining the factors affecting organizational performance and hotel performance, this research aims to investigate the relationship between knowledge sharing and intellectual assets and hotel strategic human resource management (HRM). To create a robust knowledge culture, strategic HRM and hotel management should collaborate. This can be accomplished by holding team meetings, workshops, employee development programs, and discussion forums to promote cooperation and knowledge exchange among staff members. Maintain a competitive edge in the hospitality sector, while offering visitors outstanding service. This research was done using quantitative methods. In this study, 185 employees served as samples. Structural equation modeling was used in the analysis method (SEM). The findings demonstrated that knowledge sharing and intellectual assets impact the hotel’s strategic HRM. Hotel performance is impacted by knowledge sharing and intellectual assets. Strategic HRM influences organizational performance. Intellectual assets and knowledge sharing affect hotel performance through strategic HRM. By increasing employee knowledge and skills and encouraging collaboration and continuous learning, hotels can improve organizational performance, provide superior service to guests, and stay competitive in the hospitality industry. Strategic HRM should work closely with hotel management to build a strong knowledge culture. This can be accomplished by carrying out initiatives like staff development and training, workshops, team meetings, and discussion forums to encourage collaboration and knowledge sharing among employees. Keywords: intellectual assets, knowledge sharing, strategic HRM, organizational

Help coordinate employment assistance and support for students with disabilities

October is National Disability Employment Awareness Month, and throughout the month, many disability services offices have highlighted employment for those with disabilities. But why not maintain these activities? In conjunction with your institution's career services and related offices, you can continue the emphasis on targeted employment skills and available assistance for students with disabilities.

Implementation of an ePortfolio to promote professional pathways: A case study of international students in Australian higher education

Given the current status of ‘English as a global language’, master’s and postgraduate programs in Applied Linguistics and TESOL are becoming an increasingly popular choice for international students in Australia and elsewhere. However, international students enrolled in such programs often lack practical experience and a potential employment pathway. In this respect, an ePortfolio as an assessment tool has been found to assist students to become independent thinkers as they develop self-regulated, purpose-driven behaviours during construction of their ePortfolio. However, building an ePortfolio is a new concept for many of the international students in Australian higher education. The aim of this case study research was thus to identify the support international students require in completion of their ePortfolios. Research data in this mixed method study was collected through two survey questionnaires applied to international students within a course requiring an ePortfolio as a major assessment item. Results indicate the need for more focused training for these students not only in how to structure their ePortfolios, but also more broadly in the employability skills needed in the Australian workplace. This research will help to improve the design of similar courses, and consequently to improve the learning experience for future international students undertaking such courses.

Developing Conceptual Framework for Life Skills: The Employability Requisite in the Hospitality Industry

New generation needs fundamental life skills in order to achieve their full potential. Life skills also known as psychosocial competencies are considered essential for employability, social inclusion, and individual growth. This study has a twofold objective, firstly it makes a distinction between the terms skills, life skills, soft skills and competencies as these terms often overlap in the literature reviewed; secondly, the study also explores whether life skills are required by graduates for employability in the hotel/hospitality industry. A critical review of the extant literature on soft skills, employability skills, competencies and employer’s expectations with an emphasis on soft skills, from different sources, was conducted. A psychosocial competency framework was established. It was determined that the three domains of psychosocial competencies – the personal, social and cognitive domains impact job performance. Finally, a framework for life skills for employability was conceptualized for the hotel industry. This study contributes to the existing knowledge by developing a strong foundation of life skills. Individuals will be able to develop employability skills needed for the job. The study also gives the scope for an academia – industry interface for developing a life skills customer centric curriculum as it is a futuristic requirement for enhancing employability. Key Words: Life skills, Soft skills, Competencies, Employability, Hotel Industry, Conceptual frame work.

Identifying Differences in the Application of HR Marketing Tools in Companies in the Secondary Sector – a Case Study of Mining, Construction, and Manufacturing Industries

HR marketing is a relatively new field in corporate practice. When implemented effectively and designed professionally, HR marketing can give companies a significant competitive advantage in the labour market. Increasingly, HR managers and executives focus on securing high-quality and skilled employees who are integral to building a strong brand and employer value. To date, no studies have specifically examined HR marketing within the secondary sector, which appears to be stagnating in economically developed countries. This study aims to identify differences in the application of HR marketing tools among companies operating in the secondary sector, particularly within the mining, construction, and manufacturing industries. The research was conducted in two stages: the first stage involved an analysis of HR marketing practices among a sample of 215 companies operating in the Czech Republic and Slovakia. The second stage focused on a case study of 10 companies from the secondary sector, specifically three companies operating in the mining, construction, and manufacturing industries. This study offers a comparative analysis of HR marketing tool usage among companies within the secondary sector, including those in the Czech Republic and Slovakia. The key findings address the research questions and hypotheses. The results indicate that companies in the secondary sector primarily use traditional HR marketing tools such as company websites, personnel agency services, and job portals. Mining and manufacturing companies employ a wider range of HR marketing tools to enhance employee loyalty than construction companies.