Job Requirements Research Articles

Smart Education for Corporate Sustainability Reporting

The European Union’s Corporate Sustainability Reporting Directive expanded its Non-Financial Reporting Directive requirements to companies with over 250 employees, mandating their sustainability reporting from 2025. This expansion will quadruple the number of companies subject to mandatory reporting, presenting new challenges for their managers and responsible employees. Companies will have to report according to the European Sustainability Reporting Standards. This article addresses gaps in vocational education and training (VET) programs related to sustainability knowledge and reporting. It aims to establish a unified approach for VET teachers and learners across the EU, preparing them for the evolving job market demands. The methodology ADDIE (Analysis/Design/Development/Implementation/Evaluation) was used to develop the curriculum and training. The research began by creating a knowledge repository and a questionnaire, focusing on current reporting practices and job requirements, and continued with preparing materials for the training course. The course encompassed six learning units: (1) European legislation and sustainability standards, (2) sustainability management, (3–5) environmental, social, and corporate dimensions, and (6) sustainability reporting. The initiative included multiplier (dissemination) events, pilot applications, and online course tests. To deliver the course effectively, an interactive e-learning platform was developed; gamification elements and other engaging activities were included to enhance learning outcomes.

Changes and their effects on working and daily life time use allocation between work-from-home and office work days during the telework period: insights from the survey in Japan

IntroductionThe rapid adoption of telework, accelerated by advancements in ICT and the COVID-19 pandemic, offers potential benefits for wellbeing and environmental impact. However, telework’s effects on work productivity, work-life balance, and social connectedness remain complex, particularly within hybrid models combining work-from-home (WFH) and in office days.MethodsThis study assessed telework’s impact by comparing WFH and office days. A survey of 1,500 full-time workers in Japan’s Tokyo Metropolitan Region focused on daily time allocation, and telework preferences during telework periods. Principal component and cluster analyses were used to identify groups with distinct work and lifestyle patterns.ResultsSix telework-related groups emerged, reflecting diverse experiences in productivity and daily life. Groups such as the “Overall Increase” and “Housework and Rest Increase” reported gains in leisure and family time, positively impacting wellbeing. In contrast, the “Unsuitable for WFH” group faced increased office-day workloads and reduced WFH productivity, indicating that telework’s effectiveness depends on job and individual characteristics.ConclusionThe findings highlight telework’s potential to enhance wellbeing and sustainability but also underscore the need for tailored policies that address diverse job requirements and personal characteristics. This study contributes to sustainable telework strategies by offering insights into effective support systems that balance flexibility, productivity, and environmental sustainability, aiming both for an enhanced personal life and societal benefits.

基于“岗课赛证融通”模式的课程改革与设计——以房地产经营与管理课程为例

随着职业教育改革的深入推进，“岗课赛证融通”模式已成为高职院校课程建设的重要方向。以房地产经营与管理课程为例，本文分析了“岗课赛证融通”模式的内涵及其在课程设计中的具体应用。通过岗位需求分析、课程内容优化、技能竞赛结合和职业证书获取等路径，该模式能够有效提升学生的职业能力和就业竞争力，同时推动校企合作的深化。研究表明，“岗课赛证融通”模式实现了课程与岗位需求的精准对接，为高职教育提供了有益的实践经验。 With the deepening of vocational education reform, the “integration of posts, courses, competitions, and certificates” (PCCC) model has become a crucial direction for curriculum development in higher vocational colleges. Taking the Real Estate Operation and Management course as an example, this paper analyzes the PCCC model’s essence and its practical application in curriculum design. Through job demand analysis, course content optimization, skill competition integration, and vocational certificate acquisition, the model effectively enhances students' professional competence and employability while promoting in-depth school-enterprise cooperation. The study demonstrates that the PCCC model achieves precise alignment between curriculum and job requirements, providing valuable practical experience for vocational education.

Job crafting towards strengths and interests: how overqualification enhances creativity?

ABSTRACT Personal motives are important to job crafting. Drawing on the job demands-resources theory, a two-pathway model of how overqualified employees manage the misfit between their capabilities and job requirements is proposed. Specifically, two novel job crafting strategies that can spur employees’ creativity are identified: job crafting towards strengths (JC-strengths) and job crafting towards interests (JC-interests). The different boundary effects of empowering leadership on the relationship between perceived overqualification and JC-strengths and JC-interests are investigated. Using data from 507 employees of Chinese firms, perceived overqualification was found to be positively related to JC-strengths and JC-interests; both JC-strengths and JC-interests were positively related to creativity; and empowering leadership moderated the direct effect of perceived overqualification on JC-strengths and its indirect effect on creativity, while the moderating effect was nonsignificant for the relationship linking perceived overqualification to JC-interests. Theoretical and practical implications are discussed.

Measuring adaptive expertise and adaptive performance in (becoming) healthcare professionals: a scoping review of measurement instruments.

Professional work in healthcare is increasingly disruptive, requiring professionals to be flexible and adaptable. Research on adaptive expertise and adaptive performance in healthcare has grown, and operationalisation and measurement of these concepts are crucial to meet professionals' evolving needs. This study provides an overview of measurement instruments for adaptive expertise and adaptive performance in (becoming) healthcare professionals, including an evaluation of their operationalisations and the amount of evidence supporting their quality. A scoping review was conducted, including an analysis of operationalisations and the amount of evidence supporting the quality of instruments, based on the criteria outlined in the Standards for Educational and Psychological Testing (2014). Seventeen articles were included, comprising nineteen measurement instruments, three of which were specifically developed for the healthcare domain. The instruments, categorized into six types, varied in the nature and volume of evidence supporting their quality. Analysis of the operationalisations led to a clearer understanding of the concepts, with themes emerging around adaptive expertise and adaptive performance. The study reveals a dominance of self-evaluation and job requirement instruments, while other methods, such as design scenarios, mixed-methods instruments, and collegial verbalization, are underrepresented. Instruments developed specifically for healthcare need further validation and reliability testing. The categorization of subscales into 13 themes provides further clarification of the concepts and suggestions for future research. Instruments to measure adaptive expertise and adaptive performance are limited and vary in conceptualisation, operationalisation and quality. Further research is needed to improve the validity and reliability of healthcare-specific instruments.

The double-edged sword effects of leader perfectionism on employees' job performance: the moderating role of self-efficacy

The pursuit of perfection has become a common job requirement for modern organizations against the backdrop of increasingly fierce market competition. Drawing upon appraisal theory of emotion, we develop and test a model delineating the paradoxical role that leader perfectionism plays in predicting employee's job performance. Specifically, we propose that leader perfectionism improves job performance through increased harmonious work passion and simultaneously hinders it through enhanced performance pressure. We further propose self-efficacy as boundary condition, such that the positive path through harmonious work passion is stronger and the negative path through performance pressure is weaker for individuals with higher (vs. lower) levels of self-efficacy. Finding from a three-wave and multisource field study provides support for our hypothesized predictions. Finally, we discuss theoretical and practical implications of this study.

Joint Ability Assessment for Talent Recruitment: A Neural Cognitive Diagnosis Approach

Ability assessment is a critical task in talent recruitment that aims to identify the most suitable job candidates by evaluating the alignment of their skills with job requirements. Indeed, traditional ability assessment involves multiple staffing processes with various forms of evaluation methods, such as written tests and face-to-face interviews, which usually result in fragmented, noisy, and inconsistent conclusions. Therefore, a long-standing challenge in talent recruitment is how to comprehensively evaluate candidates by integrating multi-source heterogeneous assessment results. To this end, in this paper, we propose a holistic framework, JCD-TR ( J oint C ognitive D iagnosis for T alent R ecruitment), for enhancing the performance of ability assessment in talent recruitment by jointly modeling the multi-source heterogeneous assessment results. Specifically, we first construct a skill graph based on the co-occurrence relations of skills in multi-source recruitment data. Along this line, we can learn the skill representations that maintain both the semantic and structural information with graph embedding. Then, we design a multi-source candidate ability profiling module with the guidance of item response theory in psychometrics and the neural topic model. As a result, the candidates’ ability profiles can be explored from their resumes, written tests, and interview assessment data, respectively. Furthermore, we propose a joint cognitive diagnosis module by integrating those multi-view ability profiles and skill representations to assess the candidates’ skill proficiency state. Extensive experiments on a real-world dataset demonstrate the effectiveness of our JCD-TR.

Job Advertisements for LIS Positions: An Analysis of Requirements, University Curricula and Alumni Perspectives in Bangladesh

This study examines the job advertisements of entry-level positions in Bangladeshi libraries; and the course curriculum of the LIS (Library and Information Science) Bachelor and Masters degrees to identify whether the university prepared their graduates to meet these demanded skills in the workplace. Over six years from 2018–2023, 116 job advertisements were collected and scanned. The required skills in the advertisements were compared with the LIS course curriculum and results showed the courses mostly meet job requirements. As alumni, the early-career LIS professionals were also interviewed to have real-life experience, they expressed their lack mostly in practical tasks and proposed some recommendations.

Resume QR Generator (The helper AI)

This research paper is about to job seekers The AI Resume Analyzer is a tool that uses Natural Language Processing (NLP) to make the hiring process faster and easier. In today's job market, companies receive a large number of resumes, making it difficult and timeconsuming to find the best candidates. This AI-based system solves this problem by automatically reviewing and ranking resumes, saving time and effort for employers.The tool works by extracting text from resumes, no matter the format—PDF, Word, or plain text. Using NLP, it identifies and organizes important details such as contact information, skills, work experience, education, and other key sections. It also checks how well a candidate's resume matches the job requirements. Factors like relevant skills, quality of experience, and use of industry-specific keywords are taken into account. By ranking resumes based on these factors, the AI Resume Analyzer helps companies quickly find qualified candidates. It makes recruitment more efficient, reduces bias, and can handle a large number of applications, making it a great solution for businesses of all sizes. Key Words: Hiring process, job application ,recruitment, Natural language processing

The Role of Artificial Intelligence in Recruitment and Talent Acquisition-An Empirical Study

The employment process is now much more efficient and effective thanks to artificial intelligence (AI), which has completely transformed talent acquisition and recruitment. AI-powered solutions expedite candidate sourcing by searching enormous databases for prospective employees who meet particular job requirements. Through automated resume parsing, these systems also improve candidate screening, allowing recruiters to concentrate on the most qualified candidates. Furthermore, AI promotes diversity and inclusivity inside organizations by reducing human biases in the screening process, which enables unbiased hiring. The applicant experience is enhanced by chatbots and virtual assistants, which give candidates prompt answers and updates. Another application of AI is predictive analytics, which uses past data to forecast candidate success and retention. Identification of passive candidates—those who match the required profile but may not be actively seeking new opportunities—is another use for AI. Moreover, AI-powered tools can handle monotonous jobs like interview scheduling, freeing up recruiters to focus on making strategic decisions. A sample of 287 is collected from professionals in the HR department. The factors that identify the Role of Artificial Intelligence in Recruitment and Talent Acquisition are Resume Screening and Matching, Chatbots for Initial Interaction, Bias Reduction, and Enhanced Candidate Experience.

The double-edged sword effect of artificial intelligence awareness among hotel employees

PurposeWith its continuous development and application in the hotel industry, artificial intelligence (AI) is gradually replacing many jobs traditionally performed by humans. This research aims to understand how this threat and opportunity of substitution affects hotel employees’ behavioral decision-making.Design/methodology/approachThis study uses a structural equation model, ordinary least squares and bootstrapping method to analyze the data collected with a field study and a scenario experiment from star-hotels in Shanghai, Paris and Seoul.FindingsThe results discovered that employees’ AI awareness has a positive relationship with their work engagement and AI boycott through two paths. The promoting path involves recovery level, while the hindering path includes job insecurity. In addition, the estimates showed that AI awareness has a great indirect effect on work engagement or AI boycott when innovativeness as a job requirement is high.Practical implicationsThe findings offer insights to help hotels optimize the relationship between AI and hotel human workers while providing valuable implications for addressing behavioral dilemmas faced by hotel employees in the era of AI.Originality/valueBy integrating the behavioral decision-making literature with the conservation of resources theory, the study focuses on the dual mechanisms – challenging and hindering – through which AI awareness influences hotel employees’ coping strategies.

Case Notes: Employment after a Criminal Conviction — A Hope for Prospective Employees with Previous Criminal Records? An Analysis of O’Connor v LexisNexis (Pty) Ltd (2024) 45 ILJ 1287 (LC)

Unfair discrimination is a historical and current issue facing South Africa that tends to reveal itself in the workplace. Since the dawn of South Africa’s democracy, the South African legislature has dynamically tried to suppress this negative force through the adoption of legislation, codes, rules, and regulations, which are designed to promote equal opportunity and fair treatment of individuals in employment. However, individuals with previous criminal records may still be excluded from employment in certain circumstances. In terms of the law, employers are free not to consider an employee for a position if having a clean criminal record is inherent to job requirements. The question to be asked is when will the employer be allowed to conduct a criminal background check and bar a prospective employee from being appointed to a job without violating the prohibition on unfair discrimination? This case note answers the question by analysing the competing interests of both the employer and employee and the application of law in the circumstances.

Exploration of Demand-driven Training of Japanese Language Majors

This paper discusses the cultivation of Japanese language professionals based on demand-oriented talents, taking Zhaoqing College as an example. The demand for Japanese language professionals in Guangdong Province, especially in the Pearl River Delta region, is analysed through field research and online research. It is found that the demand for Japanese language talents in Guangdong Province is extensive and in-depth, especially in the fields of cross-border e-commerce and international trade. The article further discusses the industry demand and job requirements, pointing out that Japanese language professionals should have the ability to serve in diversified industry fields, as well as the comprehensive ability of cross-cultural communication and the application of modern information technology. Finally, the article proposes that the training of Japanese language professionals should be based on the strengthening of basic core courses to increase the number of professional skills and practical courses, pay attention to cross-composite courses, incorporate new technologies and information technology tools, and strengthen the cultivation of English proficiency in order to cultivate applied and composite Japanese language professionals who can meet the market demand.

The employerʼs brand for generation Z

Building an employerʼs brand is a strategic objective for modern companies, as it allows them to attract talented employees who are motivated to achieve the companyʼs goals. This helps to improve corporate culture and enhance the companyʼs business reputation. In a world where competition for qualified personnel is growing and job requirements are evolving, a strong employerʼs brand is becoming a key competitive advantage. The research is based on the use of methods such as theoretical generalization, comparison and ranking, and statistical analysis. The content of the employerʼs brand value proposition for Generation Z is determined. The components of the employerʼs brand value proposition among the representtatives of generation Z are ranked. The components of the value proposition of the employerʼs brand of the researched enterprises in the retail sector are ranked in terms of their degree of development. The degree of compliance of the components of the employerʼs brand value proposition with the expectations of the representatives of generation Z at the researched enterprises is determined. Proposals aimed at shaping the development of the employerʼs brand for the researched enterprises are developed. The hypotheses about the expediency of ranking the components of the employerʼs brand value proposition to determine their importance for representatives of generation Z are formulated and empirically tested; ranking the components of the employerʼs brand value proposition in terms of the level of their development in the researched enterprises; Spearmanʼs rank correlation coefficient allows to determine the level of compliance of the employerʼs brand of the researched enterprises with the requirements of the representatives of generation Z and to propose proposals for its further development

Community College Transfer Students’ Agricultural Career Decision Making

This qualitative study examined undergraduates’ perceptions of their career decision-making. All of the participants (N=10) were community college students who transferred to the North Carolina State University’s College of Agriculture and Life Sciences. This study examined the various influences that affect a student's career choice and aspirations, including the student’s perception of their abilities, preferences, and pursuing what they feel is a match between these and potential job requirements; background; parental influence; and curricular and co-curricular experiences. This study engaged students in 20 individual interviews: two interviews with each student over the course of the semester. Key findings included the substantial role of personal interests – namely an interest in plants, animals, and being outside – in prompting the students’ decision to pursue agriculture. Most students were influenced by mentors who were employed in the students’ intended careers. In addition, curricular and co-curricular experiences played an essential role in participants’ agricultural career choice and academic major. A primary recommendation is to connect mentors in agricultural careers with community college students to foster the students’ awareness of agricultural careers.

A Study on the Teaching Reform of GIS Courses in Higher Vocational Engineering Surveying Based on Work Process Orientation

To cultivate students' professional skills, enhance their practical ability, exploratory skills, and spirit of cooperation, this paper, through extensive research, adopts a work process-oriented curriculum design method to analyze the GIS course for the higher vocational engineering surveying major. The course content is reconstructed to align with the job requirements of data processing engineers, and typical work tasks are determined based on the actual work process.

Role of Technology in Recruitment and Selection

This research examines the role of technology in the recruitment and selection process at Jayaswal Neco Industries Ltd., focusing on how technological advancements enhance efficiency in attracting, screening, selecting, and on boarding top talent. The process begins with a detailed workforce needs analysis, followed by the creation of job descriptions and candidate profiles. The company uses a mix of internal and external recruitment strategies, including job portals, campus recruitment, employee referrals, and professional networks, to ensure a diverse talent pool. The selection process is rigorous and multi-stage, involving resume screening, technical assessments, and multiple interview rounds, all designed to assess both technical skills and cultural fit. The organization prioritizes fairness and transparency, using standardized evaluation tools to minimize bias. The goal is to attract individuals who not only meet job requirements but also have the potential for long-term growth, supporting the company’s success and competitive edge.

Job satisfaction among blood center nurses based on the job crafting model: A mixed methods study.

Job satisfaction among blood center nurses is suboptimal due to challenging working conditions, characterized by unexpected tasks resulting from sudden schedule changes and frequent weekend shifts. This study aimed to quantitatively examine the relationships between job stress, psychological capital, person-job fit, job crafting, and job satisfaction, based on the job crafting model. Additionally, qualitative data were collected through mixed methods to gain a better understanding of the experiences related to job satisfaction among blood center nurses. A convergent mixed-methods research design was employed to simultaneously collect quantitative and qualitative data and to integrate the findings from both analyses. A total of 127 full-time nurses who had completed at least a three-month probationary period at blood centers participated in the study. Participants were recruited from three blood centers operated by the Korean Red Cross in three metropolitan cities. The survey included open-ended qualitative questions and five quantitative measures covering job satisfaction, job stress, psychological capital, person-job fit, and job crafting. The data collection occurred from September to October 2022. Regression analysis identified key factors influencing job satisfaction as person-job fit, job stress, psychological capital, and marital status, explaining 80.0% of the variance. Qualitative analysis of the open-ended responses showed five main themes: "deriving fulfillment from work," "challenges encountered at work," "driving forces behind positive outcomes," "congruence between individual's traits and job requirements," and "efforts to perform a meaningful work." The findings suggest the need for developing an Employee Assistance Program and educational initiatives aimed at enhancing job satisfaction among blood center nurses. These should focus on improving person-job fit, managing stress, aiding with emotional labor, and bolstering psychological capital.

Paradoxes in the operation of public administration: opportunity or barrier to the sustainable development of organisations?

The Sustainable Development Goals formulated within the framework of the UN resolution “Transforming Our World: The 2030 Agenda for Sustainable Development” are a challenge for both businesses and public administrations. The authors of this article focused on the social dimension and attempted to identify the challenges and paradoxes associated with building a sustainable workplace at the State Plant Health and Seed Inspection Service. An in-depth analysis of 31 interviews with inspection employees revealed that despite the positive attitude of managers and employees toward building a sustainable work environment, the organisation faces many challenges and paradoxes along the way, including, among others, the need for sustainable development vs. limited funding or high job requirements vs. unattractive working conditions. These are largely due to its profound underfunding, which lowers the prestige of the workplace, hinders recruitment, and negatively affects working conditions and thus employee engagement.

An Optimization Model for the Offshore Well Intervention Campaign: Literature Review

Abstract In the offshore oil industry, well-intervention barges provide crucial support for the production enhancement of offshore platforms. These specially designed ships contain tools and equipment to perform perforation activities that keep the wells active. However, with the relevance and practical operations, operators meet two principal challenges: 1) limited barge availability to serve a set of platforms and 2) each platform exhibits specific job requirements (different number of wells, duration, production gain, cost, time windows). This short literature review provides an overview of the Well Intervention Campaign Problem (WLICP) adopting the model of Vehicle Routing Problem considering Profits (VRPP). We propose four carefully designed questions to answer. It relates to 1) problem structure 2) modelling approach 3) solution technique and 4) optimization scenario. According to the result, WLICP exhibits a rigorous project management structure. Its structure contains the breakdown of n-sub-project representing VRP nodes. Combinatorial optimization helps barges find routes and schedules to maximize profit.