Skill Mismatch Research Articles

Employability Distress: Factors Affecting ICT Graduates’ Employability and Work Integration in the Workspace

There has been an ongoing debate on the subject of graduate unemployability in South Africa and the extent to which it has affected academic graduates. The growing consensus regarding intensifying levels of graduate employability distress today is explicitly supported theoretically in a number of research studies. This is despite the considerable efforts that have historically been made concerning the graduate labour force and their probable ramifications in the context of South Africa’s far-reaching labour market issues. A number of scholars both in the past and the present have identified several issues emerging from the heterogeneity of the quality of education, graduates’ capabilities and skills competencies, higher education institutions’ involvement in the industries and employers’ requirements for employment. This study aimed to explore the views that graduates conceive about employability and stress, reason for their unemployment and identify the factor that causes them to be unemployed and decisively suggest way to address these challenges. A quantitative approach and a questionnaire were used. A total of 195 questionnaires from graduates/students in the College of Business and Economics were recovered and usable. The findings reveal a paradox in the increased level of ICT graduate unemployment and skills mismatch and shortages. This has been attributed mostly to organisational changes which may have given rise to misalignment between the skills that graduates currently have and those that employers seek from graduates. Findings suggest that the kind of education obtained, graduates’ incapability to apply the skills received and work experience are factors hindering employability.

A Review Paper on Skills Mismatch in Developed and Developing Countries

The focus of this review research is on skill mismatch rather than educational mismatch. Specifically, this research examines the definition, extent, measurement of skill mismatch, and the impact of skill mismatch on earnings, productivity, and job satisfaction of employed individuals. Skill mismatch occurs when a worker’s possessed skills are incompatible with the required task-related skills. Skill underutilization or overskilling arises when the skills of an employed individual exceed those required to perform the job. On the other hand, skill overutilization or underskilling ensues when a worker’s skills are below those required to perform the task. The extent of skill mismatch varies from country to country and by measurement approaches: subjective (self-assessment) and objective approaches. The literature review also reveals that underskilling often results in a wage premium and overskilling in a wage penalty. In addition, skill mismatch has a negative impact on productivity and job satisfaction.

Skill mismatch evidence for Cybersecurity skills in Morocco

Abstract Skill mismatch is worldwide issue as it can be effect job satisfaction, wages and multiple other factors. Analyzing selft-reported skill mismatch is highly studied in prior work. In this paper we study evidence of skill mismatch between three categories: Professionals, Students and Faculty member. We collect data from a survey. In this paper we use the Chi-Test to find evidence of skill mismatch between Professionals, Faculty members and students. We suppose that the three proportions are equals which means they agree on the importance of skills. If the hypothesis in not true we use the Marascuillo procedure to make comparisons between all pairs of groups Results of our paper shows that categories agree on the importance of skills categories especially programming languages; However, we find evidence of a mismatch between skills types especially Databases and Audit and risk analysis. We also find agreement between groups for some skills such as C++, as participants agree that this skill is not highly used in the cybersecurity job market.

A Hybrid Model to Profile and Evaluate Soft Skills of Computing Graduates for Employment

Emerging tools such as Game Based Assessments have been valuable in talent screening and matching soft skills for job selection. However, these techniques/models are rather stand alone and are unable to provide an objective measure of the effectiveness of their approach leading to mismatch of skills. In this research study, we are proposing a Theoretical Hybrid Model, combining aspects of Artificial Intelligence and Game Based Assessment in profiling, assessing and ranking graduates based on their soft skills. Firstly, an Intelligent Controller is used to extract and classify the graduate skill profile based on data findings extracted using traditional assessment methods of self-evaluation and interview. With motivation and engagement as a competitive difference, an existing Game Based Assessment (OWIWI) is then used to assess the soft skills of these graduates hence generating a Graduate Profile based on results of the game. Moving forward, a ranking technique is then applied to match the profile to selected job requirements based on soft skills required for the job and the graduate strength. Finally, a comparison analysis is concluded based on the soft skills profile obtained before employment (pre-employment) and objective measure feedback of soft skills obtained after employment (post-employment) to provide a validity check to study the effectiveness of the overall Hybrid Model. Specifically, data obtained from this study can be useful in solving issues of unemployment due to mismatch of soft skills at the Higher Learning Institution level.

Kompetencje cudzoziemców w opinii pracodawców aglomeracji poznańskiej

Objective: To assess the extent to which migrant workers employed by Polish companies adjust their skills to fit their employers’ needs. The study examines employers’ opinions about the competences of foreign workers employed in the Poznań area.Research Design & Methods: The data were collected with a survey and subjected to statistical analysis. Descriptive statistics and mathematical statistical methods were applied and presented. This is followed by a discussion of the results of previous empirical research in which foreign nationals self-assessed the match between their skills and the jobs they perform.Findings: Although a significant percentage of foreigners working in Poland are equipped with a high level of human capital, it is barely utilised by Polish enterprises.Implications / Recommendations: The employers do not recognise much of a skills mismatch. And even if they are aware of one, they are primarily shoring up their shorthanded workforce, not looking at the potential that could be utilized. The problem of skills mismatch among foreigner workers is exacerbated by Poland’s relative failure to exercise an integration policy.Contribution: The article argues for the need to undertake further in-depth research on the skills mismatch of foreign workers in Poland.

Mitigating Long-term Unemployment in Europe

Abstract While unemployment rates in Europe declined after the global financial crisis until 2018/2019, the incidence of long-term unemployment, the share of people who have been unemployed for >1 year to the total unemployed, remained high. Moreover, the COVID-19 pandemic could aggravate the long-term unemployment. This paper explores the factors associated with long-term unemployment in European countries using a panel of 25 European countries over the period 2000–2018. We find that skill mismatches, labor market matching efficiency, and labor market policies are associated with the incidence of long-term unemployment. Among the different types of active labor market policies, training and startup incentives are found to be effective in reducing long-term unemployment.

Skills mismatch in the labor market: The future of work from the viewpoint of enterprises in case of Kosovo

The transition path from education to employment is a key determinant of sustainable economic growth and development. A poorly trained workforce penalizes companies when they try to grow (Cojocaru, 2017, p. 25). It is generally accepted that university graduates as workforce are the key driver of economic growth and development. The main aim of this study is to identify the difficulties faced by enterprises in the Republic of Kosovo to provide the necessary profiles with adequate skills. Employers say students don’t have the ability to think critically, innovate, solve complex problems and work well in a team (Alsop, 2015) In order to analyze the problems that companies face during the selection process, the necessary training, and also the projections for new employments for the coming years, this study uses the primary data provided by the face-to-face questionnaire. The program used for data analysis in SPSS. We came to the conclusion that enterprises find it difficult to ensure the right skills they require, the university graduates lack practice experience and soft skills. The right person with the right skills in the right workplace is the driving force behind the well-functioning of the labor market. The study comes up with further recommendations for the well-functioning of the triangle higher education institutions, policymakers, and enterprises.

Work-Based Learning in Smart Manufacturing: Current State and Future Perspectives

The ongoing digital transformation in manufacturing is raising the demand for skilling, re-skilling and upskilling of workforces. At the same time, it largely affects skill mismatches in socio-technical work systems. Industry 4.0’s enabling technologies, especially AI and collaborative robotics offer new ways of learning, which introduce innovative work-based learning (WBL) approaches. In this context, Learning Factories confront a challenge on how to cope with the pace of technological enhancement and increasing skill mismatches and competence gaps on the job market. This paper is to conduct a systematic and community-specific literature survey to elicit and cluster the current state of the art in WBL represented in the International Association of Learning Factories (IALF) over the past years. Of particular importance are articles i) emphasizing new ways of technology-enhanced WBL, and ii) examining research gaps regarding (reciprocal) learning among human and intelligent machines in collaborative work systems. Finally, the future pathways of research in WBL within and beyond IALF are identified.

Understanding unemployment

The primary focus in this paper is on understanding the impact of unemployment in Sandton, Johannesburg. In order to address this, as a starting point, it is noted that unemployment and the crisis of joblessness remains a problem in both low-density as well as high-density population areas. I have emphasised the development initiative to promote employment opportunities for the unemployed to enhance entrepreneurship amongst those with appropriate livelihoods. This could be understood, based on the understanding of the causes of unemployment and could provide relevant intervention strategies within the context of the people intended to be reached. The focus of the article is to suggest ways to provide training, share information, skills development and implement practical contributions to alleviate poverty in the community. It investigates the impact of unemployment in human lives with a view to understand how to balance life and employment. The article found a positive contribution on how to improve human life through job creation. Purpose: The purpose for the article is to explore the impact of unemployment in human lives and to establish strategies to assist unemployed people to create jobs by practicing the skills development to enhance a balanced lifestyle. Findings: An investigation focused on the recognition that the high rate of unemployment in Sandton, Johannesburg, especially among those who are lacking skills and skills mismatch in a labour market, can be best resolved by the promotion of training and the creation of opportunities to start new businesses within the community. The causes of unemployment and its effect on human lives are also discussed.

An Empirical Study of University Education and Graduate Employability in Tanzania

Few would challenge the proposition that employability skills are fundamental for success in the workplace. Yet much evidence suggests the skills mismatch and hiring talent is of great concern to employers around the globe. When it comes to ‘hard’ data with reference to employability skills in the Tanzanian context, there is a dearth of empirically verifiable statistics from an academic standpoint. The study takes up this challenge to investigate perceptions of 314 graduates on the role of university education in preparing them for the world of employment. Findings have shown a different perspective regarding the quality and employability of Tanzanian graduates. Graduates were appreciative of their university education and were confident that they can meet the requirements of the labour market. However, they acknowledged their theoretical knowledge has little value until they can apply it for practical purposes thus implying their participation in society and ability to cope with changes and recover from problems and challenges brought about by the world of work will be limited. The study urges Tanzania to cautiously devise and execute a plan for developing skills for employability within the education system and ultimately build world class-education systems which will enhance employment prospects for graduates.

Methods of Measuring the Skills Mismatch in the Human Capital Study

Methods of Measuring the Skills Mismatch in the Human Capital Study

Mitigating educated youth unemployment in Bangladesh

Ever-increasing unemployment or underemployment of educated youth is taking its toll on Bangladesh as it is giving birth to new social unrest in the country. While its national average unemployment rate is 4.2 per cent, the rate is 2.7 per cent among those who have studied up to primary level and 11.2 per cent among those who have graduated from the universities. If such a trend continues, over the next ten years, the working-age population structure in Bangladesh would grow more than two million annually. Since the rate of job creation is lagging far behind, excessive unemployment may not only increase the rate of crime and social maladies but also cause social unrest. The recent student protest movement against the existing quota/reservation policy in public service recruitment is indicative of this alarming trend. Drawing on the publicly available data and information, this conceptual paper makes the case that youth unemployment and underemployment in Bangladesh is the result of underdeveloped skills that is due to the lack of proper and purposeful education and human resource development policy. Under the current system, technical education remains below par and the few technical education institutions that the country has are not producing enough and relevant skilled workers. It is unfortunate that there is existing and growing demand for skilled human resources for various sectors of the economy, while, despite explosive growth in tertiary education at universities, the pool of educated unemployed is also growing. Due to the scarcity of qualified manpower, Bangladeshi companies often hire better skilled people from abroad by incurring higher costs and keeping a portion of Bangladeshi citizens out of job. Bangladesh therefore needs to address its skills mismatch phenomenon first. More specifically, the country must equip its youth with right set of skills, which would make them employable in the fast-changing job market both inside and outside the country. To make it happen, the country needs a policy shift on an urgent basis, which would include but not limit to interfacing its formal education with technical training, technical training with labour market entry, and labour market entry to the workplace.

РОЗРИВ У НАВИЧКАХ (SKILLS GAP) ЯК ГЛОБАЛЬНА ПРОБЛЕМА РОЗВИТКУ ЛЮДСЬКОГО КАПІТАЛУ: СУТНІСТЬ, ПРИЧИНИ ВИНИКНЕННЯ ТА ШЛЯХИ ПОДОЛАННЯ

The article investigates the essence of skills gap as one of the types of skills mismatches. The importance of having progressive cognitive, socio-emotional and technical skills for the employee and the employer is substantiated individually. It is found out that when hiring applicants for a qualified job and appointing them to the position, their skills are assessed by employers in terms of their importance and level of satisfaction (compliance with the employers’ requirements). The difference, which demonstrates the inconsistency of the required skills with the existing ones, forms a skills gap. The study of the essence of the terms identical to skills gaps enables the author to define skills gap as an existing type of their mismatch, namely the lack of each specialized key skill required to sustain high job performance at the appropriate level (medium, high) within the position (professional duties). Based on the generalization and study of the opinions of labour market research experts, three key factors that cause a skills gap are identified. They are technology, education and training. The technological factor determines the importance of educational and training factors, as technological revolutions cause global changes in the world of labour, the emergence of new professions and positions, and, accordingly, affect the need for the formation of new professional skills. Acquisition of modern professional qualifications and mastery of the necessary skills are provided through high-quality education and lifelong learning. Based on the global survey of the existing gap in key skills among university graduates, conducted by QS Global Employer Survey 2018 taking into account the survey among employers and university graduates, a discrepancy is found in almost all 15 skills available in the analysis, in terms of both importance and satisfaction for employers. At the same time, the results of the survey among university graduates show differences in assessments between the two groups of respondents on the criterion of priority of key skills. According to the author, this discrepancy is the result of the diversity of focus on results and expectations of the use of skills among respondents. On the one hand, it is explained by the differences in experience and deep understanding of business fundamentals. On the other hand, it is caused by the mental gap between generation X (most employers belong to this category), Y (millennials) and Z (represented by young people who have recently graduated from educational institutions). Based on the study of behavioral and mental characteristics of these generations, an important role of generation Z in the formation of the world labor force and its growing influence on future global trends in the labor market are highlighted. The study identifies the main causes that deepen the existing skills gap. It is explained by the uncertainty of the procedure for identifying key skills in the employers’ personnel policy, which complicates the process of planning the need for these skills. The other factors include the imperfection of enterprise personnel policy in terms of employment; maladaptation of traditional education to digital transformations; weakness of integration links between business and education, which makes it impossible to bridge the existing skills gap; pandemic COVID-19. The paper outlines the main ways to overcome the skills gap, which is becoming especially important in the post-pandemic period. They include the formation of a modern system for forecasting skills needs for the long term at the macro level; reforming the employment policy at the micro level, more active use of outsourcing services by employers; introduction of the transformed (adapted to modern conditions of viral crisis) model of training enterprise employees through apprenticeship.

The Role of the Workplace in Ethnic Wage Differentials

Using matched employer-employee data for Britain, we examine ethnic wage differentials among full-time employees. We find substantial ethnic segregation across workplaces: around three-fifths of workplaces in Britain employ no ethnic minority workers. However, this workplace segregation does not contribute to the aggregate wage gap between ethnic minorities and white employees. Instead, most of the ethnic wage gap exists between observationally equivalent co-workers. Lower pay satisfaction and higher levels of skill mismatch among ethnic minority workers are consistent with discrimination in wage-setting on the part of employers. The use of job evaluation schemes within the workplace is shown to be associated with a smaller ethnic wage gap.

Horizontal Skills Mismatch in Vocational Education in Turkey: The Reasons for Out-of-Field Employment

As a type of skills mismatch, horizontal skills mismatch (HM) is a particularly important problem for vocational education and training (VET) in Turkey because the majority of VET graduates work in a different field than the one in which they were educated. This study aims to determine the reasons why some VET graduates in Turkey work in fields other than their original field of study. For this purpose, we have employed a sequential mixed-model research design, first conducting face-to-face interviews with 20 VET graduates and then applying a questionnaire to VET graduates that elicited 4,863 responses. The study uses descriptive analysis for the qualitative data from the interviews and an open-ended item from the questionnaire. The qualitative results show the most common reasons for VET graduates’ employment out of their field of study to include being unable to find a job in their field of study, low wages, lack of necessary vocational skills, lack of experience, and working conditions. Quantitative results show VET graduates to want to be employed in their field of study and to make significant efforts in finding jobs that match their field. We have concluded HM to be a common problem and all the factors influencing VET graduates’ out-of-field employment to be related to a weak relationship between VET and the Turkish labor market.

Сучасні тенденції молодіжної зайнятості в Україні

The relevance of the scientific article topic is due to the growing importance of human capital as a major factor in economic growth, so higher education is becoming an important means of forming a new generation of qualified personnel and the development of intellectual capital. As a basis for the formation of human capital, education is related to the functioning of the labor market. The imbalance in the development of higher education and the labor market causes both a surplus of specialists in certain areas of training and a shortage of highly qualified personnel in some specialties. Scientists consider human capital from the standpoint of economic asset, which is formed by investing in education and training of the worker, and contributes to the specific effect associated with the involvement in material production of economically active labor. The purpose of the article is to assess the state of the national labor market and study the share of economically active population by level of education, identify existing problems and the ways of their solving. The results of the study. The training of skilled labor in Ukraine is suboptimal and does not meet the needs of the domestic labor market, which requires their synchronization. Despite the decline in the main quantitative indicators of higher education coverage, over the last ten years about 70% of students have become students of higher educational institutions and Ukraine ranks fifth position in Europe and twelfth position in the world in terms of higher education coverage. It is established that the shortage of personnel trained to work in the new socio-economic conditions is an objective reason for changing the structure of specialties for which training is carried out, and the chronic lack of funding for higher education forces to expand enrollment in social sciences and humanities disciplines which attract students. The main reasons for informal employment are the imperfection of organizational, managerial and regulatory mechanisms of the labor market, employment, imbalance in the labor market and educational services, which do result in changes in the quantitative and qualitative structure of the labor market and personnel skills mismatch. In this context, the optimization of public procurement and funding of training in higher education institutions remains relevant. It is investigated that in addition to the formal signal of professional competencies in the form of a diploma, the employer considers the presence of job applicants “soft skills”, which are considered non-specialized, between professional skills that allow professionals to adapt to new conditions, perform non-standard tasks to change the field of employment. Conclusions. Ukraine’s national economy could be more productive if the state focused on ensuring the productive potential of young people. “The positive effects of public investment in youth employment can be enhanced by ensuring that young workers have the necessary skills. In this sense, linking infrastructure investment to labor market policies will help increase the number and quality of jobs for young people” [10]. The research shows that in Ukraine the quality of training in the system of higher educational institutions does not fully meet the needs of the national labor market, which causes a high level of unemployment of their graduates. As a result, Ukraine is losing the factors of economic growth – human and intellectual capital, which migrates abroad not realizing itself in the country. Thus, it requires new approaches to the development of the higher education system and in modern conditions higher educational institutions should intensify activities aimed at strengthening cooperation between business and employers in maximizing the adaptation of educational programs to the needs of the national economy which are extremely popular with domestic experts. Key words: labor market, human capital, labor resources, unemployment.

A Skills Measurement Framework For The Construction Industry: A Case Of Lusaka Province

Construction is characterised as being labour intensive and thus the continuous skills development will always be a matter of concern. The cyclic nature of the construction industry gives rise to skills mismatches which cause fluctuations in skills demand and supply. Investigating labour market conditions to assess skills demand and supply cycle of labour is a difficult task because of the scarcity or unavailability of aggregated local labour market information on the construction industry. This study investigated the issue of skills mismatches and developed a skills measurement framework to address it. The research design employed a mixed method approach to include both quantitative and qualitative data. A total of 162 firms consisting of 59 contractors, 80 consultants, 23 higher education institutions and 10 government institutions and local authorities in Lusaka Province whose core of business was inclined towards construction and development of transportation infrastructure were identified and used as the sample frame. Stratified random sampling was used to select respondents in the sample size. The method employed for data collection was the distribution of fifty (50) structured questionnaires and the conducting of three (03) semi- structured interviews with the aid of an interview guide. Quantitative data from the questionnaires was analysed using statistical software and qualitative analysis from interviews was analysed using content analysis. The most influential factors of supply and demand were; defined career paths, education and training requirements, salary scale and technological progression. Results revealed that the type of mismatches that existed were a skills gap and skills shortage. They revealed a shortage of Engineers and Construction Supervisors. Skills gaps were identified in the preparation of design specifications, estimation of project costs and preparing detailed cost plans, preparing construction method statements and technical specifications, as well technical and financial reporting. A sequential five-stage skills measurement framework structure was designed that investigated important aspects for skills development which are responsive to industry needs. The stages yield outputs which identify factors influencing skills demand and supply and skill competency requirements in construction, and assess the ability of the workforce meet the required skills competencies

Skills Requirements for the European Machine Tool Sector Emerging from Its Digitalization

The machine tool industry, which is the starting point of all the metal producing activities, is presently undergoing rapid and continuous changes as a result of the fourth industrial revolution Industry 4.0. Manufacturing models are profoundly transforming with emerging digitalization. Smart technologies like artificial intelligence (AI), big data, the Internet of Things (IoT), digital twin, allow the machine tool companies to optimize processes, increase efficiency and reduce waste through a new phase of automation. These technologies, as well, enable the machine tool producers to reach the aim of creating products with improved performance, extended life, high reliability that are eco-efficient. Therefore, Industry 4.0 could be perceived as an invaluable opportunity for the machine tool sector, only if the sector has a competent workforce capable of handling the implementation of new business models and technological developments. The main condition to create this highly qualified workforce is reskilling and upskilling of the current workforce. Once we define the expected evolution of skills requirements, we can clarify the skills mismatch between the workers and job profiles. Only then, we can reduce them by delivering well-developed trainings. For this purpose, this article identifies the current and foreseen skills requirements demanded by the machine tool industry workforce. To this end, we generated an integrated database for the sector with the present and prospective skills needs of the metal processing sector professionals. The presented sectoral database is a fundamental structure that will make the sector acquire targeted industrial reforms. It can also be an essential instrument for machine tool companies, policymakers, academics and education or training centers to build well-designed and effective training programs to enhance the skills of the labor force.

Gender Differences in Skill Mismatches

Gender Differences in Skill Mismatches

A needs assessment for postgraduate training in selected public health disciplines: evidence from health services organisations in Lusaka, Zambia

BackgroundAs most low and middle-income countries seek to achieve universal health coverage targets, there is an ever-increasing need to train human resources with the required core skills and competencies. This study reports on a needs assessment conducted among health services organisations (HSOs) to understand postgraduate training needs and service gaps for selected public health disciplines – Health Policy and Systems, Health Economics, and Healthcare Management and Planning – at the University of Zambia.MethodsThe study adopted a cross-sectional design, comprising qualitative and quantitative components. Data were collected using semi-structured questionnaires administered to 32 representatives of purposively sampled public and private health service organisations based in Lusaka Zambia. The health services organisations included regulatory authorities, research institutions, government ministries, insurance firms and other cooperating partners.ResultsOverall (n = 22), more than 68% of the stakeholders reported that they had no employees that were formally trained in the three disciplines. More than 90% of the stakeholders opined that training in these disciplines would be beneficial in providing competencies to strengthen service provision. The horizontal skills mismatch for health economics, and health services management and planning were found to be 93 and 100%, respectively. Among the critical public health training needs were: policy development and analysis, economic evaluation, and strategic management.ConclusionsThis study confirms that introducing post-graduate training in the proposed public health disciplines will not only benefit Zambian health services organisations but also help strengthen the health systems in general. For other empirical contexts, the findings imply the need for the introduction of academic programmes which respond to ever-changing public health skills demanded. They should be matched with local priorities and service delivery.