Skill Mismatch Research Articles

The Impact of Covid-19 on The Skills Matrix in the Hospitality Industry: A Study of Selected Lodges and Hotels in Lusaka District

This study explores the profound impacts of the COVID-19 pandemic on the skills matrix within the hospitality industry in Lusaka, Zambia. Through a mixed-methods approach involving 49 establishments, the research highlights significant job losses and skills mismatches resulting from the pandemic. It also examines the adaptive strategies employed by the industry to mitigate these effects. The findings advocate for the implementation of continuous skills development programs and strategic workforce planning to enhance industry resilience and sustainability. Recommendations are made for the development of crisis management plans that incorporate skills development, aimed at better preparing the industry for future global crises.

Navigating brain drain in the Western Balkans

This article analyses the European Commission’s attitude vis-à-vis labour migration and brain drain in the Western Balkans. It uses Croatia’s post–EU accession experience as a focal point. Grappling with elevated migration rates and a decline in natality, the Western Balkan countries are an interesting region in terms of demographic change. Examining how much attention the Commission pays to brain drain, the article notes an increase since 2019; yet this focus appears disproportionately limited considering the potential repercussions for economic growth and social welfare in the countries experiencing it. The Commission’s predominantly negative view of brain drain emphasises that it is the nations affected that are responsible for avoiding it, thereby confirming that it is caused by a skills mismatch. The article recommends integrating brain-drain prevention measures into the enlargement process, and encourages the Commission to improve its focus on the matter in its annual candidate and potential candidate country progress reports.

Employment Dynamics and Unemployment Challenges in India

This study conducts a comprehensive analysis of employment dynamics and unemployment challenges in India, drawing from extensive data spanning sectors and demographics. It elucidates significant shifts in employment patterns, notably the transition from agriculture to manufacturing sectors, and highlights demographic disparities in employment rates, particularly among different age cohorts. Furthermore, it delves into the intricate factors contributing to unemployment, including educational deficiencies, economic slowdowns, and labour market mismatches. Assessing the effectiveness of government interventions such as MGNREGA and Skill India reveals their notable impact on mitigating unemployment rates. The study also uncovers regional disparities in employment opportunities, emphasizing variations across geographical regions and socio-economic groups. Additionally, it sheds light on skill mismatches between labour market demand and available skills, pinpointing areas for improvement. Synthesizing these findings, the study offers evidence-based policy recommendations aimed at fostering inclusive growth and addressing the multifaceted challenges of unemployment in India.

Technician routing and scheduling with employees’ learning through implicit cross-training strategy

With record high talent shortages and skill mismatches around the world, this paper investigates a variant of multi-period dynamic technician and routing problem that can be modeled as a Markov decision process. To deal with the double tradeoffs between the routing and service time costs, as well as the current and future costs, we propose an approximate dynamic programming (ADP)-based cost function approximation (CFA) algorithm — the implicit cross-training strategy (ICT). A two-phase routing and scheduling heuristic is developed to account for both employees’ learning and future information, and to facilitate an efficient implementation of CFA. Extensive computational results show that ICT can provide a better solution in the current decision with a global view in comparison with the myopic strategy. In depth analysis demonstrates that ICT trains the workforce with more balanced skillsets and workloads, which ensures the flexibility of the workforce and helps buffer against the future uncertainties with substantial routing cost savings. Additionally, ICT has much more advantages in large-scale problems with more diversified service requests and randomly distributed customers.

Age Differences in Unemployment Risk and Reemployment Outcomes in Late Working Life in Sweden

ABSTRACT Participation of older workers in the labor market depends, among other things, on older workers employment chances. This study examines age differences regarding risk of unemployment and reemployment outcomes in late working life in Sweden. Using Swedish registry data, we analyzed the probability of unemployment as well as work-related activity following unemployment (wage- or self-employment; exit; downward mobility) of all people born between 1954 and 1968 (aged 49–63) and registered in Sweden between the years 2012 and 2018. Results show that although risk of unemployment does not differ significantly across age groups, younger age groups are more likely to be reemployed as wage-employed while older age groups are more likely to be reemployed as self-employed or exit working life. After an unemployment period, older employees are more likely to have a lower wage than during their previous employment or become part-time unemployed. We conclude that different age groups have unequal chances in late working life in terms of reemployment, risk of exit, and risk of downward mobility following unemployment. Policies for extending working life and promoting inequality should include measures for increasing employability of older workers such as anti-discriminatory laws and dealing with skills mismatch.

Matching geographies and job skills in the energy transition

The changing US energy system raises concerns of job losses among fossil fuel workers. Since these employment impacts vary considerably across the US, policies must be tailored to local contexts. We develop an analytical approach to help policymakers understand the localized opportunities and challenges that energy workers may face. We first estimate the exposure of local labor markets to job displacement in fossil fuel extraction, transportation, processing, and electricity industries. We then assess the extent to which the skill sets of fossil energy workers match similarly-paying jobs with high growth in their local labor markets. We document substantial differences across local labor markets in terms of fossil fuel workforce demographics, their current job skills, and how well these skills align with those for in-demand jobs over the coming decade. We find that other than most technical skills, skills important for fossil fuel jobs typically differ from those necessary for fast-growing occupations with similar levels of pay, many of which require extensive service-oriented and management skills. Our methodology and associated analytical tools can be readily used to provide locally tailored information about skills mismatches between the existing fossil energy workforce and in-demand sectors, suggesting areas where workforce development may bear the most fruit.

IMPROVING THE INTERNSHIPS QUALITY IN SUPPORTING VOCATIONAL COLLEGE STUDENTS' JOB SEARCH SUCCESS

Internships prepare students to enter the industry, business world, and world of work (IDUKA). Internships encourage improved job prospects, higher wages, and reduced skill mismatches. The purpose of this study is to analyze the influence of internship quality on students' career adaptability and students' job search success also to formulate strategic recommendations for improving the quality of apprenticeship programs. The population of this study is all alumni of Politeknik Ketenagakerjaan, Politeknik APP Jakarta and Politeknik STMI Jakarta who are recorded as already working. A total of 99 respondents were selected by purposive sampling then analyzed using SEM-PLS and the Analytic Hierarchical Process (AHP). The results of the study found that there is a positive and significant influence between internship quality on career adaptability, career adaptability on job search success, internship quality on job search success and internship quality on job search success through career adaptability. The most important alternative strategy for improving internship quality is setting up an internship mentoring program. Universities and companies must develop an internship curriculum for each internship position before setting up an internship mentoring programme.

EVENT TOURISM AS CATALYST FOR EMPLOYMENT GROWTH IN AZERBAIJAN

This paper explores the profound impact of event tourism on employment growth in Azerbaijan, a nation renowned for its rich cultural heritage and dynamic tourism sector. Event tourism, encompassing cultural, sporting, and business events, has emerged as a global driver of economic development. Azerbaijan, spurred by the success of hosting prestigious events like the Eurovision Song Contest and the European Games, has strategically invested in and promoted its event tourism sector. The study employs a robust methodology, combining statistical data, case studies, and interviews with key stakeholders, to analyze the direct and indirect employment effects of event tourism. Notably, this examination extends beyond immediate event periods, encompassing the ripple effects on sectors such as hospitality, travel, and infrastructure development. Azerbaijan's commitment to event tourism is rooted in historical successes, with the Eurovision Song Contest and the European Games serving as catalysts for increased investments and promotional efforts. The government's support, coupled with private sector participation, has shaped an environment conducive to hosting diverse events, leading to a surge in employment opportunities. The paper scrutinizes the sustainability of employment growth, assessing its alignment with Azerbaijan's broader economic goals. While acknowledging the sector's positive contributions, challenges like seasonal employment fluctuations and skill mismatches are considered. The findings highlight the significant role of event tourism in urban employment growth but also underscore the importance of addressing associated challenges. In conclusion, this research underscores the substantial contribution of event tourism to employment in Azerbaijan. The paper concludes with practical recommendations aimed at maximizing the employment potential of event tourism, ensuring long-term economic and social benefits. By navigating challenges and fostering strategic alignment, Azerbaijan can harness the transformative power of event tourism for sustained and inclusive employment growth. Keywords: Event Tourism, Employment Growth, Azerbaijan, Economic Development, Hospitality Industry, Infrastructure Development, Sustainable Employment.

Tracer Study of Bachelor of Science in Accountancy Graduates

The study primarily aims to trace the employability of the Bachelor of Science in Accountancy graduates. It focuses on determining their educational background, post-graduation activities, and employment. Moreover, the study is structured to assess the importance of undergraduate programs in fostering the skills development of graduates and the applicability of the curriculum's courses to their subsequent employment. A tracer study, elucidating graduates' educational and career paths, is a vital instrument in comprehending the outcomes of academic pursuits. Employing stratified sampling techniques, strata were derived from graduates spanning the years 2018 to 2022, ensuring comprehensive representation. In scrutinizing educational backgrounds, a notable 50.6% lacked specific certifications, with the Civil Service Examination emerging as the predominant certification at 28.1%. Influential factors in course selection were diverse, with parental influence (16.0%) and the allure of immediate employment (14.5%) exerting substantial impacts. A 14.6% of respondents in the professional training category chose the designation "Bookkeeping," indicating a substantial interest in acquiring skills related to bookkeeping. The study exposed a significant 68.4% of graduates currently employed, emphasizing the consequential impact of skill mismatches on job satisfaction. Notably, 67.8% of employment remained local, indicating a balanced representation of domestic and international work opportunities. The institutional contribution to graduates' personal growth was evident, as values like environmental responsibility and service to humanity strongly influenced professional behavior. In conclusion, this tracer study, methodically executed through stratified sampling, provides nuanced insights into graduates' educational and professional trajectories, underscoring the multifaceted influences shaping their career choices and emphasizing the integral role of education in fostering ethical and successful professionals.

A Phenomenological Exploration on Three Skill Area for Employment: Industry Practitioners’ Insights

Career readiness among graduates has become an intense focus for higher learning institutions. With the increasing reliance on technology, digital literacy cannot be the only skill that matters in the workplace. Employers and industry leaders became more vocal in highlighting the inability of graduates to confront the skill mismatch and imbalance between the university and fundamental work skills. Along with declining labour markets and the devaluation of degree qualifications as among the impacts of the COVID-19 slump and digitalization, universities are pressured to enhance their graduates’ employability. The study aims to explore the debatable work skills through the lived experiences of industry practitioners. The exploration provides a possible framework for work-demand-driven education. A descriptive phenomenological research design was employed to gain an in-depth understanding of the practical skills at work as demanded by the practitioners. A two-tiered method of interviews was employed to establish the context, relay specific details of the participants’ experiences, and contemplate the meaning of their experiences. Results show that a mainstream discourse describes human skills (communication), technical skills, and conceptual skills that help employees thrive in their careers in the brittle, anxious, nonlinear, and incomprehensible (BANI-world) new age of work. Finally, a suggested framework to promote future work skills-related learning is provided for higher staff and learners of higher education.

Cooperation Between Colleges and Companies: Vocational Education, Skill Mismatches and China's Turnover Problem

Abstract The Chinese government promotes cooperation between colleges and companies in vocational education to improve the supply of skilled workers and increase labour productivity. This study employs the concept of positive coordination – negotiations concurrently addressing productive and distributive questions – to analyse the advantages and limitations of voluntary cooperation embedded in networks. In terms of production, many projects focus on updating, narrowing and deepening curricula to lower the costs of initial training borne by companies and the risk of labour turnover. In terms of distribution, however, the deep and narrow curricula are at odds with students’ preference for general and transferable skills; and the mutual commitments of both companies and students are uncertain. The solutions provided by cooperation are partial and unstable. Overall, they reduce skill mismatches but cannot control turnover or overcome market failure, which undermines tertiary vocational education's contribution to labour productivity.

Understanding and measuring skill gaps in Industry 4.0 — A review

This study utilized a systematic-narrative hybrid strategy to overview the concept of skill gap and its measuring approaches. Using the PRISMA guidelines, we conducted a systematic search in January 2023 to retrieve English records from the ProQuest, ScienceDirect, Scopus, and Web of Science databases using the keywords “skill gap,” “skill mismatch,” “skill shortage,” “identifying or measuring,” and “Industry 4.0.” In total, 40 articles met our predefined inclusion criteria, and we analyzed them descriptively and qualitatively using thematic analysis and constant comparisons. We found that skill gaps certainly exist, and that concerns about growing skill gaps have been raised worldwide. Our literature review also revealed the need for a common understanding of skill gaps. Considering this, we provided a skill gap definition. Skill gaps are an extremely nuanced phenomenon, so paying careful attention to their definition and interrelating social, environmental, and technological factors when measuring them is essential. Since we found very few studies that employed different methods and perspectives to research the concept, more research is needed to map actual skill gaps, which can only be done by considering different perspectives and measuring approaches.

Qualitative Inquiry into the Meanings of Higher Education:Implications for Developments in Education and Social Integration in Hong Kong in the Post-Covid-19 Period

The pursuit of equitable education is key to a government’s regulation and allocation of life-chances, which enables social integration. Yet, evidence of the diminishing returns of degrees and of the “skills mismatch” between higher education training and labour market requirements casts doubts on the role of higher educational institutions in facilitating social mobility. This paper draws upon the findings of 40 qualitative interviews with young people conducted in 2018 in Hong Kong to shed light on the micro-level processes in which higher education training is translated into graduate employment outcomes. Findings comparing two sets of higher education graduates’ interview narratives are presented. Assumptions of the logic of human capital theory are questioned from the “positional” and the “processual” perspectives on graduate employability. The discussion unpacks the meanings of “skills mismatch” and “graduate employability,” and foregrounds the assumptions of the differential values assigned to skills and knowledges of different kinds in the local higher education system. With the insights drawn, this paper concludes with a reflection on the relevance of higher education to our understanding of social mobility and social integration in post-Covid-19 Hong Kong.

Skills mismatch and digital skill shortages in tourism: impact on graduate employment and implications for higher education

Skills mismatch and digital skill shortages in tourism: impact on graduate employment and implications for higher education

Unemployment in the Balkan countries and policies for its reduction

This paper examines the problem of unemployment in the Balkan countries, its causes, consequences, and policies. The paper analyzes the comparative aspects of unemployment in the region, highlighting the differences among the countries regarding economic development, labor market institutions, and structural reforms. The study argues that unemployment in the Balkan countries is a legacy of the transition from socialism to the market economy, which resulted in massive job losses, low productivity, skill mismatches, and informality (Cipan, 2019). Also, reviews the active and passive labor market policies implemented in the Balkan countries to address unemployment and evaluates their effectiveness and impact. The paper shows that the policies have been largely insufficient, fragmented, and poorly targeted, failing to address the structural and institutional barriers that hinder job creation and employment. The study concludes that unemployment in the Balkan countries is a complex and persistent challenge that requires a comprehensive and coordinated approach, involving both national and regional actors, as well as the support of the international community. The paper contributes to the literature on unemployment in the Balkan countries by providing a comprehensive and updated overview of the issue, and by suggesting some policy recommendations for its reduction.

Assessing the Socioeconomic Impact of Abia State University in Uturu Communities, Nigeria

Universities play a role in stimulating regional innovation and development. However, comprehending higher education's multidimensional community impacts necessitates rigorous mixed methods, especially in developing contexts. This study assessed Abia State University's influence on Uturu, Nigeria over 30 years via concurrent triangulation of quantitative surveys (N=200) and qualitative interviews (N=33) with academics, staff, graduates and leaders. Surveys examined perceptions of employment, businesses, infrastructure and livelihoods while interviews generated contextual narratives. Statistical and thematic analyses revealed direct and indirect human capital, income, amenities and social capital bolstering. Surveys showed educational attainment-living standard correlations; interviews corroborated widespread economic opportunities and upgraded infrastructure. Nonetheless, disproportionate costs, skills mismatches and participation barriers indicated policy attention is needed to maximize equitable, sustainable impacts aligned with UN priorities. This examination offers critical insights into higher education's complex contributions to regional transformation in developing contexts through evidence-based, culturally sensitive strategies and partnerships. Keywords: University impacts, Socio-economic development, Higher University-community partnerships, Stakeholder engagement, Infrastructure development, Mixed methods research.

SKILLSETS FOR FUTURE-READY OLDER WORKERS: SKILLS GAPS AND LEARNING BARRIERS IN SINGAPORE

Abstract Population ageing in Singapore is on a rapid rise as approximately 25% of Singaporeans will be aged 65 or over by 2030. The employment rate of older workers aged 55 and above rose from 24.3% in 2014 to 26.4% in 2021 (MOM , 2022). Older workers are at greater risk of skills mismatch. To enhance employability, governments, and international organizations explore appropriate responses to shifting skills, employability and training. This paper presents results of the qualitative phase in a two-year project that aimed to identify emerging skills, skills gaps, and training barriers among older persons in the Singaporean workforce and provide recommendations to policy makers to better support upskilling and reskilling among employees aged 55 and over. The project included 132 participants (29 age 45-54, 53 age < 55, 35 managers and 15 training providers) from three sectors: Retail, Food Services, and Precision Engineering. The qualitative data revealed skills mismatch resulting from the implementation of technological innovation in daily tasks. Learning barriers among older workers included accessibility to training, mindset and attitudes towards reskilling, fear of technology and training applicability. Recommendations to policy makers included practical solutions to enhance accessibility to course lists and career coaches; identify opinion leaders among older workers and company managers; closer collaboration between employers (inhouse training) and training providers for better follow-up and needs assessments; and utilize Andragogy theory for training design.

Empowerment of Poor Communities Through Life Skills Program Automotive Training Cooperation Between BBPVP Makassar and BAZNAS Enrekang District

The high unemployment rate and poverty rate are a problematic mismatch of skills possessed by DUDI's current needs. BAZNAS, in collaboration with BBPVP Makassar, organizes automotive training as a form of solution to the above problems. This research aims to analyse the planning, implementation, and evaluation of automotive training as an effort to empower poor communities. The research method used is a qualitative case study. Research subjects included BBPVP managers, automotive training instructors, BAZNAS staff, BAZNAS commissioners, and automotive training participant alumni. Data collection techniques include in-depth interviews, observation, and documentation. Validity of data using the triangulation method. Data analysis techniques include data collection, data reduction, data presentation, and drawing conclusions. The results of the research explain that training program planning was carried out by identifying and analysing needs (TNA) carried out by BAZNAS, selecting training participants, compiling a curriculum, compiling materials, and determining learning strategies. Automotive training is carried out for 2.5 months. The methods used are lectures and practice. Evaluation of automotive training includes improving skills in participating in training, absorption in the world of work, reducing unemployment rates, and improving the economy of training participants. In conclusion, the preparation of the automotive training program has been adapted to the needs of DU/DI, its implementation is in accordance with SKKNI, helps people get absorbed into the world of work, and reduces high rates of unemployment and poverty. Keywords: Planning, Implementation, Evaluation

Labor markets for health supply chain management in Rwanda: a qualitative study of stakeholder perspectives

BackgroundEffective supply chains for health products require an adequate, skilled workforce for supply chain management (SCM). Rwanda faces challenges in human resources for SCM, including limited capacity for SCM at different levels. Understanding of the factors influencing the supply of and demand for SCM professionals in Rwanda is necessary to ensure the labor market contains an adequate workforce. This study identifies the perspectives of key stakeholders in the supply chain management sector about the factors influencing the supply of and demand for SCM professionals.MethodsData were collected in semi-structured group and one-on-one interviews with 39 key stakeholders involved in the supply chain management labor market between March and April 2019. Interviewees were categorized according to their role in the labor market as system actors, functional actors involved in the supply of SCM workers, and functional actors involved in the demand for SCM workers. Interviewees were asked open-ended questions about factors influencing the demand for and the supply of SCM workers, and recommendations for improvement. Interviews were analyzed thematically. One validation focus group was held and the results were also reviewed by the Ministry of Health in Rwanda.ResultsStakeholders agreed that skills mismatch between SCM workers’ skills and the competencies jobs require impacts the supply of workers. A lack of career structure for SCM, lack of professional definitions for health supply chain management, and SCM curricula that do not match the needs of the workplace contribute to this gap. The demand for SCM professionals is poorly defined in terms of the numbers of professionals needed and the skills workers require. Financial limitations hinder demand for health SCM professionals.ConclusionsThis study adds to the understanding of factors influencing the SCM labor market in Rwanda by documenting perspectives from government ministries, professional organizations, universities, and employers from SCM organizations. Improving the SCM labor market in Rwanda and the availability of the skilled cadres required for the effective management of health supply chains in Rwanda requires a coordinated effort by the Ministry of Health in Rwanda, private SCM companies, professional associations, education sector, and policy makers.

An Empirical Study on the Needed Employability Skills in Post-Pandemic

Abstract A problem of skill mismatch has long been a global issue. The same is true for an emerging market like Cambodia where a large number of youths enter the job market every year. This study aims to investigate the most important employability skills in post pandemic viewed by students, employees and employers. The study also explores the needed skills at private, public and non-profit sectors, and the preparation of students on those competencies for making a comparison and synthesis. To fulfil the earlier objectives, the study applies survey questionnaires and in-depth interviews with 109 participants and 6 interviewees respectively. The findings demonstrate that Being professionally ethical, Being committed to work, and Technology Use are the three main employability skills demanded in the market. However, specific institutions may prefer other skills according to the nature of their work. The study also demonstrates that students possess a few limitations, namely Adaptability to change, Communication, Commitment to work and Advanced digital skills. These weaknesses would be a key message to students and other stakeholders to reconceptualize their current practice to fulfil the gaps.