Employability Skills Research Articles

Civil engineering employers engagement in work-integrated learning

In this paper I provide two case studies of enhancing undergraduate students’ learning through Work-Integrated Learning (WIL). Both interventions involve university-industry partnerships with local and regional civil engineering employers. Industry Mentoring (2010-2024) is a curricular activity with an authentic assessment. Third-year students mentees (N=1130) were mentored by 298 practising civil engineers, representing 80 employers. Civil Engineering 4 Real (CE4R, 2012-2024) is a co-curricular hybrid programme of problem / project-based evening workshops (N=133), attended by 594 students with circa 2867 student attendances, supported by 218 engineers, representing 76 employers. Industry Mentoring and CE4R support students to network with employers, enhance their employability skills, and shape their professional identity. Through their pro bono assistance, employers have established a talent pipeline, recruiting students for summer placements and graduate jobs. For employers, their engagement provides evidence of enacting their Corporate Social Responsibility (CSR) through providing a social value contribution to a local university.

The Effect of Project-Based Learning Models and Digital-Based Learning Media on Students' Work Skills in Accounting Subjects in SMK Negeri 1 Gorontalo City, Indonesia

Project Based Learning (PJBL) is a learning model that uses projects/activities as a means of learning to achieve attitude, knowledge and skill competencies. PJBL learning with the use of digital-based learning media is considered very important in improving student skills, especially in the digitalisation 4.0 era. This study aims to analyse the effect of using project-based learning models and digital-based learning media on student work skills in accounting subjects at SMK Negeri 1 Gorontalo City. This research uses a quantitative approach with causality. The type of data in this study is primary data through distributing questionnaires to students who are research samples to assess the effectiveness of learning using project-based learning models and digital-based learning media. The number of samples in this study were 156 students. The data analysis technique used is Multiple Regression with the help of SPSS version 21. The results of this study indicate that (1) the Project Based Learning (PjBL) learning model has a positive and significant effect on the work skills of students majoring in Accounting in Vocational High School (SMK) Negeri 1 Gorontalo City. (2) Digital-based learning media has a positive and significant effect on the employability skills of students majoring in Accounting in Gorontalo City. Based on these results, it can be a recommendation that the project-based learning model and digital-based learning media can be combined in order to increase student creativity in learning activities.

The Impact of Financial Education and Employability Skills Development on Corporate Financial Performance

The Impact of Financial Education and Employability Skills Development on Corporate Financial Performance

OVERCOMING LEADERSHIP CHALLENGES IN HIGHLY MATRIXED ORGANIZATIONS

AbstractThe author is a seasoned global executive who was the first Millennial and Black executive to serve as General Counsel of UPS Airlines. His perspective on matrixed organizations “is shaped by my experiences moving from a front‐line worker to specialized individual contributor to middle manager and eventually to a senior leader within the system.” Challenges to these types of organizations include, in his words, blind spots, unclear accountability, potential for conflict and political maneuvering, and inefficiencies due to role confusion. He notes that “blind spots can arise when stakeholders perceive corporate policies and strategies differently because of their organizational positions.” Unclear accountability “often leads to confusion about responsibilities and outcomes.” Within challenge three, “reporting to multiple managers often leads to confusion over priorities and power struggles, as leaders assert influence to secure resources or recognition.” And in challenge four, “Employees often receive contradictory instructions from different managers, causing confusion, frustration, and project delays.” Overcoming these challenges can lead to, in his words: Improved Collaboration and Communication; Flexibility and Adaptability; Efficient Resource Utilization; Enhanced Employee Skill Development; Clearer Project Objectives; Increased Innovation; Better Customer Focus, Cost Efficiency; More Employee Engagement; and Stronger Organizational Capability.

Unveiling Efficiency: A Research Inquiry into Technical Staff Utilization in South Indian Clinical Laboratory using Workload Indicators Staffing Need (WSN) Analysis.

Background Effective clinical laboratories are the need of the hour, they play a significant role in healthcare, providing tests for diagnosis, treatment monitoring. Having skilled and adequate staffing is crucial for clinical laboratories to operate efficiently, manage their workload effectively, and deliver test results in a timely manner. Despite being critical for healthcare delivery, ensuring adequate staffing levels in clinical laboratories remains a complex challenge for healthcare providers worldwide due to resource constraints and workforce shortages. Methods This study evaluates the effectiveness of clinical laboratory staff utilization by considering workload, work pressure, and staffing requirements. We utilized the Workload Indicators of Staffing Need (WISN) method to assess the staffing in the clinical laboratory of a tertiary care hospital. Annual hospital statistics were collected for two years from June 2021 to May 2023 to calculate the average number of days (234) worked annually, percentage of workload, distribution of activity time measurement units, and the ratio of needed, surplus, and existing staff. The findings aim to provide valuable insights for optimizing staffing levels and ensuring an efficient laboratory environment. Result The analysis found a significant workforce gap in the laboratory between the current staff numbers and the calculated staffing needs. The WISN ratios ranged from 0.2 to 0.7, indicating the existing 33 staff members face a high workload burden. The calculated ideal staffing level was 46.33 personnel. These results demonstrate staff shortage and excess workload pressure on the current laboratory employees. Conclusion The results highlight the importance of optimizing staffing levels in clinical laboratories to ensure quality service delivery. The WISN methodology can be a useful tool in healthcare facilities for making evidence -based decisions for staff allocation, maximizing the utilization of employee skill sets, and establishing standard staffing benchmarks tailored to the needs of clinical laboratories.

A Systematic Literature Review of Teaching Employability: A focus on soft skills

Employability skills are important to be successful in any job in the job market. Colleges and universities should focus on teaching these skills to students to prepare them for the world of work. There are an abundance of studies that have highlighted the skills gap. This paper aims to bring together the literature to review how these skills are best taught to students. Five Databases - SocIndex, Education Resources Information Centre, British Education Index, Education Abstracts, and Education Research Complete - were thoroughly reviewed. Papers on teaching, training or learning of soft, transferable, employability, life, leadership or management skills from the years 2015-2023 were gathered. Results showed that certain classroom activities and games can be used to teach certain skills to the students. Part-time or full-time employment, internships and volunteer work also lead to development of skills such as leadership, communication, and social skills. Higher educational institutions can hence employ the pedagogical methods and approaches mentioned in these studies to teach employability skills to students.

Impact of Salary and Recognition on Job Performance: A study of Nangarhar University Lecturers, Afghanistan

Organizations seek to gain a competitive advantage by applying different strategies in today’s competitive environment. Due to intense competitive pressure, organizations attempt to gain a competitive advantage using employee skills, abilities, and expertise. Organizations offer different kinds of incentives, like salary and recognition, to ensure proper utilization and increase employee performance. Satisfied employees become more dedicated, committed, and loyal to organizations than other employees without a proper incentive system. The purpose of this study was to determine the impact of salary and recognition on the job performance of university lecturers at Nangarhar University, Afghanistan. The questionnaire method was adopted to collect data using Likert scales ranging from 1 to 5. Data were collected from 210 respondents and analyzed using SPSS version 27. The Pearson product-moment correlation was applied to determine the impact of salary and recognition on job performance. The result of the study showed that there is a significant correlation between salary and employee performance. In addition, it was also found that there was a significant correlation between recognition and employee performance.

Cultivating Job-Seeking Skills in Youth: Exploring Vietnamese EFL Learners’ Experiences With the English for Employability Skills Program

Cultivating Job-Seeking Skills in Youth: Exploring Vietnamese EFL Learners’ Experiences With the English for Employability Skills Program

Study on Skill Gaps, Employment Opportunities and Challenges in the Dairy Sector

The dairy sector plays a crucial role in the global economy, particularly in rural areas, by providing employment and contributing to nutritional security. However, this industry faces significant challenges due to a persistent skill gap that hinders its growth and efficiency. This research paper aims to analyse the current skill gaps within the dairy sector and explore the employment opportunities available. By examining industry trends, educational and vocational training programs, and workforce requirements, we identify the key skills needed for various roles within the dairy industry. Additionally, this paper investigates the barriers to acquiring these skills and proposes strategic initiatives to bridge the gap. Through a comprehensive literature review, stakeholder interviews, and case studies, we highlight the importance of targeted training programs, policy interventions, and technological advancements in addressing the skill gap. The findings suggest that a multi-faceted approach involving collaboration between government, educational institutions, and industry players is essential for developing a skilled workforce, enhancing productivity, and unlocking the full potential of the dairy sector.

Masa Depan Manajemen Hubungan Manusia: Tren, Pengaruh Teknologi, dan Strategi Adaptasi

This research examines future trends and developments in human relations management (HRM), particularly in the context of technology, workforce diversification, as well as the strategies that organizations must adopt to face these challenges. Using literature study methods, this research identifies major changes in HRM, such as the use of artificial intelligence (AI) in recruitment and performance management processes, as well as the increasing popularity of remote work post the COVID-19 pandemic. This research also highlights the ethical challenges that arise from the use of technology in HRM, including the potential for algorithmic bias and unfairness in decision making. The results of this research suggest strategies for sustainable employee skills development, creating an inclusive work culture, and ethical technology integration to support organizational sustainability in the future. This research makes an important contribution to the literature highlighting the long-term impact of technology adoption in HRM as well as offering practical recommendations for organizations in facing global change.

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.