Employability
INTRODUCTION:
Employability is a person 's capability of gaining and maintaining employment. (Hillage and Pollard, 1998). Why people are not getting the desired employment what they deserve or what they expect from their degree. This is the major problem or question faced by the young graduates.
On the one hand a person 's employability depends on the knowledge, skills and attitudes of this person. On the other hand labour market rules and institutions have significant impact on the ability of an individual to gain employment. Hence, a person with the same knowledge and skills characteristics might fare very differently in different national or regional labour markets.
This is enabled by everyone coming out of the public employment and skills system being able to work in a team, communicate clearly, listen well, be interested and keen to learn, take criticism, solve problems, read, write and add. These employability skills are the lubricant of our increasingly complex and interconnected workplace. They are not a substitute for specific knowledge and technical skills: but they make the difference between being good at a subject and being good at doing a job. (Employability challenge executive summary, UK)
While there is no singular definition of employability, a review of the literature suggests that employability is about work and the ability to be employed, such as: • the ability to gain initial employment; hence the interest in ensuring that ‘key skills’, careers advice and an understanding about the world of work are embedded in the education system • the ability to maintain employment and make ‘transitions’ between jobs and roles within the same organization to meet new job requirements, and • The ability to obtain new employment if required, i.e. to be independent in the labour market by being willing and able to manage their own employment transitions between and within organizations.
It is also, ideally, about: • The quality of
Employability is a person 's capability of gaining and maintaining employment. (Hillage and Pollard, 1998). Why people are not getting the desired employment what they deserve or what they expect from their degree. This is the major problem or question faced by the young graduates.
On the one hand a person 's employability depends on the knowledge, skills and attitudes of this person. On the other hand labour market rules and institutions have significant impact on the ability of an individual to gain employment. Hence, a person with the same knowledge and skills characteristics might fare very differently in different national or regional labour markets.
This is enabled by everyone coming out of the public employment and skills system being able to work in a team, communicate clearly, listen well, be interested and keen to learn, take criticism, solve problems, read, write and add. These employability skills are the lubricant of our increasingly complex and interconnected workplace. They are not a substitute for specific knowledge and technical skills: but they make the difference between being good at a subject and being good at doing a job. (Employability challenge executive summary, UK)
While there is no singular definition of employability, a review of the literature suggests that employability is about work and the ability to be employed, such as: • the ability to gain initial employment; hence the interest in ensuring that ‘key skills’, careers advice and an understanding about the world of work are embedded in the education system • the ability to maintain employment and make ‘transitions’ between jobs and roles within the same organization to meet new job requirements, and • The ability to obtain new employment if required, i.e. to be independent in the labour market by being willing and able to manage their own employment transitions between and within organizations.
It is also, ideally, about: • The quality of
Bibliography: • Kanika Datta, [pic] September 06, 2007 • Puja pednekar, Only 23% MBAs employable, Wednesday, octo 20, 2010, Agency DNA