Employability Skills Required
As it is a well known fact that the work environment worldwide is transforming and there are some jobs that are changing much faster than other works. As per the latest research, employee’s ability is as good as the amount of skills they own. However, an important question here is what kind skill are these and how can it ensure the overall pace of development?
In order to understand the future challenges and the tools required to deal with those challenges, the report will discuss in detail about the different skill needs and tools for self assessment which will help in understanding the future need in labor market. For number of people in the present time, a career for life is actually no longer an alternative and since many people have the jobs with variety of managers and they also move across diverse employment sectors with the help of active working life. It is also important to understand here that people also need a pattern in working and must be fully prepared to modify the jobs or the sectors wherever there is better opportunities (Devambatla and Divya 2015). To gain more flexibility people need a set of many kind of transferable set of skills. These skills can be particular to one specific career path however it can be generic across all other employment industry.
Following are the employability skills required: –
Interpersonal: this kind of skill set are very crucial especially when looking for employment and it is most probably one of the most vital factors form many Human Resource managers. The skills of interpersonal are actually the skills that are used to communicate with people. Good amount of interpersonal skills permits the participants to effectively become a member of a team as well as also satisfy consumers and various clients’ expectations, interact, take effective decision, time management and take accountability of the work with the colleagues (O’Neil, 2014). Various kind of interpersonal skills when permit the people to be more empathize along with building a connection with the team and the clients that leads to better working culture that is not very stressful.
Communication skill: human resource manager usually look for people with effective communication skills in verbal as well as written medium. While applying for a job or sometimes looking for the skill to get promoted in future with the present company, one requires being show good communication skills. The capacity to interact through both the mediums shows a huge variety of people and also maintain a good eye contact and also be able to write in a clear and effective language. It shows a huge set of vocabulary and customizes the language as per the audience since all it covers all important skills that the human manager looks for (Ibarraran et al, 2014).
Myers Briggs Tests Outcome
Critical thinking: this shows the capacity to deal with issues and take decision that can be a big asset for the manager and these are thus called as desirable set of skills to develop and grow. Effective decision making with right technique of problem solving need trusted information with evaluation of the data for so many kinds of solutions. It also involves selection of the right alternative based on different categories and scenarios. At the same time, it is also based on the capacity to solve the issues and take the right decision which is anyways important for any job and people with such skills are specifically helpful for the customer services work.
Personal development: this concept is actually all about having the right approach for the work and the company for which you are working for. The human resource manager also looks for people who are willing to grow with time and learn. The process of learning is never ending and has always valued the company performance in market ( 2014). To stay competitive, companies also requires consciously learning and growing with better tools and techniques of doing things. It is important to understand here that the people who are constantly learning and embracing any kind of change will be more successful that the people who are actually scared of learning and resist any kind of change in company.
Presentation skill: presentation of information clearly and in effective manner is actually a key in the work place and with right presentation skills are needed in almost all modern era of employment. It is important to understand that the time in which people are working and the designation that they hold, it is important to present the ideas or finding of the work in an effective manner. An important thing here is to understand that whether an individual is a manager or an administrator, it is always important to have a set of expectations associated with ideas and findings for the work for colleagues and stakeholders (Jackson, 2014).
The test is actually a nice nick name for the MMDI which is also called as Mental Muscle Diagram Indicator. Since the test was specifically developed based on the theory of Myers Briggs, this is why the name in laymen language has become Myers Briggs (de Guzman et al, 2013). There are four kinds of codes which help the user to identify the personal level personalities therefore; it enhances self awareness among user toward their respective career. There are sixteen types of personality types recognized by the theory mentioned below: –
Measures for Assessing Skills
My Myers – Briggs tests outcome
The outcome shows that there is no particular trait in my personality which is prominent by nature. It is important to understand that such kind of diversity along with complexity can further be explained as the dynamic level of interplay as well as conversation of different preferences since the interplay and complex nature, it become a reality that people behave at a present moment as a part of expression of what they actually experience at that time than to actually declare the one is behaving a specific manner due to some traits.
After proper analysis of the require employability skills by the companies worldwide, it is clear that the transferable skills can be implemented in different kind of sectors of job, this is why it is important for people to recognize the important transferable skills while considering the plan for future or changing the pace of career which further will help people to have a clear target on their chose field (Jackson, 2015).
Following are the measures that will help in assessing well about the skills:
Assessment of the skills: here it is important to give right thoughts about the skills that are needed for the job in an effective manner. One might further find it helpful to perceive that there is a basic difference in skills set that exists between some individual who will perform the job in good manner and someone who would not perform it as expected. It is always important to add this to a list as a part of important skills that can be deployed anywhere else. It is also important to think of certain examples where it can be showed with every skill in action. When people look closely, it is important to find that each example is actually a host of other associated skills (Jackson, 2014).
It is also important to give important to the knowledge and hot it can be utilized further by the manager. This can come under the range from different set of skills covering applied knowledge to have knowledge about the specific product or services.
One must also give importance to the fact that what can of value is being added by the company in order to create more and more income that leads to reducing costs and also solving the issues and improvement of the quality of the service. The overall contribution further can be achieved as an individual or as an integral part of the staff. However, it is also important to inculcate all (Helyer and Dionne, 2014).
Conclusion
The future specifically the next five years will be very critical in making sure that people will get to maintain the livelihood of people. Thus, it is important to properly equip people with high level of employability skills set since skills for future will increase the level of competition in every industry. The kind of automation exist in the present human jobs, it is important to always base the work on upgrade the skills and develop that are urgently require for future labor market (Helyer and Dionne, 2014).
Reference
de Guzman, Allan B., and Kyoung Ok Choi. “The relations of employability skills to career adaptability among technical school students.” Journal of Vocational Behavior 82, no. 3 (2013): 199-207.
Deeley, Susan J. “Summative co-assessment: A deep learning approach to enhancing employability skills and attributes.” Active Learning in Higher Education 15, no. 1 (2014): 39-51.
Devambatla, Laxmi, and Divya Nalla. “An Approach to Improve Employability Skills: eBridge.” Journal of Engineering Education Transformations 28, no. 2 & 3 (2015): 131-138.
Helyer, Ruth, and Dionne Lee. “The role of work experience in the future employability of higher education graduates.” Higher Education Quarterly 68, no. 3 (2014): 348-372.
Ibarraran, Pablo, Laura Ripani, Bibiana Taboada, Juan Miguel Villa, and Brigida Garcia. “Life skills, employability and training for disadvantaged youth: Evidence from a randomized evaluation design.” IZA Journal of Labor & Development 3, no. 1 (2014): 10.
Jackson, Denise. “Employability skill development in work-integrated learning: Barriers and best practice.” Studies in Higher Education 40, no. 2 (2015): 350-367.
Jackson, Denise. “Self-assessment of employability skill outcomes among undergraduates and alignment with academic ratings.” Assessment & Evaluation in Higher Education 39, no. 1 (2014): 53-72.
Jackson, Denise. “Testing a model of undergraduate competence in employability skills and its implications for stakeholders.” Journal of Education and Work 27, no. 2 (2014): 220-242.
O’Neil, Harold F., ed. Workforce readiness: Competencies and assessment. Psychology Press, 2014.
Riebe, Linda, and Denise Jackson. “The use of rubrics in benchmarking and assessing employability skills.” Journal of Management Education 38, no. 3 (2014): 319-344.
Katz, R. L. (1974). Skills of an effective administrator. Harvard Business Review,52(5),90-102.Retrieved March 02,2014,from Business Source Premier
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