Employability skills can also be defined as a set of achievements, understandings and personal attributes that make individuals more likely to gain employment and be successful in their chosen occupations (Latisha et.al, 2010). Universities must make their students more conscientious, confident and skilled at communicating effectively, improve interpersonal skills, work in a team, and relate the theory learnt in the classroom to practical world and to have a smooth shift from the academic world to the professional world. Zinser (2003) mentions that career and employability skills include areas such as managing resources, communication and interpersonal skills, team work and problem-solving and acquiring and retaining a job. While the universities …show more content…
The ultimate aim of the engineering curricula is to produce engineering professionals who can provide technical solutions to the societal needs (Hassan B, 2007). The study shows that there is a strong need for receptiveness among the Indian graduates to know the employability skills crucial by the global talent market. It is crucial to revise the curriculum at regular intervals to cater to the needs of the industry. It is important to increase the industry-academia contact. Enhancing the skills and application of knowledge through explicit training will facilitate the recruits to execute their jobs in a paramount manner and that is the need of the hour.(pg …show more content…
In order to enable their students to possess better employability skills, it is important for the academia to examine deep into the industry requirements and be ready to incorporate the necessary changes not only in the curriculum but also in the pedagogical approaches.(plagzm free)
WORKS CITED Driscoll, M. P. (2000). Psychology of Learning for Instruction. (2nd ed.). Needham Heights, MA: Allyn & Bacon.
El Mansour, B. and Dean, J.C. (2016) Employability Skills as Perceived by Employers and University Faculty in the Fields of Human Resource Development (HRD) for Entry Level Graduate Jobs. Journal of Human Resource andSustainability Studies, 4, 39-49. http://dx.doi.org/10.4236/jhrss.2016.41005
Fallows, S. & Steven, C. (2000). Building Employability Skills into the Higher Education Curriculum: A University-wide Initiative. Education& Training, 42(2), 75-83.
Griesel, H., & Parker, B. (2009). Graduate attributes: A baseline study on South African graduates from the perspective of employers. Pretoria: Higher Education South Africa & The South African Qualifications Authority.
Hassan B, M. Z. (2007). Future of engieering education in Malaysia. Ministry of higher education
Landis, Raymond B. Studying Engineering: A Road Map to a Rewarding Career. Los Angeles, CA: Discovery, 2013. Print.
For every job that you have, you will need to have a certain set of skills to be successful. For example, two people are looking to be hired, but only one person will actually get the job. The two people have near identical resumes but a few things make them different. While the first person was able to articulate his ideas when he was being interviewed, the second person could not. The first person was incredibly dedicated to getting the job while the second person was not. Last but not least, the first person was able to adapt to the fast moving paced job unlike the second person. In the end the first person got the job because of his dedication, flexibility, and communication skills. It would be extremely unbeneficial to go into a job without having, in my opinion, these most important set of skills. While there are several job skills that are essential to being successful, I strongly believe that being dedicated, adaptable, and have phenomenal communication skills are the most important.
Driscoll, M. P. (2000) Psychology of Learning for Instruction. (2nd ed.) Boston: Allyn and Bacon.
Snowman, J, McGowan, R, & Biehler, R. (2009). Psychology applied to teaching. New York: Houghton Mifflin.
While working or while looking for work there are certain skills sets that are universally important. No matter what job or career path you have chosen these skills make it easier to obtain your goals, whatever they may be.
Krause, K, Bochner, S, Duchesne, S & McNaugh, A 2010, Educational Psychology: for learning & teaching, 3rd edn, Cengage Learning Australia, Victoria
Learning is a continuous process and the day that you stop learning is the day that you start decreasing your rewards and lower levels of satisfaction. My ardent desire to acquire knowledge has motivated me to pursue higher studies at graduate level, and to take up a career in research in industry. I have taken this decision after carefully considering my academic background, profound interest in research and strong aptitude for problem solving. Banking on an excellent academic record coupled with a keen interest in the ever-growing field of science and technology motivated me to take up engineering.
Tchibozo, G. (2013). The contribution of curricula and extra-curricular activities on successful employment derived from an engineering graduates survey. journalofengineeringeducationresearch, 16(3), pp.69-78.
In this report, I will reflect on my professional development throughout this module, from when I started in September, to now. According to Beausaert et al. (2011), ‘the art of self-evaluation is an integral element of reflection and involves critical insight into understanding one 's strengths and limitations’. Therefore, my aim is to identify my learning needs and to recognise my personal skills and capabilities, as well as identifying areas of my skill set that need to be refreshed or extended to stand out in the competitive job market. By doing this, I hope to demonstrate knowledge of the skills that I have gained during this module.
Due to the changing economy, the employability of graduates has become a key issue. The employers have been involved in numerous researches demonstrating the other attributes which they prefer that are not job specific namely the interpersonal, organization and behavioral skills. This is the major reason why the higher education institutes have been emphasizing on providing education in a manner that the employability skills could be incorporated. Employers
The difference between the skills needed on the job and those possessed by applicants, sometimes called the skills-gap, is of real concern to human resource managers and business owners looking to hire competent employees. While employers would prefer to hire people who are trained and ready to go to work, they are usually willing to provide the specialized, job-specific training necessary for those lacking such skills. Most discussions concerning today’s workforce eventually turn to employability skills. Finding workers who have employability or job readiness skills that help them fit into and remain in the work environment is a real problem. Employers need reliable, responsible workers who can solve problems and who have the social skills and attitudes to work together with other workers. Creativity, once a trait avoided by employers who used a cookie cutter system, is now prized among employers who are trying to create the empowered, high performance workforce needed for competitiveness in today’s marketplace. Employees with these skills are in demand and are considered valuable human capital assets to companies. Employability skills are those basic skills necessary for getting, keeping, and doing well on a job. These are the skills, attitudes and actions that enable workers to get along with their fellow workers and supervisors and to make sound, critical decisions. Unlike occupational or technical skills, employability skills are generic in nature rather than job specific and cut across all industry types, business sizes, and job levels from the entry-level worker to the senior-most position. Job readiness skills are clustered into three skill sets: basic academic skills, higher order thinking skills, personal qualities Employability skills are those basic skills necessary for getting, keeping, and doing well on a job. Employability skills are teachable skills.
Denis O’Sullivan’s Cultural Politics and Irish Education since the 1950’s (2006) makes the argument that early school leaving has traditionally been understood as a failure of the individual to succeed within mainstream schooling. This essay plans to outline and support O’Sullivan’s argument and also to show how the political and educational system in Ireland has created a criterion for success which guarantees a certain amount of failure.
According to him, competency-based leadership development does not just drift, however it intentionally focuses on clear career aspirations. Meanwhile, he stressed that disciplined approach to career growth will enhance the organization's performance. Lucian Cernusca and Cristina Dima (2007) in their research essay explained the concept of competency and how competency is linked to performance and one‘s career development. The authors also look into some models of competency mapping and appraisal tools for performance management. A business might possess extremely capable human resources, but they might not work on the position that suits them. This is where competency mapping and the appraisal tools come to help the HR experts choose who should work on what
According to Pearson Education (2016), 97% of 25-36 year old females with graduate degrees are sufficient to increase job performance. This statistic shows that a staggering amount of intelligence and productivity is not being utilized by organizations. Employees possess either a job, calling, or career orientation and the motivational factors that engage them differ based on this orientation. Everyone is uniquely inspired and personality tests can help me increase employee performance and organizational
Employability is a multifaceted concept and one of the major subjects of debate in terms of what it is, how it is measured, how it is developed, and who is responsible for it. It is also one of the widely debated issues of accrediting and determining world class higher education institutions which could go a long way in systematically improving the performance of an institution as well as an individual. Most of the studies regarding employability have found lesser understanding of this concept especially in graduates who need to be well versed with the concept of employability as they are the force that ignite this notion and take it forward to the workplaces and to the employers they encounter during their careers. There is a need of awareness