How to Attain Employability
Author: Neil Patrick
Author: Neil Patrick
Employability has emerged as the new buzzword to counteract job anxiety. One does not really know whether it is a euphemism for what is traditionally known as job security. Take the classic case of public sector organizations in India who are, by and large, perceived as huge employment agencies. It is now fashionable for many organizations to initiate premature retirement schemes. With the pressure building up bottom line the message is to weed out unproductive labor. The concept of lifetime employment with superannuating benefits is slowly, yet surely receding. Against this back drop, the training community perhaps can play a vital role since the concept of employability has a great deal of social implication. Employability can be defined as the increased opportunity and capability for constructing the productive skills and competencies that will allow people to find, create, keep, enrich and change jobs, and to obtain fair personal, economic, social and professional rewards in return. For each individual, it means enhanced possibilities of successful transitions throughout working lives; for enterprises it means having the qualified and committed workforce they require to remain competitive, grow and be profitable. In short, employability urges individuals, enterprises, government and society at large to value people and invest quantitatively and qualitatively in the training, development and productive utilization of their human potential. Individuals acquire job competencies in tune with the signals of labor markets. An individual will be inclined to either upgrade his skills or acquire new skillsets if there is a demand for the skills in the job market. Therefore, individuals need access to a diversified supply of training, information and guidance services, financial support, recognition of skills' value and certification of competencies formally and informally, and most crucial, good prospects of opportunities and income. In the present job scenario, the stability and quality of jobs is in a continuous churn due to factors like industrial restructuring and deregulation of labor market. On the one hand, companies prefer outsourcing to having the employee on the rolls. On the other hand, employee turn over is fairly high due to attractive compensation packages being offered by the competing firms in the same industry segment. The skillsets are very minutely finetuned to tailor-make them to a specific job requirement. Hence, training becomes decisive in upgrading skills or equipping workforce for mobility into another situation. Learning and acquiring job skills is now not a one-time event at the start of working life, but rather a continuous lifelong process. The need for lifelong training dramatically increases and diversifies the demand for training. This calls for fresh look at the training philosophy itself and demands revamping training delivery systems. Three main issues are at stake: Devising flexible and continuous training systems to meet the changing labor market requirements; ensuring equitable access to training opportunities, and mobilizing greater investments in education and training. The competencies now required in the new work environment call for a blend of general knowledge and techno-professional skills properly grounded in a sound foundation of aptitudes, attitudes and values. Vocational education and initial training should focus on "core" skills and competencies that facilitate access to a broad family of occupations and further trainability by enterprises. These "core" competencies consist of many skills: technical, information technology, social and inter-personal, intellectual and entrepreneurial. However, not all sectors of society have access to training resources, but they should. Creating an underclass of the socially excluded or peripheral persons will surely threaten economic, social and political stability, and hamper a healthy business environment. Small enterprises must be granted preferential support, including services through small/large enterprise linkages and through employers' organizations and enterprises' associations. However, training alone cannot overcome massive unemployment and wage decline. In order to boost employability and equitable opportunities for all, training must become part and parcel of a comprehensive set of broader measures gearing to create and expand employment and improve its quality. Training community is often the target of criticism of being a drag on the scarce resources of the firm. Often, palpable quantitative benefits are not amenable to measurement. But it should be clearly understood that training is clearly an investment rather than a mere expenditure. The positive effects like revenue streams are realized over a period of time. Training efficiency should marshal technical, physical, and financial resources available. This presupposes the effective marketing of training. Training systems should be demand-driven and based on a strong interaction between education, training and the real work environment. Most important is the partnershipforging complementary roles for government, educational institutions and the private sector in pre-employment and recurrent training. Governments have to provide the enabling environment and the correct incentives for enterprises to pick-up the gauntletto reach beyond their immediate needs. In short, the goal is to shape the knowledge society of the future. Peter Drucker succinctly says "21st century belongs to the knowledge workers". The culture of learning has to become all pervasive involving government, enterprises, individuals and other stakeholders. The value of competence, the pride of learning and the sagacity of enterprises are the ingredients for the recipe of employability that offers the complete menu to the society at large, and workforce in particular. The author is an expert in wiring
custom essays/dissertations in the field of human resource management. He has been with the company for some years as a senior writer.About the Author:
Neil Patrick is one of the senior staff writers at essayacademia.com, specialized in dissertation writing for master and Ph.D. students. He has been with the company for over five years. EssayAcademia provides you with professionally prepared
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