soft skills in hr
195507843
Are you ready to find a job? Ranking of a list of soft skills to enhance graduates' employability
Unemployment data and a fast changing environment have elicited reflections about the skills and personal traits required to face the increasing complexity brought by the 'glocal, liquid and networked' world in which workers operate. Several definitions and categorisations of the 'soft skills' are present in the literature, but there is a lack of scientific research on the topic and very few studies have been able to contribute significantly to the discussion on the practitioners' side. A literature review addressing and structuring this issue is presented in this article and the authors propose a preliminary list of relevant soft skills to enter the job market in order to lay the foundations for a comprehensive conceptual study. As a first step, a pilot study was carried out to validate the list of 22 soft skills. It was ranked and validated by a panel of Italian HR managers. Results confirmed that the development of soft skills is a top priority on the agenda of Italian HR managers and, in particular, teamwork, communication, results orientation, and learning skills (9% are felt to be primary skills when assessing young graduates.
Chiara Succi
214046943
A Problem Based Learning (PBL) Model in Developing Students' Soft Skills Aspect
This study aims to find out how to improve students' soft skills through Problem Based Learning (PBL) of Educational Sciences in order to prepare superior Human Resources (HR) This research is qualitative research, the research subjects are students of the First Semester Guidance and Counseling Study Program, Faculty of Teacher Training and Education, Private University in Solo Raya. The object of research is the improvement of students' soft skills through PBL of Education Science courses in order to prepare for Superior HR. Data collection using interviews, observation, documentation, and test methods. The validity of the data uses method triangulation, source triangulation, and perseverance of observation. Analysis of the data using qualitative analysis. The results showed that PBL courses in education can improve students' soft skills which include aspects of self awareness, trust, adaptability, critical thinking, organizational awareness, attitude, initiative, empathy, integrity, self control, leadership, problem solving, risk taking, and Time management, in order to prepare superior HR.
Hera Heru Sri Suryanti Siti Supeni
202354249
Soft skills: the training of specialists for the digital economy
The digital economy as an activity directly related to the development of digital computer technology has a serious impact not only on the economic activities of enterprises and organizations, but also on the lives of ordinary people. Skills of working with information are increasingly in demand in modern life not only for specialists, but also for ordinary citizens. Analysis of the requirements for training HR specialists from the standpoint of professional standards and requirements of employers in the digitalization of the economy leads to the conclusion that for successful work in this situation one requires certain competencies, the formation of which is primarily associated with soft skills. Keywordsdigital economy, digitalization, soft skills, hard skills, HR specialist.
Irina Ratkovskaya
186206203
Evolving Fuzzy Membership Functions for Soft Skills Assessment Optimization
This work proposes the design of a decision support tool able to guide the choices of any company HR manager in the evaluation of the profiles of PhD candidates. This paper is part of an ongoing research in the field of PhD profiling. The novelty here is an evolutionary fuzzy model, based on the Membership Functions (MFs) optimization, used to obtain the soft skills candidate profiles. The general aim of the project is the definition of a set of fuzzy rules that are very similar to those that a HR expert would otherwise have to calculate each time for each selected profile and for each individual skill.
KMO
Antonia Azzini Stefania Marrara Amir Topalovic
203586786
The link between cognitive abilities and the main soft skills for the 21st Century workplace: A literature review
Today's employees need to operate in ambiguous and highly dynamic environments, with higher information loads and shorter time frames for decision making and action. Therefore, to predict job performance, cognitive and soft skills often referred to as "21st century skills" are now central to recruitment, talent development and career management. Despite the acknowledged theoretical connection between cognitive skills and soft skills, such relationships have rarely been investigated and need to be examined because of its practical uses by HR professionals. So, the aim of this proposal is to examine the theoretical relationship between IDEAc's softs skills (Influence, Decision, Efficiency, Agility and Collaboration; cf. Trenvouez, Didry, Juhel, Grasset, 2019) and seven cognitive abilities such as: memory, problem solving, attention, verbal and numerical reasoning, abstract reasoning, flexibility and learning potential. To identify previous studies, we searched the online databases PsycINFO (2009 2019) using combinations of the keywords of each soft skill of IDEAc with each of the seven cognitive abilities previously mentioned. We identified 22209 articles in our initial search. Preliminary results show that the link between IDEAc's softs skills and cognitive skills could be made. More precisely, IDEAc's soft skills are covered with respectively those proportions: Decision (64,74% Collaboration (27,44% Influence (5,83% Agility (1,97% and Efficiency (0% It is, however, important to remain that we do not have a well developed understanding of the causal direction, or the mechanisms underlying these relationships. This suggestion can be useful in guiding future research design and analysis to these ends.
Proceedings of The International Conference on New Trends in Social Sciences
Lara Abdel Halim
209378865
Do Soft Skills matter? A Study on Employability of Engineering Graduates in Bangladesh
Abstract Objective: University graduates in Bangladesh are presently confronted with high job competition. Because of less job availability, engineering graduates are facing more challenges in getting job opportunities than business graduates. Moreover, engineering graduates are more proficient in technical skills than with their human skills. The most important barrier for engineering graduates' employability at their initial stage of career is that they have less focus on acquisition of their soft skills. Therefore, this study is concentrating to analyse the current situation of the engineering graduates' soft skills deficiency and to investigate the impact of having soft skills on employability. Methodology:The nature of the study is qualitative and data has been gathered through in depth interview and Focus Group Discussion (FGD) Respondents of in depth interview are experienced engineers and HR experts who are working in engineering based organizations especially at the power solution service providing companies in Bangladesh. FGD among final year undergraduate engineering students has also been conducted to validate the interview data. Thematic analysis is used to analyse the qualitative data. Findings:The impact of having soft skills in getting employment of new graduates at the entry level is identified in this paper. Value Added: Higher education can assist in developing employability through increasing employment prospect and also achieving individual learning goals. However, fresh engineering graduates have social skills gap and lack of practical knowledge which can be reduced through acquiring soft skills. Different techniques such as self training, institutional training, joining language sessions, attending presentation skills development classes and social programs can assist graduates in the acquisition of soft skills. Recommendations: As the most important reason of engineers' unemployment is the lacking of collaboration between industry and academic institutions, this study focuses to draw the attention of engineering students, educational institutes and policy makers to highlight the importance of developing soft skills for employability and career growth.
Journal of Intercultural Management
Rumana Afroze Tamanna Parvin Eva Atiqur Rahman Sarker
54766614
Soft Skills: Qualifications More Targeted By the Users of Hospital Administration Vocational Studies Graduates
The classic problem in education that is still accurate to be debated is the lack of relevance of education to the world of work. As if, the world of education and the world of work runs on different track directions. Education desperately creates hard skills for its graduates, meanwhile, the world of work is working hard to prepare the workforce it wants in separate training. Finally, education seemed to fill the students with high level hard skills, while the working world shouted "That's not the main thing for us." because our hard skills can be trained while the characters we are looking for. This article reveals that the soft skills qualification is at the top of the list as the qualification expected by the world of work for the graduates of the Hospital Studies Program. Respondents were the HR Manager of 22 private hospitals in Depok who were interviewed with questionnaires in April 2017.
Ngurah Ayu Nyoman Murniati
219388047
Role of HR in Employability Skills of 21st Century
The current age changes in business and industry are at a pace which is unimaginable and unprecedented. The changes are fast. The changes in business environment happening in a year now were not even seen in a century. Technology invasion, globalization, economic upliftment and social expectations are drivers of those changes. The skills required for a job now and tomorrow are unpredictable. To remain employable; one has to master one's ability to visualize, dynamic, adaptive and self learning. It is not only the technical and hard skills, but soft skills will provide you the edge in employability. The dimensions of soft skills are expansive. Ability to recognize and acquire skills that optimally fits in managerial role is the key to succeed. This article critically analyse role of HR in employability skills of 21st century.
Vrajlal K Sapovadia
55723316
Relative Value of Hard Skills and Soft Skills for Hiring Employees in Manufacturing Sector
The Hiring process is a crucial part of a company's success. Thus, it is imperative that companies must have an active strategy order to have an effective hiring process. An Hr manager is one of the vital people that are needed to establish an effective hiring process. Thus, the primary purpose of this study is to help improve the selection process specifically by means of understanding the relative value of hard and soft skills. The understanding of the relative value will support improve the selection process because companies will have an in depth understanding of the needs of their corporation regarding employee skills. The study will help companies improve recruiting process it will also benefit future researcher to establish the similar study to be conducted on other business sectors other than manufacturing sector. It is revealed in the research that the relative value of hard and soft skills is almost similar. On the contrary, it also shows that the effects are much inclined on the importance of hard skills. Finally recommendations that are endorsed are
Erus Angelo A Lumague
213978542
A suggested best practices for enhancing performance of soft skills with entry level hospitality managers
ABSTRACT As the nature of hospitality requires employees' having interpersonal or personal skills, the development of such soft skills has become one of the major topics among hospitality employers. The purpose of this research is to expand the findings of previous research on soft skill competencies and develop a practical model to assess differences between the importance and performance of soft skills. Importance/Performance Analysis was used to examine the differences in the perception of soft skills between managers and employees. An aggregate importance soft skill score of an HR expert was plotted with an aggregate performance soft skill score by an employee. This model further proposes using radial graphs to give individual feedback about soft skill competencies.
Melvin R Weber Junghoon Lee Alleah Crawford