Employability Skills

IJRIM, 2018

The employability matter is most requested one in this world. In one edge employers are claiming the right know-how to meet the ever -changing obligation of today’s global economy and this has become something of a battle city. In the other edge is the training and skills division, which is functioning hard to help develop a good skilled workforce. The aim of this research was to grow up a clearer figuring out the skills employers expect from fresh people coming into the workforce to hire. Unemployment between 18- 24 years old remains a key point. The analyzer wants to come out in this class about the employers’ expectations from the fresh people coming into the workforce. The researcher has analyzed about the worker demand for a good skilled workforce. Keywords: unemployment, employability, workforce.

Management education has a vital role to play in today's dynamic global arena, where the challenges to be met are increasing at a faster pace. Most of the multi national companies need MBAs who are adaptable, flexible with an entrepreneurial attitude and who can act as change agents in the organization. All MBA graduates have to learn how to migrate from their comfort zone and go a long way towards impressing the boss of a new venture or a large multinational. But there is a huge gap between what industry needs and what is available in terms of skilled students. Enhancing employability skills in management education is considered as an important task by all universities and colleges. This study was conducted with the objectives of exploring the employability skills required for management graduates, discuss the previous research done in different countries related to employability skills and explore the skill sets of the management students that will best serve the future labour...

To enhance the portability and value of findings across a range of disciplinary fields, the identification and conceptual analysis of identified industry-relevant competencies is separated into two sections: generic graduates and business graduates only. Business educators should be able to gain a deeper insight into the nature and extent of the skills gap for their discipline, limited of course by the availability of empirical evidence for each competency.

Skill development is an earned skill with abundant passion. Dexterity, the need of the hour for an employee requires two skills one is soft skills and the other hand hard skills. Soft skills cover many areas such as diversity in training with an appropriate aptitude to learn or year’s techniques to be acquired. To be perfect in the scenario of soft skills, one need to know the art of listening and expressing let the listening be attached honesty without any preoccupation and expression is attached with bravery.

Talent Liberation is a value adding people management philosophy. It is a new form of experiential learning, based on the natural order of things and offering great potential for impact and added value for organisations - be they corporate, public or non-for-profit - and a high return on investment. Instead of trying to fix weaknesses it focuses on capitalising on strengths. It is a process of recognising, valuing, developing and using the unique talents of all existing employees in the delivery of the organisation’s objectives. This enhances their sense of job-fulfilment, increases the added value they contribute and strengthens the comparative advantage of the organisation as a whole. At the same time it reduces attrition, staff turnover and absenteeism, as well as staff frustration, disgruntlement and that vague but undermining incidence of passive “resistance”. The Talent Liberation process consists of eight intuitive, logical steps, which also include leadership development, team building and change management. Talent Liberation ties in with Talent Management as a top priority for organisations worldwide, both allowing the organisation to make much more from its existing work force (this against the context of the current worldwide financial crunch and economic crisis), and to become an employer of choice by adopting an enlightened culture of talent.

2017

After the fall of the military regime (the Dergue) in Ethiopia, that had ruled for seventeen years, the EPRDF (Ethiopian Peoples Revolutionary Democratic Front) coalition and some former liberation fronts took control of the state and the systemic political transformation of the country. The impact they made on the state stability, political and economic questions however, invite further investigation. Considering the historical preludes, understanding today’s political landscape and lingering political and economic questions, this dissertation examines an institutional solution introduced by EPRDF led government in Ethiopia, i.e. Ethnic Federalism. The post-1991 politics and EPRDF’s coalition however, are highly dominated by the Tigray People’s Liberation Front (TPLF) with a political base of roughly six percent of the total population. Nonetheless, the coalition, while challenged by fractured coalitions of political opposition and intra-party struggles, remains stable and in contr...