This perspective has received increased attention through the release of several documents setting out lists of such skills. These studies and reports cite a need to identify generic skills and abilities necessary to better prepare people for success in a changing and globalized economy. A number of intra- and inter-personal skills (or socio-emotional competences) are required, such as communication, ability to work on multidisciplinary teams, flexibility etc., apart from traditional notions of “basic skills”, (literacy and numeracy), to succeed in the work place. These skills are called “soft skills”, in order to be distinguished from technical, or “hard skills”. Irrespective of the professional qualification and apart from the domain knowledge, today's professionals need to possess a high Soft Skills quotient in order to succeed in this competitive era.
Lots of people who use knowledge at work and have some degree of education (taxi drivers, for instance, have geographical knowledge and might even have a degree) cannot be defined as knowledge workers; it is central that the role of knowledge is essential to the job, that they rely on their brains rather than other people, and that they are either experts or highly educated. Even so, the demarcation of one and another is sometimes a matter of judgment and subjective interpretation. Knowledge workers are essential to an organization, who will therefore aim to launch and harness their productivity in order to be successful (Davenport 2005) but they can nonetheless present challenges. Like for instance trying to reconcile the organization’s culture and the worker’s way of carrying out his job. Further, knowledge is not easy to be structured or
So it is a matter of time that how people can master these skills in their life-long learning. In some multinational enterprises, employers are looking for graduates who come to them with already fully equipped “must-have” soft skills such as time-management, teamwork, negotiation and interpersonal skills; Carl Gilleard, Chief Executive of The Association of Graduate Recruiters (2013) said that many of organizations regard a constructive gap year during college as an ideal way of gaining soft skills while in another study which is taken from the perspective of employers, emphasizing that students should have a balance of soft and hard skills, where hard skills should embed soft skills for undertaken jobs (Kemper 1999). According to World Health Organization (2003) stated that these people with their soft skills strength will help them to deal with the challenge in life, they even can make informed decision, solve problems, think creatively and critically and they definitely communicate effectively with others (World Health Organization,
According to Wikipedia[23 July 2015] “Soft skills is a term often associated with person’s “EQ”[Emotional intelligence Quotient],the cluster of personality traits, social graces, communication, language, personal habits, inter personal skills managing people, leadership, etc. that characterize relationships with other people. Author discuss about five topics which are communication skills, team work capability, critical and structured thinking, problem solving skills and time management. Communication skill Nair. H. [27 July 2014] sates
In the context of developing countries this is even truer since we find around large number of people working in different occupations with great proficiency but might not have any formal training or education. And hence it cannot be captured in the narrow concept of ‘skilled workers’ included in terms of educational attainments.However it is quite difficult to get data that appropriately captures all the dimensions of skill. Skills refer to human capacities obtained by individual workers or to the specific demands that individual jobs require and similarly Skill premium can be defined as relative wage of skilled workers to unskilled. Rising returns to skill has been acknowledged across the board as an outcome of increased demand for skilled labor and demand and Supply dynamics of skilled labor which has been shown to be the main cause of changes in the skill
employability skills as well as a pressing need for skill development, improvement in functional as well as vocational domains, on both sides of the academia vs. industry supply chain. Additionally, technical skill shortages, inconsistencies in core work related hard and soft skills and professional competencies especially in developing and emerging countries, has augmented the growing level of difficulty faced by Services as well as Manufacturing businesses in filling job vacancies. No doubt these issues are being actively debated in the academic domain and across governments, businesses, industries, consulting and training organizations in several forums [3, 4, 6-10, 11-16, 17-22, 23-27, 29-37, 38-49]. Eventually, this may need to dwell upon redefining the traditional academic value proposition of professional education, in order to keep abreast with the rapidly changing global business scenario. The role of Higher education in employability skill development (ESD) is equally vital as is primarily for the graduates in the formative stages of their career [9-10, 17, 19, 28, 32, 35, 39, 42,
Soft Skills is a term often associated with a person’s EQ which is Emotional Quotient, the cluster of personality traits, social graces, communication, language, personal habits, interpersonal skills, managing people, leadership, etc. Soft Skills are such skills which do not need any special training. That characterize relationships with other people. Soft Skills contrast to hard skills, which are generally easily quantifiable and measurable. Soft Skills or Foundational skills includes, being organized, Punctuality, being dependable, having a positive attitude toward work, Exerting high levels of effort and perseverance, Completing tasks on time and accurately, Seeking out information to improve skills, Being flexible and adaptable, Completing all tasks, even if unpleasant, Understanding dress code or uniform guidelines, Maintaining personal hygiene.
According to Arowolo & Ibrahim (2010) the problem faced by technical education institutions is a difficult one. Over the years, the misconception of technical education has been enormous so that one can hardly get a generally accepted definition. Technical education was seen as a career for the less than average students since it does not require much academic work. The impression given by the general public is that the career is meant for those who are unable to forge ahead with a normal academic programme in a school system. Potential young trainees are not attracted into technical jobs because of the sector’s historically poor image.
In order to deal with this urgency, many vocational colleges have to hire professionals or teachers from other universities. Besides, teacher shortage becomes more serious in some newly set disciplines of which purpose is to suit the new industries. For instance, the multimedia design and film and television animation. It is obvious that teachers’ knowledge updating, teaching resources and the equipment do not meet the need of the society and thus, can not really satisfy students’ thirst for knowledge either. 1.3.
In order to discuss this topic fully, the advantages and disadvantages for college and benefit for technical school will be totally explain. Here are some advantages for go to college.Firstly, a college degree is an essential factor for many career. You always need a college education to learn skills for that job. If you already know what you want to do, and