Employability Vs Employable

Employability
V/s
Employable
By: Yashaswie Mehra

BBA 4 th Sem.
1 st shift
Employability
Employability: is about having an effective mix of
skills, attributes and attitudes in order to be employed
and function successfully in required roles (e.g. in a
job, as a student, as a manager, etc).
Being employable reduces the risk of unemployment
and increases the competitiveness of an individual and
organizations.
From the 1950’s to the late 1980’s, the concept of employment
was considered one’s ideal career path, where seniority
determined career success.
Beginning in the 1990’s to the present, technological advances
have sped up market cycles, where companies started to go
out of business, reorganize, and re-emerge as new companies
to meet new demands in a shorter period of time. In
response, the labor market had to become more flexible,
providing their talents where they were needed. Workers were
thus rewarded based on performance rather than seniority.
The ability to develop proficiency in transferable workplace
skills has replaced seniority as a measure of employability.
They are necessary for career success at all levels of
employment.
Employability is a set of skills, knowledge and personal attributes that
make an individual more employable.
Institutions of higher education are examining the methods they use to
enhance student employability and are exercising various measures to grow
and strengthen this.
With greater resources and research being put towards improving
employability at higher education level, what has led to its prioritization for a
high proportion of institutions?
Employers are demanding skills from graduates which are outside the subject
area of study in Higher Education. Indeed, some employers have placed less
importance on graduates’ actual degree discipline in favor of the more generic
skills which they have acquired.
Employers generally see a graduate’s achievements related to the subject
discipline as necessary but not sufficient for them to be
recruited. Achievements outside the boundaries of the
discipline extracurricular activities such as work experience, volunteering, and
involvement in clubs and societies are seen as having equal importance in this
context as the knowledge and experience acquired through academic study.

21st Century Employability* A boundary less career
operates across organizational and industry
boundaries, not just within one company.
Employability refers to possessing a set of core skill
groups that are transferable from job-to-job and from
industry-to-industry. To address what these skills
are, the U.S. Department of Labor established a
Commission on Achieving Necessary Skills (SCANS) in
1990.
Employable
Employment skills are the skills required to complete
a specific job.
These are the actionable abilities and bases of
knowledge a job candidate comes to the table with that
prove they’ll be able to do the job in question.
For example, a person applying for a receptionist job
will likely be required to use Microsoft Office at an
advanced level, be able to type a certain amount of
words per minute, and have better-than-average
writing skills.
Without these skills, there’s no way the candidate
would be considered a top prospect for an advertised
clerical position.
Whether you’re simply looking for a job or are looking
for an entry-level position to jump start your career,
you’ll absolutely need to show you have employment
skills.
But, while employment skills are necessary to get your
foot in the door, they aren’t enough to help you climb
the ladder in your chosen career.
That’s where employability comes in.
Conclusion
Employability is a two-sided equation and many individuals need
various forms of support to overcome the physical and mental
barriers to learning and development (ie updating their assets).
Employability is not just about vocational and academic skills.
Individuals need relevant and usable labour market information
to help them make informed decisions about the labour market
options available to them. They may also need support to realise
when such information would be useful, and to interpret that
information and turn it into intelligence. Finally, people also
need the opportunities to do things differently, to access relevant
training and, most crucially, employment.
The review of the literature and discussions raised a
number of areas of potential interest for further
research. These included:
the balance between the components of employability
whether there were any minimum levels of
employability
the unskilled labour market
overcoming employability deficits.

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Employability

By: Yashaswie Mehra

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