Gap analysis of future employee and employer on soft skills

IF 1.5 Q3 MANAGEMENT

Human systems management Pub Date : 2023-01-10 DOI:10.3233/hsm-220161

Tímea Juhász, Gabriella Horváth-Csikós, T. Gáspár

{"title":"Gap analysis of future employee and employer on soft skills","authors":"Tímea Juhász, Gabriella Horváth-Csikós, T. Gáspár","doi":"10.3233/hsm-220161","DOIUrl":null,"url":null,"abstract":"BACKGROUND: Soft skills have become more necessary than ever in today’s labour market, and their development has become an increasingly key area for companies’ HR departments. Employees with the soft skills required for a given job can perform the tasks assigned to them more efficiently and successfully, therefore all those involved in the process can consider the completion of the task as a positive experience. By strengthening the employees’ soft skills, companies can improve their corporate culture, their market performance and thus their competitiveness. METHODS: The authors conducted a multi-year research in Hungary, the first part of which was a quantitative study to analyse the soft skills of young people leaving school, their awareness of employers’ expectations and the opportunities and tools they consider useful for developing these skills. The second part of the research involved the other side, i.e. the employers, to assess their expectations of the prospective employees’ soft skills and to explore the development opportunities that employers provide to strengthen these skills. RESULTS: The results of the two questionnaire surveys confirmed that both sides are aware of the soft skills needed in the labour market, although the market participants are not always in agreement about these needs. However, the development of skills, even though they enhance the market competitiveness of the employee and the employer, is not really in line with market expectations.","PeriodicalId":13113,"journal":{"name":"Human systems management","volume":" ","pages":""},"PeriodicalIF":1.5000,"publicationDate":"2023-01-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"1","resultStr":null,"platform":"Semanticscholar","paperid":null,"PeriodicalName":"Human systems management","FirstCategoryId":"1085","ListUrlMain":"https://doi.org/10.3233/hsm-220161","RegionNum":0,"RegionCategory":null,"ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q3","JCRName":"MANAGEMENT","Score":null,"Total":0}

引用次数: 1

Abstract

BACKGROUND: Soft skills have become more necessary than ever in today’s labour market, and their development has become an increasingly key area for companies’ HR departments. Employees with the soft skills required for a given job can perform the tasks assigned to them more efficiently and successfully, therefore all those involved in the process can consider the completion of the task as a positive experience. By strengthening the employees’ soft skills, companies can improve their corporate culture, their market performance and thus their competitiveness. METHODS: The authors conducted a multi-year research in Hungary, the first part of which was a quantitative study to analyse the soft skills of young people leaving school, their awareness of employers’ expectations and the opportunities and tools they consider useful for developing these skills. The second part of the research involved the other side, i.e. the employers, to assess their expectations of the prospective employees’ soft skills and to explore the development opportunities that employers provide to strengthen these skills. RESULTS: The results of the two questionnaire surveys confirmed that both sides are aware of the soft skills needed in the labour market, although the market participants are not always in agreement about these needs. However, the development of skills, even though they enhance the market competitiveness of the employee and the employer, is not really in line with market expectations.

查看原文本刊更多论文

未来雇员和雇主在软技能上的差距分析

背景：在当今的劳动力市场上，软技能变得比以往任何时候都更加必要，软技能的发展已经成为公司人力资源部门越来越重要的领域。具备特定工作所需软技能的员工可以更高效、更成功地执行分配给他们的任务，因此所有参与该过程的人都可以将任务的完成视为一种积极的体验。通过加强员工的软技能，公司可以改善企业文化、市场表现，从而提高竞争力。方法：作者在匈牙利进行了一项多年研究，第一部分是一项定量研究，分析年轻人的软技能、他们对雇主期望的认识以及他们认为有助于发展这些技能的机会和工具。研究的第二部分涉及另一方，即雇主，评估他们对未来员工软技能的期望，并探索雇主为加强这些技能提供的发展机会。结果：两项问卷调查的结果证实，双方都意识到劳动力市场所需的软技能，尽管市场参与者并不总是对这些需求达成一致。然而，尽管技能的发展提高了员工和雇主的市场竞争力，但并不真正符合市场预期。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

求助全文

约1分钟内获得全文求助全文

来源期刊

Human systems management MANAGEMENT-

CiteScore

3.50

自引率

30.40%

发文量

期刊介绍： Human Systems Management (HSM) is an interdisciplinary, international, refereed journal, offering applicable, scientific insight into reinventing business, civil-society and government organizations, through the sustainable development of high-technology processes and structures. Adhering to the highest civic, ethical and moral ideals, the journal promotes the emerging anthropocentric-sociocentric paradigm of societal human systems, rather than the pervasively mechanistic and organismic or medieval corporatism views of humankind’s recent past. Intentionality and scope Their management autonomy, capability, culture, mastery, processes, purposefulness, skills, structure and technology often determine which human organizations truly are societal systems, while others are not. HSM seeks to help transform human organizations into true societal systems, free of bureaucratic ills, along two essential, inseparable, yet complementary aspects of modern management: a) the management of societal human systems: the mastery, science and technology of management, including self management, striving for strategic, business and functional effectiveness, efficiency and productivity, through high quality and high technology, i.e., the capabilities and competences that only truly societal human systems create and use, and b) the societal human systems management: the enabling of human beings to form creative teams, communities and societies through autonomy, mastery and purposefulness, on both a personal and a collegial level, while catalyzing people’s creative, inventive and innovative potential, as people participate in corporate-, business- and functional-level decisions. Appreciably large is the gulf between the innovative ideas that world-class societal human systems create and use, and what some conventional business journals offer. The latter often pertain to already refuted practices, while outmoded business-school curricula reinforce this problematic situation.