The skills gap is a multi-dimensional problem with widespread roots.Or you can simply check out this infographic which I found while I was searching about it " INFOGRAPHIC: SKILLS GAP- A RISING THREAT TO INDUSTRIES & ECONOMIES"
From India, Gurgaon
2From India, Gurgaon
To fill a vacancy is a challenge for all recruiters. You might face difficulties in every single part of recruitment process, from sourcing to decision making. We used to think that candidates need jobs and they will find us by themselves, but time has changed! Is it time for recruiters to put themselves in candidates' shoes?
From Vietnam, Hanoi
From Vietnam, Hanoi
Skill gap is understood in HR terminology as the gap between the actual skills required to perform a job and the skills possessed by an employee doing that job.Sources to understand the gap can be job description, job design,KPAs and KRA's and the performance review reports etc.
B.Saikumar
From India, Mumbai
B.Saikumar
From India, Mumbai
National Association of Colleges and Employers (NACE) has released the results of the survey in 2014, in which HR professionals will tell us what skills they most appreciated in recruiting. You may be surprised with "top 10" skills below:
- Teamwork ability;
- Ability to make decisions and solve problems;
- The ability to communicate with others (both inside and outside the enterprise);
- Ability to plan, organize and division of work, receive and process information.
You can see all above elements are soft skills which could help people work together more effectively. And all is determined by EQ. Therefore, you would be hard to find a specific course in school only teach these skills.
- Ability to analyze data on technological knowledge related to work
- Ability to use computer software fluently. Ability to write / edit reports
- Sales ability and influential to others
The next 5 skills in the ranking focus more on specific skills including the ability to analyze, writing skills and proficiency in the use of computers.
Source: The skills required for a job in 2015
From Vietnam, Hanoi
- Teamwork ability;
- Ability to make decisions and solve problems;
- The ability to communicate with others (both inside and outside the enterprise);
- Ability to plan, organize and division of work, receive and process information.
You can see all above elements are soft skills which could help people work together more effectively. And all is determined by EQ. Therefore, you would be hard to find a specific course in school only teach these skills.
- Ability to analyze data on technological knowledge related to work
- Ability to use computer software fluently. Ability to write / edit reports
- Sales ability and influential to others
The next 5 skills in the ranking focus more on specific skills including the ability to analyze, writing skills and proficiency in the use of computers.
Source: The skills required for a job in 2015
From Vietnam, Hanoi
hi please suggest something good on professional certifications as i am planning to pursue one.
From India, Gurgaon
From India, Gurgaon
hi guys do we need to recertify even if we are not in tech field? because I feel recertification is really not a big issue if you are not in any technology related job
From India, Gurgaon
From India, Gurgaon
Please give us your background and tell us why you have raised that question. Sometimes I wonder if it is a student that is raising a question to answer his/her assignment!!
From United Kingdom
From United Kingdom
Dear Aakshay Singh
The topic of Talent retention has been discussed many times in this forum.
Please try Cite HR archives to study them.
Type “Talent Retention” inside the box 'Search'
that you find in the title bar right above.
After typing in the box, press the “Enter” key.
You will get lot of information.
V.Raghunathan
From India
The topic of Talent retention has been discussed many times in this forum.
Please try Cite HR archives to study them.
Type “Talent Retention” inside the box 'Search'
that you find in the title bar right above.
After typing in the box, press the “Enter” key.
You will get lot of information.
V.Raghunathan
From India
Talent retention strategy varies from sector to sector. when investment goes into training of freshers retaining them for at least a 2 year period may be of utmost importance for any organization. Similarly at the mid management and top management levels retaining key performers is important. Employee engagement on a continuous basis will help in retention
From India, Chennai
From India, Chennai
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