There has been a significant shift in the educational and employment scenario in recent years. Employers
used to prioritize individuals with a strong academic record and relevant work experience, but today, persons
with superior soft skills have surpassed them. It is typical to discover that graduating students lack the necessary abilities to work effectively in a corporate environment. Recruiters believe that new hires lack soft skills such as
the capacity to effectively communicate, think creatively, solve problems independently, work well with others, and act professionally. This is one of the main reasons why many students, even those with relevant degrees, find it difficult to find work. This can lead to students questioning the practical worth of the many professional degrees
that are offered in contemporary times. To close this gap, the field of training and development has developed a rapidly expanding and specialized sector known as “soft skill training.” Both technical and soft skill development are viewed as essential for an employee’s efficacy and success at work. Researchers claim that learning soft skills
is more important and critical for professional development than learning technical abilities, and as a result, it is considered one of the most in-demand core talents for organization growth and development. The purpose of this
article is to highlight some of the practical implications of soft skill training in bridging the gap between industry needs and curricular gaps. It also tries to look into the influence of soft skill training in terms of its importance, utility, and subsequent competence development.
Soft skills are personality traits like communication, leadership, and time management that are valuable to employers. While students graduate with hard technical skills, they often lack soft skills. Developing soft skills is important for personal growth and career success. Educational institutions should incorporate soft skill training through experiential learning programs that blend theory with practical workplace skills. Strong collaboration between educators, students, and industry can help bridge the gap between hard skills training and soft skill development.
How ready are our workplaces for these changes? Are L&D and HR professionals pro-actively contemplating innovation in the way learning is conceptualised and delivered?
Will 2020 look drastically different from how L&D is deliveredin 2015? This report provides insights into learning & development (L&D) priorities, future trends and aspirations. It also provides benchmarks into prevalent practices from organisations across the GCC region and beyond.
This document discusses employability skills required by graduates in the 21st century workplace based on a literature review. It finds that occupation-specific skills are no longer sufficient, and employers now expect graduates to also have employability skills like communication, problem-solving, decision-making, and teamwork. These employability skills have become very important issues in labor markets globally. Frameworks from Australia, the UK, and other countries identify key employability skill groups and personal attributes needed for workplace success, such as self-awareness, adaptability, and the ability to learn continuously.
1. There is a large gap between the number of graduates coming out of Indian universities and the number that are employable, with estimates that only 25% of engineering and 10% of general graduates have the necessary skills.
2. This skills gap is caused by academics that focus only on theoretical knowledge and a lack of interaction between industry, government, and academia to develop curricula tailored to industry needs.
3. Improving employability will require bringing employers into the course design process, modifying courses to match industry needs, and building links between educational institutions and local employers through activities like guest lectures, internships, and research collaborations.
This study is entitled “Employability Indices of Business Graduates in the Banking Industry”. The study was to establish the significant employability indices among business graduates in the banking industry. It sought to identify the significant commonalities and differences in the respondents’ assessment. The methodology used was descriptive-survey. The respondents of this study consisted of HR directors and bank managers from universal, commercial and thrift banks. The researcher made use of a Web-based survey known as harvested emails. Samples were derived from harvested e-mail lists which are non-probability samples because they were based on a convenience sample of e-mail addresses.
The document outlines Dr. Seema Jain's skill development programme, which aims to foster lifelong learning and career development through assessing important skills, developing core skills like problem solving and teamwork, and providing training opportunities in sectors such as health, IT, agriculture and more to make students more employable. The programme faces challenges in curriculum design, quality monitoring, and developing work experience opportunities, but provides benefits like enhancing student skills and creating work-ready graduates for employers.
Approach to Employability Skills in Technical Education & its impact on satis...Prashant Mahajan
Ample of the current motivation to teach and assess employability skills will decide India’s ability to compete in the world economy. For a win-win situation, there must not be any differences in Institute’s perception and students’ experience in accessing employability skills for future prospective. What this paper aims to demonstrate is that, although as academics/service providers, we can use a general term “Employability skills”, we need to describe what is meant by this term to students, and colleges also need to recognize how their services and skill development are impacting on satisfaction of students while accessing employability skills. The purpose of this study is to examine the importance perceived by the institutes and experience realized by the students and to connect employability skills’ growth on students’ satisfaction of selection of an institute of Technical Education.
BUSINESS SCHOOL MAKEOVER; A INDUSTRY PERSPECTIVEIJITE
Business schools across the United States and abroad are always on a catchup mode with the industry expectations. Why business schools are not front runners in training students for industry and consulting?
Authors of this article discuss this topic by first setting the expectations from the industry and then how business schools can cope up with the evolving trends. Many authors ([1], [11], [13]) have identified the skill gaps in the industry and how business schools can work towards bridging the gap. There are research reports such as [13], that identified the misconception about the business schools expectations based on a survey of business school leaders globally (excluding China and USA). In the USA, even
though business schools have strived hard to create an industry pro-environment in the class rooms, the gap continues to exist. The authors of this article address the industry needs first and explore potential solutions to address the skills gap.
Soft skills are personality traits like communication, leadership, and time management that are valuable to employers. While students graduate with hard technical skills, they often lack soft skills. Developing soft skills is important for personal growth and career success. Educational institutions should incorporate soft skill training through experiential learning programs that blend theory with practical workplace skills. Strong collaboration between educators, students, and industry can help bridge the gap between hard skills training and soft skill development.
How ready are our workplaces for these changes? Are L&D and HR professionals pro-actively contemplating innovation in the way learning is conceptualised and delivered?
Will 2020 look drastically different from how L&D is deliveredin 2015? This report provides insights into learning & development (L&D) priorities, future trends and aspirations. It also provides benchmarks into prevalent practices from organisations across the GCC region and beyond.
This document discusses employability skills required by graduates in the 21st century workplace based on a literature review. It finds that occupation-specific skills are no longer sufficient, and employers now expect graduates to also have employability skills like communication, problem-solving, decision-making, and teamwork. These employability skills have become very important issues in labor markets globally. Frameworks from Australia, the UK, and other countries identify key employability skill groups and personal attributes needed for workplace success, such as self-awareness, adaptability, and the ability to learn continuously.
1. There is a large gap between the number of graduates coming out of Indian universities and the number that are employable, with estimates that only 25% of engineering and 10% of general graduates have the necessary skills.
2. This skills gap is caused by academics that focus only on theoretical knowledge and a lack of interaction between industry, government, and academia to develop curricula tailored to industry needs.
3. Improving employability will require bringing employers into the course design process, modifying courses to match industry needs, and building links between educational institutions and local employers through activities like guest lectures, internships, and research collaborations.
This study is entitled “Employability Indices of Business Graduates in the Banking Industry”. The study was to establish the significant employability indices among business graduates in the banking industry. It sought to identify the significant commonalities and differences in the respondents’ assessment. The methodology used was descriptive-survey. The respondents of this study consisted of HR directors and bank managers from universal, commercial and thrift banks. The researcher made use of a Web-based survey known as harvested emails. Samples were derived from harvested e-mail lists which are non-probability samples because they were based on a convenience sample of e-mail addresses.
The document outlines Dr. Seema Jain's skill development programme, which aims to foster lifelong learning and career development through assessing important skills, developing core skills like problem solving and teamwork, and providing training opportunities in sectors such as health, IT, agriculture and more to make students more employable. The programme faces challenges in curriculum design, quality monitoring, and developing work experience opportunities, but provides benefits like enhancing student skills and creating work-ready graduates for employers.
Approach to Employability Skills in Technical Education & its impact on satis...Prashant Mahajan
Ample of the current motivation to teach and assess employability skills will decide India’s ability to compete in the world economy. For a win-win situation, there must not be any differences in Institute’s perception and students’ experience in accessing employability skills for future prospective. What this paper aims to demonstrate is that, although as academics/service providers, we can use a general term “Employability skills”, we need to describe what is meant by this term to students, and colleges also need to recognize how their services and skill development are impacting on satisfaction of students while accessing employability skills. The purpose of this study is to examine the importance perceived by the institutes and experience realized by the students and to connect employability skills’ growth on students’ satisfaction of selection of an institute of Technical Education.
BUSINESS SCHOOL MAKEOVER; A INDUSTRY PERSPECTIVEIJITE
Business schools across the United States and abroad are always on a catchup mode with the industry expectations. Why business schools are not front runners in training students for industry and consulting?
Authors of this article discuss this topic by first setting the expectations from the industry and then how business schools can cope up with the evolving trends. Many authors ([1], [11], [13]) have identified the skill gaps in the industry and how business schools can work towards bridging the gap. There are research reports such as [13], that identified the misconception about the business schools expectations based on a survey of business school leaders globally (excluding China and USA). In the USA, even
though business schools have strived hard to create an industry pro-environment in the class rooms, the gap continues to exist. The authors of this article address the industry needs first and explore potential solutions to address the skills gap.
BUSINESS SCHOOL MAKEOVER; A INDUSTRY PERSPECTIVEIJITE
Business schools across the United States and abroad are always on a catchup mode with the industry expectations. Why business schools are not front runners in training students for industry and consulting? Authors of this article discuss this topic by first setting the expectations from the industry and then how business schools can cope up with the evolving trends. Many authors ([1], [11], [13]) have identified the skill gaps in the industry and how business schools can work towards bridging the gap. There are research reports such as [13], that identified the misconception about the business schools expectations based on a survey of business school leaders globally (excluding China and USA). In the USA, even though business schools have strived hard to create an industry pro-environment in the class rooms, the gap continues to exist. The authors of this article address the industry needs first and explore potential solutions to address the skills gap
An Emperical Study of Learning How Soft Skills is Essential for Management St...IJSRED
This document discusses an empirical study on the importance of soft skills for management students' careers. It finds that while hard skills and academic performance were once prioritized by employers, soft skills like communication, teamwork, and emotional intelligence are now essential for success. The study surveyed 50 management students and faculty in Bangalore to understand how well soft skills training is incorporated and its benefits. It determined that soft skills like communication are crucial as they influence interactions and job performance. However, older teaching methods do not sufficiently develop these skills. Integrating soft skills training into courses could better prepare students for today's work challenges.
Job readiness is a complex process that requires significant preparation for each specific job. It determines career success. Students often fail to properly prepare for their first job. Workplaces have changed and now value skills like teamwork, communication, digital competence, and critical thinking over just a degree. Employers want assurances candidates can transition from school to work. Career readiness programs help students identify skills, build capacity, invest in their future, develop critical thinking and communication skills needed for today's workplaces.
The study assessed human resource management strategies for enhancing employees’ motivation in Edo State. The study was guided by four research questions with a population of 182 business educators in universities in Edo and Delta States. The study employed descriptive survey. Three experts validated the questionnaire with a reliability of. 0.71 obtained using Pearson’s Product Moment Correlation. Descriptive statistics of Mean was used to answer the research questions. From the analysis, it was revealed that employers empowered their employees to very low extent; employers rewarded their employees to high extent; employers redesigned employees’ jobs to low extent, and employers created flexible jobs for their employees to low extent respectively. Consequently, it was recommended that workers should be sufficiently empowered to enhance higher performance and more productive. This will also go a long way to reduce attrition rate, the use of verbal praise, allowing workers’ personal development should be given priority attention by management to enhance higher productivity, and management should redesign tasks/jobs from time to time so as to enhance motivation, job satisfaction, commitment to reduce absenteeism and turnover, among others.
Impact of Skill Development Training among School Teachers inventionjournals
Skill development training provided for the educated youths will maximize the merits of education system in India with productivity and employability skills expected by organizations and institutions in a developing country like India. The present study is used to analyze about the impact of skill development training provided to 63 school teachers from secondary and primary schools of Tirunelveli, Tamilnadu. A structured questionnaire was used in this study to explore the results with the help of statistical package for social science (SPSS). From the study it is revealed that the skill development is essential for younger generation to improvise their opportunities in the field of computer science in their career and for their future.
INCLUSIVE TRAINING AT WORKPLACE THROUGH INFORMATION TECHNOLOGYIAEME Publication
Information technology plays an important role in the training process. It plays an important role in the day to day life of the employee. At present IT is the driving force behind each and everything. In case of training IT has replaced the traditional way of training. Inclusive training tries to address the individual training as per the requirement of the employees. Through this paper the authors have tried to understand the concept and creation of workplace training. In this regard secondary data has been collected and the objective is to understand the concept of inclusive training and the importance of information technology in this direction.
The document discusses Directi's employee referral program that rewards employees for referring job candidates.
- Directi employees can refer friends and conduct initial interviews. If the candidate is hired, the referring employee receives a Honda Brio car or cash equivalent.
- The goal is to encourage employees to participate in hiring and select future colleagues while being rewarded. Only product developers can currently participate.
- Directi's founder says acquiring and retaining top talent has been key to their success, so this program aims to attract the best talent and incentivize referrals.
Vijay Anand L.V. is the director and head mentor of Hirington Academy in Chennai, India. He has over 13 years of experience in recruitment and has interviewed hundreds of candidates. The document discusses that 60% of Indian graduates lack proper employability skills based on a NASSCOM study. It suggests continuous training on skills like problem solving, teamwork, communication from the early graduation stage is needed to improve this. The solution proposed includes establishing long-term career enrichment programs focused on both technical and soft skills training.
mm bagali....... skills phD..... Skills..... Competency .........Skills synop...dr m m bagali, phd in hr
This document provides details about a final synopsis submitted for a research study on "Bridging Employability Gaps in the Higher Education Space related to Management Sciences". It includes an introduction outlining the growing number of MBA graduates in India but low employability rates. It also summarizes literature reviewing employability gaps and skills mismatches between management education and industry needs. The synopsis then outlines the research problem, objectives, hypotheses, design, and expected outcomes of the study.
The solution for unemployed graduate can still be found but when it comes to unemployable - then it becomes very challenging. Let's explore into this on-going disaster and see where's the light amidst all the darkness.
TCS has launched an initiative in the UK to address the skill gap in digital careers. They partnered with The Tech Partnership and MyKindaCrowd to create teaching resource packs for schools to educate students about IT career options and requirements. The resource packs aim to inspire more young people to pursue digital skills careers by providing industry insights and guidance on technology roles and education paths. TCS volunteers will also host sessions in schools using the materials to generate enthusiasm for digital careers.
Entrepreneurship Education for Human Resource Development: Study Bibliometricijejournal
The human resource development strategy involves higher education. In this manner, the business course plans to furnish understudies with the abilities required in the realm of work.. However, the success of entrepreneurship education (EE) still cannot meet the expectations of human resource departments in several companies. Student skills only match the needs of SMEs. Through bibliometric analysis, this study seeks to ascertain future research directions on the relationship between (EE) and human resource development (HRD) for improvement. Using "Publish and Perish" and "Mendeley web importer" Publishing trends peaked in 2017 and 2021 with 42 articles. The first rank is occupied by Sustainability (Switzerland) Journal with a total of 31 articles. The quote pattern shows an up-and-down pattern. there are 4 clusters. Clusters 1 and 2 each have 7 items. Clusters 3 & 4 each have 2 items. author collaboration with a minimum number of occurrences of two documents, resulting in 8 authors who are connected consistently. The implication is that the implementation of EE must be reorganized starting from input, process to output in order to meet HR needs. for further research this study suggests new indicators for EE and HRD variables.
The document is a project report submitted to the Indian Institute of Planning and Management on talent management at IBM. It includes an abstract that discusses the importance of talent management for organizations in today's competitive environment. It outlines the objectives of studying talent management's impact on organizational productivity at IBM. The report contains sections on IBM's company profile, the research methodology used including primary and secondary data collection, a literature review on talent management, and a questionnaire used in the study. The findings from the questionnaire indicate that talent management increased productivity at IBM through job alignment, talent identification and development. Effective talent management practices like rewards, training and performance appraisal ensured IBM had a skilled, motivated workforce. Challenges in implementing talent management related to job alignment
Redefining Workplace Learning For The 21st CenturyBy Jenny Dearb.docxsodhi3
Redefining Workplace Learning For The 21st Century
By Jenny Dearborn, Vice President, Chief Learning Officer, SuccessFactors – an SAP company
Forbes, October 2013
Disruptive technologies and shifting demographics are redefining the workforce. In response, smart companies are reinventing workplace learning in an effort to make their programs more relevant and effective, and to create a culture that encourages continuous learning and develops innovative leaders at all levels of the organization.
“Today, workplace learning has achieved mission-critical status,” says Sam Herring, CEO of Intrepid Learning. “Global CEOs face an environment that is more competitive than ever—one in which they live or die by their ability to lead innovation, which can only be realized by having world-class talent that is highly competent, motivated and engaged. Top companies understand this connection, and they know that success requires more than waging a war to acquire talent; it requires that they strategically develop the talent they need to envision and execute the business strategies that will make them successful in the future.”
Get out of the classroom
For most of the last century, workplace learning had a familiar look and feel: students sat in rows taking notes as an expert stood at the front of the room and dispensed information. Technology offered new ways to communicate and learn, but all too often technology-based learning programs turned out to be little more than upgraded versions of the same traditional K-12 model.
Today, that is changing rapidly. New advances in mobile devices and cloud technology, a deeper understanding of neuroscience and how humans learn best, and the emergence of the millennial workforce—the tech-savvy generation that is the largest in U.S. history—is creating a growing demand for more innovative and informal approaches to workplace learning.
“Employees no longer see their careers as the function of a single organization, but as the culmination of a purposeful set of development experiences they own themselves,” says Mary Slaughter, senior vice president and chief talent officer at Sun Trust. “When you combine their motivations with ubiquitous, on-demand access to skills and knowledge, and the unrelenting pressure to increase workplace productivity, it’s fruitless to maintain traditional, static learning architectures.”
How workplace learning is changing
In the very near future, workplace learning will be about social collaboration, team-based activities, and decentralized peer-to-peer learning. Learning will be mobile, and access will be continuous and instantaneous. Workers will attend fewer scheduled classes and online training sessions. Instead, short videos, game-like simulations, and peer communities that offer networking, information sharing and informal coaching will engage and motivate workers by delivering “anyplace, anytime learning.”
In the future, workplace learning will be increasingly experiential and relationsh ...
How to Enhance The Employability Skill Development in IndiaNehaNaayar
Employability skills development are a set of personal qualities, attitudes, and behaviors that make an individual capable of getting and keeping a job and advancing in their career. These skills are also known as soft skills or transferable skills and can be applied in various industries and job roles.
One of the most important employability skills is communication. Effective communication is crucial for success in any job, as it helps individuals to convey ideas, give and receive feedback, and interact with colleagues, clients, and customers. This includes both verbal and written communication, and the ability to adapt communication style to different situations and audiences.
The document discusses various ways to boost skills and employability for youth. It recommends developing time management, customer service, professionalism, conflict resolution and practical job skills. It also suggests advancing education through training, mentoring and professional development. Organizational skills and participating in long-range planning can also help youth career advancement. Effective youth employment programs focus on developing skills needed for jobs and providing services like vocational training, career exploration and residential programs for disadvantaged youth. Programs should continuously improve and document skills gained by participants.
Graduates paper - Transforming today’s graduates into tomorrow’s leadersParity Professionals
Developing graduate talent that can make a measurable and lasting positive impact on organisational culture and business
success – but it requires a carefully thought out investment strategy.
Retired: What Happens When They Aren’t at the Bridge Table?bijsshrjournal
This document summarizes a study that interviewed 40 retired individuals (20 males and 20 females) to understand their perspectives on finances, housing, lifestyle, and health after retirement. Key findings included that respondents were generally satisfied with their financial plans and housing choices. Family was an important motivation. Health issues like arthritis were commonly mentioned challenges. Opinions on end-of-life issues like physician-assisted suicide were also discussed. The study was intended to provide marketing insights into this growing consumer segment.
This document provides a summary of a paper on political theories of freedom and choice. It discusses competing accounts of freedom from thinkers in the Western tradition like Kant, Burke, and critical theorists from the Frankfurt School. It examines Kant's views on freedom of the will and democratic peace. It also looks at Edmund Burke's support for limited constitutional freedoms. The document concludes by briefly discussing Martin Heidegger and Hannah Arendt's contributions to understanding the impact of technology and action on freedom.
More Related Content
Similar to Integrating Soft Skill Training in Professional Courses for Sustainable Employment: An Overview
BUSINESS SCHOOL MAKEOVER; A INDUSTRY PERSPECTIVEIJITE
Business schools across the United States and abroad are always on a catchup mode with the industry expectations. Why business schools are not front runners in training students for industry and consulting? Authors of this article discuss this topic by first setting the expectations from the industry and then how business schools can cope up with the evolving trends. Many authors ([1], [11], [13]) have identified the skill gaps in the industry and how business schools can work towards bridging the gap. There are research reports such as [13], that identified the misconception about the business schools expectations based on a survey of business school leaders globally (excluding China and USA). In the USA, even though business schools have strived hard to create an industry pro-environment in the class rooms, the gap continues to exist. The authors of this article address the industry needs first and explore potential solutions to address the skills gap
An Emperical Study of Learning How Soft Skills is Essential for Management St...IJSRED
This document discusses an empirical study on the importance of soft skills for management students' careers. It finds that while hard skills and academic performance were once prioritized by employers, soft skills like communication, teamwork, and emotional intelligence are now essential for success. The study surveyed 50 management students and faculty in Bangalore to understand how well soft skills training is incorporated and its benefits. It determined that soft skills like communication are crucial as they influence interactions and job performance. However, older teaching methods do not sufficiently develop these skills. Integrating soft skills training into courses could better prepare students for today's work challenges.
Job readiness is a complex process that requires significant preparation for each specific job. It determines career success. Students often fail to properly prepare for their first job. Workplaces have changed and now value skills like teamwork, communication, digital competence, and critical thinking over just a degree. Employers want assurances candidates can transition from school to work. Career readiness programs help students identify skills, build capacity, invest in their future, develop critical thinking and communication skills needed for today's workplaces.
The study assessed human resource management strategies for enhancing employees’ motivation in Edo State. The study was guided by four research questions with a population of 182 business educators in universities in Edo and Delta States. The study employed descriptive survey. Three experts validated the questionnaire with a reliability of. 0.71 obtained using Pearson’s Product Moment Correlation. Descriptive statistics of Mean was used to answer the research questions. From the analysis, it was revealed that employers empowered their employees to very low extent; employers rewarded their employees to high extent; employers redesigned employees’ jobs to low extent, and employers created flexible jobs for their employees to low extent respectively. Consequently, it was recommended that workers should be sufficiently empowered to enhance higher performance and more productive. This will also go a long way to reduce attrition rate, the use of verbal praise, allowing workers’ personal development should be given priority attention by management to enhance higher productivity, and management should redesign tasks/jobs from time to time so as to enhance motivation, job satisfaction, commitment to reduce absenteeism and turnover, among others.
Impact of Skill Development Training among School Teachers inventionjournals
Skill development training provided for the educated youths will maximize the merits of education system in India with productivity and employability skills expected by organizations and institutions in a developing country like India. The present study is used to analyze about the impact of skill development training provided to 63 school teachers from secondary and primary schools of Tirunelveli, Tamilnadu. A structured questionnaire was used in this study to explore the results with the help of statistical package for social science (SPSS). From the study it is revealed that the skill development is essential for younger generation to improvise their opportunities in the field of computer science in their career and for their future.
INCLUSIVE TRAINING AT WORKPLACE THROUGH INFORMATION TECHNOLOGYIAEME Publication
Information technology plays an important role in the training process. It plays an important role in the day to day life of the employee. At present IT is the driving force behind each and everything. In case of training IT has replaced the traditional way of training. Inclusive training tries to address the individual training as per the requirement of the employees. Through this paper the authors have tried to understand the concept and creation of workplace training. In this regard secondary data has been collected and the objective is to understand the concept of inclusive training and the importance of information technology in this direction.
The document discusses Directi's employee referral program that rewards employees for referring job candidates.
- Directi employees can refer friends and conduct initial interviews. If the candidate is hired, the referring employee receives a Honda Brio car or cash equivalent.
- The goal is to encourage employees to participate in hiring and select future colleagues while being rewarded. Only product developers can currently participate.
- Directi's founder says acquiring and retaining top talent has been key to their success, so this program aims to attract the best talent and incentivize referrals.
Vijay Anand L.V. is the director and head mentor of Hirington Academy in Chennai, India. He has over 13 years of experience in recruitment and has interviewed hundreds of candidates. The document discusses that 60% of Indian graduates lack proper employability skills based on a NASSCOM study. It suggests continuous training on skills like problem solving, teamwork, communication from the early graduation stage is needed to improve this. The solution proposed includes establishing long-term career enrichment programs focused on both technical and soft skills training.
mm bagali....... skills phD..... Skills..... Competency .........Skills synop...dr m m bagali, phd in hr
This document provides details about a final synopsis submitted for a research study on "Bridging Employability Gaps in the Higher Education Space related to Management Sciences". It includes an introduction outlining the growing number of MBA graduates in India but low employability rates. It also summarizes literature reviewing employability gaps and skills mismatches between management education and industry needs. The synopsis then outlines the research problem, objectives, hypotheses, design, and expected outcomes of the study.
The solution for unemployed graduate can still be found but when it comes to unemployable - then it becomes very challenging. Let's explore into this on-going disaster and see where's the light amidst all the darkness.
TCS has launched an initiative in the UK to address the skill gap in digital careers. They partnered with The Tech Partnership and MyKindaCrowd to create teaching resource packs for schools to educate students about IT career options and requirements. The resource packs aim to inspire more young people to pursue digital skills careers by providing industry insights and guidance on technology roles and education paths. TCS volunteers will also host sessions in schools using the materials to generate enthusiasm for digital careers.
Entrepreneurship Education for Human Resource Development: Study Bibliometricijejournal
The human resource development strategy involves higher education. In this manner, the business course plans to furnish understudies with the abilities required in the realm of work.. However, the success of entrepreneurship education (EE) still cannot meet the expectations of human resource departments in several companies. Student skills only match the needs of SMEs. Through bibliometric analysis, this study seeks to ascertain future research directions on the relationship between (EE) and human resource development (HRD) for improvement. Using "Publish and Perish" and "Mendeley web importer" Publishing trends peaked in 2017 and 2021 with 42 articles. The first rank is occupied by Sustainability (Switzerland) Journal with a total of 31 articles. The quote pattern shows an up-and-down pattern. there are 4 clusters. Clusters 1 and 2 each have 7 items. Clusters 3 & 4 each have 2 items. author collaboration with a minimum number of occurrences of two documents, resulting in 8 authors who are connected consistently. The implication is that the implementation of EE must be reorganized starting from input, process to output in order to meet HR needs. for further research this study suggests new indicators for EE and HRD variables.
The document is a project report submitted to the Indian Institute of Planning and Management on talent management at IBM. It includes an abstract that discusses the importance of talent management for organizations in today's competitive environment. It outlines the objectives of studying talent management's impact on organizational productivity at IBM. The report contains sections on IBM's company profile, the research methodology used including primary and secondary data collection, a literature review on talent management, and a questionnaire used in the study. The findings from the questionnaire indicate that talent management increased productivity at IBM through job alignment, talent identification and development. Effective talent management practices like rewards, training and performance appraisal ensured IBM had a skilled, motivated workforce. Challenges in implementing talent management related to job alignment
Redefining Workplace Learning For The 21st CenturyBy Jenny Dearb.docxsodhi3
Redefining Workplace Learning For The 21st Century
By Jenny Dearborn, Vice President, Chief Learning Officer, SuccessFactors – an SAP company
Forbes, October 2013
Disruptive technologies and shifting demographics are redefining the workforce. In response, smart companies are reinventing workplace learning in an effort to make their programs more relevant and effective, and to create a culture that encourages continuous learning and develops innovative leaders at all levels of the organization.
“Today, workplace learning has achieved mission-critical status,” says Sam Herring, CEO of Intrepid Learning. “Global CEOs face an environment that is more competitive than ever—one in which they live or die by their ability to lead innovation, which can only be realized by having world-class talent that is highly competent, motivated and engaged. Top companies understand this connection, and they know that success requires more than waging a war to acquire talent; it requires that they strategically develop the talent they need to envision and execute the business strategies that will make them successful in the future.”
Get out of the classroom
For most of the last century, workplace learning had a familiar look and feel: students sat in rows taking notes as an expert stood at the front of the room and dispensed information. Technology offered new ways to communicate and learn, but all too often technology-based learning programs turned out to be little more than upgraded versions of the same traditional K-12 model.
Today, that is changing rapidly. New advances in mobile devices and cloud technology, a deeper understanding of neuroscience and how humans learn best, and the emergence of the millennial workforce—the tech-savvy generation that is the largest in U.S. history—is creating a growing demand for more innovative and informal approaches to workplace learning.
“Employees no longer see their careers as the function of a single organization, but as the culmination of a purposeful set of development experiences they own themselves,” says Mary Slaughter, senior vice president and chief talent officer at Sun Trust. “When you combine their motivations with ubiquitous, on-demand access to skills and knowledge, and the unrelenting pressure to increase workplace productivity, it’s fruitless to maintain traditional, static learning architectures.”
How workplace learning is changing
In the very near future, workplace learning will be about social collaboration, team-based activities, and decentralized peer-to-peer learning. Learning will be mobile, and access will be continuous and instantaneous. Workers will attend fewer scheduled classes and online training sessions. Instead, short videos, game-like simulations, and peer communities that offer networking, information sharing and informal coaching will engage and motivate workers by delivering “anyplace, anytime learning.”
In the future, workplace learning will be increasingly experiential and relationsh ...
How to Enhance The Employability Skill Development in IndiaNehaNaayar
Employability skills development are a set of personal qualities, attitudes, and behaviors that make an individual capable of getting and keeping a job and advancing in their career. These skills are also known as soft skills or transferable skills and can be applied in various industries and job roles.
One of the most important employability skills is communication. Effective communication is crucial for success in any job, as it helps individuals to convey ideas, give and receive feedback, and interact with colleagues, clients, and customers. This includes both verbal and written communication, and the ability to adapt communication style to different situations and audiences.
The document discusses various ways to boost skills and employability for youth. It recommends developing time management, customer service, professionalism, conflict resolution and practical job skills. It also suggests advancing education through training, mentoring and professional development. Organizational skills and participating in long-range planning can also help youth career advancement. Effective youth employment programs focus on developing skills needed for jobs and providing services like vocational training, career exploration and residential programs for disadvantaged youth. Programs should continuously improve and document skills gained by participants.
Graduates paper - Transforming today’s graduates into tomorrow’s leadersParity Professionals
Developing graduate talent that can make a measurable and lasting positive impact on organisational culture and business
success – but it requires a carefully thought out investment strategy.
Similar to Integrating Soft Skill Training in Professional Courses for Sustainable Employment: An Overview (20)
Retired: What Happens When They Aren’t at the Bridge Table?bijsshrjournal
This document summarizes a study that interviewed 40 retired individuals (20 males and 20 females) to understand their perspectives on finances, housing, lifestyle, and health after retirement. Key findings included that respondents were generally satisfied with their financial plans and housing choices. Family was an important motivation. Health issues like arthritis were commonly mentioned challenges. Opinions on end-of-life issues like physician-assisted suicide were also discussed. The study was intended to provide marketing insights into this growing consumer segment.
This document provides a summary of a paper on political theories of freedom and choice. It discusses competing accounts of freedom from thinkers in the Western tradition like Kant, Burke, and critical theorists from the Frankfurt School. It examines Kant's views on freedom of the will and democratic peace. It also looks at Edmund Burke's support for limited constitutional freedoms. The document concludes by briefly discussing Martin Heidegger and Hannah Arendt's contributions to understanding the impact of technology and action on freedom.
Assignment-Specific Stress Inoculation Training for Highly Specialized IT Per...bijsshrjournal
As a result of their institutional assignments, highly specialized information technology (IT) personnel often find themselves in unpredictable and complex situations with a high level of difficulty. The complexity of the
tasks to be carried out and the management of these tasks have set new challenges for this category of personnel. It is all the more important, therefore, that the personnel employed should acquire differentiated stress control techniques during qualifying training to develop a long-term performance capability. Following up on the earlier
mentioned challenges, an assignment-specific stress inoculation training for highly specialized IT personnel is being
introduced against the background of relevant stressors in the context of IT.
The document summarizes research on the Teochew Chinese community in Thailand. It discusses how the Teochew Chinese were among the first Chinese groups to migrate to ancient Siam for economic opportunities. They formed business associations and came to represent around 15.5% of Thailand's population. The Teochew Chinese have maintained their customs while also integrating into Thai society, with some becoming political leaders. The paper examines evidence from Chinese cemeteries in Malaysia and Singapore to support the claim that the Teochew Chinese formed large communities in Southeast Asia, including Thailand. It provides historical context on Chinese migration to the region and analyzes theories on the integration of the Chinese into Thai society.
The Difference between Cetasika in Abhidhamma Pitaka and Abhidhammattha Sangahabijsshrjournal
Purpose: The objective of this article is to study the difference of cetasika in Abhidhamma Pit.aka and Abhidhammattha Sangaha.
Methodology: There are 45 volumes of the Pali-Tipit.aka of Siam Kingdom. 12 volumes, volume 34–45, belong to Abhidhamma Pit.aka. Volume 34 gives explanations about mind, mental factors, form and Nibbana. There are 56 mental factors, 20 neutral, wholesome and unwholesome mixed consciousness, and 36 completely wholesome
consciousness (20 + 36), and 12 completely unwholesome consciousness (12 + 20). All these are collectively referred to as “Dhamma 56 or Cetasika 56” . But, In Abhidhammattha Sangaha, cetasika is divided into 52; 13 neutral consciousness, 14 unwholesome consciousness, and 25 wholesome consciousness. Main Results: The result indicated that in Abhidhammattha Sangaha, the similar Dhamma items are reduced, such as satindriya and satibala are reduced to sati, saddhindriya and saddhabala are reduced to saddh ¯ a. It is assumed ¯ that the author may be done to facilitate the study for the general public. Implications: The addition of other topics in Abhidhammattha Sangaha(Not in Abhidhamma Pit.aka) such as
uddhacca, manasikara etc., should be further studied.
Stylistics Variations: An Understanding of Language of Gay People Based on Ph...bijsshrjournal
The gay vernacular, a language created by the LGBT community, is one of the amazing modern languages of today. To protect themselves from the hurt of societal disgrace, gay individuals started to establish their own language. It also has linguistic characteristics shared by LGBT educators who frequently talk about phonemic diphthongs. To identify the phonetic diphthongs uttered, their focus on their everyday lives of teaching as well
as their meanings, this qualitative research employed a case study in conjunction with discourse analysis through production task and elicitation. Semi-structured interviews were used to gather data from purposively selected 8 informants in a secondary school of Don Sergio Osmena Sr. Memorial National High School, Cebu City, Philippines. ˘ The study revealed that the stylistic variation of gay faculty members is in the coinage through colleagues’ speech influence, the creation of own words was through attachment and cropping wherein an original word is cut off and has a new component and meaning, and there are existing words used in gay lingo that have different meanings. In order for everyone to have a deeper understanding of the culture, discursive studies of gay lingo are needed. School administrators should also mandate seminars and other activities for teachers about understanding gay language and its neologisms or the creation of their own words and structural processes.
सुप्रीम कोर्ट ने यह भी माना था कि मजिस्ट्रेट का यह कर्तव्य है कि वह सुनिश्चित करे कि अधिकारी पीएमएलए के तहत निर्धारित प्रक्रिया के साथ-साथ संवैधानिक सुरक्षा उपायों का भी उचित रूप से पालन करें।
Guide on the use of Artificial Intelligence-based tools by lawyers and law fi...Massimo Talia
This guide aims to provide information on how lawyers will be able to use the opportunities provided by AI tools and how such tools could help the business processes of small firms. Its objective is to provide lawyers with some background to understand what they can and cannot realistically expect from these products. This guide aims to give a reference point for small law practices in the EU
against which they can evaluate those classes of AI applications that are probably the most relevant for them.
Lifting the Corporate Veil. Power Point Presentationseri bangash
"Lifting the Corporate Veil" is a legal concept that refers to the judicial act of disregarding the separate legal personality of a corporation or limited liability company (LLC). Normally, a corporation is considered a legal entity separate from its shareholders or members, meaning that the personal assets of shareholders or members are protected from the liabilities of the corporation. However, there are certain situations where courts may decide to "pierce" or "lift" the corporate veil, holding shareholders or members personally liable for the debts or actions of the corporation.
Here are some common scenarios in which courts might lift the corporate veil:
Fraud or Illegality: If shareholders or members use the corporate structure to perpetrate fraud, evade legal obligations, or engage in illegal activities, courts may disregard the corporate entity and hold those individuals personally liable.
Undercapitalization: If a corporation is formed with insufficient capital to conduct its intended business and meet its foreseeable liabilities, and this lack of capitalization results in harm to creditors or other parties, courts may lift the corporate veil to hold shareholders or members liable.
Failure to Observe Corporate Formalities: Corporations and LLCs are required to observe certain formalities, such as holding regular meetings, maintaining separate financial records, and avoiding commingling of personal and corporate assets. If these formalities are not observed and the corporate structure is used as a mere façade, courts may disregard the corporate entity.
Alter Ego: If there is such a unity of interest and ownership between the corporation and its shareholders or members that the separate personalities of the corporation and the individuals no longer exist, courts may treat the corporation as the alter ego of its owners and hold them personally liable.
Group Enterprises: In some cases, where multiple corporations are closely related or form part of a single economic unit, courts may pierce the corporate veil to achieve equity, particularly if one corporation's actions harm creditors or other stakeholders and the corporate structure is being used to shield culpable parties from liability.
Business law for the students of undergraduate level. The presentation contains the summary of all the chapters under the syllabus of State University, Contract Act, Sale of Goods Act, Negotiable Instrument Act, Partnership Act, Limited Liability Act, Consumer Protection Act.
Corporate Governance : Scope and Legal Frameworkdevaki57
CORPORATE GOVERNANCE
MEANING
Corporate Governance refers to the way in which companies are governed and to what purpose. It identifies who has power and accountability, and who makes decisions. It is, in essence, a toolkit that enables management and the board to deal more effectively with the challenges of running a company.
What are the common challenges faced by women lawyers working in the legal pr...lawyersonia
The legal profession, which has historically been male-dominated, has experienced a significant increase in the number of women entering the field over the past few decades. Despite this progress, women lawyers continue to encounter various challenges as they strive for top positions.
Genocide in International Criminal Law.pptxMasoudZamani13
Excited to share insights from my recent presentation on genocide! 💡 In light of ongoing debates, it's crucial to delve into the nuances of this grave crime.
The Future of Criminal Defense Lawyer in India.pdfveteranlegal
https://veteranlegal.in/defense-lawyer-in-india/ | Criminal defense Lawyer in India has always been a vital aspect of the country's legal system. As defenders of justice, criminal Defense Lawyer play a critical role in ensuring that individuals accused of crimes receive a fair trial and that their constitutional rights are protected. As India evolves socially, economically, and technologically, the role and future of criminal Defense Lawyer are also undergoing significant changes. This comprehensive blog explores the current landscape, challenges, technological advancements, and prospects for criminal Defense Lawyer in India.
Presentation (1).pptx Human rights of LGBTQ people in India, constitutional a...
Integrating Soft Skill Training in Professional Courses for Sustainable Employment: An Overview
1. BOHR International Journal of Social Science and Humanities Research
2022, Vol. 1, No. 1, pp. 17–24
https://doi.org/10.54646/bijsshr.004
www.bohrpub.com
Integrating Soft Skill Training in Professional Courses for
Sustainable Employment: An Overview
Prasanta Kumar Padhi1,∗, Bidya Singh1 and Anwesha Nayak2
1Department of Humanities, Veer Surendra Sai University of Technology, Odisha, India
2IIyr English Honours, Rama Devi Women’s University, Bhubaneswar, Odisha, India
∗Corresponding author: zyitu100@gmail.com
Abstract. There has been a significant shift in the educational and employment scenario in recent years. Employers
used to prioritize individuals with a strong academic record and relevant work experience, but today, persons
with superior soft skills have surpassed them. It is typical to discover that graduating students lack the necessary
abilities to work effectively in a corporate environment. Recruiters believe that new hires lack soft skills such as
the capacity to effectively communicate, think creatively, solve problems independently, work well with others, and
act professionally. This is one of the main reasons why many students, even those with relevant degrees, find it
difficult to find work. This can lead to students questioning the practical worth of the many professional degrees
that are offered in contemporary times. To close this gap, the field of training and development has developed a
rapidly expanding and specialized sector known as “soft skill training.” Both technical and soft skill development
are viewed as essential for an employee’s efficacy and success at work. Researchers claim that learning soft skills
is more important and critical for professional development than learning technical abilities, and as a result, it is
considered one of the most in-demand core talents for organization growth and development. The purpose of this
article is to highlight some of the practical implications of soft skill training in bridging the gap between industry
needs and curricular gaps. It also tries to look into the influence of soft skill training in terms of its importance,
utility, and subsequent competence development.
Keywords: Employability, grooming, performance, communication, training.
INTRODUCTION
The character qualities and interpersonal abilities that
affect how well a person can work or interact are some-
times referred to as soft skills. The word “soft skills” refers
to a broad variety of abilities including teamwork, time
management, empathy, and delegation. The scientific foun-
dation for these abilities is frequently derived from social
and applied psychology topics such as personality, atti-
tude, perception, emotions, motivation, group behavior,
leadership, and many others. Soft skill training programs
grew in popularity in India as the IT industry grew,
particularly in the BPO industry, and excellent communi-
cation skills became a fundamental business requirement.
Employers now see the value of soft skill development
programs in helping people become professionals from
several angles. Young graduates are taught interpersonal,
behavioral, and communication skills that will improve
their effectiveness at work, such as the capacity to speak
clearly, the capacity to read body language and communi-
cate effectively, the capacity to lead others, the capacity to
be aware of oneself by understanding oneself and others,
the capacity to solve problems, the capacity to handle con-
flicts, and the capacity to interact with others. Because each
of the aforementioned abilities is so specialized, specific
training areas have emerged under the general heading
of soft skill training. Collaboration and coordination are
essential abilities for the majority of modern jobs, thus
getting soft skill training is essential if you want to increase
your employability and land your ideal job. These train-
ings are certain to boost one’s career productivity, foster
professional connections, and help one succeed at work.
To succeed in this competitive climate, professionals need
to have excellent soft skill competency in addition to their
17
2. 18 Prasanta Kumar Padhi et al.
professional qualifications and subject expertise. In a recent
study, it is found that in the professional world, only
15% of success is determined by hard skills, whereas the
remaining 85% is determined by soft skills [16]. It is time
to incorporate soft skill training into educational programs
for recent graduates to increase their employment poten-
tial. The majority of professional schools in India have
started a number of initiatives and programs to assist
students in enhancing their soft skills in preparation for the
future workforce. They do this because they recognize the
value of soft skills in today’s competitive world by prepar-
ing competent and relevant workers for the economic and
social growth of our nation. These institutions employ a
variety of strategies and techniques to nurture the much
sought-after skill sets to produce the right kind of man-
power for the demands of the nation’s rising knowledge
economy.
The youth of India, which is considered to be our
strength, could end up being a problem in the coming
future. According to a 2010 poll by the Federation of
Indian Chambers of Commerce and Industry (FICCI) for
303 firms nationwide, it is revealed that the majority of
graduates lack the required “soft skills” for employment
in the job sector [9]. Although graduating students in India
are aware of the value of soft skills, they have not been able
to effectively prepare themselves with these skills. Both
the students and the colleges from which they graduate
may be responsible for such deficiencies. The majority of
students entering the IT profession are engineering grad-
uates. If we take a closer look at engineering education,
we will see that there have been significant problems for
engineering colleges due to the current increased demand
for engineering education. Chairman of NIIT Technologies,
Rajendra Pawar, commented that “every year, around 2
million students and 300,000 engineering graduates from
colleges across India graduate. However, just 10 to 15
percent of graduates are qualified for jobs in the corporate
sectors.” To be hired in the IT industry, over two-thirds
of the 300,000 engineering graduates need to be reskilled.
Unfortunately, IT organizations have faced significant diffi-
culties hiring young people who, despite being technically
qualified, lack English language skills, despite the fact that
employers see English communication as a prerequisite
for employment. To sort out this issue, teaching at our
educational institutions has to be prioritized because the
standard of instruction in many of them seems to have
declined over time. It is high time that we should shift
our focus from producing quantity to quality education,
as most institutions do not appear to be aware of the
most recent market demands. As a result, there appears
to be a big gap between the skills enhanced through
the curriculum and those needed for workplace effec-
tiveness, and this industry–academia gap needs to be
bridged.
DISCUSSION
The educational and job market environments are rapidly
changing in recent times. Those with a strong academic
background and relevant professional experience were
highly sought after by most business entities a decade
ago. Hard skills and experience, however, are no longer
adequate for entry and advancement in the corporate
world. Employers want to hire and promote people who
are resourceful, ethical, and self-directed, as well as have
excellent communication and soft skills. Corporate recruit-
ing has been limited due to a scarcity of soft skills among
candidates. As a result, soft skill training is now widely
recognized as a vital performance monitoring intervention
that enables the presentation of proper behavior that is
critical in achieving optimum performance from each of
its members. Soft skills teaching should, without a doubt,
begin at a young age, at the primary level of education.
Even before a child is admitted to a school, the develop-
ment of soft skills begins at home. The job market in the
twenty-first century is uncertain. As a result, it is critical
to educate, enlighten, and advise the younger generation
on the relevance of these abilities during job hunting,
interviewing, and in the workplace too. Soft skills learning
would be extremely beneficial and supportive in leading
a tranquil and joyful existence. As a result, educational
institutions and training centers should begin focusing on
various methodologies and techniques in order to improve
the soft skills of students.
A rising number of businesses around the country
are emphasizing student education in soft skills as part
of their overall business strategy. Many recruiters now
a days pay greater attention to soft skill training than
technical training, as just hard skills are not sufficient
enough to survive in the corporate world. This argument
is well-founded, as there are several examples of corpo-
rate executives who, although having domain knowledge,
are unable to advance their careers due to their failure
to display interpersonal skills and appropriate workplace
behavior, sometimes referred to as soft skills. According
to research, personnel of an Indian blue-chip company
spent 63 percent of their communication time listening
to one another, whereas just 4 percent read, 11 percent
wrote, and 22 percent spoke [11]. There are differing views
on the significance, applicability, and impact of soft skill
training in changing certain behavioral and performance-
related impacts, as well as the prospect that trainers might
become the most influential people in the organization. The
numerous managerial frameworks created in recent years
by notable scholars on this subject have greatly contributed
to our understanding of the value of soft skills for job
competence as well as the best methods for teaching soft
skills and transferring soft skill training. Numerous moti-
vational gurus have argued for the significance of behavior
3. Integrating Soft Skill Training in Professional Courses for Sustainable Employment 19
and attitude in successful organizations, including Dale
Carnegie and Zig Ziglar.
The development of soft skills includes learning lan-
guage as a component of communication skills, as well as
more refined aspects of lifestyle learning and practical life
skills such as business etiquette and corporate grooming.
The goal of soft skill development is to create a final
product in the form of a person who has the greatest
percentage of the desirable traits identified by organiza-
tional behavior research. It aspires to exterior refinement,
polish, perfection, and sophistication, as well as long-
term and consistent changes in an individual’s cognitive,
emotional, and behavioral qualities. Soft skill training and
learning is seen as a laboratory activity or workout since it
necessitates regular practice and drilling. Soft skills labs are
typically used to refer to soft skill training courses. Experi-
ential methods such as role-playing, to aid professionals in
developing these skills, simulations, outward and inbound
training programs, team games, and other activities are
used. Teachers at educational institutions prepare their
pupils to thrive in hard skills such as the technical abil-
ities needed to carry out certain jobs, writing, reporting,
and other job-specific abilities. These skills are thought
to have an immediate influence at work, but mastering
soft skills is comparatively difficult as they are mostly
personality-based. Gaining proficiency in these skills will
enable students or employees to advance at a faster rate
and become more self-sufficient. As English is widely uti-
lized around the world in business, technology, education,
and other fields, English classrooms have evolved into soft-
skilling training facilities. Here, the role of English teachers
to shoulder the extra responsibility of soft skill trainers
is quite pertinent. With their exceptional command of the
English language and social skills, they can interact with
pupils and instruct students in communication techniques
in an efficient manner.
Companies are sending an increasing number of exec-
utives for overseas assignments and projects owing to
the increase in global competitiveness, opportunities for
global marketing, new market access possibilities, as well
as a number of international mergers and acquisitions.
Developing competencies to interact well with co-workers
from other cultures is necessary for professionals who
travel or are assigned job responsibilities overseas. For
companies trying to remain competitive globally, the rise
in cross-cultural interactions and overseas postings has
produced a new issue. International and global managers
must overcome several obstacles, including those related
to cross-cultural leadership, personality issues, lifestyle
concerns, language hurdles, and difficulties with written,
verbal, and nonverbal communication. These obstacles can
make expatriates fail. Over the past 10 years, cross-cultural
training programs have become wildly popular in India
and other nations due to the significance of these issues for
both international competitiveness and corporate success.
The goal of cross-cultural training modules is to teach non-
natives soft skills that enable them to better understand
the subtleties of various cultures. To this end, they inform
non-natives about important cultural differences, as well as
about the health, safety, and environmental concerns spe-
cific to other cultures. Additionally, they teach non-natives
coping skills and teach them about common reactions and
emotions.
Many believe that kids may develop their attitudes,
behaviors, and personalities from an early age and that
educating their soft skills will accelerate their development
as executives. Numerous organizations and independent
training professionals also provide soft training programs
for kids and teenagers to help people improve their social
skills. There is also a rise in the extent of soft skill training
for working executives in outbound locations in order to
enhance team-working abilities and resolve interpersonal
conflict in order to execute the job effectively. Outbound
training programs, which are frequently referred to as
adventure sports such as treasure hunting, trekking, camp-
ing, and raft racing are used to teach teams how to survive
and escape from dangerous situations. Such trainings aid
in the mending of divisions as well as the identification of
leadership abilities in the most unexpected people.
The market for soft skill training programs has grown
significantly as a result of the high emphasis put on
employing the proper soft skills for performance by busi-
ness and academia. The utility and impact of the training
programs are also hot topics of debate. Soft talents may
be learned in school via parental upbringing, cultural
environment, or even through DNA, according to certain
theories. The significance of this education, however, can-
not be overstated, and businesses must do their part to
assist staff members who have not had the opportunity to
learn these skills. Programs for soft skill training may need
to be customized to address the special talents of people
in particular and important jobs. The most significant soft
skill qualities that may be developed through soft skill
training programs are the following.
The English language cannot be simply ignored or dis-
regarded when discussing communication. According to
Pandit Jawaharlal Nehru, English serves as India’s win-
dow to the contemporary world and is used in nearly
every aspect of human effort. The only language that
allows us to see the advancements being made in the
field of economics, science, and technology is English.
Learning English may be quite difficult for students whose
mother tongue is not English and who have received their
education from a regional language-medium school. To
succeed in the academic and professional sectors, students
must acquire sufficient English language skills. The studies
carried out on the importance of oral communication skills
show industry professionals give utmost importance to
communication skills. Out of the four fundamental skills
to be acquired during language learning, communication
4. 20 Prasanta Kumar Padhi et al.
skills are ranked as the most important. Speaking and
presentation skills are actually thought to be some of the
finest career enhancers for determining whether a stu-
dent’s career would advance or collapse (Patil, 2013). A
successful professional career requires effective interper-
sonal skills. Employers across all technical fields search
for a variety of intangible skills, regardless of the role in
which an employee is working. Strong interpersonal skills
are required because an engineer’s job involves more than
simply technical work; they routinely communicate with
clients and collaborate with other professionals.
The ability to effectively communicate verbally fosters
leadership and self-confidence. Students will flourish intel-
lectually and socially when they have self-confidence in
their skills. It is crucial that they should develop original
ideas by consulting sources outside of the community [8].
One needs to develop strong oral communication skills in
order to succeed academically and professionally. A poorly
executed interview, sales presentation, or legal argument
may have effects that go far beyond the speaker. One
who has strong communication skills will be able to act
with confidence in a variety of personal, professional, and
academic settings. Verbal communication has transformed
into digital in recent years thanks to video conferencing
and other hi-tech tools and software. Training for verbal
communication skills involves improving vocabulary, sen-
tence structure, grammar, pronunciation, and voice modu-
lation. Voice and inflection might be included in verbal and
nonverbal communication training courses because they
are related to nonverbal communication.
Nonverbal communication is the process of exchang-
ing messages nonverbally in order to communicate with-
out using words. Gestures, postures, facial expressions,
eye contact, dressing sense, hairstyles, and even signs
and symbols are all examples of nonverbal signals. Since
it may enhance a person’s capacity to relate, engage,
and create meaningful encounters in daily life, nonver-
bal communication is important in our lives. A deeper
understanding of this mode of communication could help
individuals form closer connections with others. Body lan-
guage is commonly used interchangeably with nonverbal
communication, despite the fact that body language is
only one aspect of nonverbal communication. Nonverbal
components such as paralanguage and speech training
include crucial components such as rhythm, intonation,
and emphasis, as well as voice quality and speaking style.
Nonverbal components of written texts also include things
such as word spacing, symbol and emoticon use, and the
sort of writing medium or media utilized to convey the
written information.
Having the capacity to write clearly and successfully
for a variety of audiences is the major objective of busi-
ness writing skills. Any writer who writes for business
must write succinctly, logically, simply, accurately, with
politeness, and with confidence in order to accomplish
the assignment with the reader’s goodwill and to send a
clear and unmistakable message. Writing skills are one of
the most important qualities that employers look for in
entry-level and junior management executives. Learning
and developing business writing skills can help some-
one grow in their career. An organization runs smoothly
when there is effective communication. Effective writing
boosts productivity and enhances cross-functional collab-
oration, especially in today’s expanding globalized work-
place where teamwork is highly valued. Your ability to
write effectively for business purposes will develop as you
become more aware of its significance. Writing persua-
sively is an effective strategy for both internal and external
communications. Professionals in sales and marketing are
found to be successful in persuading people to buy the
company’s goods and services, or at least to pay attention
to its promotions, through the tactful use of written words.
Written communication skill training teaches participants
how to write business letters, memoranda, claim letters,
business and research proposals, reports, note-taking, min-
utes and agenda, developing reading skills, employment
communication, and notices, among other essential busi-
ness writing styles and rules. Technology has broadened
the definition of written communication skill training to
cover social networking site communication, the etiquette
of sending fast messages, and the etiquette of writing
successful emails. Business writing training approaches
put a lot of focus on following a formal framework to
communicate mastery of many sorts of writing, includ-
ing conceptual comprehension and rigorous practice via
written tasks. Although writing styles do alter throughout
time, they tend to loosen up as a result of social networking
sites and technology.
Leadership skills are essential for young creative minds.
This facilitates productive and effective staff interaction.
It contains the capacity to influence others to work in a
specific direction, a safe environment, and general opti-
mism. The act of influencing people to achieve a goal and
directing an organization in a way that strengthens its
coherence and cohesiveness is known as leadership. Drive,
a desire to lead, honesty and integrity, self-assurance,
intellect, grasp of the subject matter of the job, and extro-
version are the seven characteristics that make a person a
strong leader. Robbins and Coulter have rightly observed
that leaders have a strong desire to succeed and work
persistently to attain their goals. They establish relation-
ships with their followers based on trust and show a
willingness to accept responsibility. With their knowledge
and self-assurance, they gather, analyze, and interpret vast
volumes of information while persuading followers that
their objectives and choices are the right ones [15]. Leader-
like attributes leadership training is often given to top
executives who are measured against business achieve-
ment through organized management programs, which
is a different field of training in soft skills. Leadership
5. Integrating Soft Skill Training in Professional Courses for Sustainable Employment 21
training covers a wide range of subjects, including theories
and models of leadership, the essential characteristics and
behaviors of successful leaders, leadership communication
skills, techniques for mentoring and counseling, training
in motivation and social responsibility, and many more. It
also focuses on helping prospective leaders develop their
own personal purpose and vision statements and come up
with their own special management techniques that are
inherent in people.
Self-awareness is the knowledge of one’s feelings, sen-
timents, inner ideas, and individual rights. “Emotional
intelligence refers to one’s ability to be aware of one’s
own feelings, be aware of others’ feelings, to differentiate
among them, and to use the information to guide one’s
thinking and behaviour” (Salovey and Mayer, 1993). It also
entails comprehending the feelings and thoughts of others.
It teaches people to be aware of their own actions and how
they influence others. Emotional competence, according
to Daniel Goleman, is an “acquired talent based on emo-
tional intelligence that culminates in great work perfor-
mance.” The five components of emotional intelligence are
self-awareness, drive, self-control, empathy, and relational
competence. People likely to have failures in their work if
they do not develop emotional intelligence (EI). They either
struggle to overcome unpleasant workplace situations or
are unable to find possible solutions, which puts their
family and career in jeopardy. These people never respond
favorably to their counterparts nor do anything produc-
tive. Even unintentional actions may be taken personally
by them. They are generally deprived of success at work
by these kinds of circumstances. Numerous studies have
demonstrated that those leaders who have greater levels of
EI are the most effective in businesses. Because employers
value EQ as important as IQ, it is unquestionably a crucial
component of the soft skills that professional students
should learn.
Emotional intelligence is viewed as a great way to
improve an organization’s environment, culture, leader-
ship, and team dynamics. As a result, it is viewed as
a valuable tool for improving an organization’s environ-
ment, culture, leadership, and team dynamics. Through the
use of validated EQ instruments, self-awareness training
programs seek to provide participants with the skills to
increase their emotional intelligence (EQ), allowing them
to work together and share their own learning experiences.
Participants can better understand their own behavioral
patterns by observing how they are feeling and how they
react to underlying emotions.
Many personality development specialists and psy-
chotherapists teach assertiveness, and it is the subject of
many popular self-help books. It is associated with self-
esteem and is seen as a crucial behavioral ability. You can
explain yourself clearly and defend your viewpoint by
being assertive. It can also support you in doing this while
respecting the rights and opinions of others. Additionally,
being assertive can help you increase your notion of self
and gain respect from others. This can aid with stress
reduction. If you hesitate to say no and find yourself
taking on too many responsibilities, it might be extremely
helpful to you in reducing stress. Assertive people can
freely communicate their feelings, thoughts, and desires,
postulate their rights, and regulate their anger. This doesn’t
mean they can repress their emotions; rather, it means they
can control them for the time being. Programs that teach
assertiveness cover topics including managing sensitive
criticism, expressing oneself, and resolving conflicts ami-
cably in circumstances that call for assertive behavior and
sound judgment.
The process of organizing and planning how to spend
your time between different activities is known as “time
management.” When you have to accomplish more in
lesser time, effective time management allows you to oper-
ate more efficiently and deliver more in less time. Failure
to manage time reduces effectiveness and increases stress.
Furthermore, it is the ability to effectively organize and
arrange one’s work in order to complete tasks as quickly
as possible while using the least amount of time, energy,
money, and personnel. In today’s world, time is regarded
as a highly perishable notion. Time is irreversible, which is
why it is critical to invest in training in this area. Identifica-
tion of time wasters, goal-setting, priority-setting, getting
organized, and using organizers and other gadgets to help
manage time are all concepts covered in time management
training. Stress management and problem-solving training
are intimately linked to time management training.
Presentation skills refer to the ability to provide excel-
lent presentations in small or big groups by describing
and demonstrating the content of a topic to an audience.
“Speaking to or addressing a group of people in a struc-
tured, smart, and intentional manner with the goal of
informing, influencing, or amusing a listening audience”
is what public speaking is all about. In order to deliver
an effective presentation, one must have a solid grasp
of the subject matter, strategic planning, awareness of
the audience, a command of voice modulation, sufficient
understanding of nonverbal cues, time management, com-
munication mastery, active listening, and good reading
habits. Delivering presentations differs from giving public
speeches in that the former is typically done for a busi-
ness purpose to influence the audience to do a specific
action, such as responding or reacting in a certain way.
The three steps of preparation, audience analysis, deliv-
ery, and question management are all included in today’s
presenting skills training, as well as oratory and nonverbal
communication elements including gestures, expressions,
voice control, intonation, vocabulary, and posture. The
core of presentation skills training is verbal and nonverbal
communication abilities.
Problem-solving techniques are defined as “The self-
directed cognitive behavioural process through which a
6. 22 Prasanta Kumar Padhi et al.
person seeks to uncover or develop effective or adaptable
ways of coping with troublesome situations encountered
in everyday life” [6]. Social issue-solving training aims to
build a functional understanding of coping and to view
problem-solving as a deliberate, logical, laborious, and
intentional action in order to avoid becoming stuck by dif-
ficulties. As a result of a mental process, decision-making
is the capacity to select an appropriate and timely plan of
action from the available possibilities (cognitive process).
Some of the subjects covered in problem-solving training
modules include selecting the best approach to achieve
a conclusion, developing a SWOT analysis, making deci-
sions, planning and organizing, and finally executing and
addressing issues. One of the most well-known problem-
solving models created around the idea of issue resolution
based on management books and research models is six
thinking hats, which is based on Edward de Bono’s book
“Six Thinking Hats,” which advances the notion of lateral
thinking. Problem-solving is a fresh method for learning
how to use the left and right hemispheres of the brain
to their maximum capacity to find original and under-
standable solutions to a variety of problems. The disaster-
simulation exercise, also known as the desert survival
exercise, is another problem-solving training module that
challenges participants to find creative solutions and make
the best use of available resources in challenging circum-
stances in order to escape dangerous scenarios.
A team is a group of people who have complemen-
tary and equivalent talents that work together to execute
a task, job, or project. Team members share leadership
and accountability for self-management within the group,
and they are very interdependent. The performance of a
team is up to its members, who are also anticipated to
cooperate toward a shared objective and gain from the
team’s triumphs. A team is considered effective when there
is a strong feeling of shared commitment, when synergy
happens, and when the team produces results that are
superior to the sum of the individual efforts. The organi-
zational structure places a significant focus on teamwork,
and individuals who prefer to work in a group are given
preference over those who prefer to work individually.
Through the fusion of ideas and constructive effort from all
team members, the attitude of working in teams, together
with knowledge on how to develop and manage teams suc-
cessfully, helps provide the greatest performance. Among
the topics covered in teamwork training programs are how
teams are created, cross-team and intra-team cooperation,
diversity, productivity, goal-setting, and team performance
management. The purpose of team-building training inter-
ventions is to enhance each employee’s comprehension
of team dynamics, increase accountability in teamwork,
increase individuals’ flexibility by teaching them how to
work in teams, and assist people in putting their attention
on group goals rather than organizational performance
and productivity. The identification and development of
participants’ leadership potential as well as their advan-
tages and drawbacks as team leaders are the main goals
of higher-level team management training. Participants
in teamwork training can set specific team goals, main-
tain a productive and cooperative teamwork environment,
communicate with skilled team members, and exercise
value-based team leadership.
The ability to recognize conflicts and to deal with them
wisely and successfully in order to fulfill tasks is referred
to as conflict management. Conflicting parties frequently
downplay an issue’s significance or deny its existence to
avoid dealing with it [3]. In a corporate setting, it usually
entails efficiently addressing problems, communicating,
and negotiating to achieve organizational objectives. A
key component of the conflict management process is
identifying the strategies for coping and managing work-
place conflict, such as accommodating, where opposing
parties minimize their differences and focus on areas of
commonality to achieve organizational goals, and com-
peting by prioritizing self-interest and disregarding the
interests of others. Other skills learned as part of conflict
management training include verbal and nonverbal com-
munication, as well as written communication to some
extent, assertive skills, problem-solving skills, negotiat-
ing skills, self-awareness, corporate etiquette, and team-
work abilities. Lecture discussion, brainstorming, role-
playing, and simulation games are all used in conflict
management training. A program for conflict manage-
ment can be judged to be effective if there is a reduc-
tion in workplace disputes, an increase in collabora-
tion, and evidence of a positive and productive work
environment.
Business etiquettes are the set of rules that explain how
to behave properly in a corporate environment. We can
communicate more effectively and establish mutual trust
between us if we make others feel at ease and help them
feel the same way. In order to achieve this comfort zone, we
must successfully convey ourselves. Therefore, it is crucial
for everyone to practice and become proficient in corporate
manners and etiquette to establish cordial relationships
with clients, customers, employers, or co-workers. This is
especially true for young aspirants who dream of entering
the corporate world as professionals [12]. Learning about
business etiquette encompasses all aspects of corporate
social interaction, such as self-presentation, communica-
tion, courtesy, and hospitality, as well as norms of expec-
tation in interactions between co-workers, employees, and
clients. The benefits of corporate etiquette training are
projected to include improved personal branding, better
customer service, a wiser and more presentable workforce,
and a smarter workplace. In terms of workplace perfor-
mance, improved etiquette is supposed to help workers be
more productive in job scenarios that necessitate meeting
people and engaging in face-to-face conversations through
formal training.
7. Integrating Soft Skill Training in Professional Courses for Sustainable Employment 23
Business etiquette establishes the standards of behavior
that allow for successful social interactions. Interaction
with external contacts such as vendors, clients, and suppli-
ers is included in office etiquette. The notion of image man-
agement, which focuses on image construction through
deliberate and methodical self-presentation at work, at
business and social meetings, and on social networking
platforms, including online platforms, has recently been
added to the scope of business etiquette training. The usage
of formal and informal dress, accessories, and personal
grooming are all recommended methods for image man-
agement. The etiquette of fine dining and wine etiquette,
social skills for business-related socializing, diversity train-
ing, cross-cultural communication, personal grooming,
business clothing, and gender sensitivity are all topics
covered in business etiquette training. Grooming, too, is
equally important, which is defined as taking care of one’s
appearance, and it is the most significant aspect of soft
skills since how well one takes care of oneself reveals a
lot about one’s personality. Even before we have a chance
to demonstrate our abilities, we are appraised based on
our appearance and attire during an interview. During an
interview, for example, wearing clean, ironed clothes and
proper shoes demonstrates a student’s desire to work for
the organization. If a student is not dressed appropriately,
they are typically regarded as careless and irresponsible.
Today, all recruiters expect their employees to be quite
proficient in English communication skills. Since both
language and soft skills are crucial for the graduates’
future jobs, it is imperative to improve both while teach-
ing English in professional colleges. The goal of teaching
English in the twenty-first century is to build intra- and
interpersonal skills, or, in other words, the so-called soft
skills that are essential for social participation, professional
success, and personal growth. Our capacity to efficiently
and effectively navigate through life can also be influenced
by these attributes. If soft skills are included in the cur-
ricula and syllabi, students would find it easier to work
effectively in their workplace. In this regard, it is quite
pertinent to prepare teachers to provide soft skill training
to students in professional colleges. They must provide a
good example for their students in terms of the numerous
soft skills attributes they demonstrate during the teaching
hours. Teachers must employ a suitable tone, pitch, body
language, and readability when using language. Various
training programs are to be organized for the teachers to
make themselves aware of the requisite soft skills needed
for employees for workplace effectiveness. To nurture the
skill sets of the students as per the industry needs, teach-
ers must switch the classroom from teacher-centered to
student-centered learning. There must be major changes in
the way academic curricula are structured and teaching
methods are adopted, and most importantly to motivate
the teachers to accept and implement changes. The current
situation serves as a wake-up call for the entire teaching
community, pushing them to adjust themselves to the shift-
ing demands and expectations of the employment sector.
CONCLUSION
Soft skills have existed from the beginning of human
contact. People either learn it on their own or by seeing
others succeed. Soft skills were not much talked about
even a decade ago. With time, individuals have begun
to recognize the value of soft talents and have begun to
consider them. Regardless of industry, soft skills are just as
crucial as traditional hard skills. Soft skills are important
since they complement hard skills and must be nurtured
in a balanced way. In both personal and professional life,
soft skills are extremely important. Because soft skills and
personality development go hand in hand. Employment
sectors have begun to recognize the value of soft skills and
are investing in soft skill training for their employees. They
want to see more people with diverse soft skill attributes
at work. Identifying and improving one’s soft skills, as
well as upgrading them from time to time will help one
grow in life. We might conclude that students’ struggles in
acquiring the necessary soft skills are mostly due to their
poor academic experience. From Kindergarten to Class X,
a student spends roughly 12 years in school. We all know
that instead of promoting life skills, schools place a strong
emphasis on disciplines such as math, physics, chemistry,
and biology. Promoting effective life skills instruction in
schools would be a way to support them at crucial life
phases and assist them in realizing their full potential.
Since recruiters put a lot of emphasis on soft skills, our
educational institutions must encourage students in devel-
oping them. To fulfill the needs of the future workforce in
employment sectors, soft skill training programs should
be specifically designed. To promote stronger industry-
institute collaboration, industry partners should be encour-
aged to take part in curriculum and course development.
This will definitely help to narrow down the gap between
what is being taught and promoted at the institution’s
level and what the employment sectors need in their future
workforce. This article also highlights the importance of
modifying the curriculum as per the industry standards to
better meet the requirements of a rapidly changing society.
CONFLICT OF INTEREST
The authors declare that the research was conducted in the
absence of any commercial or financial relationships that
could be construed as a potential conflict of interest.
REFERENCES
[1] Anju A (2009). A Holistic Approach to Soft Skills Training. IUP
Journal of Soft Skills, 3(1). pp. 7–11.
8. 24 Prasanta Kumar Padhi et al.
[2] Antony, Omana (2012). “The Role of the English teachers: An
overview”. International Journal of Social Science & Interdisciplinary
Research, Vol. 1 Issue 10, October 2012, p. 227.
[3] Brown L. Dave (1983). “Managing Conflicts in Organizational Inter-
faces”, Addison-Wesley Longman Publishing Company, p. 26.
[4] Choudhury, Kavita (2011), “Young India lacks soft skills: Federation
of Indian Chambers of Commerce and Industry (FICCI) Survey”.
retrieved in May 2022. (http://indiatoday.intoday.in/story/a-su
rvey-finds-a-majorityof-graduates-lack-adequate-soft-skills-to-be-
employed/1/134857.html)
[5] De Bono, E. (1956). Six Thinking Hats. Cambridge: Little, Brown and
Company.
[6] D’Zurilla, T. J. (1986). Problem-Solving Therapy: A Social Compe-
tence Approach to Clinical Intervention. New York: Springer. p.206.
[7] Goleman, Daniel (1995). “Why It Can Matter More than IQ”, 1st
edition, Bloomsbury Publishing, p. 317.
[8] Joseph, P. B., Efron, S. (2009). Seven Worlds of Moral Education (Vol.
8, 8.2th ed.). In D. M. Sadker & K. R. Zittleman (Eds.), Teachers,
Schools, and Society A Brief Introduction to Education, 2nd ed. New
York: McGraw-Hill. pp. 5–6.
[9] Kavita (2011). “Young India lacks soft skills: Federation of Indian
Chambers of Commerce and Industry (FICCI) Survey” (http://in
diatoday.intoday.in/story/a-survey-finds-a-majority-of-graduates
-lack-adequate-soft-skills-to-be-employed/1/134857.html)
[10] McPheat, Sean (2010). Emotional Intelligence, MTD Training, First
edition.
[11] Raman Meenakshi and Prakash Singh (2006), Business Communica-
tion. OUP, New Delhi, p. 87.
[12] Raman Meenakshi et al. (2009). “Soft Skills: Cornerstone of Profes-
sional Success”, First Edition, Jain Brothers, New Delhi, p. 493.
[13] Pawar, Rajendra S. (2006). “India: From an outsourcing hub to a
global repository of talent.” The Economist Issue, April.
[14] Peggy, K. (2016). Dimensions of Soft Skills; Soft Skills Get Little
respect, but Will Make or Break Year Career Chapter V.2016. 120–130.
[15] Robbins Stephen and Coulter Mary (2012). “Management”, 11th
Edition, New Jersey: Pearson Education, p. 461.
[16] Watts M and Watts RK (2008). “Developing soft skills in students”,
retrieved in January 2022, from http://l08.cgpublisher.com/propos
als/64/index_html