Employability relationship Employability

1 employability relationship

1.1 traditional employment without employability
1.2 employment including employability contract
1.3 employability in relation freelance or ad hoc work
1.4 pro-active development of employability
1.5 organizational issues
1.6 ending employability relationships

employability relationship

there several options , many aspects of employability:

traditional employment without employability

traditional employment not include employability. review of literature regarding traditional employment , employability suggests employability related work , ability employed, such as:

the ability gain initial employment; hence interest in ensuring ‘key competencies’, careers advice , understanding world of work embedded in education system.
the ability maintain employment , make ‘transitions’ between jobs , roles within same organization meet new job requirements, ,
the ability obtain new employment if required, i.e. independent in labour market being willing , able manage own employment transitions between , within organisations. (van der heijde , van der heijden (2005) continuously fulfilling, acquiring or creating of work through optimal use of efforts)

employment including employability contract

lee harvey defines employability ability of graduate satisfying job, stating job acquisition should not prioritized on preparedness employment avoid pseudo measure of individual employability. lee argues employability not set of skills range of experiences , attributes developed through higher-level learning, employability not “product‘ process of learning.

employability continues develop because graduate, once employed, not stop learning (i.e. continuous learning). employability definition learning, not least learning how learn, , empowering learners critical reflective citizens definition important emphasizes employability of graduates, similar our context, hence, able provide insight how measure graduates‘ employability , differences between graduates , experienced individuals in labor market.

berntson (2008) argues employability refers individual‘s perception of or possibilities of getting new, equal, or better employment. berntson‘s study differentiates employability 2 main categories – actual employability (objective employability) , perceived employability (subjective employability).

several employability definitions have been developed based on, or including input business , industry. in united states, employability skills framework developed through collaboration of employers, educators, human resources associations, , labour market associations. framework states, “employability skills general skills necessary success in labor market @ employment levels , in sectors”. after conducting research employers across canada, conference board of canada released employability skills 2000+, defines employability “the skills need enter, stay in, , progress in world of work”. saunders & zuzel (2010) found employers valued personal qualities such dependability , enthusiasm on subject knowledge , ability negotiate.

employability in relation freelance or ad hoc work

in future fewer employed , more people work free lancers or ad hoc on projects. robin chase, co-founder of zip car, argues in future more work done freelancers or ad hoc works. collaborative economy , other similar platforms reinventing capitalism, example platforms freelancer.com, new way of organizing demand , supply. freelancer example of how employability can developed people not employed – freelancers offers exposure of certification , in future similar platforms offer continuous upgrade of competencies people associated.

pro-active development of employability

insead, , other organization institutions experimenting “pro-active development of employability”. insead works example future competency profiles developed sandermap ceo, sandeep sander . idea translate future strategies competencies needed – , tailor programs cover competency gaps individual.

a similar approach used in leading corporations novo-nordisk, pharma company 40,000 employees.

organizational issues

employability creates organizational issues, because future competency needs may require re-organization in many ways. increasing automation , use of technology makes relevant discuss not change transformation tasks people. issues relevant @ government level, @ corporate level , individuals, highlighted in recent manifest though leaders steve jurvetson

ending employability relationships

although intention behind employability employers might retain best talent, happen others offer opportunities more attractive or fit better. in these cases relevant discuss how end employment contract including “employability” or “competence upgrade paid corporation”. model used mba students might become more common; company pays for

“employability development” if employees decides leave before xx months of employment invested amount due, or partly.