HRD AND 'EMPLOYABILITY'

HRD and 'Employability'

HRD and 'Employability'

Introduction

“The concept of employability relates to those: in work and seeking to improve or sustain their position in the labour market; in education; and out of work”. (McQuaid and Lindsay, 2005, pp.197)

In this paper, it will attempt to critically discuss the concept of 'employability' using the above quote as a framework discussion. Many aspects of employability will be discussed and will evaluate the key concepts of employability in Human resource department (HRD).

The concept of 'employability' (definitions/meanings) and what it means for:

The term employability is defined as the possibility that a person has to find a job in a changing labour market in which the person has the ability to find, create, maintain and enrich a job. It is also the ability of an individual to adapt to change and ability to integrate more easily into the labour market in different periods of his life in exchange for obtaining personal satisfaction, economic, social and professional (Schneider & Otto, 2009, pp.98-101).

To be employable is to keep our "attractive" professional and full understanding of the current labour market rules or a set of skills that we develop. Including the logical intelligence and, most importantly, emotional. Emotional intelligence improves teamwork, relationships with customers, the ability to manage stress, to lead and adapt to changes. Addition, our ability to establish good relations with people from all professional and academic tolerate others and avoid conflict.

Remember that a lot of professional success is tied to personality factors, and essential to maintain a good reputation and image, managing our relationships with diplomacy. So we can conclude that the "employability" covers not only employment but also access to employment generation. In other words, the term encompasses the insertion employability, adaptability and entrepreneurial attitude of the person. To some experts the concept of employability is divided into two scenarios:

Internal employability: Determines the level of competitiveness and productivity of a worker within the company;

External employability: determines the level of competitiveness of a worker in the labor market environment.

Employees who have these characteristics are more valued in the labour market, allowing you to improve your professional setting and its promotion and development options within your company. Thus, the employer ensures an effective strategy to attract, motivate and retain employees more valuable to the organization in a context of collective labour relations and less personalized.

The skills required to consider a person "employable" tend to vary depending on the context in which the person is. However, there are some skills that are basic to all jobs and are considered the skills required to be employable.

Employability can be seen as an indicator for HRM if appropriate representation of an object to manage. Relevance is a quality relative to the user and context: the representation must be appropriate it must agree. Thus, employability is proving quite in line the context of developments in the employment relationship (Brown & Hesketh, 2004, pp.56-59).

A concept consistent with the evolution of the employment relationship

The concept of the employment relationship has undergone a major change in the re- because of the salary model (economic developments, technological, demographic and sociological analyses ...