The impact of skills and performance on earnings: evidence from retail bankers in Portugal

Suleman, Fátima

doi:10.1080/09585192.2011.610958

Cited by 12 publications

(16 citation statements)

References 30 publications

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“…A pertença de competências a um grupo homogéneo levanta todavia dúvidas sobre a sua coerência interna. Por exemplo, a capacidade de trabalhar com sistemas informáticos não parece ser uma competência cognitiva (Suleman, 2012), contudo a proposta de Olivier et al (2014) também parece redundante. A classificação dos conhecimentos técnicos parece mais clara nas propostas de outros autores do que na de Suleman (2012).…”

Section: Graduados E Mercado De Trabalhounclassified

“…Por exemplo, a capacidade de trabalhar com sistemas informáticos não parece ser uma competência cognitiva (Suleman, 2012), contudo a proposta de Olivier et al (2014) também parece redundante. A classificação dos conhecimentos técnicos parece mais clara nas propostas de outros autores do que na de Suleman (2012). De facto, esses conhecimentos tendem a ser técnicos e específicos (Olivier et al, 2014) e especializados (Garcia-Aracil e van der Velden, 2008).…”

Section: Graduados E Mercado De Trabalhounclassified

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A empregabilidade dos graduados: competências procuradas nos anúncios de emprego

Laranjeiro

Suleman

Botelho

2020

SPP

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Esta pesquisa visa identificar competências requeridas no recrutamento de graduados através da análise de anúncios de emprego (n = 813). A língua estrangeira, em especial o inglês, é uma competência amplamente requerida e pode ser considerada uma competência-chave. Outros requisitos apontam para conhecimentos técnicos, competências relacionais e organizacionais, e certos traços pessoais. Todavia, essas exigências variam em função da área de formação. Há igualmente anúncios que indicam apenas a área de formação sem especificar competências. Esses sugerem a procura de competências técnicas associadas à licenciatura.

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Section: Graduados E Mercado De Trabalhounclassified

A empregabilidade dos graduados: competências procuradas nos anúncios de emprego

Laranjeiro

Suleman

Botelho

2020

SPP

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“…ILM are more common in certain industries (see Grimshaw et al, 2001) like for example the banking industry (Seltzer and Frank, 2007;Seltzer, 2010;Suleman and Sgobbi, 2010;Suleman, 2012), while labour intensive industries, such as textile and clothing, pay lower wages to face intensive international competition (Nordås, 2004). The latter industries represent ports of entry in the labour market for low-skilled labour and accommodate a large proportion of the female labour force.…”

Section: Wage Policies In Economic Literaturementioning

confidence: 99%

Firms' wage policies: New evidence from linked employer-employee data

Suleman¹,

Lagoa²,

Suleman³

et al. 2013

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“…1993;Weiss, 2005;Pięta-Cândido, 2013], they share many problems such as high unemployment rate, especially among young people. Apart from general economic conditions, the reason for this phenomenon is that professional competencies are not suited to the needs of the labour market [Handel, 2003;Taylor, 2005;Sgobbi and Suleman, 2013] and, as it was emphasized by Suleman [2012], "the relevance of skills in the contemporary workplace is unquestionable" [p. 2205]. One of the manifestations of the common educational and labor market policy in the EU is the unification of educational systems.…”

Section: Introductionmentioning

confidence: 99%

What Kinds of Skills are Expected by Portuguese and Polish Employers?

Świątkiewicz

Perło

2015

Journal of Intercultural Management

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Abstract:The main objective of the research was to establish which skills and competencies are mostly demanded by organizations/employers in Portugal and Poland. Secondly, we wanted to determine if there are any differences in this type of skills and competencies in these two countries. In order to analyze the skills necessary in organizations, we applied the typology of soft and hard skills. In the analysis, we had to distinguish moral competencies from soft skills, due to the specificity of the formers. In the research, we use the mixed qualitative-quantitative methodology. In the survey, carried out on convenience samples composed of Portuguese and Polish working students, the respondents were eager to answer one open-ended question and describe/list the skills/competencies demanded by organizations. In order to categorize the answers, we employed a two-stage process of phenomenological reduction. For the purpose of conducting a comparative analysis of the data and due to a wide dispersion of results in the case of soft skills in the two samples, we grouped the soft skills according to the ESCO and interpreted the differences by referring to the cultural dimensions introduced by Hofstede et al. [2011].

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The impact of skills and performance on earnings: evidence from retail bankers in Portugal

Cited by 12 publications

References 30 publications

A empregabilidade dos graduados: competências procuradas nos anúncios de emprego

A empregabilidade dos graduados: competências procuradas nos anúncios de emprego

Firms' wage policies: New evidence from linked employer-employee data

What Kinds of Skills are Expected by Portuguese and Polish Employers?

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