The soft skills gap: a bottleneck in the talent supply in emerging economies

Dubey, Richa Singh; Paul, Justin; Tewari, Vijayshri

doi:10.1080/09585192.2020.1871399

Cited by 33 publications

(29 citation statements)

References 102 publications

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“…The institution theory indicates the synthesis paradox perspective of HRM where highperformance working systems are achieved through financial goals and a focus is on reducing the harm imposed on employees (Mariappanadar and Kramar, 2014). Institutional theory has been used by previous researchers such as Kondra and Hinings (1998) for organisational diversity; Kostova et al (2008) for multinational corporations and Zhu et al (2013) in the field of green supply chain management; the previous researchers have used this theory for multiple assessments (Kondra and Hinings, 1998;Kostova et al, 2008;Zhu et al, 2013;Singh Dubey et al, 2021). Bag et al (2021) established that institutional pressure compels firms to obtain resources and supports in the adoption of big data analytics (BDA).…”

Section: Theoretical Foundationmentioning

confidence: 99%

“…The world has witnessed the wave of a sociotechnical revolution under the umbrella term Industry 4.0 (I4.0), influencing the hard and soft resources of the organisations (Singh et al, 2021). The repercussions are highly visible on society, governance and individuals.…”

Section: Introductionmentioning

confidence: 99%

“…The digital transformation has also enforced firms to adopt online tools, methods and services for optimising their decision-making. But still, the most crucial factor is to develop the adaptive mindset of the professionals towards the digital transformation (Singh Dubey et al, 2021). In recent years, technological innovations have altered the competency requirements of the organisation (Wikhamn, 2019).…”

Section: Introductionmentioning

confidence: 99%

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Analysing the impact of sustainable human resource management practices and industry 4.0 technologies adoption on employability skills

Sharma¹,

Joshi²,

Luthra³

2022

IJM

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PurposeThe study aims to examine the influence of Sustainable Human Resource Management (SHRM) practices and Industry 4.0 Technologies (I4Te) adoption on the Employability Skills (ES) of the employees. The study has undertaken four major SHRM practices – Training (TR), Flexibility (FL), Employee Participation (EP) and Employee Empowerment (EE) to measure its impact on the ES along with I4Te.Design/methodology/approachA survey approach method was designed on the identified constructs from existing literature based on SHRM, I4Te and ES. The survey resulted into 198 valid responses. The study used confirmatory factor analysis (CFA) and structural equation modelling (SEM) using SPSS 25.0 and AMOS 25.0 for constructs validation and hypothesis testing.FindingsThe current study reveals that all the four SHRM practices (TR, FL, EP and EE) along with I4Te directly influence ES in the organisation. The I4Te along with the SHRM practices may bring enhancement in the skills and competencies of the employees that is the requirement of future organisations.Practical implicationsConsidering the results, the SHRM practices aligned with I4Te may directly influence the employee's ES including core skills, IT skills and personal attributes. The SHRM practices in the organisation will enhance the opportunities for the employees and bring long-term association with the employees.Social implicationsFor the development of the economy and the individual, the SHRM practices need to conduct themselves in more socially responsible ways along with the I4Te to enhance the ES of the employees. The individual development will bring sustainable behavioural changes in the employees.Originality/valueThere has been no research conducted on exploring SHRM, I4Te and ES together. This is the pioneer in the HRM fields that explores the interrelationships and influence amongst the five constructs undertaken in the study.

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Section: Theoretical Foundationmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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Analysing the impact of sustainable human resource management practices and industry 4.0 technologies adoption on employability skills

Sharma¹,

Joshi²,

Luthra³

2022

IJM

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“…Human Resource is one of the most important assets of an organization (Singh Dubey et al, 2021). Any crisis of this scale could have a catastrophic impact on the human resource of firms unless handled carefully.…”

Section: Coping Strategies For Firmsmentioning

confidence: 99%

Covid‐19 pandemic and consumer‐employee‐organization wellbeing: A dynamic capability theory approach

Nayal

Pandey

Paul

2021

Journal of Consumer Affairs

Self Cite

127

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“…It is noteworthy to report that soft skills gaps have been observed by researchers in various parts of the world, including Australia, India, the United States, the United Kingdom, Malaysia, Uzbekistan, and Pakistan (Munro, 2017;Singh Dubey et al, 2021;Tsirkas et al, 2020). Locally, in Morocco, the problem [soft skills gap] also still seems to exist.…”

Section: The Soft Skills Gapmentioning

confidence: 99%

Soft Skills: Connecting Classrooms with the Workplace—A Systematic Review

Messaoudi¹

2021

Unibulletin

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Background/purpose -Recent evidence concedes that the modern workplace has recently undergone a tremendous change. Emerging workplace exigencies shifted the pendulum towards soft skills, a new [old] set of skills significantly required (from employees) by employers. In response, the "Bachelor System" has been adopted by the Moroccan Ministry of Education and Training as a panacea to accoutre university students with these on-demand skills. Materials/methods -This systematic review was geared towards retrieving, synthesizing, and appraising the literature on soft skills development and workplace readiness attributes desired by stakeholders in the Moroccan context. The study shed light on (20) journal articles (as the main unit of interest) published over a decade, ranging from January 2011 to February 2021 on soft skills in both higher education and the business sector.Results -Key results (generated via NVivo) accentuated the omnipresence of a soft skills gap (a mismatch) between academia and business, the extreme importance of soft skills in today's local economy, and the urgent need to embed a specific set of soft skills in higher education curricula in order to prepare graduates for future jobs.Conclusion -Based on the systematic review and analysis of 20 articles, there is solid evidence that building a stronger Morocco requires building a more soft-skilled workforce.

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The soft skills gap: a bottleneck in the talent supply in emerging economies

Cited by 33 publications

References 102 publications

Analysing the impact of sustainable human resource management practices and industry 4.0 technologies adoption on employability skills

Analysing the impact of sustainable human resource management practices and industry 4.0 technologies adoption on employability skills

Covid‐19 pandemic and consumer‐employee‐organization wellbeing: A dynamic capability theory approach

Soft Skills: Connecting Classrooms with the Workplace—A Systematic Review

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