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Skills Gap Analysis: University Graduates Employability

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Skills Gap Analysis: University Graduates Employability Skills Gap Analysis: University Graduates Employability Mr. Qais Mohammadi Mr. Mohammad Rafiq Mokhles Abstract This paper aims to identify the skills gap among the graduates of private universities in Kabul city. The study focuses on identifying the skills that are required of graduates by the employers; however, the universities do not instill such skills in their graduates of Management Sciences. It is evident that unemployment among the graduates is a matter of national concern, not only for the government, but also for the universities. The study will use a structured questionnaire to ask the employers and alumni of private universities, to identify the skills that the graduates lack, however are important to get a job in the market. Additionally, the paper will propose the top ten skills required of Management Sciences graduates in the job market, that has to be focused on in the universities. Introduction: The twenty first century brought with it technological advancements, increasing business demand and massive economic crisis that has forced many professions to be reinvented over and over again. Demanders all over the world are demanding greater levels of skills from their employees. Employees and newly graduated students in Afghanistan are also suffering from the existence of skills gap in finding their desired jobs. Basically, most of the researchers studying the skills gap in E-Business mainly discuss the deficiency in digital skills without examining if other interpersonal, cognitive, or self-awareness skills are also lacking, (al, 2019). Newly graduated students are mostly lacking in soft skills like, critical thinking ability, decision making, oral communication, team building, leadership, diversity management, multitasking, accountability, personal and work ethics, knowledge of the business, quantitative skills, application and use of technology, writing skills, resistance to change, embracing organizational culture and etc. the mentioned weaknesses among the newly graduated students can be because the old system curriculum thought in the universities of Afghanistan (public & private). Experts have tried to identify the reasons behind the existence of skills gap. They claim that megatrends such as technological development, globalization, automation, sophisticated customers, demographic change, and urbanization are transforming the world and the business landscape along with it (al, 2019). By skills gap it cannot be meant that all individuals are not having the same skills (critical thinking ability, decision making, oral communication, team building, leadership, diversity management, multitasking, accountability, personal and work ethics, knowledge of the business, quantitative skills, application and use of technology, writing skills, resistance to change, embracing organizational culture and etc.) because each discipline’s meaning varies from individual to individual (Muthy, 2019). Various researches were conducted on skills gap, one of which was published in 1990 is Work and Occupation. But most of them were focused from sociology view point. However, the importance of skills attracted attention of economics and psychology beside sociology after 1990. As a result, Communication is the factor the effects the effectiveness of individuals and organization (Muthy, 2019). It is expected of the readers to keep in mind at least two limitation, when basing the results of this study for their decision making. First of all, the researchers have identified and surveyed the more formal and established government organizations, non-government organizations, public enterprises, and private business for the purpose of this study. Because, the employers of small and micro enterprises (with less than 5 employees) may not be in demand of some of the skill, then the employers that were surveyed. The second, is that the results of this research are based on the perception of the employers, and the skills they think are important for the graduates, rather than the skills that are needed for the job. Literature Review The unemployment rate rises with the level of education, partly because youth with lower educational background come from lower income household and cannot afford to remain unemployed for long. This keeps labor productivity low. For youth who are better educated unemployment rates are linked to lack of technical and soft skills. Based on the findings of a research, (Suresh, 2015) the educated people unemployment rate in Afghanistan is 65% which is the highest compared to Pakistan, India, Bangladesh and Nepal. As stated by Seetha (al, 2019) Skills Gap and Upskilling; Isolating and Reducing the in MENA E- Business. Almost 50% of the employers surveyed admit that their workers would benefit from additional trainings and development. However, many firms lack in house training programs. As per a research conducted by (al, 2019) A skills mismatch in the work force occurs when the skills possessed and look for are different. Basically, most of the researchers studying the skills gap in E-Business mainly discuss the deficiency in digital skills without examining if other interpersonal, cognitive, or self-awareness skills are also lacking, (al, 2019) Based on a research (al, 2019), Skills gap has the potential to lower the company’s productivity level and increase the company’s cost. In addition, the skills gap reduces the company’s profit level and has an adverse effect on the company’s sustainability. (A study on assessment skills gap to enhance workforce performance, Manjunath; MB Shravan Dechaka (al, 2019). Among the kay findings of a research (National career match making firm grad staff; in a survey of 503 people which was conducted in Sep 2016, and entry level reciting tactics), regarding the obstacles that graduate students face in finding career opportunities were: I, Awareness, II, guideless not skilled or motivation, career service department not connecting with students. A survey which was conducted in Sri Lanka states that, current education and training system do not produce graduate to meet the requirements of the job. Many organizations and companies often complain about the difficulties of getting recent college and university’s graduates with the required skills and adequate trainings for available jobs (Kanter 2013). Because of some important causes which are; a, Poor communication skills of graduates. b, lack of learning how to learn new skills by students. c, lack of employer’s involvement in the process of curriculum development. d, companies don’t want to invest in training new employees. Skills Gap: The American society for Training and development (ASTD) defines skill gap as gat between the current capability of organization and skills it needs to achieve its goals. Hence, based on the definition it can be observed that skills gap is the mismatch between the demanded labor force with specific skills and the actual supplied labor force with specific skills. Soft Skills: Concerned with the interpersonal characteristics and qualities of an individual for interaction with others in work environment (Lara Chaya et all, 2019). Communication Skills: Communication can be defined as the transmitting process of individual from individual-to-individual. Communication study is important for both organization and employees, because each activity needs either of the verbal or non-verbal communication. Technical Skills: To undertake a specific task appropriately is known as the technical skill. However Green, defines technical skill as the ability of one unit of labor effort to convert input in to output, and also states that minimum requirement of technical skill is needed to solve complex problem (Green 1989). Findings of different researches have proved that existence of only technical skills in labor cannot be guaranteeing improvement in the performance level of the labor, but the existence of soft skills have also been given the same degree of importance alongside existence of technical skills for the improvement of performance level employee and growth of the organization. Problem Solving Skills: Training employees for improving their problem-solving skills is the most effective practice by a matured organization. To face the uncertain consequences in business positively employees should have proper problem-solving skills, (Manjunath S, et all 2019). Decision Making Skills: Mostly problem solving and decision making are considered the same in work environment, but they are different, as the term suggests, problem solving begins with problem identification, whereas decision making skills are necessary for solving problems. In order to provide quality education and to equip graduates with the knowledge, skills, and attitude required of them in the job market, universities conduct market research in an attempt to look for the skills gap among the graduates. Based on their finding they later on offer and design curriculums and programs in a way to fill these gaps and meet the market demand. However, in Afghanistan other than market research, some other methods of designing curriculum and offering programs is very common, such as copying curriculum from other universities, following the market trends, and benchmarking curriculum. While, everyone of these methods may have its own advantages and dis-advantages, none of them could be as good as designing curriculum based on the need of employers. Because, at the end of the day, the employers are the one who are going to hire the graduates. Since, there are
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