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In today's ever-evolving digital job market, soft skills are increasingly important for university students to succeed in their future careers. This study identifies the soft skills that universities should prioritize the most due to their significance in the digital employment market.

Using natural language processing (NLP) techniques, this study analyzed 226 student writings that described their experiences of failure in academic, personal and professional settings. Zero-shot classification was utilized to identify the presence of soft skills and sentiment analysis was used to determine the expressed sentiment toward these skills.

The findings suggest that students are most deficient in social intelligence, stress management and self-intelligence skills, which are essential soft skills for success in academic and professional environments and for the transition to the digital employment market.

The article acknowledges limitations related to the writing proficiency of resumes from a few non-English speaking students and the potential influence of students' emotional states on the content of their writings.

The study provides valuable insights into the soft skills that are mostly lacking among university students and their significance in the digital employment market.

The study highlights the importance of universities in promoting and practicing essential soft skills and sheds light on the issue of soft skill deficiency among university students. Educators can use these insights to develop strategic proposals aimed at promoting the acquisition of key soft skills among students. The study provides valuable insights into the soft skills that are mostly lacking among university students and their significance in the digital employment market.

With a focus on undergraduate music major students in China, the study sought to examine how higher music education institutions prepare professional knowledge, professional skills and soft skills in relevance to music students' employability.

The quantitative survey engaged 359 music students from five music institutions in Western China to report their perceptions toward music curriculum related to employability. The current study examined whether their perception varied based on their gender, location, school, educational background and professional option purpose.

Perception differences in the music curriculum were observed across gender, schools, educational background and professional option purpose. School differences were the most significant among all five factors, followed by professional option purpose, educational background and gender. The location difference was insignificant among the five factors. There were insufficient opportunities for community and industrial engagement in higher music education.

The current study provides an insight into the higher music education curriculum for employability preparation in current China. This is one of the limited empirical studies in Western China to investigate music students' perceptions of professional knowledge and skills and the soft skill line with employability. The findings can serve as a reference for prospective employees in the music industry, policymaking and curriculum design and future research.

The present research aims to empirically test the “Barriers to abusive supervision model” to find how employee-related (core self-evaluations) and situational factors (perceived job dependency) make an employee trapped in the spiral of supervisory abuse. In addition, the work–family spillover lens is used to explain how employees' retaliation is targeted at their families in response to abuse from their bosses.

The current study has employed a three-wave longitudinal moderated mediation design and analysed data from 265 employees working in the hospitality industry of Pakistan.

The results of this study have shown that low core-self evaluations put employees in a spiral of supervisory abuse and they instil aggression towards their families. This association is further strengthened when employees are dependent on their job.

This study is one of the first to use the “Barriers to Abusive supervision” model to answer who and in which conditions tend to trap in the spiral of abuse and integrate the work-to-family interface model for elaborating the outcomes to the family domain.

In the digital age, the development of students’ career intentions requires serious concentration since these are associated with the students’ future employment and, ultimately, their survival. This study attempted to demonstrate in Pakistan’s Higher Educational Institutes (HEIs) the role of soft skills towards the students' career development (CD) and their future career intentions (CI).

In this study, the researchers used a quantitative approach and a questionnaire to collect the data from the surveyed participants. Finally, the researchers based this study’s findings on 392 useable samples.

By employing the structural equation model (SEM), this study’s findings show that soft skills, such as Creative Self-Efficacy (CSE), Problem-Solving Confidence (PSC) and Teamwork (TW) have a positive and significant effect on CD and CI. However, while Critical thinking and Creativity (CRC) has a positive and significant effect on CD, it has no effect on CI. In addition, this study’s findings confirm, also, that CD has a positive and significant effect on CI.

This study’s findings assist policymakers and university administrators to understand the importance of soft skills in creating CD and CI. These promote the development of employability skills and fulfill its part in preparing graduates for the unpredictable job market. This study’s findings help, also, to develop logical reasoning in making decisions and in dealing with complex organizational issues.

In a practical way, in Pakistan, this study’s findings confirm the role of soft skills towards students' CD and CI.

The world of work is changing and creating challenges and opportunities for the employment inclusion of young people with disabilities. In this article, the perceptions held by young adults with disabilities regarding participation in the future of work are examined.

One-on-one interviews were conducted with Canadian young adults (ages 18–36 years) living with a disability. Participants were asked about their thoughts regarding the impact of the changing nature of work on their labor market involvement and career aspirations. A thematic analysis was performed to identify and examine emergent salient themes.

In total, 22 young adults were interviewed; over half held secure employment. Career aspirations and work-related decisions were primarily shaped by a participant's health needs. The future of work was seen as a more proximal determinant to employment. Digital technologies were expected to impact working conditions and create barriers and facilitators to employment. Participants who indicated being securely employed held positive expectations regarding the impact of digital technology on their work. Participants working precariously held negative appraisals regarding the impact of digital technologies on employment opportunities. The role of technological and soft skills was critical to participating in a labor market reliant on advanced technology. Participants reported barriers to developing job skills related to their disability and their work arrangements.

This research highlights the importance of considering changes in the future of work, especially the digital transformation of the economy, in the design of initiatives which promote the employment inclusion of young adults with disabilities. Despite the significance of the changing nature of work, supporting health needs and encouraging access to secure work arrangements also remain paramount.

This paper aims to apply a mixed-methods approach to redefine essential work skill sets, propose components of these skill sets that are necessary for workers in the contexts of emerging market economies (EMEs), examine potential selection tools that should be applied across firms and explain implications for the labour process theory (LPT) of work.

During the first phase of this study, qualitative data was collected from methods, including semi-structured interviews with human resources (HR) experts from the Personnel Management Association of Thailand, top and HR executives and managers of firms across industries in Thailand. Non-participant observations were made during the pre-interview, interview and post-interview stages. Analysis of archival documents and Web-based resources was then conducted. The authors used the qualitative data obtained from the first phase to develop survey instruments for conducting quantitative research during the second phase of this study.

The empirical findings demonstrate that essential work skill sets are “soft skills” that help workers survive and thrive in the business arena in EMEs. These essential work skill sets have implications for the LPT of work in that they play an important role in transferring the power of negotiation from employers to workers in the labour market. Essential work skill sets here can be divided into eight skill domains: (1) ideation and system thinking, (2) information and digital literacy, (3) social skills with appreciation for diversity and inclusion, (4) communication and language, (5) creativity and innovation, (6) emotional quotient (EQ) for self-management and development, (7) growth/outward mindset and (8) cognitive skills for the job role. Within each essential work skill set, there are several skills that workers in the current world of work need to possess (42 skills in total). Additionally, potential selection tools include behavioural observation, behavioural-based interviews, STAR (Situation, Task, Action and Results) interviews, role plays, case studies and simulations, high-pressure interview questions, project assignments, assessment centres, in-depth interview questions and special methods, such as face reading and fingerprint reading. Top and HR managers across industries strongly agree that the eight essential work skill sets and 42 skills are necessary for workers to survive in the business arena in EMEs. They also strongly agree that talent selection tools, especially behavioural-based interviews, are used by their firms to select high-skilled job candidates in the labour market.

Because the eight essential skill sets proposed in this paper are based primarily on the qualitative data obtained from top/HR managers in firms across some industries, generalization to respondents across other industries or across other EMEs may be limited. It is possible that the context of other EMEs may be different from that of Thailand. In this regard, some of the essential work skill sets that are suitable in the case of Thailand may not be suitable in the case of other EMEs. Future studies should thus explore how institutional contexts of other countries/economies shape the definition of essential skill sets and their components, as well as potential selection tools that shall be applied to select high-skilled labour in those contexts.

This paper provides practical implications for top managers and/or HR managers of firms across various industries in EMEs. In particular, managers should internally train and develop their employees/workers to possess the eight essential skill sets: (1) ideation and system thinking, (2) information and digital literacy, (3) social skills with appreciation for diversity and inclusion, (4) communication and language, (5) creativity and innovation, (6) EQ for self-management and development, (7) growth/outward mindset and (8) cognitive skills for the specific job role so that their employees/workers can survive and thrive in the era of the brittleness, anxiety, non-linearity and incomprehensibility of the business world under pandemic conditions. Additionally, top managers and/or HR managers of these firms should apply the potential selection tools proposed in this paper to probe into job candidates’ past experience and behaviours to better predict such candidates’ success at work. In this regard, job candidates/workers should prepare themselves to possess these essential work skill sets so that they can be successful in the business arena and should understand potential selection tools that firms may apply to recruit and select them.

This paper provides social/policy implications for the government and/or relevant public agencies of Thailand and of other EMEs. These governments should encourage firms across industries to invest resources in training and developing their employees/workers to possess those essential work skill sets so that these employees/workers are industry-ready, leading to the alleviation of the problems of skill and mismatch in the labour market.

This paper contributes to the prior literature on human resource management (HRM), the comparative institutional perspective on employment systems based on the varieties of capitalism (VoC) framework and the LPT of work in the following ways: first, this paper fills in the research gap in the field of HRM that calls for studies that explore how the COVID-19 pandemic shapes essential skill sets and skills development among workers within firms (Cooke et al., 2021). Second, this paper provides implications for the LPT of work regarding how essential work skill sets are likely to return the power of negotiation from employers to workers in EMEs during the current situation. Third, the VoC framework tends to focus on only two types of economies, liberal market economies and coordinated market economies. However, this paper examines essential work skill sets and potential screening tools in the context of the underresearched country of Thailand, an EME. In fact, the Thai labour market is quite different from that of other EMEs labour markets, as it is impacted by an aging workforce. This paper contributes to the literature on comparative institutional perspectives on employment systems as it redefines essential work skill sets, proposes various components of these skill sets among workers and examines potential selection tools that are applied across firms located in EMEs.

Purpose: This study aims to evaluate, explore, and characterise the perceptions of the Indian private sector employers on the 21st century 4Cs (critical thinking, communication, creativity, and collaboration) skills gap, which affects their productivity.

Need for Study: This research aims to shed light on the significant issue of the soft skills gap, precisely the 4Cs skills in India. Soft skills, including the 4Cs, are complex and crucial for organisations, and the shortage of these skills among the workforce is a growing concern. This research addresses enterprises’ challenges in bridging this gap by exploring different ways to utilise these skills.

Methodology: Fifty-six respondents were interviewed based on cluster sampling. An invitation was sent to 40 private sector organisations from five different industries. Only 15 organisations agreed to participate in the interview process.

Findings: A total of seven were generated from the data, which included: (1) explicit and timely feedback; (2) compassion and understanding; (3) motivation deficiency; (4) lack of collaboration synergies; (5) lack of practical knowledge; (6) interpersonal skills; and (7) creating team culture.

Implication: Given the prevalent skills gap, it is challenging for Indian industries and organisations to remain competitive in the global market. Investing in the education system, providing students with the necessary academic and vocational skills, and equipping them with soft skills, such as the 21st century 4Cs skills is essential to address this issue. Investment is necessary to prepare the workforce to meet the demands of emerging businesses and technologies, ensuring that industries and organisations remain competitive.

Introduction: Skill development is crucial in developing economies by enhancing productivity and creating employment opportunities. At the macro level, it also leads to industrial development and economic growth.

Purpose: The research is to identify the types of skills required for increasing the probability of employability of labour. It also aims to define the challenges and opportunities in skill development to drive change.

Need of the Study: Studying opportunities and challenges for skill development in developing economies is essential for achieving sustainable economic growth, reducing poverty, increasing employment opportunities, and promoting global competitiveness.

Research Methodology: Some skills are recognised through research that has been published to determine the skill set needed to increase labour productivity. To draw lessons, some skill development initiatives by various companies are also identified and presented in case studies. Additionally, several government programs are available to assess the possibilities and prospects for skill development in the Indian market.

Practical Implications: The research will be valuable in micro and macro decision making. At the micro level, research is advantageous for a business person to initiate the skill development of its employees by using government schemes. Nations other than India can understand the policy framework for skill development.

Findings: The term ‘skilling’ has become fashionable. Due to the need for skill-based earnings data, only some studies examine the return on skill (ROS) of the labour market. Skill development plays a significant role in bringing change at the micro and macro levels. Hence it is necessary to exploit all opportunities for skill development.

The purpose of this study is to investigate manufacturing industry leaders’ perspectives on the prevailing skills gap in the current Illinois workforce. The insights gained hold significant importance for the emerging generation of workers, helping them discern the essential proficiencies and plan their educational and career paths in response.

Guided by Becker’s (1962) human capital theory (HCT) framework, a qualitative study was conducted to identify the skills gap and explore the perspectives of manufacturing industry leaders. Fourteen industry leaders participated in this study, representing various occupational industries.

The findings underscore the prominence of the skills gap as perceived by manufacturing industry leaders, with notable aspects including limited durable skills and difficulty transitioning from content-based knowledge to practical skills.

The findings of this study can offer insights to researchers, scholars and practitioners in the field of human resource development, as well as to leaders in the manufacturing industry who aim to address the skills gap. Furthermore, this research can inform policy decisions and assist higher education institutions in preparing students for careers in the industry.

The introduction of robots as value-adding “workers” on the shop floor triggers complex changes to manufacturing work. Such changes involve highly entangled relationships between technology, organisation and people. Understanding such entanglements requires a holistic assessment of contemporary robotised manufacturing work, to anticipate the dynamically emerging opportunities and risks of robotised work.

A systematic literature review of 87 papers was conducted to capture relevant themes of change in robotised manufacturing work. The literature was analysed using a thematic analysis approach, with Checkland’s soft systems thinking as an analytical framework.

Based on the literature analysis, the authors present a systemic conceptualisation of robotised manufacturing work. Specifically, the conceptualisation highlights four entangled themes of change: work, organisation of labour, workers’ (experiences) and the firm’s environment. Moreover, the authors discuss the complex patterns of interactions between these objects as relationships that defy straightforward cause–effect models.

The findings draw attention to complex interactions between robotisation and manufacturing work. It can, therefore, inform strategic decisions and support projects for robotisation from a holistic perspective.

The authors present a novel approach to studying and designing robotised manufacturing work as a conceptual system. In particular, the paper shifts the focus towards crucial properties of the system, which are subject to complex changes alongside the introduction of robot technology in manufacturing. Soft systems thinking enables new research avenues to explain complex phenomena at the intersection of robotisation and manufacturing work.