Employability Skills Indicator as Perceived by Manufacturing Employers

The Research about employability skills were conducted nationally and internationally, found that many of college graduates lacked employability skills. This article reports on the study of employability skills that technical students should acquire to be employed and sustained in manufacturing industries. The study investigates the importance of employability skills as perceived by more than 107 employers from manufacturing industries. The findings of the study revealed employers place great importance on interpersonal skills, thinking skills and personal qualities that students need to emphasize to be employed in manufacturing industries. Indicators such as work safety, integrity, customer service, creative/innovative thinking and problem solving, and exercise leadership showed the highest mean score. Overall employers from manufacturing industries placed employability skills as must be owned by all graduates to enable them to compete in the global market. References Alston, A. J., Cromartie, D., Wakefield, D., & English, C. W. (2009). The importance of employability skills as perceived by the employers of united states land -Grant College and university graduates. Journal of Southern Agricultural Education Research, 59 , 56-69. Askov, E. N., & Gordon, E. E. (1999). The brave new world of workforce education. New Directions for Adult and Continuing Education, 83, 59-68. http://dx.doi.org/10.1002/ace.8305 Bennett, T. M. (2006). Defining the Importance of Employability Skills in Technical Education. Dissertation.Auburn University. Brockmann, M., Clarke, L., Mhaut, P., & Winch, C. (2008). Competence-Based Vocational Education

CONSEQUENCES OF SENIORITY WAGES ON THE EMPLOYMENT STRUCTURE

THOMAS ZWICK*

The author examines seniority wage profiles in German establishments to discern hiring patterns with respect to age and sex. Using the countrys linked employer -employee dataset over the period 19972004 and calculating establishment seniority wage profiles directly from individual seniority wages, he found out that establishments with steeper seniority wage profiles than the average establishment in their sector can keep their employees/employer longer but hire fewer older employees. In addition, these firms prefer to hire employees with little experience in other firms and young men instead of young women. These findings imply at least two things: first, that establishments with internal labor markets use deferred payment as an incentive and give positions requiring long tenure to internal candidates and second, that such establishments offer fewer opportunities for unemployed or establishment switchers as well as young females and those with long previous experience in other firms.
REFERENCES

Abowd, John, Francis Kramarz, and David Margolis. 1999. High wage workers and high wage firms. Econometrica, 67(2): 251334. Abowd, John, Francis Kramarz, and Sbastien Roux. 2006. Wage, mobility and firm performance. Economic Journal, 116(512): F24585. Adams, Scott, and John Heywood. 2007. The age of hiring and deferred compensation: evidence from Australia. Economic Record, 83(261): 17490.

Addison, John, Paulino Teixeira, and Thomas Zwick. 2010. German works councils and the anatomy of wages. Industrial and Labor Relations Review, 63(2): 25074. Alda, Holger, Stefan Bender, and Hermann Gartner. 2005. The linked employer employee dataset created from the IAB establishment panel and the process-produced data of the IAB (LIAB). Schmollers Jahrbuch, 125(2): 32735.

Older workers and short-term jobs: patterns and determinants

the retirement patterns of career workers have been studied extensively. One of the main findings of this literature is that a majority of older Americans with career jobs make at least one job change prior to leaving the labor force; only a minority leave a career job and the labor force simultaneously. An important question is whether the findings also apply to individuals who have never held a full-time career job. This question is relevant because a sizable fraction of older American workers approximately 12 percent of men and about one-third of womendid not have a career job.
REFERENCES

See Joseph F. Quinn, Retirement Patterns and Bridge Jobs in the 1990s, EBRI Issue Brief No. 206 (Washington, DC, Employee Benefit Research Institute, February 1999), http://www.ebri.org/ publications/ib/index.cfm?fa=ibDisp&content_id=119; Joseph F. Quinn, Kevin E. Cahill, and Michael D. Giandrea, Early Retirement: The Dawn of a New Era? TIAA-CREF Institute Policy Brief (New York, TIAA-CREF Institute, July 2011), http://www.tiaa-cref.org/ institute/research/briefs/pb_earlyretirement0711.html; Michael D. Giandrea, Kevin E. Cahill, and Joseph F. Quinn, Bridge Jobs: A Comparison Across Cohorts, Research on Aging, September 2009, pp. 549576; and Christopher J. Ruhm, Bridge Jobs and Partial Retirement, Journal of Labor Economics, October 1990, pp. 482501. 2 See Kevin E. Cahill, Michael D. Giandrea, and Joseph F. Quinn, Retirement Patterns from Career Employment, The Gerontologist, August 2006, pp. 514523.
1

Enhancing higher education students employability: A Spanish case study

The goal of this project was to enhance students employability by supplementing the subjects syllabus wi th complementary activities and tasks meant to improve some of the competencies and skills promulgated by the European Space for Higher Education, thus imp roving the students chances in todays competitive labour market, while at the same time enhancing the quality standards of the Degree. References
Andrewson, J. and Mitchell, H. (2006), Employability for Students: How to Get the Best from Your Education Course, Escalate: Higher Education Academy Education Subject Centre, University of Bristol.
Beatriz Oria

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Arnold, J., Silvester, J., Patterson, F., Cooper, C. L., Robertson, I. and Burnes, B. (2005), Work Psychology: Understanding Human Behaviour in the Workplace, Harlow and New York: Prentice Hall. Barnes, D. and Todd, F. (1995), Communication and Learning Revisited: Making

Meaning Through Talk, Portsmouth: Boynton/Cook. Becker, G. S. (1964), Human Capital, New York: Columbia University Press. Bennett, N., Dunne, E. and Carr, C. (2000), Skills Development in Higher Education and Employment, Buckingham: SRHE/Open University Press. :