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"Skills Gap"
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An Exploratory Study of Online Job Portal Data of the ICT Sector in Bangladesh: Analysis, Recommendations and Preliminary Implications for ICT Curriculum Reform
Many countries wish to achieve digital transformation, especially during the COVID-19 pandemic. The digital skills demand is changing fast. The time-series online job portal data for the ICT industry in Bangladesh provides an opportunity to analyze high demand job titles and skills over time. These time-series data address the question of the speed of changes in job titles and skills and responsiveness of computer science and engineering (CSE) curricula. This study gathers online job portal data of the ICT industry in Bangladesh from 2016 to 2021. Natural language processing is used to group similar skills and job titles following the O*NET Online taxonomy. In addition to the descriptive statistics, the statistical significance test and correlation analysis are conducted. The analysis could identify high demand ICT job titles (Software Developers, Computer System Engineers/Architects, Web Developers, Project Management Specialists) and skills (API, Database, JavaScript) but Computer System Engineer/Architect job titles and API skills are increasing fast. The shift from networking to JavaScript and UI Design is also noteworthy after COVID-19. The preliminary curricula analysis suggests the responsiveness of the CSE program, but online job portal data analysis might provide opportunities for developing unique CSE specialization, courses and curricula.
Journal Article
Graduate readiness for the employment market of the 4th industrial revolution
Purpose: The purpose of this paper is, first, to examine student perspectives of their university experience in terms of the soft employability skills they develop; second, how prepared those students feel for the future employment market and finally investigate whether there are differences in perceptions between Chinese and Malaysian students given their different educational experience. Design/methodology/approach: In this study, 361 predominantly Chinese undergraduate students at two universities, one in China and the other in Malaysia completed the 15-item Goldsmiths soft skills inventory using an online survey. Findings: The results, analysed using factor analysis and confirmatory factor analysis, indicated that the university curriculum develops student soft skills, particularly in the Malaysian university and supports the relationship between soft skill and student preparedness for employment. The results also indicate that compared with the respondents from the Chinese university, the Malaysian university respondents were more likely to be positive to statements concerning their respective university's ability to develop their soft skills. Research limitations/implications: Such findings have implications for education providers and business in that it is important for universities to embed soft skills into the curriculum in order to develop graduate work readiness. Originality/value: What this research contributes is not only consolidation of existing research in the contemporary context of a disruptive jobs market, it takes research forward through analysing student perceptions from two universities, one in Malaysia and the other in China, of the skills they develop at university and the importance of soft skills to them and their perceptions of future employment and employability. Such research will provide insight, in particular, into the role of education providers, the phenomena of underemployment among graduates in China, and be of practical significance to employers and their perception that graduates lack the necessary soft skills for the workplace (Anonymous, 2017a; Stapleton, 2017; British Council, 2015; Chan, 2015).
Journal Article
Artificial Intelligence Innovations in Law Enforcement Training: CEPOL Strategy 23-27
Aim: The paper examines the role of artificial intelligence (AI) in law enforcement training and highlights the benefits and challenges associated with its use. AI in training can provide law enforcement officials with real-time, customised feedback on their performance, which can help them improve their skills and knowledge. However, the use of AI in law enforcement training also raises several challenges, such as ethical concerns related to the use of personal data and potential biases in AI algorithms. Therefore, it is crucial to effectively prepare law enforcement personnel to utilise AI to its full potential while minimising potential harm. Methodology: The paper also explores the new digital strategy of the European Union Agency for Law Enforcement Training (CEPOL) and how it incorporates AI technology into its training programmes to equip law enforcement authorities with the most up-to-date knowledge and skills. Additionally, the paper underscores the importance of research and science in identifying and developing new AI advancements and best practices. Findings: Finally, this article presents the identified gaps in digital skills and the use of new technologies in law enforcement training. Value: CEPOL periodically collects data to define strategic training priorities for law enforcement officials, emphasising digital skills and the use of new technologies. The need to increase the knowledge of law enforcement representatives on the rules of responsibility for artificial intelligence in the field of internal security remains a constant priority accompanying the development of technologies used in the work of law enforcement authorities.
Journal Article
A Conceptual Framework to Support Digital Transformation in Manufacturing Using an Integrated Business Process Management Approach
Digital transformation is no longer a future trend, as it has become a necessity for businesses to grow and remain competitive in the market. The fourth industrial revolution, called Industry 4.0, is at the heart of this transformation, and is supporting organizations in achieving benefits that were unthinkable a few years ago. The impact of Industry 4.0 enabling technologies in the manufacturing sector is undeniable, and their correct use offers benefits such as improved productivity and asset performance, reduced inefficiencies, lower production and maintenance costs, while enhancing system agility and flexibility. However, organizations have found the move towards digital transformation extremely challenging for several reasons, including a lack of standardized implementation protocols, emphasis on the introduction of new technologies without assessing their role within the business, the compartmentalization of digital initiatives from the rest of the business, and the large-scale implementation of digitalization without a realistic view of return on investment. To instill confidence and reduce the anxiety surrounding Industry 4.0 implementation in the manufacturing sector, this paper presents a conceptual framework based on business process management (BPM). The framework is informed by a content-centric literature review of Industry 4.0 technologies, its design principles, and BPM method. This integrated framework incorporates the factors that are often overlooked during digital transformation and presents a structured methodology that can be employed by manufacturing organizations to facilitate their transition towards Industry 4.0.
Journal Article
The digital skills divide: evidence from the European tourism industry
PurposeThis paper aims to present the findings from a European study on the digital skills gaps in tourism and hospitality companies.Design/methodology/approachMixed methods research was adopted. The sample includes 1,668 respondents (1,404 survey respondents and 264 interviewees) in 5 tourism sectors (accommodation establishments, tour operators and travel agents, food and beverage, visitor attractions and destination management organisations) in 8 European countries (UK, Italy, Ireland, Spain, Hungary, Germany, the Netherlands and Bulgaria).FindingsThe most important future digital skills include online marketing and communication skills, social media skills, MS Office skills, operating systems use skills and skills to monitor online reviews. The largest gaps between the current and the future skill levels were identified for artificial intelligence and robotics skills and augmented reality and virtual reality skills, but these skills, together with computer programming skills, were considered also as the least important digital skills. Three clusters were identified on the basis of their reported gaps between the current level and the future needs of digital skills. The country of registration, sector and size shape respondents’ answers regarding the current and future skills levels and the skills gap between them.Originality/valueThe paper discusses the digital skills gap of tourism and hospitality employees and identifies the most important digital skills they would need in the future.
Journal Article
Skill gaps, skill shortages, and skill mismatches
Concerns over the supply of skills in the U.S. labor force, especially education-related skills, have exploded in recent years with a series of reports not only from employer-associated organizations but also from independent and even government sources making similar claims. These complaints about skills are driving much of the debate around labor force and education policy, yet they have not been examined carefully. In this article, the author assesses the range of these charges as well as other evidence about skills in the labor force. Very little evidence is consistent with the complaints about a skills shortage, and a wide range of evidence suggests the complaints are not warranted. Indeed, a reasonable conclusion is that overeducation remains the persistent and even growing condition of the U.S. labor force with respect to skills. The author considers three possible explanations for the employer complaints and the associated policy implications.
Journal Article
A STUDY ON THE SKILLS GAP ANALYSIS IN THE JORDANIAN TOURISM SECTOR
According to the national development plans, the Jordanian tourism sector needs to be updated in order to meet international qualitative standards. To achieve this goal, one of the expected actions to be undertaken is the definition and the implementation of innovative professional profiles that should be integrated within the whole supply chain, and the updating of the related study plans. In order to address this demand, the research aimed to produce a skills gap analysis of the Jordanian tourism, hospitality, and heritage education system, which should highlight sets of innovative and underdeveloped skills for the tackled sectors, and the relative academic paths. The research also aimed to understand the actual offering of the Jordanian education system and to compare it with the requirements of the labor market. Although different plans have been developed, their implementation is still not fully exploited to achieve the desired transformation of the reference sector. By exploiting mixed research techniques, both quantitative and qualitative, it has been possible to understand the actual offering of the Jordanian education system and to compare it with the requirements of the labor market: these activities represent the needed basis to produce the demanded skills gap analysis, which is also part of this contribution.
Journal Article
Do employability skills for business graduates meet the employers’ expectations? The case of retail Islamic banks of Bahrain
PurposeManagers claim that fresh graduates are unequipped to meet market demands. The aim of this study is to investigate the perception of employers in retail Islamic banks of Bahrain on newly graduated business students. The Singaporean Model of Employability Skills was implemented, to ascertain the mean ratings of employability skills in terms of their importance and the competency of business graduates.Design/methodology/approachThis deductive research approach initiated with a literature review that identifies research gap and a model that was tested via a self-administration adopted survey by collected data from 220 senior employees at retail Islamic banks of BahrainFindingsThe systematic of convenience sampling technique was used in selecting 161 samples and the researcher received only 85 completed questionnaire forms. Findings initiate that employers appreciated the importance of teamwork, risk management and decision-making skills. Their main recommendation was that employers should establish a durable bond with universities to enhance employability skills.Originality/valueBecause the researcher gathered all data from employers of different Islamic banks in Bahrain, this sector in addition will get the advantage of the results that banks will formulate their strategic plans accordingly to tackle the business graduates’ weaknesses. Likewise, universities and researchers might be motivated to look into new innovative methods that assist graduates to accommodate with market conditions.
Journal Article
Skill demands and mismatch in U.S. manufacturing
Recent economic events have sparked debates over the degree of structural mismatch in the U.S. economy. One of the most frequent claims is that workers lack the skills that employers demand. The existing literature, however, analyzes this potential mismatch at a high level of aggregation with abstract indices and noisy proxies that obscure the underlying mechanisms. The authors address these issues by presenting and analyzing results from a survey of U.S. manufacturing establishments. The survey is the first, to their knowledge, to directly measure concrete employer skill demands and hiring experiences in a nationally representative survey at the industry level. The findings indicate that demand for higher-level skills is generally modest, and that three-quarters of manufacturing establishments do not show signs of hiring difficulties. Among the remainder, demands for higher-level math and reading skills are significant predictors of long-term vacancies, but demands for computer skills and other critical-thinking/problem-solving skills are not. Of particular interest, high-tech plants do not experience greater levels of hiring challenges. When the authors examine the potential mechanisms that could contribute to hiring difficulties, they find that neither external regional supply conditions nor internal firm practices are predictive of hiring problems. Rather, the data show that establishments that are members of clusters or that demand highly specialized skills have the greatest probability of incurring long-term vacancies. The authors interpret these results as a sign that it is important to think about factors that complicate the interaction of supply and demand—such as disaggregation and communication/coordination failures—rather than simply focusing on inadequate labor supply.
Journal Article