Work Readiness Practice, Are We Really Applying This In The Workplace?

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In today's dynamic and competitive professional landscape, the concept of work readiness has emerged as a pivotal determinant of success for individuals entering or navigating the workforce. As industries evolve and demands shift, the ability to seamlessly transition from educational settings to real-world employment becomes increasingly crucial.


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Before venturing into this topic, let us just establish what is ‘being work ready’? This applies to both individuals and employers.

‘Work readiness’ is based on individuals that are equipped with basic skills to qualify for the minimum skill criteria in a specific occupation, normally outlined by some job analysis or scope. These skills may be categorised as ‘Personality’, ‘Intellectual’, ‘Technical’.

  • Personality resources/skills – could be linked to Innovation and creativity skills or Leadership skills to name a few.
  • Intellectual resources/skills – could refer to problem solving and conflict management skills.
  • Technical – could be linked to IT related skills, communications skills and other soft skills which are job specific.

Why is it important to focus on work-readiness for organisations?

  • It allows different levels of compatibility to take effect, such as social interactions between internal and external customers, ability to perform job specific tasks and responsibilities and adjusting to working culture.
  • It may enhance individuals job performances and self-awareness.
  • Opportunity for skills development within the workplace which may increase productivity and effectiveness.
  • It allows organisations to employee experienced professionals in technical areas.

What are the disadvantages of not applying work-readiness?

  • Extra costs carried by organisations in terms of particular wastages, such as re-doing work.
  • Extra staffing cost in line with high staff turnover, due to the incompatibilities between employee and work given by employer. Other reason may be not adapting to the company  culture.
  • Depending on the severity it may result to a disruption of teamwork, reporting expectations and/or work flow.

What can possibly be done to build work readiness in individuals and organisational practices?

  • Internships, apprenticeship or learnerships
  • Continuous learning
  • Networking with professionals in order to seek guidance.
  • Volunteering work opportunities
  • Review and reflect on performances relating to workplace knowledge and skills

Interested in doing a training course? You should check out Academy Training Group.

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