Abstract
A general estimate suggests that up to 10% of the global workforce is directly or indirectly employed in tourism and hospitality sector. Being one of the fastest growing sectors in global economy, the real challenge lies in matching the required skills with changing labour market. Researchers are of the opinion that it is really difficult to clearly define ‘skill' as it is subjective, relative, and perception based. The arguments range from formal qualification, on the job training to individual ability to perform certain jobs, etc. As such, all these factors help in our conceptual understanding which could even further be considered to be based on cultures, customs, traditions, and ethnicity with the fact that nature of hospitality operations is primarily a complex of social constructions. However, the generic consideration of skills in hospitality need to be explored in context with the changing employment patterns, technology, vocations, globalisation, glocalization, etc. across various markets and economies.
TopBackground
The traditional approach to employability considers the university graduates being investors in education which enables them access to the labour market without recognising the fact that this process not only seeks the graduates to develop their own sense of employability and a place in the labour market but also orientation of various other work related activities. (Tomlinson, 2007: 286). Few decades ago, Lewis’ (1982) research on hospitality education programs and curriculum emphasized that hospitality education programs need to change to meet the needs of its various stakeholders. It further revealed that some hospitality businesses prefer to recruit from business school graduates rather than hospitality program graduates for managerial positions (Goodman & Sprague, 1991; Lefever, 1989).
Key Terms in this Chapter
Conflict Management: Ability to resolve the conflicts which seeks effective communication skills.
Hard Skills: Practised during work placement opportunities.
Authentic Learning Curricula: Which assimilates business/community environments and offer appropriate space for identifying, developing, and using the necessary employability skills in the industry.
Soft Skills: Identified in the classroom learning situations.
Employability: Is about realising the applicant’s potential, satisfaction and fulfilment. It is the capability to move self-sufficiently within the labour market to realise potential through sustainable employment.
Transferrable Skills: Which help the bearer to easily move from one career to another in the market. They are 'portable skills’ which acts as an employment security mechanism that allows smooth transitions between jobs, occupations, and sectors.
Employability Skills: Those attributes that make a person to secure a gainful employment and be satisfied.