Employability: Difference between revisions
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==References== | ==References== | ||
Gazier, B. (2001) Employability: the complexity of a policy notion | Gazier, B. (2001) Employability: the complexity of a policy notion. In ''P. Weinert, M. Baukens, P. Bollerot et al. (eds) Employability: From Theory to Practice'' (pp. 3 – 23). New Brunswick, NJ: Transaction Books.<br> | ||
International Labour Office | International Labour Office. (2010). A skilled workforce for strong, sustainable and balanced growth: a G20 training strategy..<br> | ||
[[Category:CCI3]] | [[Category:CCI3]] | ||
Revision as of 12:58, 8 October 2020
Employability refers to the ability to enter, stay and progress in the labour market and secure paid employment that is adequate to one’s competences, qualifications, expectations, preferences and social context. While individual skills and adaptability enhance employability, employability needs to be assessed relative to the prevailing market conditions, notably whether there are adequate jobs with decent working conditions. An individual’s employability depends on the employability of other individuals as well as on the institutions and opportunities in a given labour market.
References
Gazier, B. (2001) Employability: the complexity of a policy notion. In P. Weinert, M. Baukens, P. Bollerot et al. (eds) Employability: From Theory to Practice (pp. 3 – 23). New Brunswick, NJ: Transaction Books.
International Labour Office. (2010). A skilled workforce for strong, sustainable and balanced growth: a G20 training strategy..