Gaileen Sutton

Individuals with limited exposure to the world of work may lack the “soft skills” needed to get a job, stay employed, and advance. Soft skills are the nontechnical skills, abilities, and traits that workers need to function in a specific employment environment. They include four sets of place of work competencies: problem-solving and other cognitive skills, oral communication skills, personal qualities and work ethic, and interpersonal and teamwork skills.

There are different ways to provide soft skills training to individuals moving into the workforce. A job readiness curriculum that emphasizes employability skills is one approach. Soft skills training can also be incorporated into vocational training and other program activities. Agencies that provide employment-related services can structure programs to simulate the workplace. Some skills which can enhance employment ability are as follows:Building with the Basics: Grammar and Punctuation E-Mail Gems Professional Writing Skills Speak Smart: Oral Grammar Taking the Grr out of Grammar Aerial Lift Conducting Effective Accident Investigations Confined Space Entry Cutting Worker’s Comp Costs Defensive Driving Fall Safety Forklift Safety Having an Effective Safety Committee Hazard Communications Hazard Identification Hazardous Energy Control (Lockout/Tag out) Hearing Safety Job Safety Analysis Ladder Safety Office Ergonomics OSHA Recordkeeping Personal Protective Equipment Preventing Back Injuries Respiratory Safety Scaffold Safety The Supervisor’s Role In Preventing Accidents Trenching and Shoring Safety Violence in the Workplace Work zone Safety Call Center Training: Sales and Customer Service Training for Call Center Agents Business Ethics for the Office Customer Service: Critical Elements of Customer Service Marketing and Sales Mastering the Interview

An analysis of employers reveals they encourage the hiring of entry-level workers with soft skills. Researchers found that a positive attitude and reliability are the two qualities that employers identify as most important when hiring someone for entry-level work .Problems with interpersonal and other soft skills are a major barrier to employment that employers do not believe they can address on their own.

In addition, post-employment activities, such as case management, support groups, mentoring, and job coaching, provide opportunities to work on soft skills based on clients’ work-related experiences. One challenge for agencies is to assess and document soft skills. Agencies can market their soft skills training to employers and work with local employers to develop standards for job readiness.

These programs teach cognitive and behavioral skills that provide workers and supervisors with the insights and skills to resolve work-related problems and succeed in social interactions. Changes in entry-level work, such as a greater emphasis on teamwork, customer service, and decision-making, and changes in the characteristics of job applicants have led organizations to develop curricula that help disadvantaged individuals build soft skills. Soft skills include personal qualities that promote employment success, such as self-esteem, motivation, and a willingness to learn.

Problems with interpersonal and other soft skills are a major barrier to employment that employers do not believe they can address on their own.Surveys of employers reveals they encourage the hiring of entry-level workers with soft skills. Researchers found that a positive attitude and reliability are the two qualities that employers identify as most important when hiring someone for entry-level work.

Soft skills might be trivialized now but in the months to come they will be a requirement for Job placements. The need to start getting soft skill training is very important and can not be over emphasized.All employees who lack soft skill training will be in limbo when the skill is required from them.

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