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General Implications of Soft Skills

Another company that knows the importance of soft skills is Walt Disney World. A selection of an article from Nation's Restaurant News. If the organization does not choose the people that suit the nature of the job best, the presence of those individuals might later have a dire implication on the organization. Therefore it is important for the organization to make sure what holds more importance to it, that is, the hard skills or the soft skills.

For instance, a financial analysts may not required to be highly equipped with the talent of public speaking or customer service but then that’s not of importance to it. However, a customer service representative needs to make sure that his or her appearance is presentable as it has the job description of dealing with people he or she has to make an everlasting impression on. Often is the question raised that why are soft skills required for an IT professional, some may argue that the core know-how of the technicalities are more important than having communication skills for an IT professional.

The counter argument to which can be that technical know how may get a person to a status but in order to pursue further and excel in the professional world, it is important to have good communication and interpersonal skills. Hence, both these qualities may impact the organization adversely if they are not assessed correctly in regard to the nature of the job and the organizational environment and requirement. Implications Particularly on the Employee and the Employer by Soft Skills

The reason that employers go for soft skills rather than hard skills is because hard skills if taught can be learnt in a relatively shorter period of time especially with hands on experience. However, is it very difficult to measure the implications of teachings of the soft skills. Hence, the employers have the perspective that soft skills should be present in the employee since the lack of hard skills can be taught via various means of on-job training Go Here

“And of course, there's the valid issue that this type of training does NOT come in pill form. It's not really possible to take a single dose and expect to see results. For soft skills to take hold they need constant practice and positive re-enforcement by the current manager in order for the behavior to become habitual. Training can only lay the foundation upon which to build a skill set, it cannot, because of it's nature, be expected to provide an immediate cure” (Jager, P. 2005).

Hence, the implication of shift from hard skills to soft skills on the employer has been with the rationale that soft skills are more in built in nature and cannot be inculcated, however hard skills can. Therefore, the employees should already posses the soft skills at recruitment in order to adjust to the employer’s demands. The recent overvaluation of soft skills over the hard skills have paved way for those who are not so book smart but know the tactics to be street smart, while the people with mediocre communication, teamwork and flexibility skills are at a disadvantage despite of knowing their work properly.

Hence, the implications on the employees of the shift have been dire on those who don’t possess the soft skills while beneficial for others. There has been a lot of debate on the possession of both the skills with choice required to be made between the two skills as “The problem is, it is unusual to find that desired blend of hard and soft skills” (Stuart. J, 2005).

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