人力资源开发专题-就业能力分析.pptVIP

就业能力（Employability);The essence of employability;Version 4: flow employability: concentrates on the speed at which a certain group of the unemployed finds work.(1960s) Question: weaknesses of version2 ,3,and 4? ;Version 5: labour market performance employability: the probability of obtaining one-or several jobs, the probable duration of these jobs expresses in hours of work, and the problem salary. By multiplying these three probabilities, synthetic indicator is obtained for the aptitude of a person or a group for being gainfully employed on the labour market. (1980s);Version 6: initiative employability (1990s): underscores the individual responsibility and a person’s capacity to trigger a process of accumulation of human capital and social capital around his/her projects; can be defined as the marketability of cumulative individual skills and can be measured by the breadth of potential or already acquired human capital (knowledge and productive skills, but also learning ability) and by the size and quality of the network of help and support that a person is able to mobilize around himself/herself (social capital). Emerging in North American and European human resource development (HRD) literature Paradox: ?;社会资本;Version 7: interactive employability(1990s): reintroduces the interactive and collective dimensions. “Employability is the relative capacity of an individual to achieve meaningful employment given the interaction of personal circumstances and the Labour market .”(Canadian Labour Force Development Board, 1994,p.viii) ;A consensus has gradually emerged around the concept of “interactive employability” as a defining idea in labour market policy, reflecting an acceptance that employability is about overcoming a broad array of barriers to work faced by individuals and that employability policies should therefore focus not just on individuals.;Three waves;McQuaid Linday (2004): Broad model of employability Individual factors 1. Employability skills and attrib