This paper concerns the changing nature of employability skills, moving from the original life skills or basic skills concepts to the increasingly work-oriented interpretation. The early concept of employability skills linked employability skills to job readiness and holding down employment. However, the work-oriented focus is increasingly linking the impact of employability skills to organizational (or performance) outcomes, which in turn are linked to workers' career mobility and wage gains. This paper makes use of recent skills utilization data in Singapore to map out the relationship between employability skills and mobility. It shows that employability skills in Singapore are increasingly job context related, going beyond just holding down a job. As such, mobility is likely to be influenced by the extent to which employability skills are shared between industries. Recognition of the context-related nature of employability skills has led to the modification of workforce development training in Singapore in order to meet the needs for greater employability skills effectiveness through 'contextualized' training provision.

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The paper attempts to link theoretical ideas concerning the relation of agency and structure with empirical research on the transition from school to work. In particular, some of the propositions of structuration theory are assessed in terms of their applicability to empirical research which investigates the impact of individual and structural variables on movement into the labour market, and the way the variables combine to determine entry into labour market segments. The data suggests that structural and individual factors are influential at all levels of the occupational hierarchy, but that the strength of influence varies at different points in the hierarchy. This supports the axiom of structuration theory which asserts that structure and activity are deeply implicated in each other in the process of social reproduction. However, the data further suggests the `duality of structure' principle has to be considerably modified in order to apprehend phenomena such as labour market processes. In this respect we believe that structure and action variables have to be viewed as loci of powers rooted in partly independent ontological domains but which interpenetrate each other in specific empirical areas at particular points in time and space.

This article builds on earlier attempts to develop a conceptual framework for the comparative analysis of training and skill formation systems. Following a critical review of previous approaches, the article identifies the main underlying relationships which shape national systems of skill formation. We identify four such 'models' of the skill formation process. These models show how such a framework can help us understand why societies have different approaches to the provision of education, training and skill formation and why there are significant differences in government policies towards training as they at tempt to respond to the challenges of globalisation.Comparative analysis of national systems of skill formation 9