Different Degrees of Skill Obsolescence Across Hard and Soft Skills and the Role of Lifelong Learning for Labor Market Outcomes

Schultheiss, Tobias; Backes‐Gellner, Uschi

doi:10.2139/ssrn.4275329

Cited by 2 publications

(2 citation statements)

References 35 publications

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“…In this sense our results are consistent with our skill weights model. This explanation would imply that workers who keep their expert IT skills up to date would not have negative returns to these skills (as shown by Schultheiss & Backes-Gellner, 2021). However, due to data limitations, we cannot directly test this hypothesis in the context of this paper and have to leave it for future research.…”

Section: Different Age Groupsmentioning

confidence: 91%

IT skills, occupation specificity and job separations

Eggenberger

Backes‐Gellner

2023

Economics of Education Review

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Section: Different Age Groupsmentioning

confidence: 91%

IT skills, occupation specificity and job separations

Eggenberger

Backes‐Gellner

2023

Economics of Education Review

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“…Although employers want typically to find someone who has technical expertise and qualifications, they should consider attributes such as creativity, communication, interpersonal skills, and problem-solving, as well ( Lyu and Liu 2021 ). Research has shown that hard skills become obsolete more quickly than soft skills ( Dominici 2019 ; Schultheiss and Backes-Gellner 2022 ), so employers should take into account the importance of both types of abilities when hiring. Furthermore, employers should also provide the necessary training and mentorship to ensure that their employees have the correct skillsets for the job ( Succi and Canovi 2020 ).…”

Section: Critical Literature Reviewmentioning

confidence: 99%

Reconciling Hard Skills and Soft Skills in a Common Framework: The Generic Skills Component Approach

Lamri

Lubart

2023

J. Intell.

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The distinction between hard and soft skills has long been a topic of debate in the field of psychology, with hard skills referring to technical or practical abilities, and soft skills relating to interpersonal capabilities. This paper explores the generic composition of any skill, proposing a unified framework that consists of five distinct components: knowledge, active cognition, conation, affection, and sensory-motor abilities. Building upon previous research and theories, such as Hilgard’s “Trilogy of Mind”, the generic skill components approach aims to provide a comprehensive understanding of the structure and composition of any skill, whether hard or soft. By examining these components and their interactions, we can gain a more in-depth understanding of the nature of skills and their development. This approach has several potential applications and implications for various fields, including education, training, and workplace productivity. Further research is needed to refine and expand upon the generic skill components theory, exploring the interactions between the different components, as well as the impact of contextual factors on skill development and use.

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Different Degrees of Skill Obsolescence Across Hard and Soft Skills and the Role of Lifelong Learning for Labor Market Outcomes

Cited by 2 publications

References 35 publications

IT skills, occupation specificity and job separations

IT skills, occupation specificity and job separations

Reconciling Hard Skills and Soft Skills in a Common Framework: The Generic Skills Component Approach

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