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This suggests that we can separate out four main elements in respect of individuals’ employability: the first three are analogous to the concepts of production, marketing and sales, and the fourth the marketplace in which they operate.

Assets

An individual’s ‘employability assets’ comprise their knowledge (ie what they know), skills (what they do with what they know) and attitudes (how they do it). There are a number of detailed categorisations in the literature which, for instance, distinguish between:

• ‘baseline assets’ such as basic skills and essential personal attributes (such as reliability and integrity).
• ‘intermediate assets’ such as occupational specific skills (at all levels), generic or key skills (such as communication and problem solving) and key personal attributes (such as motivation and initiative), and
• ‘high level assets’ involving skills which help contribute to organisational performance (such as team working, self management, commercial awareness etc.)

Further key points from the literature include the importance of the transferability of these skills from one occupational or business context to another for employability and the increased attention employers are paying to the softer attitudinal skills in selecting employees.

Merely being in possession of employer-relevant knowledge, skills and attitudes is not enough for an individual to either ‘move self-sufficiently’ in the modern labour market or ‘realise their potential’. People also need the capability to exploit their assets, to market them and sell them.

http://en.wikipedia.org/wiki/Wikipedia:Text_of_the_GNU_Free_Documentation_License

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