Job Skill Requirement

Context:
- It can (typically) be reported in a Job Description.
- It can range from being a Low Job Skill-Level Requirement to being a Medium Job Skill-Level Requirement to being a High Job Skill-Level Requirement.
Example(s):
- “must be able to type at least 45 wpm.”.
- …
Counter-Example(s):
- a Job Educational Attainment Requirement.
See: High-Skilled Job, High-Skilled Worker, Structural Unemployment, Competency-based Job Description.

References

http://www.reliableplant.com/Read/29243/job-description-elements
- QUOTE: Job-related skills — List the level of skill, knowledge, experience and capability demanded by the job, including any technical skills; physical requirements such as repeated lifting, pulling or pushing and physical exams that must be passed prior to qualifying for the position; communication skills such as written, verbal and language requirements; and interpersonal skills such as customer interaction, strong team player skills and the ability to work harmoniously with a diverse workforce. If the job requires computer skills, indicate the hardware and software that the employee will be using and the minimal skill level and/or experience required with the hardware or software.

(Handeleremy, 2005) ⇒ Michael J. Handeleremy. (2005). “Worker Skills and Job Requirements: Is There a Mismatch?. ” District of Columbia, Washington: Economic Policy Institute,
- QUOTE: There is a widespread belief that U.S. workers’ education and skills are not adequate for the demands of jobs in the modern economy. …
  … This study aims to improve understanding of the issues involved in the skills mismatch debate. The first chapter provides some background and an overview of the skills mismatch issue. The following chapters review research on levels and trends in the skills workers possess, the skills employers demand, and the evidence for skill shortages or mismatches between the two. This tripartite structure is dictated by the nature of the data, which precludes a unified treatment of the question. There is limited reliable and representative data on workforce competencies, even less on job demands, and the evidence in each area is largely incommensurable. The need for a standard, common set of measures for worker skills and job skill requirements is the one key finding that emerges from this review of the existing data.