General ICT skills are there. but, professional ICT skills needed for the corporate sector

communication skills to work in diverse environment

language skills

In the modern age the skills are lacking in relation to the IPR's and SDR's for professionals

and communication some what lacking and moreover the interpersonal relations and human values and human relations are lacking at large.....

i think so.....

Since the question (referring to a new generation) suggests a comparison to older generations perhaps we should ask whether there is evidence that those generations were better prepared and hit the ground running.

I would expect different sectors to require some general and some specialized skills. A different way of interpreting this question is to look at (the degree of consensus on) currently necessary skills; this would require investigating whether what is taught matches well or poorly this set of skills. We should expect schools to cover well the general skills and less skills specific to particular sectors and industries.

I think they are the skills that did not require the technologies that are available only today. Such as interpersonal skills, personal communication skills, personal technical skills, personal contacting skills.

Now, lack of certain "soft" interpersonal skills, including prioritizing work, having a positive attitude, and good teamwork skills are lacking in new generation . Because, "It's hard to build soft skills and real relationships through technology".

http://www.businessinsider.in/Why-Gen-Y-Workers-Have-No-Idea-What-Their-Managers-Expect-From-Them/articleshow/22268720.cms

Some Management skills which are not taken seriously for development among the current younger generation ...

These are obvious, whereas all other skills are highly developed such as

Yes, it has been found that many of fresh management graduates do not fulfill the expectation of  employers. Therefore all of them are not employable. The gap exists in the area of situational analysis, pro-activeness, communication and getting along with the people. Education imparts knowledge and the capacity to put the knowledge into practice is skill. The corporate requires both qualification and skill. corporate requires the right kind of people with decisiveness, who can attain the corporate objectives and be  contributors to further growth and development.

What i have observed in my students that they are keeping the subject in short term memory and clearing the subject.. but many of them  cannot retain the subject for long term.. it is may be because of less practicality of the subject..

Managing People and Assuming Responsibility skills of management are also lacking in new generation.

Kind Regards,

Er.R.Gopinath, BSNL, Tamil Nadu Telecom Circle.

I agree Nuzhath Khatoon  point.  Now most of the  new generation are not ready to hard work for whatever it is. when they ready to work hard, they realise the practical manner. They self evaluated their personalities and  what they need to their profession?

Many of the new generation of management, they need the managerial skills in the form of practiced. like how to interact with others (Communication),  Planning, Directing, Delegating, Leading. when the  Employers exceptation is  fullfil here there is no gap between employee and employer. 

I agree with all the above contributors. In my opinion, lack of handwork, short tempering and emotional instability are the some of the major problems.

A manager should learn how to be proactive, and not reactive in his decisions and behaviors.

For a manager not only proactivity but also reactivity also neede. for example, a proactive manager also cannot respond to sudden natual disasters. reactivity also needed for a manager. Thus, both proactivity and reacitivity are called for managers. 

I would say that comparatively speaking, the Gen Y lacks the following skills:

--Impatient: wants instantaneously

--Blunt, expressive,less tolerant

--Bored easily, unless involved

--Less respect to authority, seniority (respects merit mainly)

--Tends to be more job mobile

--Does not like rigid schedules

--Expects more flexibility

--Less inter-personal skills

Some additional lacks:

--less respect to responsibility and job itself

--their communicative skills is underdeveloped

--many of them is too worldling

Who cares what current employers want?

Yes, this is a provocant question, but as the people are a resource, companies will have to live with the resources that are available. And they will have to adapt in some areas. 30 years from now the generation Y decision makers will be asked the same questions and they will probably say that the then-new generation does not have the same qualities that they like to see in themselves (the level in truth in these self-assessments may be questionable, too). And then, they will have to live with it.

This does not mean that we shouldn't try to educate our young generations in a way that we find good. No, whatever is good or bad in our young generations, we produced.

We do think new generation applicants aren't loyal? Well, I can't speak for developing countries, but in most developed countries companies retreated from the education of young people (normal potentials, not "war for talents" or other ... fashions). Companies evaded paying taxes in the countries that procided the infrastructure for their success. They layed off people without being in serious trouble because their shareholder's earnings were about to drop by some digits. All of this weren't signs of rocklike loyalty. So, who are we moan?

Young people are self-oriented? Well, where is any sign that WE aren't just like that?

Most of the complaints I would address as failures of self-evaluation. We don't see the qualities that we find very easily in ourselves. Not because they are there, but because we would like to see them in ourselves.

And regarding almost all of the rest of the complaints that may have some truth in it (although it is hard to generalize), I would like to add one question: Why do we complain if what we see is the result of what we did? For example: If we bombard our young generation with idols generated from crappy casting shows, we might actually tell them that looking good and singing ... consumeably are rather important qualities. :-)

Dear Andreas

The question is not about compaint, but we are analysing the limitations. They also have some great strengths, that too needs to be understood. But the question was about what they lack in terms of limitations. So, this is true. They are a product of different era.

I would like to add that their analytical skills are also generally poorer. They are in a hurry to conclude from symptoms mainly. I forgot to add that in my earlier post.

It's about easygoing life and escapism. Also the opportunities have dried up.Most of the generation don't see any future to what they are doing and they are mislead and misused leading to bad behavior to senior people who ave come through a long hierarchy

As most of the contributors come from countries like India, Pakistan and such, I would like to address the possibility that some of these developments just reflect the way your countries have evolved.

When people grow up very poor, they are used to working very hard to just earn a living. When people grow up in relatively secure circumstances where primary demands are met, they might not become that willing to work hard, which actually means that the methods to keep them interested in working will have to change?

Beyond that I have to stress my point again: If WE (working generation) are asked what skills THEY (younger generation) are missing, we have to compare us to a big group of individuals. There are several problems that arise:

1) As we are mentally sane, we like ourselves. So, most of us would find that WE have very positive attributes. If we look for those attributes in a big group of people, we will surely not find them in the majority of them. Otherwise, we wouldn't think that our positive attributes are remarkable at all.

2) WE had at least some success. In our considerations which attributes define US, we tend to forget that we climbed to our respective positions because we do have some attributes that seem to be quite valued. If we now look on a big group like "young people" we will see ... average behavior, average manners, average enthusiasm. But this doesnt say much about these individuals.

In general, I'm optimistic that whatever the younger generations lacks, is an indication that they are, at least, different. And as I wouldn't be too enthusiastic about what my generation did while leading their respective businesses, I think that if the younger generation really is different from our generation, chances are good that this is a good thing.

Hello, Nuzhath -

I actually conducted a literature review and wrote a class paper on this subject in my PhD program (it is published in ResearchGate). According to the literature, critical thinking skills are sorely lacking in business graduates today. They do not seem to have the ability to think across disciplines and integrate cross-disciplinary concepts into a holistic approach to management. My research showed that part of the problem is the misalignment between management and business schools in their interpretation of what critical thinking is. Worse yet, when they try to teach critical thinking, management schools misapply they type of critical thinking that is needed in one discipline to another discipline in which a different type of thinking is more appropriate. I have attached the paper here for your consideration.

Ruth

Hello, Nuzhath

There are lot of skills they lack.,they don't have patience to wait to see results, tolerance,hard work, higher order thinking (few cases)

I strongly agree with the answer of Prof. Shibu.N.S. and Interesting review attachment  @ Ruth Maria Tappin

I agree with Shibu.

However, I would like to say that teen generation (future managers) are having problems to communicate Face to Face when they have a problem.  For example, some teens like to break a relationship texting, instead that in person. 

However, in Indian Industries with predominant younger workforce (especially the skilled and  educated), we see that Communication is a very important tool for us to put forth and push the organizational machinery. I do not agree on the problem of Face2Face with the current generation;

They are loaded with information and more communicative then the earlier Indian generations.

• They auger courage to meet anyone (irrespective of age), and put a brave face to handle situations
• They are very adept in Mental makeup
• They are very cleaver to tie the "ends" of the discussion.
• They articulate well.
• They carry smile

Older generation

• keep things to themselves
• Communicate in their own ways (which neither satisfies them nor do they get the desired result)
• Generally on F2F, they reveal in their team (we use technique for Industrial relations)

Patience?

Good answer Andreas Höfer .. agreed

We are comparing different expectations, but even so, there are realities that are obvious and that must be addressed throughout the training process of the new generation of administrators.

This generation of new administrators has been forced to adopt a solid link with computer programs to solve problems very quickly.

These programs have ended up modifying, to a large extent, the behavior of the new generation of administrators, although it is known that the human factor is still very determinant.

The lack of skills to search for multiateral information that is appropriate to start a good business, is something that is not explained in a report by administrators who, in the first place, are digital natives.

Realistic looks are required on this matter.

As an example, I often hear, in my graduate classes that I have given in other countries, sometimes with deliberation, the mediatic prejudices that these young administrators reproduce in a very poetic way, as non-specialized media do.

Almost one hundred percent of the time, these reproductions are made by students who have not visited the countries they question. That should not be done, it is not part of the realism that should characterize a modern entrepreneur.

The opportunities offered by certain countries deserve to be well studied.

The critical capacity: analyze, be patient and frank, can not be obtained through computer programs. Even less on the part of non-specialized media.