Definition of employability

However, with the far-reaching influence of social and economic development in contemporary China on the workplace, employability has been endowed with more connotations. First of all, the development of society has greatly improved the overall quality of talents, and the competition in the job market is becoming increasingly fierce. How to win at the starting point of career and how to create employability adapted to the characteristics of contemporary workplace have become the focus of attention. Secondly, the acceleration of globalization has brought great changes to the workplace environment. In a diversified and international working environment, professionals need to constantly improve their abilities and qualities, broaden their horizons and gain broader development space. Furthermore, with the development of talent evaluation theory, enterprises pay more and more attention to selecting different types of talents for different positions. The core of human resource management has also changed from simply managing "things", that is, emphasizing work performance, to attaching importance to the management of "people". Employee turnover, job satisfaction, career development and organizational loyalty have also become important components of enterprise human resource management.

As a special group, fresh graduates are newcomers in the workplace, facing the transformation from campus environment to workplace environment, from student role to professional role, and from learning ability to working ability. How to gain a foothold in the workplace, cope with pressure and challenges, and maintain the potential of sustainable career development is not only a compulsory course for fresh graduates before entering the workplace, but also a standard that enterprises need to consider when selecting talents.

As the largest examination operation institution in China, ATA has customers all over the country, involving thousands of enterprises in finance, IT, communication, real estate, energy and other industries, with a total of millions of candidates and rich practical experience in campus recruitment. In order to evaluate the ability and quality of employees more accurately, effectively screen the talents needed by enterprises, and match the job requirements of enterprises with the ability and quality level of employees, ATA has formulated the concept of "universal employability" for new graduates and other people entering the workplace with the basic meaning of employability.

The so-called general employability profile refers to "the basic ability and quality to get the first job, keep the job and be competent for the job after employment". The general employability proposed here excludes the differences in knowledge and skills in professional fields, and is an inspection of the general employability of employees. At the same time, from the perspective of personality psychological characteristics, the personality characteristics most related to job performance are comprehensively measured.

General employability is a comprehensive concept, which consists of three relatively independent components: basic working ability, workplace English ability and individual psychological characteristics (see "Figure 2 General employability structure").

Basic working ability is the cornerstone of general employment ability and the basic ability necessary to complete employment. English proficiency in the workplace is a powerful tool to enhance employment competitiveness in the global working environment. Personality psychological characteristics describe the general situation of employees' personality, which can mark the potential of employees' career development and provide quantitative standards for job matching. These three components complement each other and organically integrate to form the general employability required by employees to complete employment, enhance employment competitiveness and career development.

General employability structure

1. Basic working ability

Basic working ability refers to the basic ability requirements of employees to engage in any occupation, which is used to judge whether they are competent in future work. A large number of psychological and management studies show that employability tendency can effectively predict the future work performance and performance of employees (Tracey,1992; Tian, 2006).

The basic work ability test is based on the group factor theory of intelligence structure put forward by the famous American psychologist L. thurston. According to thurston, intelligence includes seven independent psychological abilities, namely, word comprehension ability, word fluency, reasoning ability, counting ability, mechanical memory ability, spatial ability and perceptual speed. Based on this, thurston designed an intelligence test to measure these seven factors. Theoretical analysis and human resources practice show that these factors can represent the basic working ability of employees and can effectively predict the performance of employees in future work.

2. Workplace English level

Workplace English ability is the ability of employees to communicate in English in their daily working environment, which can be divided into English information understanding ability, English email reading and reply ability, English telephone communication ability, English report writing ability, English conference report explanation ability, and international conference participation ability.

Authoritative research shows that nearly three-quarters of multinational companies in the world are facing the challenge of managing more than 20 overseas operation networks (John et al., 1997), and global coordination has become one of the key factors to establish the competitive advantage of multinational companies. It is precisely because of this kind of collaboration that global communication skills, especially employees' workplace English skills, have become a prerequisite for the success of multinational companies. 2/KLOC-Since the 20th century, economic globalization has promoted the gradual internationalization of small and medium-sized enterprises, and these enterprises have also begun to use workplace English standards to require employees to strengthen their global communication skills and thus enhance their global competitiveness. As a result, workplace English ability has become a necessary ability for most company employees to stand on the workplace.

3. Personality and psychological characteristics

Personality psychological characteristics are relatively stable components of individuals in social activities, including ability tendency, temperament and personality. Since the 1970s, predicting future job performance through traditional intelligence tests, aptitude tests and school academic achievement tests has often been questioned in practical work applications. The concept of "competence" combined with psychology, management and other multidisciplinary fields came into being. Competency refers to knowledge, skills, self-concept, characteristics and motivation directly related to work performance. Among them, knowledge and skills are explicit abilities, which are relatively easy to be observed and measured. However, individual psychological characteristics such as self-concept, trait and motivation are potential abilities, which are relatively difficult to measure and change development (mcclelland,1973; Spencer, 1993). A large number of studies have found that competence is the key to predict work performance and personal success, which significantly distinguishes outstanding individuals from ordinary individuals.

The progress of technology has formed the trend of professional division of labor in today's workplace. Job segmentation puts forward more detailed requirements for talent selection, that is, selecting talents with different characteristics according to different job requirements. Matching the individual's personality and psychological characteristics with the post competency requirements can not only promote the individual's success in the work, but also make the individual more handy and comfortable in the work, providing continuous motivation for his career development. Therefore, individual psychological characteristics, as an important part of general employability, explain the potential of individual career development in different positions. "College students' employability" is put forward to adapt to the changes in the job market. The employability of contemporary college students mainly refers to the ability to realize employment ideals, meet social needs and realize their own values. Mainly reflected in whether college students' career goals are clear, whether their knowledge and skills are solid, whether their employment mentality is correct, and whether they have the practical ability to adapt to their posts.

Zheng Xiaoming described the employability of college students in his article On Employability as follows: "The employability of college students does not simply refer to a certain skill or ability, but a collection of students' various abilities, and this concept is a comprehensive inclusion of students' various abilities. In content, it includes learning ability, thinking ability, practical ability, application ability and adaptability. Learning ability refers to the ability to acquire knowledge and is the cornerstone of employment ability; Ideological ability refers to the comprehensive embodiment of thinking ability (including innovation ability), political discernment, social insight and emotional moral quality, and is a symbol of college students' ideological maturity; Practical ability refers to the ability to use knowledge, which is the crowning touch in employment and the externalization of the comprehensive application of various abilities; Adaptability refers to the psychological and physiological adjustment ability of self-control in various environments, which is the key to college students' employment and even the smooth transition from student role to social professional role. "