With a host of changes being driven by automation, digitalization and robotization, every business today comprises some digital aspect. Possessing digital skills is key for staying employable. Because digital skill requirements of employers are constantly being redefined, an alignment between industry and academia is necessary to develop a workforce that can promote economic growth and societal welfare. This study aims to analyse the differences in employer expectations as compared to management graduates’ perceptions regarding the digital skills and abilities necessary for human resources to be employable.
Qualitative content analysis techniques have been used to demonstrate the thematic convergence of data collected using focus groups. A series of seven focus groups were conducted with two respondent groups – HR professionals (n = 26) and final-year postgraduate management students (n = 32). NVivo was used to analyze the transcripts.
The findings establish a qualitative hierarchy of 15 digital skills necessary for management graduates to be employable. These have been mapped onto the typology of managerial skills (technical, human and conceptual) given by Katz (1955). The salience of the themes identified varies significantly across the two respondent groups.
The novelty of this study lies in establishing a qualitative hierarchy of digital skills essential to be employable. By mapping the differences in management graduates’ understanding of employability and HR expectations regarding digital skills, the study generates new insights for examining the student-job fit.
