Essays on Farewell, Job Title. Hello, Agglomeration of Skills by Blue Article

Download full paperFile format: .doc, available for editing

The paper "Farewell, Job Title. Hello, Agglomeration of Skills by Blue" is a delightful example of an article on human resources.   The article, Farewell, job title. Hello, agglomeration of skills, by Blue, (2016), focuses on the innovation occurring at unprecedented rates which have led to changes in the employers’ needs. It looks at the way in which job titles are losing relevance and skill sects gaining prominence. According to the article, the best way to measure workforce supply and demand is through analyzing the worker's skills and the needed skills for the open jobs.

The article helps a lot in understanding how the field of human resource management is changing (Blue, 2016). According to Dychtwald, Erickson, and Morison, (2006), recruitment is a major role of human resource management. The role cannot be a success without having an adequate talent pool. At the moment, the HR function of recruitment has been facing a shortage of skilled employees. The focus is to help in ensuring that the talent pool is broadened and workers who would be left behind by the fourth industrial revolution do not become unemployed. Concepts/ issues being studied The article points out at the innovation which is occurring at an unprecedented rate.

This has led to employers to have their needs shifted in a rapid manner. It points out at the existing situation where the education system has been forced to keep pace to address the existing gap between the skills needed by the industry and skills workers have. With the current change, it is still common to see workforce supply and demand being measured in an archaic manner. This is through the supply and demand of job titles instead of skills.

according to Guinn (2000), this approach is wrong since job titles can be used to imply different things based on industry and geographies. The article points out that job titles are an agglomeration of skills. Thus, the best way to measure workforce supply and demand would be through skills and skills that are required for a given job (Blue, 2016).


Ali, A. (2011). ‘Talent management in the Middle East’. In: H. Scullion and D. Collings (Eds.), Global Talent Management. London: Routledge, 155–177.

Beechler, S., & Woodward, I. C. (2009). The global “war for talent”. Journal of international management, 15(3), 273-285.

Blue, A. (2016). Farewell, job title. Hello, agglomeration of skills. [online] World Economic Forum. Available at: looking-beyond-job-titles/ [Accessed 15 Jul. 2017].

Davies, A., Fidler, D., & Gorbis, M. (2011). Future work skills 2020. Institute for the Future for University of Phoenix Research Institute, 540.

Dowling, P. (2008). International human resource management: Managing people in a multinational context. London: Cengage Learning.

Dychtwald, K., Erickson, T. J., & Morison, R. (2006). Workforce crisis: How to beat the coming shortage of skills and talent. London: Harvard Business Press.

Farndale, E., Scullion, H., & Sparrow, P. (2010). The role of the corporate HR function in global talent management. Journal of world business, 45(2), 161-168.

Gray, A. (2016, January). The 10 skills you need to thrive in the Fourth Industrial Revolution. In World Economic Forum.

Guinn, S. L. (2000). Succession planning without job titles. Career Development International, 5(7), 390-393.

Lépolard, C. (2016). Jobseekers: focus less on job titles, and more on skills. [online] Linkedin Pulse. Available at: job-titles-more-skills-christian-l%C3%A9polard [Accessed 15 Jul. 2017].

Muysken, J., & Nour, S. (2006). Deficiencies in education and poor prospects for economic growth in the Gulf countries: The case of the UAE. The Journal of Development Studies, 42(6), 957-980.

Pennington, R. (2015). Young UAE jobseekers struggle to land positions amid fierce competition. [online] The National. Available at: amid-fierce-competition-1.105561 [Accessed 15 Jul. 2017].

Raven, J. (2011). Emiratizing the education sector in the UAE: Contextualization and challenges. Education, Business and Society: Contemporary Middle Eastern Issues, 4(2), 134-141.

Reiter-Palmon, R., Young, M., Strange, J., Manning, R., & James, J. (2006). Occupationally- specific skills: Using skills to define and understand jobs and their requirements. Human Resource Management Review, 16(3), 356-375.

Reynolds, K., & Reynolds, S. (2014). Global talent for competitive advantage: getting to the table sooner. International Journal of Strategic Business Alliances 2, 3(4), 263-281.

Schwab, K. (2017). The fourth industrial revolution. New York: Crown Business.

Stahl, G. K., Björkman, I., Farndale, E., Morris, S. S., Paauwe, J., Stiles, P., ... & Wright, P. M. (2007). Global talent management: How leading multinationals build and sustain their talent pipeline. INSEAD faculty and research working papers, 24.

World Economic Forum. (2016). The future of jobs: Employment, skills and workforce strategy for the fourth industrial revolution. World Economic Forum, Geneva, Switzerland.

Download full paperFile format: .doc, available for editing
Contact Us