Tag Archives: Employment

EMPLOYABILITY COMPETENCIES NEEDED BY BUSINESS EDUCATION GRADUATES FOR EMPLOYMENT IN EBONYI STATE

EMPLOYABILITY COMPETENCIES NEEDED BY BUSINESS EDUCATION GRADUATES FOR EMPLOYMENT IN EBONYI STATE

 

CHAPTER ONE

INTRODUCTION

Background of the Study

The concept of employability has in recent times remained the focus of government, employers, job seekers and educators. Brown and Hesketh (2004) defined employability as the relative chances of getting and maintaining different kinds of employment. While most people view employability in absolute terms, focusing on the need for individuals to obtain credentials, knowledge and social status; the concept of employability can also be seen as subjective and dependent on contextual factors. Employability not only depends on whether one is able to fulfil the requirements of specific jobs, but also on how one stands relative to others within a hierarchy of job seekers (Brown and Hesketh). Fugate, (2004) defined employability as a form of an active adjustment of individuals towards certain occupations until they could identify and recognize existing career opportunities in the work place. It takes a skill for a job seeker to be able to identify opportunities where others could not identify. According to Kazilan, (2009), employability refers to a group of important skills instilled in each individual in order to produce productive workforce. According to Hillage and Pollard (1998) as cited in Hind and Moss (2011), employability refers to a person’s capability for gaining and maintaining employment. For individuals, employability depends on the knowledge, skills and Abilities (KSA) they possess, the way they present those assets to employers and the context (e.g. personal circumstances and labour market environment) within which they seek work (Hind and Moss, 2011). In this paper, employability or employability skills are the skills needed by individuals to function effectively and efficiently in the world of work either as an employee or an employer of labour. The labour market is an arrangement that brings the employer and job seekers together. The employability Competencies of a job seeker will go a long way in determining the relative standing of the individual in the labour market.

Employability incorporates the dual aspects of supply and demand of labour to show that advancing one’s position in the labour market by gaining credentials is partially dependent on structural factors outside the individual’s control. The recent financial crisis demonstrates that global economic factors can and do have a significant impact on the likelihood of an individual securing a job regardless of their skills, credentials and social status. Our financial institutions and stock exchange market are yet to recover from the crisis. The retrenchment exercises in our banks and merger of some of the banks that have heightened the unemployment rate is not unconnected with the crises.

It is often believed that credential, knowledge and social status alone will guarantee a good position in the labour market. With the restructuring of the nation to a knowledge based economy, there has been a paradigm shift with more emphasis or demand for high calibre management skills. However, a focus on obtaining skills in order to gain good employment or standing in the labour market has led to an over-supply of graduates and a larger number of contenders chasing the same top jobs. The rate at with our higher institutions churn out graduates is indeed alarming without commensurate spaces for them to work. Brown and Hesketh (2004) stressed that there is a clear mismatch between individual’s expectations of employability and the realities posed by the labour market. This was what informed the classification of job seekers by Brown and Hesketh into two and they are: purist and players. The authors described the purists as those that believe in merit in getting their desired jobs because they have the requirements for the job. On the other hand, the players adopt any means possible to secure their desired jobs either by ‘hook or crook’ (that is, either legally or illegally). With the recent development in this part of the world, the players tend to thrive owing to the limited job opportunities.

A major concern of graduates is on what constitutes employability competencies. The competencies possessed by graduates seem to be different from what the employers want. Some employers have tried to outline some of these skills they want from job seekers. In a bid to creating harmony in their skills, the Secretary Commission on Achieving Necessary Skills (SCANS) prepared reports on ways of assisting educational institutions and schools in producing younger generations who are willing to work. The report outlines both ‘fundamental skills’ and ‘workplace competencies’ to include: basic, thinking, personal qualities, resources, interpersonal, information, systems technology skills (SCANS, 2001).

The above skills are no doubt invaluable to Business Education graduates. Uwameiye (1992) as cited in Imeokparia and Ediagbonya (2009) defined Business Education as the development of appropriate knowledge, skills, attitudes and understanding required to fit into chosen occupation or occupations. There are certain competencies that are particular to Business Education graduates. For instance, secretarial and accounting competencies remain as relevant as ever before. Though dynamism in the educational system and world of work have informed innovations in the field. The extent or degree to which Business Educator possesses these skills determines his/her relevance in the world work. Thus, the need to investigate into competences needs required by graduates of Business Education in tertiary institutions to becomes employable in modern office in Ebonyi state. Therefore, this study is designed to identify the employability competencies needs required of Business Education graduates for employment in Ebonyi State.

Statement of the Problem

There have been numerous complaints about the quality of graduates produced in most tertiary vocational and technical institutions in Nigeria. Tudunwada, (2011) observed that most graduates are not properly prepared for work especially for the industries and commerce. Dikko (2008) also observed that there is a growing concern among industrialists that graduates of tertiary institutions do not possess adequate work skills necessary for employment in industries. Since the industries and the world of work are among the employers of Business Education graduates, Business education programmes should be geared toward satisfying the needs of these industries. Dikko further stated that this problem of inadequate skills among Business school graduates led to the expensive venture of opening training schools in many industries where fresh graduates are being re-trained. There is an alarming rate of unskilled graduates produced by educational institution (Olaitan, 1999).This problem of unskilled graduates lead to low productivity, poor quality product and high cost of production. It also affects the employers, employees and the economy of the nation in general. Thus, the need to investigate into competences needs required by graduates of Business Education in tertiary institutions to becomes employable in modern office in Ebonyi state. Therefore, this study is designed to identify the employability competencies needs required of Business Education graduates for employment in Ebonyi State.

Purpose of the Study:

            The main purpose of this study is to examining the employability competencies needed by Business Education graduates for employment in Ebonyi State. The Specific objectives of the study are to:

  1. Identify the management/supervisory office Competencies needed by employers of Business education graduates in Ebonyi State.
  2. Identify the Bookkeeping/Accounting office Competencies needed by employers of Business education graduates for employment in Ebonyi State.
  3. Identify the word processing office competencies needed by employers of business education graduates for employment in Ebonyi State.
  4. Identify the office communication competencies needed by employers of Business education graduates for employment in Ebonyi State.
  5. Identify the interpersonal/human relation office competencies needed by employers of Business education graduates for employment in Ebonyi State.

Significance of the Study

This study on the office work skills needed by office education graduates in a modern office will be significant as it will reveal the office skills perceived as required by employers of labour for a successful transition from school to the world of work. Furthermore, curriculum planners and the National  University Commission (NUC) and National Commission for Colleges of Education (NCCE) will through the findings review the curriculum (minimum standard) to include current issues as they relates to Business education training especially in the provision of modern office equipment for the training of the students. Added to these, may be the need to recommend re-training of office employees on modern technology application and usage.

Government: The findings of this work will better inform the government on how to plan for the graduates in the country and to equally put the necessary machinery in place geared at repositioning the educational system to be more responsive to the needs of the society.

Researchers: This study will provide a framework for subsequent studies in this area and it will serve as reference work for researchers who intend to do similar study.

Students: The students who are major stakeholders will find this work very useful as they prepare for the world of work. It will equally serve as “eye opener” to business students/graduates who are not informed about the skills they are suppose to possess. It will also form vital part of the students’ course materials or reference materials.

Employers: The findings of this work will be of great importance to employers as it will afford them the opportunity to know the areas of weaknesses of our graduates and how to possibly organize a training programme to address this challenge.

General Public: The general public who intend to broaden their horizon as regards employability will definitely find this study a priceless companion. This will enable the public to be exposed to the nitty-gritty in employability.

Scope of the study

This study examining the employability competencies needs required of Business Education graduates for employment in Ebonyi State. The study will be delimited to private and public organisations in Ebonyi State and the respondents shall be executives/managers of the organisation

Research Questions

  1. What are the management/supervisory office Competencies required by employers of Business education graduates in a modern office.
  2. What are the Bookkeeping/Accounting offices Competencies needed by employers of Business education graduates for employment in Ebonyi State.
  3. What are the word processing office competencies needed by employers of business education graduates for employment in Ebonyi State.
  4. What are the office communication competencies needed by employers of Business education graduates for employment in Ebonyi State.
  5. What are the interpersonal/human relation office competencies needed by employers of Business education graduates for employment in Ebonyi State.

 

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PUBLIC PERCEPTION OF THE INFLUENCE OF GENDER ON EMPLOYMENT OPPORTUNITIES FOR WOMEN IN ENUGU EAST L.G.A, ENUGU STATE NIGERIA

ABSTRACT

This study is based on the influence of gender on employment opportunities for women (A study of Enugu East Local Government Area). The survey research design was adopted and a sample size of 400 (four hundred ) was got using Taro Yamane formula out of the population of a total of (367,958) residents. 400 questionnaires were administered to the respondents and 330 was returned, which was used for the data.  The data for the study was gathered using a questionnaire. An in-depth interview was conducted as the qualitative instrument. Analysis was made through the latest version of statistical package for social sciences (SPSS}, which is a well known software for the statistically analysis of data, so that effective conclusion can be drawn and Chi square was used to test the Hypotheses. Simple random sampling technique was adopted as the sampling technique for the study.  From the study, one could summarize more evidently that there are several patterns of gender discrimination based on employment opportunities for women in Enugu East. It was discovered that there are many factors responsible for gender discrimination on employment opportunities for women in Enugu East; more so, the study reveals that there are consequences for gender discrimination on employment opportunities of women in Enugu East. Finally gender discrimination on employment opportunities for women can be reduced in so many ways. The study recommends that Government should ensure that we have more female representatives at the top in the private and public sectors by eliminating barriers against women working in certain sectors to increase output, and most importantly government and the society at large should create full and decent productive employment opportunities for women and access to finance, as well as provision of social protection. Finally the researcher suggested other topics for further research.

  

CHAPTER ONE

INTRODUCTION

1.1     Background of the Study

In a masculine dominated society, women’s right has been misunderstood because of cultural, customary practices and beliefs which encouraged discrimination against women. Relying on traditional gender roles and child care responsibilities, some employers assume that female employee is less dependable than male employee. The idea of equality of sexes in employment is foreign to Nigerian native law and custom. Most entrepreneurs believe that females are inferior to their male counterpart and incompatible with a fast-paced business environment. Discrimination against women in places of work in Nigeria is so visible; this is primarily because of the high level of illiteracy and lack of skills among women compared to men.

Promoting decent productive employment and income opportunities equally for women and men is one of the key priorities of various governments across the world. Integrating gender concerns into employment and promotion can contribute to more effective boosting of productivity and economic growth; human resources development; sustainable development; and reducing poverty (ILO, 2018).

Gender differences in access to economic opportunities are frequently debated in relation to gender differences in labor market participation.

According to business dictionary (2018), gender is defined as the culturally and socially constructed differences between men and women that vary from place to place and time to time. The term “gender” refers to economic, social and cultural attributes and opportunities associated with being male or female.

According to 2006 national population and housing census, Nigeria’s population was 140.4 million (FGN, 2009). Women constitute about 49% of this population in Nigerian State and are known to play vital roles as mothers, producers, managers, community developers/organizers etc. Their contribution to the social and economic development of societies is also more than half as compared to that of men by virtue of their dual roles in the productive and reproductive spheres.  Okonjo (2017) argues that greater management of household resources by women, either through their own earnings or cash transfers shows that if given opportunities to occupy top positions, they can enhance growth by spending in ways that benefit the society. Research evidence have shown that women don’t earn as much as men and the average salary of women is 72% to 88% of men, even with variables such as education, age, position and job tenure considered (Waisman & Larsen, 2008). We can assert that male/female equality according to Marxist theory is the involvement of women in production outside home.       

Employment is one source of empowerment for women, given that it enables them exercise control over their own income and by extension their lives. Employment is one source of empowerment for women but unfortunately it is difficult to measure their employment status because the informal sectors are not reported. However, the data on hand indicates, for instance, that women and men currently employed in the North West are 46 and 54 percent respectively. Also, the employment rate of men to women in urban area is ratio 42:37 while the employment ratio of men to women in the rural area is 63:58.
In recent times, there has been a great deal of concern about the discrimination in the labour market based on gender considerations. Specifically, several practices, beliefs and stereotypes are held against the female gender as regards their suitability for certain jobs, eventual employment and advancement on the job. It is extremely difficult in some societies for women to go beyond a particular level in their chosen careers. Some jobs are perceived as the exclusive preserve of the male gender, while women are taken to be the weaker sex and therefore, should be employed in those areas where their weakness can be managed or tolerated. Even in the face of modernization, most people still hold on to the view that the woman’s place should be in the kitchen and therefore it is non-traditional for women to engage in paid jobs outside the home. The implication of these is that the rate at which women participate in the labour force is dictated by societal norms and stereotypes. The participation of the females in the labour force of Nigeria is still considered relatively low. The low participation rate may be because the males most of the time constitute the main employers of labour. This in turn gives them the opportunity to express their feelings and attitude towards the employment of the female gender, Effa (1995) findings support this notion. 75percent of male employers prefer employing the males to the females. The study goes further to suggest that the males are preferred to their female counterparts because the former are presumed more likely to ensure maximum productivity and efficiency. Other reasons being given include the number of times the female is likely to absent herself from work due to sickness, maternity leave, childcare and other domestic issues. An important question then arises, should the female gender be denied employment in the labour market and thereby reducing the participation in the labour market because of their natural/traditional roles as mothers and home makers which society has assigned to them?

However, despite some progress over the last few decades, gender equality in employment remains an elusive goal in all societies. Women continue to face certain problems and discrimination in all areas of economic life. The government of many developing countries in the last decade has focused on issues relating to gender disparity and this disparity was found in work places. In Nigeria today, the idea of equality of sexes in different places of work is foreign to Nigerian native law and customs. Discrimination against women in employment in Nigeria is so visible, primarily due to the high level of illiteracy and lack of skills among women compared to men. In fact, the country ranks 118 of 134 countries in the Gender Equality Index.Even when they are represented, they are discriminated against. No wonder the government has put a law that in every sector of work/employment, women should take at least 30% (Oakley 2000). Even with this, there are rarely any organizations that women have such, except in some professions that are considered feminine, which include nursing, teaching etc. Relying on traditional gender roles and child care responsibilities, some employers assume that a female employee is less dependable than a male employee. Most entrepreneurs believe that females are inferior to their male counterpart and incompatible with a fast-paced business environment.  This has led to series of discriminatory activities against women which comes in diverse forms such as direct gender discrimination which occurs when women are treated differently at work and an example includes disparity in salary based on gender.

1.2   Statement of the Problem

It is against this background that this study intends to examine the influence of gender on employment opportunities for women in Enugu East local government area. Despite some progress made over the last few decades in increasing women’s participation in the work force and narrowing gender gaps in wages, gender equality in the labour market still remains an elusive goal. While millions of women have become successful entrepreneurs, women are still grossly underrepresented in the boardroom of companies across the world. Particularly, in the developing world, women continue to form a large majority of the world’s working poor, earn less income, and are more often affected by long-term unemployment than men. This is due to women’s socio-economic disadvantages caused by gender-based discrimination and their double roles of being a worker and a care taker of the home. Olawoye (1995) describes Nigerian women as a crucial factor in production. According to her, they are largely responsible for the bulk production of crops, agro-based food processing, preservation of crops and distribution of yields from farm centres to market in both rural and urban areas. Nigerian women are contributing their quota to the development of the nation, but their potentials seem not to have been fully tapped due to some constraints. Disparities still exist between men and women in education, employment and income opportunities, control over assets, personal security and participation in the development process (Rahman & Naoroze, 2007). This may be as a result of lingering constraints including poor economic condition of Nigerian women, lack of adequate legislation and policies to support the rights of women, unequal access to education, limited access to land, lack of assertiveness among women etc.

Furthermore, women continue to embark on many unpaid care jobs, which has become an increasing challenge in their efforts to engage in productive work. Thus this study intends to find the influence of gender on employment opportunities for women Enugu East Local Government Area. 

1.3   Research Questions

As a result of the problems mentioned above, this study seeks to answer the following research questions:

  1. What is the pattern of gender discrimination on employment opportunities for women in Enugu East Local Government Area?
  2. What are the factors responsible for gender discrimination on employment opportunities for women in Enugu East Local Government Area?
  3. What are the consequences of gender discrimination on employment opportunities for women in Enugu East Local Government Area?
  4. How can gender discrimination relating to employment opportunities for women be reduced in Enugu East Local Government Area?

1.4   Objectives of the Study

The general objective of this research is to determine the influence of gender in employment opportunities for women, with special preference to the people of Enugu East local government Nigeria. The specific objectives include the following:

  1. To find out the pattern of gender discrimination on employment opportunities for women in Enugu East Local Government Area.
  2. To examine the factors responsible for gender discrimination on employment opportunities for women in Enugu East Local Government Area.
  3. To examine the consequences of gender discrimination on employment opportunities for women in Enugu East Local Government Area.
  4. To find out how gender discrimination on employment opportunities for women can be reduced in Enugu Local Government Area.

1.5   Significance of the Study

The study will have both theoretical and practical significance. The theoretical aspect of the significance of the study is that subsequent researchers may find this study as a foundation for further research on the influence on gender on employment opportunities for women. This research will be of immense importance to a large number of people ranging from the researcher to the government and various nongovernmental organisations.

Practically, the study will provide useful information that will shade more light on the difficulties encountered by women in the area of employment opportunities and proffer possible solutions to the government on how best to solve it.

The research work is of importance to the researcher as it is a basic requirement for the award of a university Bachelor of Science degree. Finally, Non-Governmental Organizations (NGOs) may find this research and its recommendation very useful in protecting the rights of women in respect to securing employments.

1.6   Definition of Terms

Discrimination:– Distinct treatment of an individual or group to their disadvantage; treatment or consideration based on class or category rather than individual merit.

Employer:– A person who pays for or hires the services of another person.

Employee:– A person who provides services to a company or another person, in return for salary or wages.

Employment:- The work or occupation for which one is used and often paid

Employment Discrimination:- This generally occurs when an employee is intentionally treated differently because of gender, race, colour, religion, national origin, disability, sexual orientation or age by the employer in either the phases of hiring, discipline, performance appraisal or termination of appointment.

Employment Opportunity:- Employment is an arrangement between employer and an employee that the employee will provide certain services on the job. The work will occur in the employer’s designated workplace, the work is designed to accomplish the employer organization’s goals and mission and in return, the employee receives compensation. This is an employment practice where employers do not engage in employment activities that are prohibited by law

Gender:- The division of people into various categories such as male and female, with each having associated clothing, roles, stereotypes, etc

Gender Discrimination:- Gender discrimination is an adverse action or differential treatment against a person which would not have occurred if the person was of the opposite sex.

Sexual Harassment:- Sexual harassment is defined as unwelcome sexual advances or conduct of a sexual nature which unreasonably interferes with the performance of a person’s job or creates an intimidating, hostile, or offensive work environment.

 Woman:- A female adult.

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THE CONTRIBUTION OF NATIONAL DIRECTORATE OF EMPLOYMENT (NDE) IN CURBING UNEMPLOYMENT IN KADUNA STATE

THE CONTRIBUTION OF NATIONAL DIRECTORATE OF EMPLOYMENT (NDE) IN CURBING UNEMPLOYMENT IN KADUNA STATE

ABSTRACT

The research work focuses on graduate unemployment and how the National Directorate of Employment (NDE) has helped in curbing it in Kaduna State. The work is aimed at determining the cause and effect of Graduate Unemployment in Nigeria, highlight various policies and programmes put in place by the Government to curb unemployment, assess the National Directorate of Employment and find out problems (if any) hindering the effective performance of the directorate and provide possible solutions. Data was collected from both primary and secondary data while the systematic sampling method was used in determining the sample size and the opportunistic sampling method was used in its administration. Statistical tables and charts were used in the data analysis. It was discovered that inadequate awareness and poor funding of the activities of the NDE in Kaduna State undermined its activity, and that skills acquisition is an effective tool in reducing graduate unemployment. Consequently, specific skills acquisition schemes have been recommended as elements that could empower unemployed graduates; that specific skills acquisition schemes should be included in the curriculum of post-secondary schools. Organising symposia, seminars and using the media were some of the recommendations made for improvement on the awareness of the activities of the National Directorate of Employment.

 

CHAPTER ONE

INTRODUCTION

1.1 Background of the Study

The global economic depression which started in the early 1980’s has caused a rapid deterioration in Nigeria’s economy industrial output has become very low and commercial activities are hull leading to loss of employment by thousands of Nigerians through retrenchment and rationalization in many industries. Furthermore, the formal educational sector continued to turn out a teaming of graduates annually without a matching increase in employment opportunities.

This trend was confirmed by the labour force survey conducted by the national manpower board in 1966/67. The situation had become so bad that by the end of 1985 the unemployment situation had reached desperate and alarming proportions (10%-12%) not only in the urban area but also in the rural area while 1974 was limited to the urban centers. The resultant effect is the increase in different kinds of antisocial activities such as house breaking, armed robbery drugs trafficking etc.

In an effort to redress the situation and stem the tide of increase anti-social activities arising from youth unemployment January 1987 set up the national directorate of employment (NDE) with the aim of institutionalizing the schemes to support the self-employment aspirations of the Nigerian youths.

Various development plans had it as an objective to effectively solve the problems of unemployment.  This has led to the initiation of various agricultural development programmes.

Banks and industries were set up in the rural areas to give jobs to the rural dwellers many other programmes and polices were established but were not effective enough as to restructure the economy. Privatization and commercialization of certain government establishment led to workers being laid off from their jobs resulting in greater unemployment.  This situation then made it necessary for the establishment of national directorate of employment (N.D.E) to combat the grooming problems of unemployment.             

1.2 Statement of the Problems

The problem of unemployment in Nigerian is becoming more unbearable as it is threatening the Nigerian economy where people find it difficult to survive. An alarming structure of unemployment emerged with the rising joblessness amongst graduates of tertiary institutions. The problem now is finding solution (s) to unemployment problems in Nigeria.

The government on the other hand decided to alleviate this problem by embarking on self-employment schemes as one of the measures to solve the problems.

However, inspite of the government effort to alleviate the problems of unemployment, the menace still persist because not all unemployed could be deployed in the government self employment schemes provided.     

1.3 Objectives of the Study

      The specific objective for the study includes the following

  1. To identify the programmes of NDE in resolving unemployment problems
  2. To find out problems encountered by the NDE in solving unemployment problems in Nigeria
  3. To determine the contributions of NDE towards resolving the issue of unemployment in Nigeria.

1.4 Research Questions

  1. What are the causes of unemployment in Nigeria?
  2. What programmes has NDE adopted in order to alleviate the unemployment problems?
  3. What are the constraints militating against the success of NDE?
  4. What is the impact of NDE on the Nigeria economy?

1.5 Research Hypothesis

H0: NDE has not contributed significantly in curbing unemployment in Nigeria.

H1: NDE has contributed significantly in curbing unemployment in Nigeria.

1.6 Significance of the Study

This study will help people especially those in the labour force to understand better how the problems of unemployment could be solved through the programmes and activities of NDE.

It will also help to awaken in young school leavers their desire to seek solution to their unemployment or joblessness through NDE programmes.

The benefits to the government is that it help the government to assess past policy measure for solving unemployment problems

It will also help the policy formulator to formulate polices and recommend strategies towards solving unemployment situation in Nigeria.

Similarly it will help government to design acquisition and self-employment programmes targeted at millions of Nigerian school leavers.It will also help to achieve overall economic development through adequate labour employment in the country.

Through its training acquisition programme the public especially the school leavers will be able to prepare those involved towards acquiring the required employment skills.

Youths who before training possess no marketable or employable skill set wage employment or establish their own enterprises upon graduation from NOAS training scheme.

It goes a long way in providing employment for the school leavers who might have been under the NDE programmes.

The NDE promotes graduate employment through a range of training scheme and attitudinal re-orientation to explore self-employment and self-reliance as an alternative to limited opportunities for paid employment.  The organization is promoting long-term structural change in employment expectation and job search practiced by graduates.   

1.7 Scope of the Study

This research covers the contribution of NDE  in Kaduna State. It attempts to assess the extent to which NDE  has made effort to lessen the intensity of unemployment in Kaduna State.

1.8 Limitation of the Study

The main constraint of the research is divided into 3 parts. They are time finance and the attitude of the respondents.

Time Constraints:Due to the time given for this study the researcher could not get all the required information needed for the study

Finance:The researcher has not got enough money to embark on this study due to money constraints the researcher could not visit places where necessary information relevant to the study could be obtained.

Attitude of the Respondent:  The attitude of the respondents limits research work because some of the respondents were unwilling to corporate with the researcher because they felt they have nothing to benefit from the study both financially and otherwise.

1.9 Definitions of Terms

Unemployment: is a situation in which able-bodied people who are looking for a job cannot find a job.

Cyclical Unemployment:Thisoccurs when there is not enough aggregate demand in the economy to provide jobs for everyone who wants to work. 

Structural Unemployment: This occurs when a labour market is unable to provide jobs for everyone who wants one because there is a mismatch between the skills of the unemployed workers and the skills needed for the available jobs. 

Frictional Unemployment:This is the time period between jobs when a worker is searching for, or transitioning from one job to another.

Hidden Unemployment:This is the unemployment of potential workers that are not reflected in official unemployment statistics, due to the way the statistics are collected.

Technological Unemployment: This is referred to the way in which steady increases in labour productivity mean that fewer workers are needed to produce the same level of output every year.

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