Is there a relationship between digital competence and employability?
Since 2006, digital competency has been one of the eight recommended competencies in the European Union (EU) framework for lifelong learning. Subsequently, the European Commission (EC) consulted with stakeholders to develop and update digital competency frameworks for learning and employability. Hanna (2017) suggested dire consequences for late adopters of digital technology due to the competitive advantage of early adopters. Consequently, governments, businesses and international organisations are sponsoring digital literacy and skills programmes to develop the capacities of their citizenry and customers to partake in the fourth industrial revolution (4IR).
Digital competence could gain a competitive advantage for enterprises. This is because the evolution of the European Union Digital Competency frameworks was considered to derive measures that could be tested with employers. DigComp 2.2 provides an integrated framework of competency areas, their descriptors, proficiency levels, skills, attitudes and knowledge applicable to employability. Knowledge was the key driver of digital competency, with measures of artificial intelligence emerging across competency areas. Also, attitudes were found to have a moderating effect between digital competency and employability; but due to the diverse nature and employability requirements by firms and from different economic sectors, further studies targeted at a diverse group of employers could establish digital competencies in demand.
In modern times where digital transformation is seen as the key to global economic development (Sepasvili, 2023), governments globally have embarked on digital transformation agendas to be part of the 4IR as it has proven to be one of the methodologies of improving efficiency and speed in developing a sustainable strategy (Riva & Pilotti, 2022).
4IR involves the automation of processes, big data generation, and machine learning for decision-making and universal connectivity. Rojko (2017) explained that 4IR affords businesses mass customisation production using information and communication technologies (ICTs). Companies continue to adopt such technological advancements for competitive advantage. As put forward by Porter’s Five Forces, businesses gain a competitive advantage from the competencies of human resources.
As a result, since 2006, one of the eight recommended competencies in the European Union (EU) framework for lifelong learning encompasses digital competency as dire consequences was suggested for late adopters of digital technology due to the competitive advantage of early adopters. Consequently, governments, businesses and international organisations are sponsoring digital literacy and skills programmes to develop the capacities of their citizenry and customers to partake in the 4IR. The conceptual research was to understand the concept of digital competency and its measures related to employability as a result. While Garrido et al. (2010) found that digital skills are insufficient to improve the employability of low-income job seekers, in modern workplaces, some complex tasks are undertaken relatively easily and at less risk with digital competence.
Digital-driven organisations – such as Amazon, Meta, Microsoft and Apple – strive against less advanced technology-driven competitors. According to Felstead (2012), using ICTs has implications for the location and timing of task engagement. As a competitive advantage, multinational companies (MNCs) have integrated information and communications technology into their operations to minimise costs and improve their lead and response times to markets. European MNCs will likely expect similar digital competencies from expatriate employees and employees in host countries abroad.
The research, which sought to explore how the measures of digital competency relate to employability, was also to find a conceptual framework for digital competency and its measures related to employability. This study would be helpful for labour market stakeholders to know the relevant digital competencies for an efficient and effective workplace as the research is intended to understand digital competency and what measures are related to employability. Also, the study provides a guide on identified measures of digital competencies to be tested with employers for prospective employees and recruiting agencies.
The need for digital competencies for employability has evolved in the 21st century as government and private businesses adopt ICTs. As earlier studies postulated that digital competence had a limited influence on employability, recent studies have shown that some jobs require graduated levels of digital competence. While attitude has been found as a moderating effect on digital competence to employability, this study will serve as a baseline for further studies targeting employers from the various sectors of the economy in countries to seek the required digital competencies for employment as put forward by Baah-Acheamfuor, K., Quiteshat, A., & Yangailo, T. (2023) in their recently published and timely peer-reviewed paper titled ‘Critical Review: Measures of Digital Competency Related to Employability. This paper can be found in the Economia Aziendale Online, 14(2), 379- 391 of the Business and Management Sciences International Quarterly Review Vol. 14.2/2023 – DOI: 10.13132/2038-5498/14.2.379-391.
The required digital competencies for employees in organisations could differ depending on their roles. Similarly, the various sectors of an economy may have different prioritisation and needs for digital competencies. The relevance of identified digital competencies measures for employee recruitment, retention and promotion could be tested by targeting employers in further studies. Employers for specific economic sectors are best placed to indicate for competency areas that require autonomy of digital competence and the abilities for the complexity of tasks.
Also, there is a need for further studies juxtaposing DigComp 2.2 to update Green’s employability framework and a country case studies on DigComp 2.2 contributing to a universally subscribed digital competency framework. Realising that DigComp 2.2 considers knowledge, skills and attitude as independent variables leading to digital competency, where the viability of attitude as a moderator between digital competency and employability could be tested and compared with the conceptual framework by Khan and others.
