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FACULTY OF BUSINESS
ACCOUNTING SCHOOL

"Soft skills in the workplace".

COURSE:

DEVELOPMENT OF MANAGEMENT COMPETENCIES

AUTHOR:

GARRO BENSA, NAYELLI LORENA

TEACHER:

VENTURA DE ESQUEN, ALBERTINA MARINA

Lima North - Peru

(2024)
 INDEX
I.INTRODUCTION
II.DEVELOPMENT
Definition and importance of soft skills in the labor market
Main soft skills in demand
Advantages of developing soft skills
Strategies to develop soft skills
III. CONCLUSIONS
IV. RECOMMENDATIONS
BIBLIOGRAPHIC REFERENCES

1
 I. INTRODUCTION

The labor market has undergone significant transformations in recent

decades, driven by technological advances, globalization and changes in the
way people work. Technical skills, also known as hard skills, have
traditionally been the focus of employers; however, current dynamics
demand that professionals also develop interpersonal skills, commonly
referred to as "soft skills". These competencies are difficult to measure and
are not necessarily linked to specific technical knowledge, but are essential
to facilitate collaboration, adaptation and leadership in the work environment.

Soft skills, which include communication, empathy, teamwork, critical

thinking and adaptability, are competencies that enable individuals to
interact effectively and respond appropriately to daily challenges. These
skills have become particularly relevant in the context of digital
transformation and automation. In a world where many repetitive tasks are
being automated, soft skills represent a differential value that machines
cannot replace. Thus, while hard skills can be acquired through technical
training, soft skills often require deeper and more constant development.

A recent LinkedIn study shows that 92% of HR leaders consider soft skills to
be as important, or even more important, than technical skills. In fact, many
recruiters emphasize that they prefer to hire candidates who possess well-
developed interpersonal skills, as these skills foster team cohesion and
productivity. As the job market becomes more complex and multicultural, soft
skills are also vital to managing diversity and inclusion in the workplace.

In addition, globalization has caused companies to interact in multicultural

environments, which has highlighted the need for soft skills in professionals.
The ability to communicate effectively with people from different cultural

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backgrounds, adapt to different work styles and show empathy is crucial for
success in a global environment. These competencies not only improve the
relationship with colleagues and clients, but also strengthen the company's
image and positioning in a global market.

Overall, soft skills not only improve individual performance, but also
contribute to long-term organizational success. Companies that invest in the
development of soft skills in their employees tend to report higher rates of
retention, satisfaction and performance compared to those that do not.
Therefore, understanding and developing these competencies has become
a priority for both employees and organizations seeking to thrive in a highly
competitive and constantly evolving job market.

II. DEVELOPMENT

Definition and importance of soft skills in the labor market

Soft skills, also known as interpersonal competencies, are those abilities

related to behavior and the way of interacting with others. Unlike hard skills,
which are acquired through formal education and technical practice, soft
skills are more difficult to measure, as they refer to aspects such as
empathy, communication, leadership and teamwork skills. These skills are
essential for establishing effective interpersonal relationships, adapting to
changing environments and contributing positively to an organization's work
climate.

In the current context, characterized by increasing automation of tasks and

digitization of processes, soft skills represent a unique competitive
advantage. Technical skills, although important, are susceptible to being
replaced by machines or automated systems. On the other hand, soft skills,
such as empathy, creativity and adaptability, are intrinsically human and, in
most cases, cannot be replaced by artificial intelligence.

The importance of these skills also lies in their role in fostering a

collaborative, inclusive and efficient work environment. In organizations

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where employees have developed soft skills, there is better communication
between teams, higher talent retention and higher productivity. According to
studies conducted by the World Economic Forum, 75% of employers value
soft skills as highly as technical skills, especially in sectors such as services,
where interaction with customers and clear communication are crucial.

In an increasingly globalized world of work, soft skills also play a crucial role
in managing diversity and inclusion. The ability to work in teams with people
from different cultures, and to adapt to the practices and customs of
multicultural environments, is a key competency for success in today's
marketplace. Empathy and cross-cultural communication, for example,
enable employees to better understand the perspectives of their colleagues,
fostering cooperation and minimizing conflict.

In short, soft skills have ceased to be considered "additional" and have

become essential competencies. For employers, these aspects are so
relevant that they often choose to train their employees in technical skills,
assuming that soft skills are already developed or are being worked on
continuously. As a result, more and more companies are investing in training
programs aimed at improving interpersonal skills and creating an
organizational culture that values and promotes the development of these
skills.

Main soft skills in demand

Soft skills include a wide range of competencies; however, some are

especially valued by employers because of their direct impact on job
performance and organizational culture. The main ones are highlighted
below:

● Effective communication: Communication involves not only the

ability to express ideas clearly, but also the ability to listen and
understand each other. Effective communication allows expectations,
objectives and feedback to be conveyed so that all team members
understand their role and work in alignment. In addition, good
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 communication is key in the relationship with clients, since it facilitates
the understanding of their needs and generates a more personalized
and effective treatment.

● Teamwork and collaboration: In a work environment where projects

often require the cooperation of several people and departments, the
ability to collaborate is crucial. This skill includes sharing knowledge,
being flexible with others' ideas, and finding ways to work together
toward a common goal. Effective teams know how to leverage the
strengths of each member, resulting in better results and a more
harmonious work environment.

● Adaptability and flexibility: Adaptability implies being willing to

adjust one's approach or role in response to changes in the market,
technologies or organizational structure. This skill is especially
important in a context of digital transformation, where professionals
must constantly learn and adapt to new tools and methodologies. An
adaptable employee not only copes better with crises, but can also
take advantage of the opportunities that arise from them.

● Leadership and conflict management: Contrary to what one might

think, leadership is not exclusive to management positions.
Employees at any level can demonstrate leadership by taking initiative
on projects, motivating their peers, and resolving conflicts
constructively. Conflict management is especially important, as
disagreements in the workplace are inevitable. Negotiation and
mediation skills allow these conflicts to be resolved in a way that does
not negatively affect the work environment.

● Critical thinking and problem solving: Critical thinking enables

employees to analyze a situation from different perspectives, identify
problems and find effective solutions. This skill is especially valuable
in environments where problems require an innovative and flexible

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 approach, as critical thinking fosters creativity and the ability to see
beyond the obvious solutions.

Advantages of developing soft skills

Developing soft skills has a number of benefits for both employees and the
organization. These benefits include:

● Improved interpersonal relationships: Soft skills, such as empathy

and communication, help build trusting and respectful relationships
among colleagues. A work environment where interpersonal
relationships are strong and positive fosters a sense of belonging and
mutual support, which is essential for maintaining team morale and
motivation.

● Increased productivity: Efficiency at work depends largely on the

ability to collaborate and communicate effectively. Employees with
soft skills have fewer misunderstandings and work in a more fluid
environment, which translates into higher productivity. Adaptability
also plays an important role, as it allows them to face challenges with
flexibility and avoid roadblocks that can delay projects.

● Positive impact on organizational culture: Soft skills create an

organizational culture where respect, diversity and inclusion are
valued. Companies that foster these skills tend to be more attractive
to talent and retain employees better, which in turn strengthens their
reputation in the marketplace.

● Professional growth opportunities: Employees who excel in soft

skills tend to have better opportunities for promotion and professional
development. This is because these skills are key to leadership and
management roles, and those who possess these competencies can
successfully assume greater responsibilities and contribute to the
growth of the organization.

Strategies to develop soft skills

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Organizations and professionals can adopt a variety of strategies to foster
and enhance soft skills:

● Training and workshops: Soft skills courses, such as communication

workshops and team building programs, allow employees to practice
and improve these competencies in a controlled environment. These
workshops can include hands-on activities and simulation exercises
that help employees apply what they have learned.

● Ongoing feedback: Feedback is a valuable tool for soft skills

development. Supervisors can offer specific comments on employees'
communication, teamwork or adaptability, helping them identify areas
for improvement and set clear goals for their personal development.

● Mentoring and coaching: Mentoring programs allow employees to

learn from the experience of others, while coaching provides
personalized guidance to improve soft skills. Through mentoring and
coaching, employees can develop competencies such as leadership,
negotiation and conflict management more effectively.

● Practicing self-awareness: Self-awareness is key to improving soft

skills, as it allows employees to identify their own strengths and
weaknesses. Through self-assessment and reflection, employees can
work on aspects such as empathy, stress management and emotional
control, which helps them interact better with others and maintain a
positive attitude at work.

III. CONCLUSIONS

In conclusion, soft skills are an essential component in the profile of any

professional seeking to stand out in today's job market. These skills enable
employees to not only perform their technical tasks, but also to interact
effectively, resolve conflicts and contribute to the success of the
organization. As the labor market continues to evolve, the demand for soft

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skills is expected to continue to increase, especially in an environment where
automation is replacing many technical tasks.

Soft skills are also critical to fostering a healthy and productive

organizational culture. Employees with well-developed interpersonal
competencies tend to collaborate better, solve problems more effectively
and adapt quickly to unexpected changes. These competencies not only
improve individual performance, but also contribute to the achievement of
organizational goals, making companies more competitive and attractive to
talent.

In addition, fostering soft skills in the workforce is a long-term investment

that can reduce employee turnover, improve satisfaction and increase
workplace efficiency. Companies that prioritize the development of soft skills
in their team have an advantage in the marketplace, as they not only
achieve higher productivity rates, but also an inclusive and collaborative
work environment that fosters growth and well-being for all.

IV. RECOMMENDATIONS

1. Include soft skills in training programs: Organizations should

incorporate soft skills trainings into their professional development
programs. This allows employees to acquire interpersonal
competencies along with the technical skills needed for their role.

2. Encourage constructive feedback: It is advisable to establish a

continuous feedback system, where employees can receive
comments on their soft skills. Constructive feedback helps identify
areas for improvement and motivates employees to develop key
competencies.

3. Implement mentoring programs: Mentoring allows employees to

learn from experienced professionals and improve their soft skills in a
trusting and supportive environment. Companies should consider

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 creating internal mentoring programs to develop leadership and
teamwork skills.

4. Promote a culture of self-awareness: Encouraging self-awareness

practices, such as emotional intelligence workshops, helps employees
develop empathy and adaptability. This contributes to creating an
emotionally competent and collaborative work team.

5. Value soft skills in the selection process: Incorporating soft skills

assessments in the hiring process can help organizations identify
candidates who not only meet technical requirements, but also have
the ability to meet the needs of the organization's employees.

V. BIBLIOGRAPHIC REFERENCES

Mexican Institute for Competitiveness (2022). Skills for the future of work:
The importance of soft skills in the labor market. Mexican Institute for
Competitiveness. Retrieved from https://imco.org.mx

Ministry of Labor and Social Welfare (2021). Guía de habilidades blandas

para el empleo: Cómo desarrollar competencias clave para el éxito laboral.
Government of Mexico. Retrieved from https://www.gob.mx/stps

CONOCER - Consejo Nacional de Normalización y Certificación de

Competencias Laborales (2021). Competencias laborales y habilidades
blandas en México: Un estudio para el desarrollo de talento. CONOCER.
Retrieved from https://www.conocer.gob.mx

Ministry of Economy (2020). Labor transformation in the digital era:

Relevance of soft skills in Mexico. Government of Mexico. Retrieved from
https://www.economia.gob.mx

Labor Observatory Mexico (2023). The most demanded soft skills in Mexico:
Analysis of the current labor market. Observatorio Laboral. Retrieved from
https://www.observatoriolaboral.gob.mx

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National Institute for the Evaluation of Education (INEE). (2019).
Socioemotional competencies and their role in the work environment: A
review of soft skills in Mexico. INEE. Retrieved from https://www.inee.edu.mx

Mexican Association of Human Resources Management (AMEDIRH) (2022).

The role of soft skills in talent management: Trends in Mexico. AMEDIRH.
Retrieved from https://www.amedirh.com.mx

National Autonomous University of Mexico (2021). The importance of soft

skills in the professional environment. Dirección General de Orientación y
Atención Educativa (DGOAE). Retrieved from https://www.dgoae.unam.mx

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