Employee Skill Intensity Impact on Skill Development in Catchers Overseas

Abstract

In today’s dynamic and competitive industrial landscape, organizations are constantly seeking ways to enhance productivity, improve workforce capabilities, and maintain a competitive edge. One critical aspect that has gained attention in this regard is the relationship between skill intensity and skill development. In the context of the jute industry, understanding how varying levels of skill intensity influence skill development is particularly significant. Despite the growing body of research exploring workforce development, there remains a notable gap in understanding the specific impact of skill intensity on skill acquisition and enhancement in the jute sector. This study investigates the relationship between skill intensity and skill development, aiming to explore how different levels of job skill requirements influence the overall growth and advancement of employees\' competencies. By examining the nature of tasks, the complexity of job roles, and the level of expertise required, this research seeks to provide insights into whether higher skill intensity fosters greater skill development or, conversely, creates challenges in skill acquisition.

Introduction

This research investigates the relationship between skill intensity (job skill requirements) and employee skill development in the jute industry. It aims to understand how varying levels of job complexity influence workers' learning, adaptability, and career progression.

Key Themes and Objectives:

• Core Focus: How skill intensity affects skill development, self-learning ability, and upskilling among jute industry workers.

• Main Questions:

  1. Which elements of skill intensity most affect skill development?

  2. How significantly does skill intensity impact employee skill growth?

• Study Objectives:

  • Assess the effect of skill intensity on employees’ skill acquisition.

  • Determine if higher skill demands lead to higher self-learning and upskilling rates.

Scope of the Study:

• Conducted within a jute company and focuses on how skill intensity influences:

  • Learning ability

  • Training effectiveness

  • Organizational productivity

  • Overall workforce efficiency

• Also examines supporting factors such as:

  • Training sessions

  • Organizational support

  • Employee motivation

Methodology:

• Participants: 250 employees from a single jute company

• Data Collection:

  • Primary data from questionnaires

  • Secondary data from books, journals, and reports

• Analysis Tools Used (via SPSS):

  • Percentage analysis

  • Rank analysis

  • Correlation and regression

  • Chi-square

  • ANOVA

Limitations:

• Study is limited to one company, so generalizability is restricted.

• Only 250 respondents were surveyed.

Literature Review Highlights:

• Kapoor & Malhotra (2025): Skill-based roles result in wage disparities; skill-based pay structures promote equity.

• Banerjee (2025): Intergenerational skill transfer is key; mentorship programs are necessary.

• Nair & Menon (2025): Automation favors skilled workers; training should include automation readiness.

• Nandi & Basu (2025): Industry-academia partnerships enhance tailored skill programs.

• Patel (2024): Regular skill upgrades lead to higher job satisfaction and reduced attrition.

Conclusion

The study concludes that employees\' skill intensity plays a crucial role in shaping skill development in the jute industry. A workforce with high skill intensity accelerates learning, enhances efficiency, and drives overall industry growth. Effective utilization of existing skills through mentoring, job rotation, and structured training programs fosters a culture of continuous improvement. Addressing skill gaps and training challenges can significantly enhance workforce adaptability and productivity. By implementing well-designed skill development initiatives, organizations can optimize employee potential and operational efficiency. Companies should prioritize upskilling programs to align with industry demands and technological advancements. Encouraging skill-sharing and employee participation in training programs strengthens knowledge transfer and job satisfaction. A proactive approach to workforce development ensures long-term sustainability and competitiveness in the jute sector. Continuous investment in skill enhancement strategies will contribute to both individual career growth and industry-wide progress.

References

[1] Kapoor, N., & Malhotra, D. (2025). Skill intensity and wage disparities in the jute sector. Journal of Labor Economics, 35(6), 210–228. [2] Banerjee, A. (2025). Intergenerational skill transfer in jute weaving. Journal of Traditional Industries, 33(7), 90–108. [3] Nair, R., & Menon, V. (2025). Automation and skill requirements in the jute industry. Journal of Industrial Automation, 30(4), 178–195. [4] Patel, (2024). Correlation between skill intensity and job satisfaction in the jute sector. Journal of Human Resource Management, 42(2), 66–82. [5] Choudhury & Sen, (2024). Digital literacy and its impact on jute industry skill development. Journal of Digital Transformation, 21(5), 241–258.

Copyright

Copyright © 2025 Dr. M. P. Kumaran, C. Kirubakaran . This is an open access article distributed under the Creative Commons Attribution License, which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited.