Graduates’ employability

2016 ◽  
Vol 30 (5) ◽  
pp. 321-326 ◽  
Author(s):  
Kyriaki Matsouka ◽  
Dimitrios M. Mihail
Keyword(s):  
Higher Education ◽  
Job Performance ◽  
Labour Market ◽  
Human Resource ◽  
Soft Skills ◽  
Personal Attributes ◽  
University Graduates ◽  
Human Resource Managers ◽  
Hard Skills ◽  
Resource Managers

The purpose of this article is to investigate the views of university graduates and human resource managers (HRMs) on graduates’ employability in terms of the soft skills required by the labour market. Soft skills (personal attributes that enhance an individual’s interactions, job performance and career prospects) are necessary in the labour market in addition to hard skills (professional knowledge, tools or techniques). In this study, 178 graduates from the Aristotle University of Thessaloniki and 29 HRMs from Greek companies took part. The research tool was a questionnaire exploring participants’ views on the demand for soft skills as a decisive factor in employability. The findings identify differences between the views of the graduates and the HRMs. The graduates tended to overestimate themselves, while the employers argued that graduates lacked the necessary skills. The findings are discussed in relation to the changes needed in higher education institutions and the importance of appropriate interaction and collaboration between companies and universities.

Modeling the Soft Skills of Green Procurement Professionals using Interpretive Structural Modeling Approach

2016 ◽  
pp. 120-131 ◽  
Author(s):  
Surajit Bag
Keyword(s):  
Human Resource ◽  
Soft Skills ◽  
Structural Modeling ◽  
Human Resource Managers ◽  
Interpretive Structural Modeling ◽  
Green Procurement ◽  
Modeling Approach ◽  
Hard Skills ◽  
Resource Managers ◽  
Essential Set

Green procurement demands a creative attitude and innovation oriented culture which is still missing in many organizations. It is noted that most of the procurement professionals lack essential soft skills which are more important than hard skills. Human resource managers need to develop appropriate teaching methodologies for procurement professionals to enhance the essential soft skills. The purpose of this study is to identify the essential set of soft skills required for green procurement practices. Interpretive structural modeling approach was applied to find the interrelationships. This study also provides deep insight to human resource managers and will be helpful in developing training programs for procurement professionals.

scholarly journals A study on the performance appraisal of employees in jayam engineering works (p) ltd

2018 ◽  
Vol 8 (1) ◽  
pp. 58-75
Author(s):  
Thiagarajan M ◽  
Chandrasekaran S
Keyword(s):  
Job Performance ◽  
Performance Appraisal ◽  
Human Resource ◽  
Human Resource Managers ◽  
Hewlett Packard ◽  
Appraisal Process ◽  
Current State ◽  
Resource Managers ◽  
Performance Appraisal Process ◽  
Structured Questionnaire

Performance appraisal should be a two way approach, both from the supervisor and subordinate. The study presents a review of the performance appraisal process in relation to performance and feedback at Hewlett Packard.  The purpose of PA is  to help the employee perform better, accomplish more and be motivated to work towards making an organization more effective. The performance appraisal is the evaluation of on employee job performance in order to determine the degree to which the employee is performing effectively. Performance appraisal should be designed to show more precisely how well workers are doing their jobs. The Performance Appraisal needs to be very transparent and helpful both to the employees and to the organization. The need is to get a feedback from appraisers and appraises working in the organization, about the current state of the PA. Only after analyzing the current state of PA, the human resource managers can go to the next step of improvements in PA. A survey is therefore required. The type of research chosen is quantitative in nature. The research is undertaken to ascertain the views / opinions of the Raters and Rates working with the company and to suggest appropriate modifications about the existing PA Structured questionnaire has been prepared and discussed personally with the respondents

scholarly journals Composing Professional Human Resource: The Necessity of Excellent Internship Mentoring System

2020 ◽  
Author(s):  
Sheila Febriani Putri ◽  
Dhika Maha Putri ◽  
Fitri Purnamasari ◽  
Miranti P Puspan- ingtyas ◽  
Dwi Narullia
Keyword(s):  
Higher Education ◽  
Human Resource ◽  
Education System ◽  
Soft Skills ◽  
University Graduates ◽  
Keywords Education ◽  
Mentoring System

University is primarily being a wide place or facility to produce capable, intelligent and professional workforce. Students are equipped with various kinds of knowledge theoretically as well as trained through the internship process. However, the findings on graduates who don’t reflect some aspects of professionalism, less competent in each of their fields or even their soft skills should be classified as urgent issues at any rate. Driven by these contrary sides, we highlighted that the less maintained students’ internship period might be a variable for the problems. We started by collecting previous studies on the dissatisfactions from employers about trainees/interns from universities, analyzed the solutions, and triangulated the solutions we proposed by exploring internship masterplan at a university in Indonesia. From all of these steps, we found that appropriate, intensive mentoring ways in the students’ internship period are the main points to create the skills that meet any employers’ demands. We believe that the results of this study will be very useful for those who need answers to the best ways to improve the quality and capabilities of higher education graduates. Keywords: education system, human resource, internship, labor, university graduates

scholarly journals Why Do Sustainable Ventures Fail to Attract Management Talent?

2018 ◽  
Vol 10 (11) ◽  
pp. 4319 ◽  
Author(s):  
Neil Thompson ◽  
Roosje Eijkemans
Keyword(s):  
Labour Market ◽  
Human Resource ◽  
Crucial Role ◽  
Qualitative Interviews ◽  
Competitive Advantages ◽  
Human Resource Managers ◽  
Employment Opportunities ◽  
Resource Managers ◽  
Management Professionals ◽  
Practical Implications

Entrepreneurship is widely recognized to play a crucial role in transitioning societies towards sustainability, yet sustainable ventures often have difficulty in attracting talented management employees that are necessary to scale their sustainable opportunities. This study examined 19 qualitative interviews with three interview groups (human resource managers of sustainable ventures, recently hired employees at sustainable ventures, and management professionals looking for employment opportunities) to explain the impediments of attracting management talent and what competitive advantages sustainable ventures may have in the labour market. We discuss how these findings have theoretical and practical implications for scholars and sustainable entrepreneurs by drawing out a number of ways that sustainable ventures may attract management professionals.

A Study of the Perceptions of the Labour Market by Human Resource Managers in the UK Hotel Industry: A Cognitive Approach

2000 ◽  
Vol 2 (3) ◽  
pp. 232-241 ◽  
Author(s):  
Julie Gore ◽  
Michael Riley
Keyword(s):  
Labour Market ◽  
Human Resource ◽  
Cognitive Task ◽  
Human Resource Managers ◽  
Cognitive Approach ◽  
Human Resource Manager ◽  
Resource Managers ◽  
Hr Managers ◽  
The Uk

It is reasonable to assume that if the labour market is the dominant force in labour management then the significance of the role of the human resource manager lies in the position it holds at the intersection between the external and the internal market, with recruitment as the joining process. This paper describes a qualitative investigation of hotel human resource managers' perceptions of their labour market environment using the process of recruitment as a vehicle to explore cognitive processes. A cognitive task analysis was completed which utilised four interview methods: task diagram; knowledge audit; simulation interview; and repertory grid. The findings show that the HR managers conform to the appellation of ‘expert’ in that they would use few and simple rules in making decisions. They also assume that the labour market will always provide and that perceptions of what goes on inside the organisation are quite separate. In other words there is both an industry and in organisational perspective at work.

scholarly journals From pragmatism to meritocracy? Views on in-house family ties on the Swedish labour market

2019 ◽  
Vol 197 (2) ◽  
pp. 268-279
Author(s):  
Kerstin Westin ◽  
Katarina Haugen
Keyword(s):  
Labour Market ◽  
Human Resource ◽  
Thematic Analysis ◽  
Informal Logic ◽  
Human Resource Managers ◽  
Family Ties ◽  
Professional Groups ◽  
Resource Managers ◽  
Rural Settings ◽  
The Empirical Analysis

In-house family ties within workplaces are a non-negligible phenomenon on the labour market. Drawing on organizational and geographical perspectives and based on thematic analysis of 40 interviews with human resource managers, we analyse how family ties are viewed and managed in organizations on the Swedish labour market. Based on the empirical analysis, we suggest that there are two different logics of human resource management concerning in-house family ties: a traditional, pragmatic and informal logic which expresses an accepting view; and a modern, meritocratic and formal logic associated with a disapproving view. Moreover, the informal logic seems to be increasingly challenged by formalization of human resource processes in both urban and rural settings. However, the analysis indicates that in smaller labour markets this shift is somewhat restrained by the limited supply of labour and socially tight knit local communities. Also, it seems that the change often meets resistance from supporters of the informal logic, and there is dissonance across different professional groups across and within organizations.

THE INFLUENCE OF WORK LIFE BALANCE TOWARDS JOB PERFORMANCE IN PRIVATE HIGHER EDUCATION INSTITUTION (PHEI)

2017 ◽  
Vol 3 (1) ◽  
pp. 18
Author(s):  
Noorlaila Hj. Yunus ◽  
Siti Musalmah Ahmad Fuad
Keyword(s):  
Higher Education ◽  
Social Support ◽  
Job Performance ◽  
Human Resource ◽  
Education Institution ◽  
Work Life ◽  
Private Higher Education ◽  
Work Life Balance ◽  
Life Balance ◽  
The University

Work-Life Balance (WLB) is an important factor that the Human Resource Management of private higher education Institution (PHEI) should concern about in order to gain high Job Performance in theinstitution. If there are WLB practices implemented by the university, the Human Resource Department (HRD) must always get feedback from the employees to continuously improve the WLB policy. This will benefit not just the employees but the most important to the PHEI by having a good productivities and high job performance employees. The result shows that most of the employees in the university have good social support from their colleagues at work place, friends and their families. This support have given them inspiration and motivation in doing their job properly and finally they might achieved high job performance. Eventhough the result were positive about the social support the employees receives, the top management including the HRD need to revise their policy of WLBespecially other factors that can influenced the employees to optimized their efforts in doing their job.

Human Resource Practices in the Non-Star Category Hotels in Kolkata

2015 ◽  
Vol 8 (1and2) ◽  
Author(s):  
P. R. Sandilyan ◽  
Sutheeshana Babu S.
Keyword(s):  
Empirical Study ◽  
Work Environment ◽  
Human Resource ◽  
Minimum Wages ◽  
Human Resource Practices ◽  
Human Resource Managers ◽  
Large Pool ◽  
Resource Managers ◽  
Safety Work ◽  
The City

In this empirical study, the authors made an attempt to examine the challenges faced by the human resource managers and employees as well as the benefits extended to the employees in the non-star hotel segment in the city of Kolkata It was also endeavored to ascertain the standards maintained by these hotels specifically the hygiene, safety, work environment and to mandatory legal and regulatory compliances. The results show that while these hotels were profitable and enjoyed a healthy market, the human resource practices were unhealthy and discriminatory in nature. Employees were neither provided with minimum wages and benefits nor have the establishments shown any interest in adhering to the mandatory compliances. This could largely be attributed to predominance of largely unskilled or inadequately qualified employees and a large pool of outsourced manpower.

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