The Degree of Assimilation of Generic Competencies by Future Engineering Graduates of Tlaxcala

2018 ◽  
Vol 4 (6) ◽  
pp. 11-15
Author(s):  
Miguel Rodríguez Juárez ◽  
Alejandra Torres López ◽  
Crisanto Tenopala Hernández
Keyword(s):  
Generic Competencies

scholarly journals La influencia de las competencias genéricas en la empleabilidad laboral inicial. Caso de estudio en la UANL.

2017 ◽  
Vol 8 (16) ◽  
Author(s):  
Valeria Paola González Duéñez ◽  
Joel Mendoza Gómez
Keyword(s):  
Social Interaction ◽  
Educational Program ◽  
Job Skills ◽  
Phase Iii ◽  
Study Phase ◽  
Generic Competencies ◽  
Effect Model ◽  
Aeronautical Industry ◽  
Competency Based ◽  
Teaching Learning

Abstract. Currently the aeronautical industry demand human resource that is highly competitive with excellent abilities, skills and job skills that allow the growth of this industry in Mexico. UANL offers the educational program in Aeronautical Engineering and because is a program designed under the new competency-based education model, it is necessary to measure the employability of students working under this new teaching-learning process, such as is achieved and even provide feedback to continually improve any area of opportunity in the transition of students during their training. This research presents a cause-effect model where independent variables are considered classified generic competencies: instrumentals, social interaction and integrative, and the dependent variable initial workforce readiness. Todefine the variables, objectives and hypotheses we did an analysis of competency-based international models. Variables were operationalized to design and determine the reliability of the measuring instrument performing the content validity with 12 experts on the competency model. To test the hypothesis of educational program were selected 103 students usingPhase I, II and III as field study. Phase I is an assessment of students, Phase II is an evaluation with teachers and Phase III is the opinion of employers. Finally, we present the results of analysis of the direct influence of generic skills: instrumentals, social interaction and integrative and professional-labor performance work called initial workforce readiness.Keywords: employability, generic competencies, initial workforce readinessResumen. Actualmente la industria Aeronáutica demanda recurso humano que sea altamente competitivo con excelentes capacidades, destrezas y aptitudes laborales que permitan el crecimiento de esta industria en México. En la UANL se oferta el programa educativo de Ingeniero en Aeronáutica y por ser un programa diseñado bajo el nuevo modelo educativo basado en competencias, es necesario medir la empleabilidad de los estudiantes  que trabajan bajo este nuevo proceso de enseñanza-aprendizaje, de tal forma de que se logre mejorar continuamente e inclusive retroalimentar cualquier área de oportunidad en el tránsito de estudiantes durante su formación. En esta investigación se plantea un modelo causa-efecto en el que se consideran como variables independientes las competencias genéricas clasificadas en: instrumentales, de interacción social e integradoras; y la variable dependiente la empleabilidad laboral inicial. Se realizó un análisis de los modelos internacionales basados en competencias, definiéndose las variables, los objetivos y las hipótesis. Se operacionalizaron las variables para diseñar y determinar la confiabilidad del instrumento de medición realizándose la validez de contenido con 12 expertos sobre el modelo por competencias. Para probar las hipótesis se seleccionaron 103 estudiantes del PE aplicando Fase I, II y III como estudio de campo. La Fase I es una evaluación de estudiantes, la Fase II es evaluación con profesores y la Fase III es la opinión de los empleadores. Finalmente se presentan los resultados del análisis sobre la influencia directa entre las competencias genéricas: instrumentales, de interacción social e integradoras y el desempeño profesional-laboral llamado empleabilidad laboral inicial.Palabras clave: competencias genéricas, empleabilidad, empleabilidad laboral inicial

Evaluation of generic competencies among secondary school leavers from the new academic structure for senior secondary education in Hong Kong

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Karly O.W. Chan ◽  
Maggie K.W. Ng ◽  
Joseph C.H. So ◽  
Victor C.W. Chan
Keyword(s):  
Hong Kong ◽  
Healthy Lifestyle ◽  
Tertiary Institution ◽  
Self Assessment ◽  
Public Examination ◽  
Generic Skills ◽  
Content Type ◽  
National Responsibility ◽  
Generic Competencies ◽  
Senior Secondary

PurposeA new academic structure for senior secondary and higher education was introduced to Hong Kong in 2009/2010. This paper aims to: (1) compare the cohort from the old academic structure (Cohort 2010) and the cohort from the new academic structure (Cohort 2015) on the 14 categories of generic competencies; and (2) compare these attributes among students from different divisions in a tertiary institution in Hong Kong.Design/methodology/approachSelf-Assessment of All-Round Development (SAARD) questionnaires were distributed to students who took the two-year sub-degree programmes offered by the College of Professional and Continuing Education, The Hong Kong Polytechnic University in 2010 and 2015 on a self-administered basis. A total of 4,424 students have returned the questionnaires. Data were analyzed with t-test to compare between the two cohorts.FindingsWhen comparing Cohort 2015 with Cohort 2010, significantly higher scores were observed on five areas such as global outlook and healthy lifestyle (p<0.05). Significantly lower scores were observed on the other five areas such as problem solving, critical thinking and leadership (p<0.05). Students from all divisions unanimously showed higher perceived rating on social and national responsibility but lower perceived rating on leadership (p<0.05).Originality/ValueThe elimination of one public examination, the newly included components such as Other Learning Experiences (OLE) and the compulsory Liberal Studies were believed to contribute partially to the diverse responses of the two cohorts. The dramatic change of the curriculum has not changed the examination culture in Hong Kong which may hinder the development of generic skills among students.

Grade point average vs competencies: which are most influential for employability?

2019 ◽  
Vol 9 (3) ◽  
pp. 418-433
Author(s):  
Maria Jesus Freire-Seoane ◽  
Carlos Pais-Montes ◽  
Beatriz Lopez-Bermúdez
Keyword(s):  
Grade Point Average ◽  
Soft Skills ◽  
Probit Model ◽  
Positive Influence ◽  
Grade Point ◽  
Content Type ◽  
Individual Level ◽  
Generic Competencies ◽  
Job Finding ◽  
European University

Purpose The purpose of this paper is to measure the combined influence that soft skills and Graduate Point Average (GPA) achievements have on the employability of higher education (HE) graduates, and the possible mitigating effects that score attainments have on some ex ante issues, like the gender asymmetries existing in labour market, or the great difference between some knowledge fields, regarding their unemployment rates. Design/methodology/approach The methodology used is a probit model, performed on a sample of 1,054 HE graduates, coming from a middle-sized European university. Findings The results show: a clear positive influence of the GPA on job finding odds; that some generic competencies improve this probabilities but another ones act as penalties; and that GPA and systemic competencies enhancement initiatives (at an individual level or at HE policy institutions level) could act as attenuators for the gender inequality or for the low recruitment perspectives existing on some knowledge fields like humanities or social sciences. Originality/value A wide scientific literature can be currently found on generic competencies and their influence on the employability odds, but the results regarding GPA attainments are still too heterogeneous and scarcely explored. On the other hand, there’s a non-solved controversy in the literature about the influence of the GPA results on the odds that a HE graduate has to obtain a job: do GPA signal correctly the best candidates? Do current employers prefer competencies scores over GPA attainments? This paper will contribute to clarify these questions.

scholarly journals Managerial competencies – A survey of hospital managers’ working in Kathmandu valley, Nepal

2013 ◽  
Vol 3 (1) ◽  
pp. 62 ◽  
Author(s):  
Deepak Kumar Khadka ◽  
Milan Gurung ◽  
Nawaraj Chaulagain
Keyword(s):  
Human Resources Management ◽  
Rank Test ◽  
Kathmandu Valley ◽  
Management Service ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Managerial Competencies ◽  
Hospital Managers ◽  
Generic Competencies ◽  
Competency Level

Background: Managerial competencies are sets of knowledge, skills, behaviors and attitudes that a person needs to be effective in a diverse managerial job. This study sets out at assessing the level and gap of current actual and ideal required competency, important competency statement, and association between respondents’ biographics with a current actual competency level of hospital manager. Methods: A cross-sectional survey used self-administered questionnaire based on Senior Management Service (SMS) competency framework of Department of Public Service and Administration (DPSA) for health manager consists of a set of eleven generic competencies conducted purposively in fifty-one hospital managers working within the Kathmandu Valley. Individual variables were summarized using frequency distribution focused on central tendency and dispersion. Relationships between variables analyzed by using one-way analysis of variance (ANOVA) and significance of difference in the competency profile determined by Wilcoxon signed rank test. Results: Highest self-assessed most developed competencies were honesty and integrity, service delivery innovation, and communication and information. The least developed were program and project management and knowledge management. Most important competencies regarded as strategic capability and leadership; and human resources management and empowerment. Significant gap exists in all generic competencies except communication and information and, honesty and integrity. There was no any significant association between respondents’ biographics with current actual competency level. Conclusions: Findings back up the belief of managerial competency lacking and enormous need for development which reflects the local hospital management environment reality. Innovative approaches of management development programs and formal academic programs can improve and link the competency gap among hospital managers of Nepal.

scholarly journals Perceptions of SAQA’s critical cross-field outcomes as key management meta-competencies

2006 ◽  
Vol 37 (2) ◽  
pp. 1-15
Author(s):  
T. Carmichael ◽  
A. Stacey
Keyword(s):  
Personal Growth ◽  
Key Management ◽  
Creative Thinking ◽  
Business Community ◽  
Face Validity ◽  
Mba Students ◽  
Generic Competencies ◽  
Use Of Technology ◽  
Management Students ◽  
Mba Graduates

The critical cross-field outcomes (CCFOs) formulated by the South African Qualifications Authority (SAQA) are generic competencies designed to underpin all national qualifications registered on the National Qualifications Framework (NQF). They are intended to provide the basis for lifelong learning, personal growth, honest business acumen, critical, creative thinking and aesthetic appreciation. However, little work on these important learning outcomes has been published, despite their high face validity, and this exploratory study amongst MBA graduates is intended to stimulate interest and further research into this important area.Although the findings cannot necessarily be generalised due to the specific sampling methodology among 53 MBA graduates from Wits Business School (graduating between 1998 and 2002), it was found that the CCFOs were collectively important to their careers, although individually, some were considered more important than others. The sample also perceived that the CCFOs were developed through the course of their studies, with use of information being developed the most, and use of technology the least.These findings are encouraging as they imply that most of the CCFOs are intuitively important to both faculty and management students and mechanisms for systematically embedding the CCFOs into curricula may be sought and implemented to the benefit of MBA students and the business community.

Learning for the workplace: a case study in graduate employees' generic competencies

2005 ◽  
Vol 17 (4) ◽  
pp. 231-242 ◽  
Author(s):  
Ai‐Hwa Quek
Keyword(s):  
Cognitive Skills ◽  
Work Performance ◽  
Survey Method ◽  
Content Type ◽  
Generic Competencies ◽  
Current State ◽  
Successful Work ◽  
The One ◽  
Tertiary Training

PurposeThis study seeks to address empirically the current state of generic competencies considered to be important for successful work performance among Malaysian graduate employees. This study also aims to explain the elements of generic competencies that are needed to complement the tertiary training of students in workplace learning.Design/methodology/approachUsing the survey method, questionnaires (validated by a pilot test and with a Cronbach's alpha of 0.81) were administered to a purposive sample of graduate employees (n=32).FindingsResponses were factor‐analysed and correlated through the Pearson product‐moment correlation procedure. Drawing from the significant correlations ( p<0.01) of the factors extracted, this study highlights interpersonal skills, knowledge‐acquiring skills and flexibility as being highly important in contributing toward success in work performance. Additionally, these graduate employees also expressed value‐improving skills, practical orientation abilities and cognitive skills as being important for successful work performance. These generic competencies are important for enabling Malaysian graduate employees to transfer learning from the classroom to the workplace for success in work performance.Research limitations/implicationsGiven the financial constraints, this study is limited to Malaysian graduate employees. Therefore, the generalisability of the results is limited to other situations that are similar to the one discussed in this study.Originality/valueIn the Malaysian context, tertiary training probably needs to consider the development of generic competencies in students so as to enable them to transfer tertiary learning to meet the changing demands of the workplace when they graduate. In this direction additional research is recommended in Malaysia so that graduates can be better trained to contribute successfully in the workplace.

Do strengths measure up?

2011 ◽  
Vol 10 (2) ◽  
pp. 5-11 ◽  
Author(s):  
Nicky Garcea ◽  
Stephen Isherwood ◽  
Alex Linley
Keyword(s):  
High Performance ◽  
Professional Services ◽  
Assessment Centers ◽  
Content Type ◽  
Generic Competencies ◽  
Percent Increase ◽  
Strengths Approach ◽  
Professional Services Firm ◽  
Big Four

PurposeThis paper sets out to draw comparisons and make linkages between strengths and competency methodologies. Whereas some authors have seen the strengths approach as a revolution in human resources (HR), the authors of this paper see it more as a natural evolution. The paper aims to overview the strengths approach as well as presenting a case study of strengths‐based graduate recruitment from the Big Four professional services firm, Ernst & Young.Design/methodology/approachThe strengths‐based approach to recruitment is described in general, and the particular approach taken to graduate recruitment at Ernst & Young is outlined. Rather than assessing for generic competencies, strengths‐based recruitment seeks to identify the natural strengths of individuals that are aligned to the role for which they are applying. Assessors are trained to look for energy and authenticity, together with evidence of high performance of the strength.FindingsThe strengths‐based graduate recruitment project at Ernst & Young delivered a 15 percent increase in the number of candidates de‐selected at first interview, together with a 12 percent increase in the number of candidates appointed following assessment center, compared with the previous competency approach.Practical implicationsStrengths‐based graduate recruitment provides a robust and reliable methodology for attracting, selecting and appointing the best candidates for the role. It delivers a better candidate experience and builds a more positive and differentiated employer brand.Originality/valueErnst & Young is one of the first UK organizations to use strengths‐based graduate recruitment systematically in this way The strengths methodology not only supports its interviewing and assessment centers, but also is used throughout its campus events and through attraction and candidate engagement with an online strengths tool developed and managed by Capp.

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