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Relevant bibliographies by topics / Entry-level jobs

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Academic literature on the topic 'Entry-level jobs'

Author: Grafiati

Published: 29 June 2021

Last updated: 1 February 2022

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Journal articles on the topic "Entry-level jobs"

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Frazier, Barbara J., and Wanda K. Cheek. "An Industry View of Competencies for Entry-Level Merchandising Jobs." Clothing and Textiles Research Journal 34, no. 2 (December 24, 2015): 79–93. http://dx.doi.org/10.1177/0887302x15622003.

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Huffcutt, Allen I., and Winfred Arthur. "Hunter and Hunter (1984) revisited: Interview validity for entry-level jobs." Journal of Applied Psychology 79, no. 2 (1994): 184–90. http://dx.doi.org/10.1037/0021-9010.79.2.184.

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Subedi, Netra Bahadur. "Soft Skills as Employability Skills: Fundamental Requirement for Entry-level Jobs." KMC Research Journal 2, no. 2 (December 31, 2018): 133–42. http://dx.doi.org/10.3126/kmcrj.v2i2.29956.

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In spite of the fact that the term ‘soft skills’ is new in our context, it has a wide range of implications and effects. Soft skills are intangible, nontechnical, personality-specific skills that determine one’s strengths as a leader, facilitator, mediator, and negotiator. Soft skills are contrasted to hard skills in a sense that hard skills are limited to specific area. It is to be noted that in the course of seeking an employment in the market, individual’s soft skills are as important as hard skills. It is found that person’s hard skills lead an individual to the entrance of job market, soft skills guarantee the job opportunity and further career growth. It is urgent that we have to instill our graduates with remarkable amount of soft skills for quick employment. It is always advisable that the companies select human resources with the best non-technical skills that are likely to be available in the labour market. It is further important to foster and develop the employees. Thus, these inter-sectional skills are really important for the promotion and enhancement of the organization. Owing to the same fact, this paper argues how soft skills as employability are fundamental requirement for entry-level Jobs.

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McCoy, Liza, and Cristi Masuch. "Beyond “Entry-level” Jobs: Immigrant Women and Non-regulated Professional Occupations." Journal of International Migration and Integration / Revue de l'integration et de la migration internationale 8, no. 2 (June 2007): 185–206. http://dx.doi.org/10.1007/s12134-007-0013-0.

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Schlee, Regina Pefanis, and Gary L. Karns. "Job Requirements for Marketing Graduates: Are There Differences in the Knowledge, Skills, and Personal Attributes Needed for Different Salary Levels?" Journal of Marketing Education 39, no. 2 (June 5, 2017): 69–81. http://dx.doi.org/10.1177/0273475317712765.

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Several studies in the business press and in the marketing literature point to a “transformation” of marketing caused by the availability of large amounts of data for marketing analysis and planning. However, the effects of the integration of technology on entry-level jobs for marketing graduates have not been fully explored. This study examines the knowledge, skills, and personal attributes in listings for entry-level marketing jobs in the United States and the accompanying salaries. Our analysis of job postings reveals shifts in the knowledge, skills, and personal attributes desired by employers of marketing graduates. This study includes recommendations for curricular and cocurricular adjustments for marketing graduates seeking jobs at various salary levels.

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Salzberg, Charles L., Martin Agran, and Benjamin Lignugaris/Kraft. "Behaviors that contribute to entry-level employment a profile of five jobs." Applied Research in Mental Retardation 7, no. 3 (January 1986): 299–314. http://dx.doi.org/10.1016/s0270-3092(86)80003-0.

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Snyder, Cyndy R., Arati Dahal, and Bianca K. Frogner. "Occupational mobility among individuals in entry-level healthcare jobs in the USA." Journal of Advanced Nursing 74, no. 7 (May 4, 2018): 1628–38. http://dx.doi.org/10.1111/jan.13577.

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Hunter, Larry W. "What Determines Job Quality in Nursing Homes?" ILR Review 53, no. 3 (April 2000): 463–81. http://dx.doi.org/10.1177/001979390005300306.

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Using data from interviews and a 1991 survey of Massachusetts nursing homes, the author examines employment practices across establishments for the entry-level job of nursing assistant. Practices characteristic of good jobs came in bundles: wages, benefits, employer-provided training, and opportunities for advancement were correlated. High-quality jobs were more likely in nursing homes serving differentiated customer markets and in nursing homes with professionalized management. Unions and chain ownership were also associated with higher-quality jobs.

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Jung, Jisun. "Domestic and overseas doctorates and their academic entry-level jobs in South Korea." Asian Education and Development Studies 7, no. 2 (April 9, 2018): 205–22. http://dx.doi.org/10.1108/aeds-07-2017-0070.

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Purpose The purpose of this paper is to explore the development and challenges of doctoral education in Korea. In particular, it focusses on the differences between overseas and domestic doctorates in terms of training, supply and demand in the academic workforce, their academic entry-level jobs and employment status. Design/methodology/approach This study applied document analysis to mainly secondary data sources. The data were drawn from the Statistical Yearbooks of Education, Annual Science and Technology Statistics, the Database for Overseas Doctorates Registration and the Organisation for Economic Co-operation and Development. Findings The findings indicate that the doctoral education system in Korea, in terms of both size and quality, has demonstrated significant development for last four decades. However, the results also show that overseas doctorates have relative advantages for their academic job entry over domestic doctorates, and the major research universities are more likely to hire those with overseas doctorates than domestic doctorates. Originality/value This study presents the evolution of the doctoral education system in Korea, which has not yet been considered in the international research.

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Tewell, Eamon C. "Employment Opportunities for New Academic Librarians: Assessing the Availability of Entry Level Jobs." portal: Libraries and the Academy 12, no. 4 (2012): 407–23. http://dx.doi.org/10.1353/pla.2012.0040.

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Dissertations / Theses on the topic "Entry-level jobs"

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Rahtz, Anna M. "Reverse Commute Bus Service to Entry-Level Employment: A Spatial Mismatch Study of Cincinnati." University of Cincinnati / OhioLINK, 2009. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1243127690.

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Thompson, Sheila R. "The five most important entry-level employability skills that employeers of the Chippewa Valley seek in entry-level job applicants." Online version, 2001. http://www.uwstout.edu/lib/thesis/2001/2001thompsons.pdf.

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Davidson, Denise L. "National job satisfaction of entry- and mid-level student affairs professionals." Bowling Green, Ohio : Bowling Green State University, 2009. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=bgsu1244571494.

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Davidson, Denise L. "National Job Satisfaction of Enty- and Mid-level Student Affairs Professionals." Bowling Green State University / OhioLINK, 2009. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1244571494.

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Shinn, Larry L. "The expected entry-level job competencies and attitudes of high school graduates as reported by employers." Virtual Press, 1987. http://liblink.bsu.edu/uhtbin/catkey/495288.

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Employers have criticized the secondary education program stating graduates are not meeting expected entry-level job competencies and attitudes. Recent surveys of employers indicated wide dissatisfaction with the educational quality of high school graduates and confirmed much of the general criticism which has been made of American education.The purpose of this study was to obtain data to answer the following research questions:1. What are the entry-level job competencies and attitudes needed by high school graduates?2. What effect does the number of employees have the entry-level job competencies and attitudes required?3. What effect does the type of business have on the entry-level job competencies and attitudes required?Data were collected from 679 employers by the use of a mailed questionnaire.Major Findings In response to all three research questions, employers indicated an entry-level employee did not need understand basic economic/free enterprise concepts to be successful in an entry-level position. According to the responses to Research Questions No. 1 and 3, employers rejected the need for an entry-level employee to have the ability to speak critically and constructively in the exchange of ideas and to know the terminology of the business/industry. Employers rejected other questionnaire items but at a lower frequency rate than noted above.Conclusions1. A list of competencies and attitudes was established as being needed by an entry-level employee.2. The number of employees and type of business/industry did have an effect on the competencies and attitudes needed by an entry-level employee.

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Getka, Kristen. "Amenities Provided as Predictors of Job Satisfaction Among Entry-Level, Live-on/Live-in Housing and Residence Life Professionals." Doctoral diss., University of Central Florida, 2012. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/5221.

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Job satisfaction of entry-level student affairs professionals has been an issue of interest to researchers and practitioners alike since at least the 1980s. A high turnover of housing and residence life live-on and live-in (LO/LI) professionals has led to a curiosity for the reason. Investigation into job satisfaction of these professionals is an ideal way to determine ways to help retain LO/LI professionals and enhance their overall job satisfaction. In this study, the personal demographics, institutional demographics, and amenities provided to entry-level housing and residence life professionals holding LO/LI positions, and what impact, if any, they had on job satisfaction were examined. Job satisfaction was measured by two separate means, both based on the theoretical framework, the Job Characteristics Model. A web-based survey was distributed to approximately 9,000 members of the Association of College and University Housing Officers-International, asking for all LO/LI professionals to complete the survey. Personal demographics slightly affected job satisfaction, and institutional demographics were not related to job satisfaction. Amenities were the strongest predictors of job satisfaction among the three areas examined. Specific amenities such as meal plans, reserved parking, and flexible work hours had a more significant impact on job satisfaction than others.
Ed.D.
Doctorate
Educational and Human Sciences
Education and Human Performance
Educational Leadership

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Minnaar, Heinrich Adrean. "Transformational leadership, job autonomy and role-breadth self-efficacy : their influence on proactive behaviour in entry-level graduate roles." Master's thesis, University of Cape Town, 2015. http://hdl.handle.net/11427/20087.

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This study investigated the model on the antecedents of proactive behaviour as identified by Den Hartog and Belschak (2012) within the context of entry-level graduate roles (n = 76). A survey was devised which included the use of a five-point Likert-type scale. It was then administered to graduates in entry-level roles in various industries in South Africa to measure the different variables stipulated by the model. When data was analysed, the results revealed that transformational leadership (inspirational), task-related role-breadth self-efficacy (RBSE), and people-related RBSE correlated significantly and positively with proactive behaviour. Transformational leadership (performance) and job autonomy obtained non-significant correlations with proactive behaviour. The results also revealed that job autonomy, task-related RBSE and people-related RBSE did not moderate the relationship between transformational leadership (inspirational or performance) and proactive behaviour. This meant that the display of transformational leadership did not lead to a significant increase in proactive behaviour in low autonomy, low RBSE situations or in high autonomy, high RBSE situations as hypothesised. The unique characteristics of entry-level graduate roles are highlighted by the study - the significance of this model on proactive behaviour in a general employee context potentially may not be relevant to a graduate context. The findings contribute towards research evidence on the development of proactive behaviour in entry-level graduate roles.

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Hay, Charmain Hester. "Factors that determine the acceptance of a job offer by the entry–level information technology graduate from the North West Province / Charmain Hay." Thesis, North-West University, 2010. http://hdl.handle.net/10394/4477.

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The unemployment rate has become a major concern for policy makers in South Africa and therefore the National Plan for Higher Education states that higher education training providers should produce more graduates to address this problem. This resulted in a labour force that has grown rapidly and has become younger and more educated. It would therefore be expected that graduates with a post–matric tertiary qualification would be in high demand, resulting in a low graduate unemployment rate. The reality is that the unemployment rate among graduates has increased. This is not only a concern for the policymakers of South Africa but also for a private higher education training provider situated in the North West Province, specialising in information technology (IT) qualifications (and whose students and alumni participated in this study as part of the study population). The majority of the IT jobs available to their students are in the Gauteng province which means their graduates often need to relocate. As for all other entry level graduates they also have to make choices – when to decline or accept a job offer. This study determines what the expectations of these entry level IT graduates are and the factors that might influence their decision to accept or decline a job offer. For the training provider it is important to know what the challenges are that their graduates encounter. The factors contributing to unemployment among these IT graduates were also investigated.
Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2011.

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Pillow, Stephanie M. "A Comparison of Job Responsibility and Activities between Registered Dietitians with a Bachelor's Degree and Those with a Master's Degree." FIU Digital Commons, 2010. http://digitalcommons.fiu.edu/etd/295.

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Minimal educational requirements for Registered Dietitians (RDs) include a bachelor’s degree and practice program. Recently, a master’s degree was recommended. Studies have not established whether education affects employment. A secondary analysis of 2005 Dietetics Practice Audit data determined whether job responsibility, individuals supervised, and activities differed between 1,626 bachelor’s RDs (B-RDs) and 767 master’s (M-RDs) RDs, registered ≤5 years. Chi-square and ANOVA analyzed differences between B-RDs and M-RDs, at entry-level (0-3 years experience) and beyond-entry-level (3+-5 years experience). Beyond-entry-level B-RDs (31.8%) and entry-level M-RDs (31.9%) reported “supervisor/executive” responsibility more than entry-level B-RDs (26.5%; p=0.01). A higher percentage of M-RDs supervised (29.2%) than B-RDs (24.7%; p=0.02); however, B-RDs supervised more individuals (7.38 ± 4.89) than M-RDs (6.25 ± 4.87; t=2.32; p=0.021). A master’s degree has limited benefits; experience may affect responsibility, individuals supervised, and activities more than education.

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Asadullah, Muhammad Ali. "Comparative perspective of training evaluation practices : a study of ‘Entry Level Professional Training’ of call center agents inside Pakistan." Thesis, Aix-Marseille, 2012. http://www.theses.fr/2012AIXM1064.

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Le taux élevé de rotation et recrutement, la complexité du travail et le manque de formation professionelles a augmenté la demande de la formation d'intégration professionnelle pour Représentatives des Services Clients (RSC). La question est: ‘comment est-ce-que les professionnels des centres d'appels déterminent la valeur de la formation d'intégration professionnelle des RSC. Les centres d'appels peuvent être divisés en deux groupes «In-House» et «Subcontractor» à propos la propriété. L'objectif de cette étude est d'étudier la différence dans l'évaluation de la formation d'intégration professionnelle des RSC entre ces deux groupes. «Le modèle de Kirkpatrick» de l'évaluation de formation a été utilisé avec le 5ème niveau de rentabilité de l'investissement. Ensuite, nous avons identifier les groupes de parties prenantes les plus importantes qui peuvent bénéficier d'information de l'évaluation concernant à chaque niveau de «TKM». Les données qualitatives ont été recueillies par 15 entretiens avec des groupes des professionnels de 13 centres d'appels aux Pakistan. Les données quantitatives ont été recueillies des 203 professionnels des 90 centres d'appels du Lahore, Karachi et Islamabad. Sauf pour «Réaction», il n'y avait aucune différence dans les pratiques d'évaluation des centres d'appels ‘In-House' et ‘Subcontractors.' En outre, «taille» de centre d'appels et la «durée» de la formation d'intégration professionnelle a eu un effet significatif sur la différence dans les pratiques d'évaluation. En plus, les données d'évaluation est important pour tous les groupes d'intervenants internes
Higher turnover, increased recruitment, job complexity and lack of vocational training for call center agents has increased the demand of entry level professional training of call center agents. The question is that how call center professionals determine the value of entry level professional training of call center agents. Call centers can be divided in two groups ‘In-House' and ‘Subcontractor' with respect to the ownership. The objective of this study is to investigate the difference in evaluation of entry level professional training of call center agents among these two groups of call centers. ‘The Kirkpatrick Model' of training evaluation was used to study these differences with addition of 5th level return on investment. Further, we identified stakeholder groups inside call centers. Then we attempted to identify the most important stakeholder groups who may benefit from evaluation information obtained at each level of ‘TKM' model. Data was collected from call centers inside Pakistan by using a mixed methods approach for data collection. Qualitative data was collected through 15 group interviews which were conducted with professionals of 13 call centers inside Pakistan. Quantitative data was collected from almost 203 call center professionals of 90 call centers from three cities Lahore, Karachi and Islamabad. We found that except for first level ‘Reaction' there was no difference in evaluation practices of in-house and subcontractor call centers. Moreover, ‘size' of call center and ‘duration' of entry level professional training had a significant effect on the difference in evaluation practices

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Books on the topic "Entry-level jobs"

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Lieber, Ron. Best entry-level jobs. New York: Princeton Review, 2006.

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Lieber, Ron. Best entry-level jobs. 2nd ed. New York: Random House/Princeton Review, 2007.

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Lieber, Ron. Best entry-level jobs. New York: Princeton Review, 2004.

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Lieber, Ron. Best entry-level jobs. 2nd ed. New York: Random House, 2006.

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Associates, Career. The Encyclopedia of career choices for the 1990s: A guide to entry level jobs. New York: Walker and Co., 1991.

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How to start a business analyst career: A roadmap to start an IT career in business analysis or how to find entry-level business analyst jobs. [S.l.]: L. Brandenburg, 2010.

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Arago, Marybeth. The language of entry-level job interviews. [Honolulu]: Department of English as a Second Language, University o f Hawaii at Manoa, 1985.

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Big career in the big city: Land a job and get a life in New York. Indianapolis, IN: JIST Works, 2010.

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Salemi, Vicki. Big career in the big city: Land a job and get a life in New York. Indianapolis, IN: JIST Works, 2010.

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Salemi, Vicki. Big career in the big city: Land a job and get a life in New York. Indianapolis, IN: JIST Works, 2010.

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Book chapters on the topic "Entry-level jobs"

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Yeoh, Poh-Lin. "A Critical Assessment of Skills and Knowledge for Entry-Level Marketing Jobs: A Delphi Study: An Abstract." In Developments in Marketing Science: Proceedings of the Academy of Marketing Science, 359. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-030-02568-7_93.

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Temin, Peter. "The Low-Wage Sector." In The Vanishing Middle Class. The MIT Press, 2017. http://dx.doi.org/10.7551/mitpress/9780262036160.003.0003.

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Worker incomes stagnated in the 1970s, barely growing in the following decades. Jobs grew for low-wage occupations and for high paying jobs, but not in the middle, leading to an hour-glass job profile. Factory and good service jobs were threatened by introduction of computers that replaced workers, the dictates of finance that changed employees into subcontractors, and by the growth of foreign competition and investments. African Americans migrated north to find that good entry-level jobs were hard to find. As the Great Migration ended around 1970, Latino immigration swelled, spreading poor people from the South and Latin America to the rest of the United States.

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Susanlı, Z. Bilgen. "Youth Unemployment in Turkey." In Handbook of Research on Unemployment and Labor Market Sustainability in the Era of Globalization, 157–76. IGI Global, 2017. http://dx.doi.org/10.4018/978-1-5225-2008-5.ch010.

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This book chapter describes the recent trends in youth unemployment in Turkey by taking into account the causes of unemployment, and the job search methods of the unemployed. Analyses reveal interesting insights. First, inactivity among youth remains high despite the steep decline in the NEET rate during the last decade. Across age groups and genders, females aged between 20 and 24 have the highest NEET rates. Second, there is a widening gender unemployment gap which underscores gender differences in access to jobs. Third, unemployment rates increase consistently with the level of education. Fourth, while temporary jobs coming to an end is the most common reason for unemployment reported by males, a substantial share of unemployed females is first-time jobs-seekers. As far as policymaking is concerned, education policies as well as timely and well-designed training and job assistance programs are essential for facilitating the youth's entry into stable employment.

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"Borderless Online Degrees." In Global Demand for Borderless Online Degrees, 1–23. IGI Global, 2020. http://dx.doi.org/10.4018/978-1-5225-8912-9.ch001.

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Every worker needs postsecondary training to enable nations to develop strong economies as automation replaces the need for low-skilled workers. A high school degree no longer qualifies students for entry-level jobs. As developing countries struggle to build and finance the campuses and staff needed to meet the growing demand, borderless online degrees are an affordable, scalable solution. The degrees also create new international market opportunities for all higher education at a time of reduced financial support and declining enrollments and enable all postsecondary students to have an international learning experience. The task will be to create a virtual learning class of the same quality and student success as found on campus. This chapter introduces benefits, challenges, and solutions of borderless online education.

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"Borderless Online Degrees." In Global Demand for Borderless Online Degrees, 52–80. IGI Global, 2020. http://dx.doi.org/10.4018/978-1-5225-8912-9.ch003.

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Higher education training, once an option, is now a requirement to qualify for entry-level jobs. In much of the world, accessible and affordable education needed to qualify for work is not available. Countries with limited economies cannot afford to build campuses and train the teachers. International campuses have been tried, but they are expensive and of limited value. Borderless online degrees are an affordable solution to quickly deliver this training anywhere in the world. In contrast to start of online learning, which was which was dominated by a few large universities, borderless online degrees will be democratic. Community colleges, technical colleges, public universities, private universities, and the for-profits will participate, and providers will be from all countries. Borderless online degrees will present challenges, require innovative synchronous online pedagogy, and necessitate enhanced student services.

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Broughton, Chad. "Getting Back to Work in the ’Burg." In Boom, Bust, Exodus. Oxford University Press, 2015. http://dx.doi.org/10.1093/oso/9780199765614.003.0017.

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Tracy Warner Began to worry after she got a rejection letter from Pizza Hut a few weeks after graduating from Western. She hadn’t heard on some manager-level jobs at the Carl Sandburg Mall, but she expected at least some positive responses from the entry-level ones. “We wish you luck in finding a job worthy of your skills,” read the Pizza Hut letter. “What’s that?” Warner said, exasperated. “Either my skills suck, or I have too many skills. Which is it? ’Cause I’m kind of curious! It’s flattering to be overqualified but it doesn’t pay the bills.” Warner hadn’t expected a dream job to suddenly appear, but she had hoped for more than a quiet phone and a growing pile of rejection letters. She just needed something, anything, to get by. Several months into 2007, the newly minted and distinguished WIU graduate was still unemployed and uninsured. Although sworn off factory life, a desperate Warner applied to Farmland Foods. When Maytag shuttered in 2004, Farmland, a massive, loud, hog disassembly operation, became the largest employer in this part of western Illinois. With about 1,200 to 1,400 cutters and slicers and a $60 million payroll, the slaughterhouse employed a couple hundred more than BNSF, the largest employer in Galesburg. Like Mike Smith, Warner was just looking for a wage, any wage, with a “1” in front of it, and Farmland, on Monmouth’s northern edge, was close. It was so close, in fact, that on some days Warner could smell the tangy mix of rendered hog, hydrogen sulfide, methane, and whatever else made up that vile smell in her house, a mile to the south. Farmland was a last resort for former Maytag workers. The jobs there, involving tearing apart pig carcasses with razor-sharp knives and powerful pneumatic tools were, frankly, tougher than appliance work. Perhaps worst was the “sticker,” which slit the throats of about 1,000 shrieking animals each hour for about $12 an hour. That was one pig every four seconds, at about a penny per kill.

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Cumberland, Denise M., and Kathleen E. Gosser. "Capitalizing on Franchisee Know-How." In Advances in Human Resources Management and Organizational Development, 248–69. IGI Global, 2020. http://dx.doi.org/10.4018/978-1-7998-0054-5.ch013.

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While the current labor market is a dream for aspiring future employees, the low unemployment rate and the pervasive availability of hourly jobs makes it much more difficult in the quick service restaurant industry for employers. Hiring and retaining a solid team is a common concern across the industry; often it is easier to hire than to retain. Entry level employees are easily persuaded to work for a competitor for very little added pay. This current phenomena requires organizations to find differentiating tactics to retain their workforce. This case study explores a franchise restaurant chain in their quest to become an Employer of Choice in this very competitive industry. Franchise consultants were hired to explore best practices. The authors detail how a benchmarking tool was used to secure the information as well as the outcomes of the study. Specific actions are cited that can improve the retention of hourly employees in the quick service restaurant industry.

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Saraceno, Chiara, David Benassi, and Enrica Morlicchio. "Working-poor, children and migrants: Italy’s ‘new poor’." In Poverty in Italy, 70–87. Policy Press, 2020. http://dx.doi.org/10.1332/policypress/9781447352211.003.0005.

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This chapter focuses on three, partly overlapping, social groups that appear as not only the “losers of the crisis” but of the overall Italian model of social regulation: the working poor, children and migrants. The working poor and underage children were already over-represented among the poor before the 2008 crisis set in and were also the worst affected, while the third group, migrants, are a new entry because Italy became an immigration country only comparatively late. Together, they well represent the characteristics of the Italian poverty regime, its over-expectations with regard to family solidarity, the skewedness of social protection in favour of pensions with little attention for children and for work-family conciliating policies, a large and increasing presence of precarious jobs with a blurring of boundaries between the formal and informal economy. Furthermore, the analysis of these three groups allows to explore the experience and risk of poverty from different perspectives: the individual and the household level, the functioning of the labour market, the household gender division of labour, the functioning of welfare, the costs of migration.

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Lee, Sooun, and Xiang Fang. "Perception Gaps about Skills Requirement for Entry-Level IS Professionals between Recruiters and Students." In IT Outsourcing, 1557–82. IGI Global, 2010. http://dx.doi.org/10.4018/978-1-60566-770-6.ch098.

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Dramatic changes in the U.S. economic situations and offshore outsourcing trends in the IT (Information Technology) industry have affected the IS (Information Systems) job market and recruiters with regard to IS knowledge/skills that their new hires should possess. Keeping pace with these changes presents a challenge for IS recruiters and students. There is an urgent need for a study that investigates the perception gaps between IS recruiters and students about the knowledge/skill sets required for a new entry-level IS hire. This study reports the findings from a survey of IS recruiters and IS students in the U.S., detailing the differences of their understanding about the knowledge/skills requirement.

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Karjanen, David J. "Working in the Hospitality Industry." In The Servant Class City. University of Minnesota Press, 2016. http://dx.doi.org/10.5749/minnesota/9780816694624.003.0004.

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The third chapter is the first of the book’s study into different industries that specifically looks at job quality, including wages, benefits, and working conditions. It looks specifically at the ‘hospitality industry’, such as restaurants and hotels, which provide thousands of entry-level positions for the labour force of San Diego. Overall, it is characterized as a low-wage industry that is labour intensive and employs large numbers of low-income workers, immigrants, and people of color.

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Conference papers on the topic "Entry-level jobs"

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Letcher, Todd, and Megan Waytashek. "Material Property Testing of 3D-Printed Specimen in PLA on an Entry-Level 3D Printer." In ASME 2014 International Mechanical Engineering Congress and Exposition. American Society of Mechanical Engineers, 2014. http://dx.doi.org/10.1115/imece2014-39379.

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An entry level consumer priced 3d-printer, the MakerBot Replicator 2x, was used to print specimen to conduct tensile, flexural and fatigue testing. Average priced, generic brand PLA material was used (similar to the filament a home user may purchase). Specimen were printed at raster orientation angles of 0°, 45° and 90° to test orientation effects on part strength. PLA filament was also tensile tested. Tensile testing of the 3d-printed specimens showed that the 45° raster orientation angle made the strongest specimen at an ultimate tensile strength of 64 MPa. The 0° and 90° raster orientation were not much less at 58 MPa and 54 MPa. A 3-point bending fixture was used to conduct flexural testing on printed specimen. For this type of testing, the 0° raster orientation produced the strongest parts with an ultimate bending stress of 102 MPa. Both the 45° and 90° raster orientations had similar results at 90 MPa and 86 MPa. For the fatigue testing, there was no clear best option, but there was a clearly worst option, the 90° raster orientation. This orientation clearly had lower fatigue lives than either of the other two raster orientations. The other two raster orientations, 0° and 45°, were very similar. PLA filament testing using bollard style grips, showed that the PLA filament exhibited mechanical properties similar to that of printed specimen — when tested at high enough strain rates that creep damage didn’t play a significant role. This may lead to implications for recycling failed 3d-print jobs and turning it back into reusable filament.

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Zeid, Ibrahim, Marina Bograd, Claire Duggan, and Chitra Javdekar. "Internship and Experiential Learning Model for Liberal Arts Graduates to Prepare Them for Advanced Manufacturing Careers." In ASME 2016 International Mechanical Engineering Congress and Exposition. American Society of Mechanical Engineers, 2016. http://dx.doi.org/10.1115/imece2016-67166.

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Liberal Arts (BA) graduates are, more often than not, either underemployed or unemployed in the field(s) for which they received their degree. This is more so true in hard economic and recessionary times. It is also well known that BA graduates are well rounded by virtue of their education and are more adept at changing careers. Advanced manufacturing is one such career where BA graduates may excel, especially in entry-level positions such as CAD operators, CNC programmers, production supervisors, and in support staff roles. The challenge is how to prepare these non-technical majors (BA graduates) for technical careers (advanced manufacturing). This paper presents an internship model that is part of a 12-month fast track certificate in advanced manufacturing to enable BA graduates to gain both the technical skills and experiential knowledge they need to secure jobs in advanced manufacturing. This paper describes the certificate academic program, corresponding courses, and the recruitment process of BA graduates to provide context. It then focuses on the details of the internship model: recruiting industry partners to provide internships, preparing students for the internships, the management and support system of these internships, and lessons learned so far. These research findings are part of an NSF, 3-year grant that investigates a transformation model of BA graduates for careers in advanced manufacturing.

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Karanja, Erastus, Donna M. Grant, Shinetta Freeman, and David Anyiwo. "Entry Level Systems Analysts: What Does the Industry Want?" In InSITE 2016: Informing Science + IT Education Conferences: Lithuania. Informing Science Institute, 2016. http://dx.doi.org/10.28945/3499.

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This study investigates the skill sets necessary for entry level systems analysts. Towards this end, the study combines two sources of data, namely, a content analysis of 200 systems analysts’ online job advertisements and a survey of 20 senior Information Systems (IS) professionals. Based on Chi-square tests, the results reveal that most employers prefer entry level systems analysts with an undergraduate Computer Science degree. Furthermore, most of the employers prefer entry level systems analysts to have some years of experience as well as industry certifications. The results also reveal that there is a higher preference for entry level systems analysts who have non-technical and people skills (e.g., problem solving and oral communication). The empirical results from this study will inform IS educators as they develop future systems analysts. Additionally, the results will be useful to the aspiring systems analysts who need to make sure that they have the necessary job skills before graduating and entering the labor market.

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McLean, Ephraim R., Norman B. Bryan, John R. Tanner, and Stanley J. Smits. "The structure of job attitudes among entry-level I/S professionals." In the 1993 conference. New York, New York, USA: ACM Press, 1993. http://dx.doi.org/10.1145/158011.158117.

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McLean, Ephraim R., John R. Tanner, and Stanley J. Smits. "Self-perceptions and job preferences of entry-level information systems professionals." In the 1991 conference. New York, New York, USA: ACM Press, 1991. http://dx.doi.org/10.1145/111084.111086.

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Jadeja, Siddharthsinh, Sujata Wadhwa, Kapil Shukla, and Amit Ved. "Sensitising Core Employability Skill Through Peer Assessment Approach." In ASME 2018 International Mechanical Engineering Congress and Exposition. American Society of Mechanical Engineers, 2018. http://dx.doi.org/10.1115/imece2018-86056.

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Indian Engineering Education is transforming from traditional approach to Outcome based Education approach. The engineering education organizations are not only to change the assessment strategies, evaluation patterns and student’s success with evidences but also to satisfy the employer perspective to be developed among the students. This paper discuss about the how a peer assessment strategy has been implemented to enhance the engagement of the learner to foster the core employability skills. A three layered model has been adopted to measure the progress of the Learner and to collect the reflections on core employability skills. In the first year of the study, a larger mass (more than 300 students) has been assessed through this model, and for next two years they have been closely monitored for the growth. In the final year of their study, all the parameters have been compared and it has evidently improved the acquisition of essential required core employability skill at entry level Job.

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Merritt, James, and Robert Smith. "Early Success for Pipeline Safety Research With Universities." In 2016 11th International Pipeline Conference. American Society of Mechanical Engineers, 2016. http://dx.doi.org/10.1115/ipc2016-64043.

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In 2013, the Pipeline and Hazardous Materials Safety Administration (PHMSA) implemented a new cooperative agreement program entitled the Competitive Academic Agreement Program (CAAP). The CAAP initially was modeled after similar existing private and public sector based university programs where students themselves competed to participate in a limited number of publicized student intern programs. After just three years, CAAP is breathing further innovation into PHMSA’s pipeline safety research endeavors. One difference between CAAP and the traditional university student research model is that the professors directing students under CAAP have control over the number and educational level of the students entering into the program. This promotes a “Team Approach,” which today’s pipeline industry sees as an added value when interviewing potential job applicants. The CAAP is intended to spur innovation through enabling an academic research focus on high risk and high payoff solutions for wide ranging pipeline safety challenges. The CAAP is different in focus, execution and reporting than PHMSA’s core program on Pipeline Safety Research. It is intended to potentially deliver desired technical or scientific/quantitative solutions that can be “handed-off” for further investigations in future year CAAP applications or used in PHMSA’s core Research, Development and Demonstration (RD&D) program, which employs partnerships with a variety of public/private organizations. Another goal for CAAP is to expose undergraduate, MS and PhD research students to subject matter related to their educational area of focus, while addressing pipeline safety challenges. This approach is illustrating how their engineering or technical discipline is highly desired and needed across the pipeline field. The pipeline industry and federal/state regulators are all experiencing low numbers of entry level applications to positions that are engineering or technically focused. Public conferences, meetings and journals have identified similar shortfalls. This paper will describe the level of CAAP investment and focus areas to date; illustrate how efforts to expose student research to industry enhances employment opportunities; and comment on where promising innovations are coming from due to these research endeavors.

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Reports on the topic "Entry-level jobs"

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Crafts, Jennifer L., Philip L. Szenas, Wei J. Chia, and Elaine D. Pulakos. A Review of Models and Procedures for Synthetic Validation for Entry-Level Army Jobs. Fort Belvoir, VA: Defense Technical Information Center, December 1988. http://dx.doi.org/10.21236/ada205438.

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