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1
Ghimire, Binod, and Bashu Neupane. "Entrepreneurial Intention of Management Students in Kathmandu Valley." KMC Research Journal 4, no. 4 (December 31, 2020): 19–28. http://dx.doi.org/10.3126/kmcrj.v4i4.46462.
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This study attempts to examine the relationship between risk tolerance and self-efficacy in entrepreneurial intention. A convenient sampling method was applied to select respondents. Self-structured questionnaires were used to collect the data. Out of the 180 questionnaires distributed to the graduated and post-graduate management students in Kathmandu valley, only 140 questionnaires were received and this study is based on the analysis of them. Descriptive and correlation research designs had been used to analyze them. The study concludes that risk tolerance capacity does not influence the students' intentions to start a new business. This result shows somehow inverse results than other previous studies. However, the study concludes that self-efficacy was important in determining the entrepreneurial intentions of graduates and post-graduate students. This result supports the previous study. Therefore, self-efficacy is to take positively related to entrepreneurial intention.
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Tomlinson, Michael. "Forms of graduate capital and their relationship to graduate employability." Education + Training 59, no. 4 (April 10, 2017): 338–52. http://dx.doi.org/10.1108/et-05-2016-0090.
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Purpose In the context of far-reaching changes in higher education and the labour market, there has been extensive discussion on what constitutes graduate employability and what shapes graduates’ labour market outcomes. Many of these discussions are based on skills-centred approaches and related supply-side logic. The purpose of this paper is to develop an alternative, relational conceptualisation of employability based on the concept of capitals. It discusses how this provides a more detailed and multi-dimensional account of the resources graduates draw upon when transitioning to the labour market. Design/methodology/approach The paper presents a new model on graduate employability, linked to five areas of capital which are seen as constitutive of graduates’ employability and significant to their transitions to the labour market. The paper draws together existing conceptual approaches and research studies to illustrate the different features of the model and how they relate to graduate employability. It also discusses some practical implications for those helping to facilitate graduates’ transitions to the job market. Findings The paper argues that the graduate capital model presents a new way of understanding graduate employability which addresses the challenges of facilitating graduates’ transitions and early career management. The forms of capital outlined are conceived as key resources that confer benefits and advantages onto individuals. These resources encompass a range of human, social, cultural, identity and psycho-social dimensions and are acquired through graduates’ formal and informal experiences. Research limitations/implications Whilst this is a conceptual model, it has potentially strong implications for future research in this area in terms of further research exploration on the core components and their application in the labour market. Practical implications This re-conceptualization of graduate employability has significant implication for graduates’ career management and strategising in developing resources for enhancing their transitions to and progression within the labour market. It also has implications for career educators in developing practical employability strategies that can be used within institutional settings. Social implications The paper raises salient implications for the effective and equitable management of graduate outcomes post-graduation which has clear relevance for all stakeholders in graduate employability, including students/graduates, career educators and employers. Originality/value The paper develops a new model for conceptualising graduate employability and illustrates and applies this to discussion of graduate employability. It also raises practical applications around the different components of the model.
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Heryanda, Komang Krisna. "TRACER STUDY OF MANAGEMENT DEPARTMENT, GANESHA UNIVERSITY OF EDUCATION YEAR 2013 - 2015." International Journal of Social Science and Business 2, no. 1 (March 28, 2018): 34. http://dx.doi.org/10.23887/ijssb.v2i1.13769.
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Tracer study is an approach that allows college institutions to obtain information about possible deficiencies in the educational process and learning process. It can also be the basis for future improvement planning activities. This tracer study research could see the illustration of two sides, namely the graduates’ side as the service user of the education institution and the stakeholder side as the graduate user. This tracer study aimed at getting an overview of the lecture program that had been obtained by the graduates, as well as the quality of graduates produced by the Department of Management. The target of this tracer study was the alumni of Management Department graduates in 2013 - 2015 and the stakeholders in this case were the service users of Management department graduates. The results of this study indicated that the graduates produced by the Management Department had an average waiting time of less than 12 months (1 year) to obtain a job. The types of jobs graduated from Management Department were mostly in the private sector, there was only one person who decided to become an entrepreneur. Most of the graduates earned 1 million rupiah - 3 million rupiah per month as the first income. Most graduates were satisfied with the aspects of learning gained during their study in Management Departments as well as the response about learning experience. Graduates were quite satisfied with the learning experience during the course in Management Department. The graduates complained about inadequate lecture facilities condition. It was certainly a serious significance to be addressed immediately. Most of the users of the graduates (stakeholders) were satisfied with the ability of management department graduates. It was just the aspect of English language skills that were still considered less. In accordance with English language skills, communication skills were also complained by graduate users (stakeholders). Keywords: Alumni of Management, Tracer StudyTracer study is an approach that allows college institutions to obtain information about possible deficiencies in the educational process and learning process. It can also be the basis for future improvement planning activities. This tracer study research could see the illustration of two sides, namely the graduates’ side as the service user of the education institution and the stakeholder side as the graduate user. This tracer study aimed at getting an overview of the lecture program that had been obtained by the graduates, as well as the quality of graduates produced by the Department of Management. The target of this tracer study was the alumni of Management Department graduates in 2013 - 2015 and the stakeholders in this case were the service users of Management department graduates. The results of this study indicated that the graduates produced by the Management Department had an average waiting time of less than 12 months (1 year) to obtain a job. The types of jobs graduated from Management Department were mostly in the private sector, there was only one person who decided to become an entrepreneur. Most of the graduates earned 1 million rupiah - 3 million rupiah per month as the first income. Most graduates were satisfied with the aspects of learning gained during their study in Management Departments as well as the response about learning experience. Graduates were quite satisfied with the learning experience during the course in Management Department. The graduates complained about inadequate lecture facilities condition. It was certainly a serious significance to be addressed immediately. Most of the users of the graduates (stakeholders) were satisfied with the ability of management department graduates. It was just the aspect of English language skills that were still considered less. In accordance with English language skills, communication skills were also complained by graduate users (stakeholders).
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Brooks, Matthew, Brad M. Beauvais, Clemens Scott Kruse, Lawrence Fulton, Michael Mileski, Zo Ramamonjiarivelo, Ramalingam Shanmugam, and Cristian Lieneck. "Accreditation and Certification: Do They Improve Hospital Financial and Quality Performance?" Healthcare 9, no. 7 (July 14, 2021): 887. http://dx.doi.org/10.3390/healthcare9070887.
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The relationship between healthcare organizational accreditation and their leaders’ professional certification in healthcare management is of specific interest to institutions of higher education and individuals in the healthcare management field. Since academic program accreditation is one piece of evidence of high-quality education, and since professional certification is an attestation to the knowledge, skills, and abilities of those who are certified, we expect alumni who graduated from accredited programs and obtained professional certification to have a positive impact on the organizations that they lead, compared with alumni who did not graduate from accredited programs and who did not obtain professional certification. The authors’ analysis examined the impact of hiring graduates from higher education programs that held external accreditation from the Commission on Accreditation of Healthcare Management Education (CAHME). Graduates’ affiliation with the American College of Healthcare Executives (ACHE) professional healthcare leadership organization was also assessed as an independent variable. Study outcomes focused on these graduates’ respective healthcare organization’s performance measures (cost, quality, and access) to assess the researchers’ inquiry into the perceived value of a CAHME-accredited graduate degree in healthcare administration and a professional ACHE affiliation. The results from this study found no effect of CAHME accreditation or ACHE affiliation on healthcare organization performance outcomes. The study findings support the need for future research surrounding healthcare administration professional graduate degree program characteristics and leader development affiliations, as perceived by various industry stakeholders.
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Siswadi, Yudi, Radiman Radiman, Jufrizen Jufrizen, and Muslih Muslih. "Model Faktor Determinan Kompetensi Lulusan Perguruan Tinggi Islam Swasta di Kota Medan." JUPIIS: JURNAL PENDIDIKAN ILMU-ILMU SOSIAL 12, no. 1 (April 30, 2020): 230. http://dx.doi.org/10.24114/jupiis.v12i1.17229.
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This study aims to determine how the determinant factor model of competence of graduates of private Islamic tertiary institutions in the city of Medan. The population in this study are all Private Islamic College Students in Medan. The respondents will be taken 135 respondents. Data collection in this research was conducted by means of interviews, questionnaires and documentation. The data analysis method used was the Structural Equation Model. The results showed that Foundation Management affected Governance, Foundation Management affected Lecturer Performance, Foundation Management affected graduate Competence, University Governance affected Lecturer Performance, University Governance affected Graduates' Competence, and Lecturer Performance influenced Graduates Competence. Private Islamic College in the City of Medan. Foundation Management influences Lecturer Performance and Foundation Management influences graduate Competence through governance and University Governance influences graduate Competency through lecturers' performance in Private Islamic Universities in Medan.
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Westbrook, Johanna I., Joanne Callen, and Saranuj Tomornsak. "An Evaluation of the Postgraduate Diploma of Applied Science in Health Information Management." Health Information Management 27, no. 2 (June 1997): 74–78. http://dx.doi.org/10.1177/183335839702700206.
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Thirty-six students have graduated with a Graduate Diploma of Applied Science (Health Information Management) from the University of Sydney since the course was introduced in 1992. A survey of graduates was conducted to examine the extent to which they believed the course had provided them with sufficient knowledge and skills to become effective health information management practitioners. Options for changes to the course were also explored in the questionnaire. The results demonstrated that graduates strongly supported the existing curriculum. Increased opportunities for practical experience were suggested by many respondents. There was not strong support for an option to increase the length of the course. However, the option to commence study in January and undertake some classes in the inter-semester break was viewed positively by 68% of the graduates.
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Jensen, PhD, Jessica, and Sarah J. Bundy Kirkpatrick, PhD. "Exploring the job placement of recent emergency management graduates." Journal of Emergency Management 18, no. 4 (July 1, 2020): 325–39. http://dx.doi.org/10.5055/jem.2020.0477.
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Graduate job placement is an important issue for emergency management higher education programs, practitioners, and students. Yet, despite considerable discussion about the topic, no line of empirical research has emerged. This article begins to address this gap by reporting the findings of an exploratory study that examined the actual job placement of students who recently graduated with a bachelor’s degree in emergency management and the extent to which their placement was consistent with their intent. This study found that the vast majority of recent graduates are indeed securing jobs they want, but, for about half, the jobs they want are not emergency management. There is significant diversity in the career-paths and sectors being pursued by graduates. This article discusses the potential implications of these findings as well as the critical need for further research in this area.
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Nair, Dr V. Raman, and Mr George K. Mathew. "Impact of Management Education on Skill Development: A Study of Alumni of Management Institutes in Kerala State." Ushus - Journal of Business Management 14, no. 4 (December 15, 2015): 33–45. http://dx.doi.org/10.12725/ujbm.33.3.
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Management education in India gained demand with the opening of the economy in 1991. Many institutes and colleges have come up since then to offer Post Graduate courses like Master of Business Administration (MBA) and Post Graduate Diploma in Management (PGDM) to the students. There is a widely prevalent perception among all stake holders that the quality of management education has been suffering, with only about 10% of the B-School graduates employable, which in turn has been attributed to the lack of employability skills among the B- school graduates. The study identified the key dimensions of employability skills perceived to be beneficial through a survey of alumni from the Kerala based management institutes. The set of higher education skills expected of management graduates, as per the Framework for Higher Education Qualification (FHEQ) in UK was combined with employability skills propounded by other researchers and assessed with 28 qualification descriptors under six dimensions for employability skills.
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Qiu, Ning, Fang Zhao, and Guo Yong Dai. "Design and Implementation of Web-Based Archive Dispatching Management System." Advanced Materials Research 816-817 (September 2013): 475–78. http://dx.doi.org/10.4028/www.scientific.net/amr.816-817.475.
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University graduate archives are very important to graduates, but for now, there exist a number of problems in archive management, especially in archive dispatching. This paper proposes a web-based graduate archive dispatching management system, and introduces the process of system analysis and design from system modules, system framework and key technologies used in this system. Finally, it summarizes the subsequent directions of deep research and improvement.
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Mwita, Kelvin M. "Tanzania Graduate Employability: Perception of Human Resource Management Practitioners." International Journal of Human Resource Studies 8, no. 2 (May 6, 2018): 263. http://dx.doi.org/10.5296/ijhrs.v8i2.12921.
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Higher Education Institutions (HEI’s) produce many qualified graduates in different fields of study annually but almost half of them become frustrated or desolate because they cannot secure jobs in the labour market and some have huge student loans to settle. Moreover, Tanzania education stakeholders have been arguing that the education offered is not adequately geared to integrate the individual into the strong competitive labour markets. The study used a sample of 100 human resource practitioners to assess their perception of Tanzania graduate employability. It was found that HR practitioners consider Tanzania graduate as average. It has been found that 52.6% of Human Resource practitioners disagree that Tanzania graduate quality is improving. Additionally 56.6 % believe that Tanzania graduate are not competent enough to compete for jobs in the East African labour market. The study recommends various measures to be taken by higher learning institutions, regulatory bodies, policy makers and students themselves.
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Lopena, Grace L., and Dennis V. Madrigal. "A Tracer Study of the Business Graduate Programs of a Catholic University in the Philippines." International Education Studies 16, no. 2 (March 26, 2023): 76. http://dx.doi.org/10.5539/ies.v16n2p76.
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The success of any degree program being delivered by higher education institutions is measured using the employment performance of its graduates as they navigate the dynamic labor market after completion of their studies. The tool used to gauge this metric is known as a graduate tracer study. Thus, this explanatory sequential mixed methods study may provide the graduate school the baseline employment information, the extent of practice of program competencies and demonstration of graduate attributes of business management major graduates spanning the years 2017-2021 and their level of satisfaction with the graduate programs. The results revealed that outcomes were achieved by the graduates as the graduate degree contributes to their development of competencies and these graduates were extremely satisfied with the delivery and implementation of the programs. They also demonstrated the attributes in their workplace. The results of the study are consistent with the emerging framework of the quality delivery of business graduate programs. It upholds that the satisfaction of the graduates in the delivery, and instruction of the programs, will result in the development of competencies, unlocking of knowledge, skills, and abilities and improve the social and economic status of the graduates.
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Dunne, Ilka, and Anita Bosch. "Graduate identity development in South Africa." Journal of Managerial Psychology 30, no. 3 (April 13, 2015): 304–19. http://dx.doi.org/10.1108/jmp-06-2013-0200.
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Purpose – The purpose of this paper is to focus on the misunderstandings that hamper the graduate identity development process of black South African graduates in the first year of work. The authors introduce the role of an independent mediator in supporting identity development in a graduate development programme (GDP). The independent mediator mediates between graduate and manager when misunderstandings occur that inhibit the warranting process during professional identity development. Design/methodology/approach – In seeking to understand the graduate transition from student to professional, the authors used identity studies as the foundation from which to track a group of 21 graduates on a year-long GDP, in a financial institution in Johannesburg, South Africa. A model of emergent graduate identity was utilised to gain insight into the warranting process and associated behaviours that graduates employ in their interactions with others in the workplace. Findings – As warranting is based on people’s own assumptions and beliefs about a particular situation or role, misunderstandings can occur during the warranting process when graduates are determining their professional identity, and managers are either affirming of disaffirming this identity. These misunderstandings were exacerbated by the fact that the graduates were often South African multi-cultural, first-generation professionals who lacked insight into and experience of corporate dynamics, this impacted on how they found their place in the organisation. Both graduates and managers were often not equipped to deal with cultural, racial, and other differences. When the graduate programme manager stepped in to play the additional role of independent mediator, helping to mediate misinterpretations during the identity formation process, the negative impact of misunderstandings was lessened, and graduates transitioned to a professional identity with greater ease. Managers also learned about managing multi-cultural individuals and their own, often limiting, experiences and worldviews. Practical implications – This highlights the value of a third-party intervention in graduate identity transitions, particularly in contexts where the graduate has little or no experience of what it means to be professional, and where managers are not equipped to deal with people who come from backgrounds that differ vastly from their own. Originality/value – The role of a third-party in shaping the identities of graduates during the identity warranting process, referred to as the independent mediator in this paper, has not been presented in research before. Studies of this nature would give us insight into how best to support graduate identity development and improve the design of GDPs.
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Abdul Wafi, Anisah, Ummu Sakinah Subri, Rafeizah Mohd Zulkifli, Suriani Mohamed, Zaliza Hanapi, Ridzwan Che’ Rus, and Mohd Firdaus Mustaffa Kamal. "‘You are Hired’: Technical and Vocational Education and Training Graduate Employability and Experts’ Views." Pertanika Journal of Social Sciences and Humanities 30, no. 2 (June 15, 2022): 859–78. http://dx.doi.org/10.47836/pjssh.30.2.23.
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It is theoretically acknowledged that strategically organised talent management organisational mission, vision, and mission. It was reported that only 70% of universities in Malaysia declared workforce-ready graduates. As a result of the graduate employability investigation, the Ministry of Higher Education (MoHE), parents, and graduates were alerted. However, a recent employers’ investigation revealed that recruiting skilled graduates remained to be seen. An investigation emphasising talent management attributes was launched to address the gap by employing the Differentiated Model of Giftedness and Talent (DMGT). Drawn from DMGT, interpersonal measurement was the main construct to identify the talent management attributes. First, a qualitative method and semi-structured interview were chosen for the data collection process. Second, a seven-expert panel comprising academics and industry executives were gathered to describe the ideal university graduate’s attributes. The finding revealed seven main university graduate attributes: 1) communication, 2) leadership, 3) critical thinking and problem-solving, 4) teamwork, 5) lifelong learning and information management, 6) ethics, morals, and professionalism, and 7) entrepreneurship skills. The selected academics and industry executives recommended paying attention to career adaptability and digital technology. Higher Education Institutions (HEI) might better consider meeting the demands of the workforce and industry in the context of globalisation and digitalisation by focusing on the seven graduate attributes as evident in the investigation. As such, the seven graduate attributes are instrumental in the industry workforce. Employability, graduates, HEI, soft skills, talent management
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Lee, Cynthia ChinTian, Srinath Perera, and Keith Hogg. "AN ANALYSIS OF EARLY CAREER TRAINING REQUIREMENTS FOR QUANTITY SURVEYING PROFESSIONALS." International Journal of Strategic Property Management 17, no. 2 (June 27, 2013): 161–73. http://dx.doi.org/10.3846/1648715x.2013.805450.
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Early career experience can play a significant part in lifelong professional capability and the support and knowledge gained during the early years of graduate employment can influence future career direction and success. Whilst there are prescribed models of graduate development relative to the surveying professions, for example, those relating to the APC utilised by the RICS, there has been little evaluation in terms of their relative contribution to career success. Through the use of a questionnaire survey, the issue of learning and development for new graduates in their early career, the extent to which new graduates perceive themselves to be competent in various major quantity surveying activities and, the range of graduate training provided by the employer were explored. The main conclusions drawn from the study are that: new graduates exhibit a high level of self-doubt in professional competence; task competence is influenced by frequency of application, years of postgraduate experience and the mode of study taken by graduates in entering the QS profession. There is a difference between training received by graduates working for consultant and contracting employers. Graduates from full time study mode tend to receive more training from their employers compared to part time graduates.
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Donald, William E., Yehuda Baruch, and Melanie J. Ashleigh. "Striving for sustainable graduate careers." Career Development International 25, no. 2 (December 5, 2019): 90–110. http://dx.doi.org/10.1108/cdi-03-2019-0079.
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Purpose The purpose of this paper is to conceptually articulate the differing needs of graduates and graduate employers, which can be competing or complementary in nature. Drawing from theoretical frameworks of career ecosystems and the new psychological contract, a set of propositions are presented using three themes: career management, development of talent and technological change. Design/methodology/approach A conceptual design offering a conceptual model through adopting the career ecosystem and new psychological contract as a framework. Findings These propositions offer a new conceptual model, which provides a practical contribution by articulating sustainability of graduates’ careers through employability at the graduate level and competitive advantage at the employer level. Originality/value The paper offers important contributions to theory by connecting career management and vocational career literature through acknowledging shared constructs of life-long learning and sustainable employability for graduates. These two streams are often developed in parallel, thus this paper helps to bridge the gaps in respective research agendas. This paper therefore has the originality of helping to advance the fields of career theory and sustainable human resource management.
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Tatum, Aerian. "Invite Students to Skip the Unemployment Line: How Health Information Management Education Programs Can Increase Employability with Support from HIM Stakeholders." International Journal of Multidisciplinary Perspectives in Higher Education 5, no. 1 (January 24, 2021): 17–33. http://dx.doi.org/10.32674/jimphe.v5i1.2466.
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Students graduate from accredited programs every year with skills and competencies required by their profession of choice. However, employability remains an issue after graduation. Industry leaders and educators have a statistically significant difference in graduate preparedness for the workforce. When attempting to find a position in their career, graduates are told that without experience, they cannot secure a job. How does one attain the experience desired by employers? This paper posits that university connections and partnerships will assist graduates in securing positions and other required skills after graduation. The purpose of this paper is to extend the work started by Jackson, Lower, and Rudman, using an evidence-based management approach, to synthesize frameworks that will support allied health education programs with bridging the gap between curriculum, internships, practicums, and graduate employability. Also discussed will be the importance of considering both hard and soft skills in graduate employability.
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Nunez, Shanee-Jee L., Merlita V. Caelian, and Dennis V. Madrigal. "A Tracer Study of Public Administration and Governance and Development Management Graduate Programs of the University of Negros Occidental-Recoletos." Philippine Social Science Journal 5, no. 3 (August 9, 2022): 106–17. http://dx.doi.org/10.52006/main.v5i3.556.
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The global demand for high-skilled professionals emphasized the role of higher education in career advancement. This descriptive tracer study of the Master in Public Administration and Governance (MPAG) and the Doctor of Philosophy in Development Management (PhD-DvM) programs aimed to establish a database on the profile of the graduates; the extent of practice of graduate attributes and the level of satisfaction with program delivery and implementation. Likewise, it investigated the challenges encountered by the graduates and their reasons for enrolment. Results revealed that majority were promoted to higher management positions; that the practice of graduate attributes in the workplace is to a very great extent; and graduates were very highly satisfied with the program delivery and implementation. Research rank highest, followed by faculty. While physical facilities and student services were rated high only. Among the challenges encountered by graduates are: thesis/dissertation writing, social relationships and work responsibilities, among others. Quality of graduate education, professors' competence, Catholic values, facilities, and research training were reasons for enrolling.
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Gaite, Faybe Trizha G., Rubie A. Arroyo, Patrishia Jade Lim, Princess Mae E. Vergara, and Janice A. Doria. "Employers’ Feedback on Job Performance of Hotel and Restaurant Management Graduates." International Journal of Academe and Industry Research 3, no. 4 (December 6, 2022): 129–44. http://dx.doi.org/10.53378/352944.
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As the Commission on Higher Education (CHED) encourages all institutions to conduct a study determining the graduates job performance, this study determined the status of the Bachelor of Science in Hotel and Restaurant Management (BSHRM) graduates from Central Mindanao University. Through descriptive research design, employers’ feedback was gathered as baseline for assessing the program effectiveness and further improve curriculum offerings. The study used survey instrument to collect data from employers of the 62 of 70 Graduate School Alumni. Results of the investigation showed a significant relationship between the profile of the alumni and their employment data after earning the degree program at the University. Stepwise regression analysis indicated that each graduate student attained most of the skills gained throughout the program. Furthermore, employers rated the graduates excellent thereby reflecting an effective job performance based on collaboration, commitment, credibility, and competence. Based on the findings, the study recommends further identification and keeping track of the progress in the new curriculum for the formulation of student support.
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Edgar, Fiona, Virginia Cathro, Sean Harrison, Janneke Hoek, Katherine McKenzie, Ngaire Malcolm, Sarah Polson, et al. "Employing graduates: Selection criteria and practice in New Zealand." Journal of Management & Organization 19, no. 3 (May 2013): 338–51. http://dx.doi.org/10.1017/jmo.2013.25.
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AbstractEntry into graduate programmes is highly competitive. Although careers advisors working within higher education do their best to prepare students for engagement with these programmes; anecdotal reports suggest many graduates remain unsure what it is these employers are seeking, and how it is assessed. Our study examines both selection criteria profiles and practices, drawing comprehensive data from 20 New Zealand firms and finds that regardless of a firm's characteristics, most seek a very similar graduate profile, with the concepts of candidate ‘well roundedness’ and ‘fit’ considered most vital. Selection practices employed are tightly connected to this graduate profile. These findings shed some much needed light for graduates on what is, but also what is not, highly sought after by employers in the recruitment and selection process. They should also be of benefit to universities by assisting them to better prepare their graduates for successful transition into the employment market.
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Syahril, M. Alfi, Suhaimi Suhaimi, and Salma Hayati. "دراسة مقارنة إدارة الكفاءة على التعلم بين خريجي المدارس الداخلية وغير الداخلية بقسم تعليم اللغة العربية." لسـانـنـا (LISANUNA): Jurnal Ilmu Bahasa Arab dan Pembelajarannya 10, no. 2 (January 31, 2021): 237. http://dx.doi.org/10.22373/ls.v10i2.8827.
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The objective of the study were to find out the differences of learning management competence among Arabic Language Education Students of UIN Ar-Raniry who come from Ma'had and Non-Ma'had. The kind of this research was a comparative study. The sample of this study were students of the Arabic Language Study Program UIN Ar-Raniry starting from the class of 2015 up to the class of 2018, amounting to 228 students from a population of 837. The data collection in this study used a questionnaire. The data analysis technique used was univariate, and bivariate data analysis techniques through the independent sample 2-sample t-test technique. The results of this study indicate that: (1) There is a significant difference in learning management between Arabic Language Education Students of UIN Ar-Raniry Banda Aceh originating from Ma'had and Non-Ma'had, where the management of students' learning competencies is more advanced. better than non ma'had graduate students. (2) There are differences in the average score of each aspect of the management of learning competencies of students of Ma'had graduates and students of non-Ma'had graduates. Aspects of self-supervision (controlling) of ma'had graduate students excel with an average difference of 0.08, Aspects of organizing themselves (organizing) of ma'had graduate students excel with an average difference of 0.17, Aspects of the ability to facilitate themselves (facilitating) ma'had graduate students with an average difference of 0.13, and motivating aspects of ma'had graduate students excel with an average difference of 0.06.
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Hutchins, Teresa, and Alexandre Olbrecht. "The Link Between AACSB Accreditation And Graduate Schools." American Journal of Business Education (AJBE) 2, no. 6 (September 1, 2009): 89–96. http://dx.doi.org/10.19030/ajbe.v2i6.4091.
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In this paper, we examine whether graduating with a business or management degree from an AACSB Accredited school is correlated with higher or lower levels of graduate school attainment. We find that AACSB graduates are less likely to apply to graduate programs, and having done so, less likely to be accepted.
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Belwal, Rakesh, Pushpendra Priyadarshi, and Mariam Humaid Al Fazari. "Graduate attributes and employability skills." International Journal of Educational Management 31, no. 6 (August 14, 2017): 814–27. http://dx.doi.org/10.1108/ijem-05-2016-0122.
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Purpose Supply and demand characteristics, influenced by the pre- and post-oil economy of Oman, have caused unemployment challenges to Omani graduates. The purpose of this paper is to explore the most common graduate attributes as they apply to graduates’ employability in Oman. Design/methodology/approach The study uses the principles of “hypotheticodeductive logic” and inferential analysis using a combination of focus group and survey approach. Using an online mode of data collection targeting the past three cohorts of graduates from a prominent University in Oman, the study analyses and presents several insights into graduate attributes and employability issues. Findings The research finds that the domain of educational institutions in Oman is mainly restricted to the basic generic skills in developing the graduate attributes. Students’ perspectives on employers’ selection criteria reveal that computing skills, the ability to work in teams, English language proficiency, prior training, and the graduate’s personality are the five most significant employability skills in Oman. Currently, there is little interaction among higher educational institutions, alumni, and industry in Oman for boosting the employability of graduates. Practical implications The study is highly relevant from the policy perspective in Oman. All the stakeholders in Oman need to come together to define employability skills prudently by expanding the domain beyond generic skills. Originality/value The study is important in the context of Oman due to a shortage of studies that look at the graduate attributes from the lens of employability besides addressing concerns about unemployment.
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Obliopas, Riomar, Felix Afable, and Jovito Madeja. "Talent Management: a Philippine State University Graduate School Experience." Indian Journal of Science and Technology 12, no. 42 (November 20, 2019): 1–4. http://dx.doi.org/10.17485/ijst/2019/v12i42/147908.
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Erickson, Paul, and Danny Hollingsworth. "The Structure Of Graduate Tax Programs: Broad-Based Or Concentration In Tax?" Journal of Applied Business Research (JABR) 8, no. 1 (October 18, 2011): 29. http://dx.doi.org/10.19030/jabr.v8i1.6180.
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Graduate tax curriculums range from highly concentrated in tax to broad-based. This paper examines perceptions of major accounting firms employees regarding their tax, research, management, computer, and communication skills. Perceptions of broad-based graduates did not differ significantly from that of tax-concentrated graduates. Perceived management skills are greater for graduates with courses in a variety of disciplines. Perceived computer stills are lower for graduates with technical noncomputer courses.
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Riley, Merilyn, Kerin Robinson, Natasha Prasad, Barbara Gleeson, Emma Barker, Dennis Wollersheim, and Julie Price. "Workforce survey of Australian graduate health information managers: Employability, employment, and knowledge and skills used in the workplace." Health Information Management Journal 49, no. 2-3 (April 21, 2019): 88–98. http://dx.doi.org/10.1177/1833358319839296.
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Background: Employability, employment destinations and utilisation of knowledge–skill domains of new graduate health information managers (HIMs) have not been explored. Objectives: To capture the timing from course completion to employment and employment locations of a 5-year cohort of health information management graduates of La Trobe University, Australia, in 2017–2018; identify professional knowledge and skills used by the graduates in executing their roles; and map these to four domains of the health information management curriculum. Method: A mixed-methods descriptive study utilising a survey investigated early career pathways of new graduates of health information management courses from 2012 to 2016. Demographic data included age, year of graduation, lead time from course completion to employment, position title, number of positions held post-graduation and knowledge–skills used in the workplace. Results: Eighty percent ( n = 167) of graduates working in Australia with known contact details responded to the survey. Of these, 96.4% ( n = 161) worked in at least one “health information management-related” position since graduation. Forty-five percent ( n = 72) of graduates obtained a position before course completion, and over 94% ( n = 150) were employed in the profession within 6 months of completion. Sixty percent ( n = 97) of graduates had worked in two or more positions from 2012 to 2016. The large majority of new graduate HIMs (82.4%) were employed in the public healthcare sector in “health information management” (44%), or “health classification” (28.1%) roles. Most graduates (61%) had utilised at least three or four domains of professional knowledge–skills in the workplace. Whereas 16% ( n = 26) of graduates used, solely, their health classification knowledge–skill set, almost 74% ( n = 117) undertook some health classification-related activities. Only 16% ( n = 26) of graduates were over 40 years of age, and there were no statistically significant differences between Bachelor and Master (Combined Degree Programs) graduates and Graduate-entry Master degree graduates in terms of lead time to employment, number of positions held, type of employing agency and professional knowledge–skills utilised in the workplace. Conclusion: Graduate HIMs have very high employability, demonstrate job mobility consistent with the national trends, are largely represented in the public sector but have presence throughout the healthcare system and utilise most or all of the specialised domains of professional knowledge and skills studied at university.
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Qu, Jiang Bin, and Feng Cong. "Research on Information Management System of University Graduates." Applied Mechanics and Materials 685 (October 2014): 545–48. http://dx.doi.org/10.4028/www.scientific.net/amm.685.545.
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The construction of management information system of university graduates is an important measure to improve the information management level of colleges and universities. It adapts to the trends on information technology development. To further improve the mode of information management of university graduates, this paper designed a management system of graduate information based on campus network and Internet. The design of the system divided the information management system of university graduates into three modules: the first is administrator subsystem, the second is graduates subsystem and the third is enterprise subsystem. As the design of the system takes aim at the reality of university graduates management, it will achieve multiple objectives through the use of the system, such as the promotion of graduates management level and raise of the integrity of graduates’ information.
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Kjeldsen, Erik K. M. "Sport Management Careers: A Descriptive Analysis." Journal of Sport Management 4, no. 2 (July 1990): 121–32. http://dx.doi.org/10.1123/jsm.4.2.121.
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This study utilized alumni of one sport management graduate program in an effort to investigate career paths in sport management. A representative sample of 126 alumni was selected from a population of 251 students who had graduated over a 10-year period. A total of 69 usable returns were received, for a response rate of 54.8%. Specific points during the professional, preparation period and during the working career were examined as benchmarks in the career path. The number of alumni maintaining jobs in the field at each benchmark shed light on career retention and on the factors contributing to attrition. The five benchmarks selected were entry into the graduate program, exit from the program, the internship, first job, and final job. Salary at each job level and satisfaction were measured in an effort to better understand the nature of a sport management career. The analysis was differentiated by sex and by the various subfields in the sport management profession.
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Christou, Evangelos, and Jack Eaton. "Management Competencies for Graduate Trainees." Annals of Tourism Research 27, no. 4 (October 2000): 1058–61. http://dx.doi.org/10.1016/s0160-7383(99)00129-2.
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Hendel, Tova, and Michal Steinmann. "Graduate Students Learn Effective Management." Journal for Nurses in Staff Development (JNSD) 18, no. 4 (July 2002): 203–9. http://dx.doi.org/10.1097/00124645-200207000-00008.
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Arditi, David, and Gul Polat. "Graduate Education in Construction Management." Journal of Professional Issues in Engineering Education and Practice 136, no. 3 (July 2010): 175–79. http://dx.doi.org/10.1061/(asce)ei.1943-5541.0000014.
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Cristina Vasilica, ICOCIU, DOBRESCU Tiberiu-Gabriel, and SILVESTRU Cătălin-Ionuț. "Employability management in adult education and training." Journal of Management and Quality 02, no. 01 (May 31, 2023): 8–22. http://dx.doi.org/10.57263/jmq.02.01.20232.
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Romania's new Higher Education Law from 2023 aims to increase the number of graduates of adult training programs. The law also introduces the international standard for education and international standards for professional training of adults, while Romania's system of education and professional training is in line with the requirements of the labor market. As far as the equivalence of the study programs is concerned, we can no longer say that this criterion is also met because until this law was passed, we would not have implemented ISCED, but we have the fields of studies promoted by the Government Decision, that is impossible to be assimilated internationally. We have over 6,000 bachelor and master programs related to about 1,500 occupations in the Classification of Occupations from Romania (COR) and the classification of European Skills, Competences and Occupations (ESCO), which is unimaginable in European countries. More than half of these should be at most postgraduate programs for adults. Study programs remain a problem in equating studies, especially in the technical field, except for European regulated professions and IT where the equating is automatic. Passing post-graduate professional training for adults on either occupational or qualification standards will largely solve this impasse in the next five/six years. It makes sense to analyze employability as we have done here in case of increased mobility of Romanian qualified workforce on the European labor market, but according to the signed accession treaty, it must be understood that this does not come automatically, but as we have seen there are certain obligations and commitments of the Member State, conditions to be ensured so that it is as easy as possible for the graduate to be employed at the level held and the graduated field of study.
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Bakhtiar, Rohmana Zulfa, Slamet Riyadi, and Asroni Asroni. "Implementasi Arsitektur Operational Data Store (ODS) dan Dimensional Data Store (DDS) dalam Pembangunan Data Mart Lulusan." Semesta Teknika 18, no. 1 (January 9, 2016): 55–64. http://dx.doi.org/10.18196/st.v18i1.706.
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Universitas Muhammadiyah Yogyakarta (UMY) is a big and high-grade educational institution. During the period of 1998-2014, UMY has produced about 20550 graduates. But, the big number of graduates is not supported by a good data storage system. Whereas those data are needed in filling up the accreditation form. For that reason, we have to build an integrated data storage system to provide graduates data as needed, that is graduate data mart. The development of graduate data mart uses SDLC Model Waterfall method. This method involves several types, there are requirement analysis, design system, implementation system, testing system, and maintenance system and those must be done sequentially. If there is an error, the process must be repeated from the beginning to fix the error. Development of graduate data mart uses Operational Data Store (ODS) and Dimensional Data Store (DDS) architecture. Those architectures are selected because they support transactional level. By using those architectures, graduate data mart is capable to display the data of graduates on the academic year, GPA, educational years, and the status of the student transfers. As the result, those data are able to help the management of university in filling up the accreditation form.
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PEHLİVANLI, Edib Ali. "From a strategic management perspective, comparison of graduate/undergraduate education performances of research universities and efficiency determinants: The case of Turkey." Business & Management Studies: An International Journal 11, no. 1 (March 25, 2023): 121–35. http://dx.doi.org/10.15295/bmij.v11i1.2179.
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This study determined undergraduate and graduate education efficiency scores using the 2020 data from 20 state research universities in Turkey. The study used input-oriented data envelopment analysis to compare undergraduate and graduate education efficiencies. In the study, the efficiency of the research universities in the prioritized field(s) was compared with the efficiency in the field(s) in which they operate intensively. It also includes suggestions on increasing their effectiveness in the prioritized field(s). In addition, the Tobit regression model, which is a regression model for limited dependent variables, was used to determine the determinants of efficiency scores. The findings show the undergraduate and graduate education performances of research universities comparatively. In addition, based on the results obtained from the Tobit regression model, suggestions were made to increase graduate performance. Five factors (the number of graduate students per faculty member, the number of undergraduate students per academic staff, the number of graduates/undergraduates in the number of students and graduations, and the number of faculty members per program) have a significant effect on graduate performance. Therefore, it is important in terms of strategic management that research universities should be restructured by considering these factors or that they should be considered in plans. The study offers an alternative perspective to performance management in both education and management.
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Yuan, Chih-Hung, Dajiang Wang, Chuanyu Mao, and Feixia Wu. "An Empirical Comparison of Graduate Entrepreneurs and Graduate Employees Based on Graduate Entrepreneurship Education and Career Development." Sustainability 12, no. 24 (December 17, 2020): 10563. http://dx.doi.org/10.3390/su122410563.
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Entrepreneurship is a double-edged sword. Entrepreneurs may either reap great rewards or suffer great damages from crises in the near future. Therefore, it is crucial to offer entrepreneurship education to students. This would help them broaden their horizons in graduate employment. This study compares graduate entrepreneurs and graduate employees in China, focusing on their career development. The results of the study show that graduate entrepreneurs have higher career satisfaction than graduate employees. In addition, graduate entrepreneurs have greater work commitments than graduate employees, although they also have higher job stress. We also found that most graduates in either group could earn a living easily. A certain number of the two parties spent more than what they earned mainly to provide financial support to their families.
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Sanchez Cristal, Natasha, Noel Metcalf, Debra Kreisberg, and Charles M. Little. "Integrating Simulation-Based Exercises into Public Health Emergency Management Curricula." Disaster Medicine and Public Health Preparedness 13, no. 4 (March 8, 2019): 777–81. http://dx.doi.org/10.1017/dmp.2018.137.
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ABSTRACTThe aim of this study is to enrich public health emergency management (PHEM) curricula and increase the workforce readiness of graduates through the implementation of an innovative curriculum structure centered around simulation and the creation of authentic learning experiences into a mastery-based Disaster Preparedness graduate certificate program launched in 2016 at the Colorado School of Public Health. Learners progress through a sequence of increasingly complex discussion and operations-based exercises designed to align with training methodologies used by future employers in the disaster response field, covering PHEM fundamentals and domestic and international disaster preparedness and response. Preliminary feedback is overwhelmingly positive, equating the experience to securing an internship. Embedding simulation-based exercises and authentic learning environments into graduate curricula exposes learners to diverse disaster scenarios, provides occasion for practicing critical thinking and dynamic problem solving, increases familiarity with anticipated emergency situations, and builds the confidence necessary for exercising judgment in a real-world situation. This novel curriculum should serve as a model for graduate programs wishing to enrich traditional training tactics using a typical school of public health support and alignment with community resources. (Disaster Med Public Health Preparedness. 2019;13:777–781)
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Messum, Diana Glen, Lesley Marie Wilkes, Debra Jackson, and Kath Peters. "Employability Skills in Health Services Management: perceptions of recent graduates." Asia Pacific Journal of Health Management 11, no. 1 (March 16, 2016): 25–34. http://dx.doi.org/10.24083/apjhm.v11i1.235.
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Background: Employer skill requirements of graduates are monitored by Graduate Careers Australia, but health services management (HSM) specific employability skills (ES) perceived by graduates to be important on the job and their perceptions of skills they need to improve are not well reported. Academics need this feedback to improve course employment outcomes by helping current students identify and articulate appropriatecompetencies to potential employers. Also teaching of industry requirements can help improve job matching for employers.
Method: Recent graduates working in HSM in New South Wales, Australia were surveyed to rate ES for importance and rate their own skill levels on the same items. The gap between these two ratings was identified for 44 ES. Results: ES important to recent graduates in rank order were: verbal communication skills, integrity and ethical conduct, time management, teamwork, priority setting, ability to work independently, organisational skills, written communication, being flexible and open minded and networking. Highest self-ratings were found for integrity and ethical conduct, ability to work independently, being flexible and open minded, tertiary qualifications, interpersonal skills, written communication skills, time management, life-long learning, priority setting and administration skills. Generally graduates rated their skills lower than their ratings of importance.
Conclusions: Recent graduates can provide valuable feedback to universities about ES required for HSM positions and identify their own skill gaps for development at work or through study. Generic skills rather than job-specific skills are what they rate as most important. Closer engagement of universities and employers is recommended especially through placements.
Abbreviations: ES – employability skills; GCA – Graduate Careers Australia; HEI – higher education institutions; HRM – human resource management; HSM – health services management; IPC – interpersonal and communication skills.
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Uddin, Mahi. "Addressing employability challenges of business graduates in Bangladesh: Evidence from an emerging economy perspective." Australian Journal of Career Development 30, no. 2 (July 2021): 83–94. http://dx.doi.org/10.1177/1038416220986887.
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This study aimed to explore and address the employability challenges of business graduates in the higher education sector in Bangladesh. Data were collected through semi-structured interviews and analysed applying thematic analysis (N = 35, 77% male, mean age = 34 years). Findings revealed that skill gaps, lack of quality education system, quality teachers, industry-university collaboration, backdated course curriculum, and corruption are important challenges for graduate employability in Bangladesh. The study suggests improving communication skills, updating course curriculum, curbing institutional corruption, limiting student-teacher politics, hiring and promoting quality teachers, and industry-university collaboration as strategies to improve graduate employability. The findings may help employers, managers, graduates, academics, and policymakers in the higher education sector to identify and address graduate employability challenges in an emerging economy such as Bangladesh.
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Nesaratnam, Seetha, Shivaani Prabha Karan, and Foo Yi Von. "Conceptualisation of a Graduate Employability Framework from a Malaysian Perspective." International Journal of Human Resource Studies 8, no. 4 (October 23, 2018): 112. http://dx.doi.org/10.5296/ijhrs.v8i4.13813.
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Skills shortage among graduates is a serious constraint in Malaysia and according to Bank Negara Malaysia, graduate employability in Malaysia is a rising concern as graduates represent 23 per cent of total youth unemployment. As Malaysia aggressively sets course towards becoming a high-income economy, the need for skilled manpower is said to be expanding across key industries. To ensure a productive workforce, the country must have a high-quality flow of talent supply to fill these jobs. Hence, the study investigates the antecedents of graduate employability in Malaysia by researching a key stakeholder group, which is the employer.Using a qualitative research methodology, ten employers were interviewed using in-depth interviews to explore and enrich the graduate employability framework. The qualitative phase inducted the ‘graduate training’ construct and its sub-constructs of ‘internship’, ‘mentoring’ and ‘talent management’, as perceived by the employers, which were added as enrichment to the graduate employability framework. It also affirmed and authenticated the ‘soft skills’ construct drawn from literature. By incorporating the findings from the qualitative phase, an enriched framework eventuated. This enriched framework brings these previously omitted dimensions to the forefront.
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Vilapakkam Nagarajan, Srivalli, and Jenny Edwards. "Is the graduate attributes approach sufficient to develop work ready graduates?" Journal of Teaching and Learning for Graduate Employability 5, no. 1 (April 30, 2014): 12–28. http://dx.doi.org/10.21153/jtlge2014vol5no1art565.
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Many universities have graduate attributes often referred to as generic skills, soft skills or work ready skills. Our study of the professional work experiences of recent Australian Information Technology (IT) graduates found that communication, time management, teamwork, working with people, working across cultures, project management and business skills are some of the major categories of professional skills IT graduates believe are required for their work. This paper describes the study details and findings which raise questions about the adequacy of the graduate attributes approach in the development of professional skills such as the ability of graduates to work across cultures and on multiple projects which are major requirements in many IT (and other) workplaces. IT graduates’ gave views on the challenges they face at work, the typical professional skills requirements of their practice and how they acquired or developed them, the elements of their university study that are relevant to their work professional skills requirements and how well their studies prepared them to meet the professional needs of their practice.
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Holmes, Leonard M. "Becoming a graduate: the warranting of an emergent identity." Education + Training 57, no. 2 (March 16, 2015): 219–38. http://dx.doi.org/10.1108/et-08-2013-0100.
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Purpose – With expansion of higher education in most developed and developing economies, graduates constitute a large section of the workforce. However, even prior to the economic problems of the past few years, the transition from higher education into graduate employment has not been and is not straightforward. The purpose of this paper is to draw upon relational, social constructionist perspectives to examine such transition and early careers in terms of “emergent identity” trajectories. The “graduate identity” is considered in terms of the interaction between identity claim by the individual and the identity ascriptions by others. Design/methodology/approach – A model is presented, providing for five “modalities” of such emergent identity, whereby any particular individual may pass in varied trajectories. This is illustrated by three case examples of graduates, based on biographical interview data. The exploration is continued in terms of discussion of the discursive warranting of identity claims and ascriptions, enabling a reconsideration of the discourse of skills and attributes. Implications for research and practice are considered. Findings – The paper argues that the approach presented provides a cogent approach for conceptualising and for engaging in empirical investigation of the early career trajectories of individuals entering post-graduation employment. Such individuals may “formally” be graduates, but face the task of “becoming” graduates, i.e. gaining acceptance by significant others that they are “worthy” of being employed in “graduate jobs”. That task involves identity claim making, warranting their claim on the identity of a graduate. Research limitations/implications – The model and approach presented provide a framework for analysis of early-career trajectories of graduates, in a way that the dominant skills and attributes approach cannot. It contributes to other empirical studies based on qualitative, biographical research, by providing conceptual tools for the analysis of such studies. Practical implications – The paper provides a practical approach to help undergraduates and new graduates to enhance their prospects for gaining employment they consider desirable and appropriate. It enables staff who seek to support students to gain appropriate employment to develop practical strategies, unencumbered by flawed notion of “skills” and “attributes”. Social implications – Post-graduation employment continues to be a major policy issue for government, and a matter of considerable concern for students themselves and for their families. The approach presented promises considerable opportunity for addressing the critical issues faced. Originality/value – The paper elaborates the graduate identity approach, and provides empirical support for the claims made.
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Nurdiyanti, Yanti, and Neneng Nurmalasari. "Management of Skills Programs to Improve the Competencies of Graduates of Learning Citizens." KOLOKIUM Jurnal Pendidikan Luar Sekolah 8, no. 2 (October 30, 2020): 176–85. http://dx.doi.org/10.24036/kolokium-pls.v8i2.436.
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This study aims to determine the pattern of skill management at the Community Learning Activity Center in increasing the competence of graduate learning citizens so that the results of this study are expected to be a reference for the community in an effort to improve the quality of human resources who are competing for people who have not completed formal education up to the school level. Senior High (SMA). This study uses qualitative methods to explore individual behavior in groups and understand the meaning of social problems. The data collection technique was carried out by the method of observation and semistructured interviews on research subjects consisting of PKBM managers, PKBM tutors, and PKBM learning citizens. The data analysis technique used the miles and Huberman model. The results showed: the management of the skills program at PKBM Aykos Nusa Ilmu was carried out by planning, organizing, implementing, and evaluating stages. With the achievement level of competency skills, 80% of graduates meet competency standards, and as many as 20% of graduates show abilities in skills that exceed graduate competency standards.
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Gethe, Rajashree K., and Mahesh S. Hulage. "Current Employability Scenario of Indian Graduates (Engineering, MBA & Other Streams): A Review." International Journal of Advances in Management and Economics 9, no. 3 (April 30, 2020): 01–09. http://dx.doi.org/10.31270/ijame/v09/i03/2020/1.
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Every Graduate Student dreams for a job with good salary once he receives Engineering and/or Management degree. But many of the graduates are not able to get an employment and those students who are getting the jobs they are being paid with less salary even after investing a lakh of money on their higher education. The general reason found behind this situation is a gap between what skills the industry/employers are expecting and what the skills graduate students are having with them. Today’s Employers are looking for those candidates who are possessing wide range of Knowledge and Skills apart of conventional Degree. The present research paper discusses about the issues, concerns related to the Employability of Engineering and Management graduates. Paper also suggests some remedial actions to resolve the employment problems of the same students and promote the concept of Entrepreneurship where students will become ‘Job giver’ than ‘Job seeker’. Keywords: Employability skills, Engineering and MBA Graduates, Job market, Professional World.
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Kirkham, Sandi. "Customizing Graduate Education for Information Management." Journal of Education for Library and Information Science 32, no. 1/2 (1991): 8. http://dx.doi.org/10.2307/40323341.
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Papadopoulou, Androniki, Elizabeth Ineson, and David Williams. "The graduate management trainee preselection interview." Personnel Review 25, no. 4 (August 1996): 21–37. http://dx.doi.org/10.1108/00483489610123218.
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Arnold, John, and Kate Mackenzie Davey. "Graduate Experiences of Organizational Career Management." International Journal of Career Management 6, no. 1 (March 1994): 14–18. http://dx.doi.org/10.1108/09556219410051039.
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Benati, Kelly, and Juan Fischer. "Beyond human capital: student preparation for graduate life." Education + Training 63, no. 1 (November 10, 2020): 151–63. http://dx.doi.org/10.1108/et-10-2019-0244.
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PurposeThis research moves beyond a focus on employability skills and explores student perceptions of preparedness for graduate life in a more holistic manner.Design/methodology/approachFinal-year business students were asked to outline their concerns regarding graduate life and the personal and professional challenges anticipated in their careers. The results are presented in the context of graduate capitals, which is a broader view than the more traditional skills-based approach.FindingsThe results indicate students do not feel underprepared for the workplace in terms of human capital, social capital, cultural capital and identity capital. However, many students feel inadequately prepared in terms of psychological capital and their ability to deal with the expected challenges of the workplace such as stress, long hours and the demands of a professional environment.Research limitations/implicationsThis study extends our knowledge of student preparation for the workplace and suggests research opportunities to better understand psychological capital development in graduates.Practical implicationsGreater confidence and a perception of preparedness may be increased for graduates if opportunities for psychological capital development and increased promotion of its importance are enhanced.Social implicationsThe results encourage a more holistic approach to employability in graduates and have relevance for all stakeholders concerned with graduate outcomes and workplace transition.Originality/valueThe paper presents work-readiness in the context of graduate capitals, which is broader than the traditional skills-based approach. It also focuses on student perceptions of their level of preparation for the workplace. This has enabled results which highlight psychological capital development as a key area in which students feel underprepared.
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Cai, Jing, and Liu Yi. "Prediction and Simulation Research of Improved Search Engine Algorithm and Model Ftting." Applied Mechanics and Materials 608-609 (October 2014): 626–30. http://dx.doi.org/10.4028/www.scientific.net/amm.608-609.626.
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With the number of college graduates is increasing year by year, digital information management for the employment of college graduates receives more and more attention of managers in colleges and universities. Establishing management information system of college graduates employment is imperative. In this paper we first discuss the theoretical concept and the common structure model of employment information management system, then according to the demand of college graduates employment and enterprise recruitment requirements design the college graduates employment management system based on Web. The system includes the graduate information management systems, enterprise information management system, recruitment information query system, students landing system. Finally, we test and do simulation on operation of the system. The result shows that the university graduates employment management system has the advantages of simple operation, safe and reliable operation. It builds a platform for the exchange of information among the university, graduates, enterprise, which facilitate the management of graduates.
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Komoldit, Kranravee, Malai Tawisook, and Nataya Pilanthananond. "Graduate School Management Characteristics to Ensure Production of Quality Graduates for Sustainable Competitiveness." Mediterranean Journal of Social Sciences 9, no. 4 (July 1, 2018): 121–29. http://dx.doi.org/10.2478/mjss-2018-0121.
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Abstract With modern society impacted by globalization, declining birth rates and technological advancement, higher education institutions struggle to produce graduates ready to enter the workforce in adequate quality and number in an increasingly competitive atmosphere. In countries such as Thailand, outdated instruction and social inequalities add further complication. This study aims to examine the management characteristics of such institutions that will effectively promote graduate production and competitiveness in the digital era. Data was collected using Ethnographic Delphi Future Research, with interviews and questionnaires conducted with specialists in the fields of education and management. Results from information gathered and analyzed underline the necessity for supplementing graduate education with information systems technology and digital resources and aligning curricula and practices to meet the demands of industries in need of future manpower. The research identified mechanisms and policies with which higher education management can encourage new knowledge creation through research and provide accessible and convenient avenues for learning to enhance institutional competitiveness and help shape improved, intelligent, better qualified and more marketable human resources for future generations.
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Kushwaha, Pooja S., and Nidhi Jhawar. "Role of Whatsapp as a Teaching Aid to Enhance Learning Capabilities of Management Students." Ushus - Journal of Business Management 17, no. 1 (January 1, 2018): 43–52. http://dx.doi.org/10.12725/ujbm.42.4.
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The liberalising of Business Education in 1990 by the Indian Government has resulted in a large number of management schools offering management courses at graduate and post graduate levels. In the last five years, the number of B-school seats has grown three times. Excluding the few top B-schools like IIMs, most of the B-schools in the country are churning “unemployable” graduates. The paper uses convenience sampling to collect data from students and faculty members of different B-schools in order to find out their usage of digital technologies like Whatsapp for teaching and learning. It also explains the use of digital technology in curriculum designing. This further helps them in placing students in good profiles and better packages as they are able to share more practical real time insights with them.
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Bridgstock, Ruth. "The graduate attributes we’ve overlooked: enhancing graduate employability through career management skills." Higher Education Research & Development 28, no. 1 (March 2009): 31–44. http://dx.doi.org/10.1080/07294360802444347.
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