Gotowe bibliografie tematyczne / Employer expectations

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Gotowa bibliografia na temat „Employer expectations”

Autor: Grafiati

Data publikacji: 4 czerwca 2021

Data aktualizacji: 31 stycznia 2023

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Artykuły w czasopismach na temat "Employer expectations"

Wetherbee, Louella V., i Bonnie Juergens. "Employer Expectations:". Journal of Library Administration 11, nr 3-4 (3.01.1990): 197–210. http://dx.doi.org/10.1300/j111v11n03_17.

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Javed, Syed Muhammad, Saqib Muneer . i Melati Ahmad Anuar . "Impact of Training on Expectation of Employee and Employer: A comparative study". Information Management and Business Review 5, nr 12 (31.12.2013): 601–7. http://dx.doi.org/10.22610/imbr.v5i12.1094.

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Organizations today spend millions of dollars on training to enhance the performance of their employees, which leads to formation of expectation on employers end as well as employees ends observing this phenomena ,this research was conducted to analyze the expectations of employee and employer and its impact on post training satisfaction, for that matter data was collected from 20 organization where training is provided ,sample size was 20 training / HR managers and per managers 5 employees, paired sample t test was applied to gauge the difference or similarity between the perception and expectation of employees and employer, after the analysis it was found that there is significant difference between the perception of employee and employers on the expected training outcomes and no similarity existed between the expectation of employee and employer which did not have positive effect on post training satisfaction.

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Bowden, Virginia M., Nancy F. Bierschenk i Evelyn R. Olivier. "Medical Library Employer Expectations". Journal of Library Administration 11, nr 3-4 (3.01.1990): 129–45. http://dx.doi.org/10.1300/j111v11n03_12.

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Murrah, David J. "Employer Expectations for Archivists:". Journal of Library Administration 11, nr 3-4 (3.01.1990): 165–74. http://dx.doi.org/10.1300/j111v11n03_14.

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Bala, Ms Indu. "The Psychological Contract: The Changing Nature of Employee-Employer Expectations". INTERNATIONAL JOURNAL OF MANAGEMENT & INFORMATION TECHNOLOGY 3, nr 1 (16.01.2013): 62–70. http://dx.doi.org/10.24297/ijmit.v3i1.4642.

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The psychological contract describes a phenomenon that occurs largely in the minds of employers and employees . The term governs all the ideas and expectations that workers have about their jobs and includes beliefs about their roles and responsibilities as employees. One of the fundamental challenges for HR is to help management maintain the appropriate balance between the realities of the business model and the needs of our employees. Success comes when the balance exists and is understood ( Kevin Sullivan Former VP of HR).There is a great challenge for a business today- a basic shift in employment expectations both from the employee's and the company perspectives. Both the right person and the right job are being affected by changing values. This research paper tries to find out the expectations of employers and employees in the present era . A detailed overview of any organization has been undertaken. Various ways have been suggested to deal with situation and emotions when expectations are not being met.

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Barron, Dan, E. Dale Gluff i N. Y. Binghamton. "Library Education and Employer Expectations". Journal of Education for Library and Information Science 33, nr 1 (1992): 79. http://dx.doi.org/10.2307/40323489.

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Dumont, Paul E. "Library Education and Employer Expectations:". Journal of Library Administration 11, nr 3-4 (3.01.1990): 59–71. http://dx.doi.org/10.1300/j111v11n03_06.

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Alford, Katrina, J. C. Bunch, Absalon Pierre, Boaz Anglade i T. Grady Roberts. "Employer expectations for graduates from Haiti’s agricultural universities". Advancements in Agricultural Development 1, nr 3 (14.09.2020): 27–41. http://dx.doi.org/10.37433/aad.v1i3.37.

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Human capacity building in Haiti’s agricultural sector can be utilized to reduce the country’s food insecurity. Haitian agricultural university and technical schools are responsible for supplying workforce ready graduates and therefore play a role in poverty reduction. Previous research has been conducted to assess these institutions from the perspective of faculty, students, and farmers. However, the employer perspective has not been considered, which could lead to a disconnect between what employers and the university believe are essential skills for graduates to obtain. This study focused on identifying the perceptions of the Haitian agricultural workforce regarding the ability of technical schools to produce graduates. This study used a basic qualitative design involving interviews of Haitian agricultural employers. The interviews revealed employers perceptive of curriculum strengths and weaknesses as well as desired employer skills for graduates. Employers also provided insight into the current job opportunities for graduates as well as what makes an “ideal” employee. We found a disconnect between jobs available and the skills being taught to graduates to fill these jobs. While employers desire employees with strong soft skills, there is a need for more technical skills to be taught at the agricultural schools.

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Tőkés, Gyöngyvér Erika. "Munkaerőpiaci elvárások a romániai IT-szektorban". Erdélyi Jogélet 3, nr 4 (26.01.2021): 185–98. http://dx.doi.org/10.47745/erjog.2020.04.14.

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The present study follows the relationship between the employer brand identity of Romanian IT companies and the employee expectations of the workforce employed in the IT sector. The expectations of employees interested in the Romanian IT sector were summarized on the basis of a review of the international and Romanian literature. The examination of the employer brand identity of Romanian IT companies was based on a combined content analysis of the websites of 110 Romanian IT companies. Based on the analysis, it can be concluded that the talented workforce is looking for a job where its employee expectations are met to the greatest extent. Results also show that almost half of the Romanian IT companies barely take into account employee needs from different segments of the workforce. The study can be a starting point for brand managers working on employer brand design and development in the IT sector.

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Karakaya, Fahri, i Fera Karakaya. "Employer Expectations from a Business Education". Journal of Marketing for Higher Education 7, nr 1 (27.06.1996): 9–16. http://dx.doi.org/10.1300/j050v07n01_02.

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Rozprawy doktorskie na temat "Employer expectations"

Skandalis, Ioannis. "Balancing employer and employee iterests : legitimate expectations and proportionality under the Acquired Rights Directive". Thesis, University of Oxford, 2013. http://ora.ox.ac.uk/objects/uuid:a081fee6-ba74-42dc-a894-2e23a9e0a210.

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This thesis analyses the aims and objectives of the EU Acquired Rights Directive (ARD) in the context of the larger evolution of EU labour law itself. The thesis presents the overall goal of the ARD as that of striking an appropriate balance between the employer’s prerogative to transfer the business and the employee’s interest in not having the security of the job unduly threatened by such transfers. Given the current complexity and incoherence of the law regulating economic dismissals in the context of transfers, the central argument of the thesis is that there is a need for a clearer conceptual framework for defining and understanding the rights and obligations in the Acquired Rights Directive (ARD). It is suggested that the principles of legitimate expectations and proportionality are ideally adapted to play this role. In analyzing the teleology of the ARD based on these principles, this study not only assists in understanding and explaining the ARD itself, but also has wider implications for understanding the challenges facing European social policy in the field of employment protection. In its attempts to reconcile fundamental economic freedoms of employers on the one hand, and fundamental rights of employees on the other, the Court of Justice has frequently relied upon the proportionality principle to achieve a ‘fair balance’ between both parties. Following the interpretations of ‘proportionality’ in Viking and Laval, there is admittedly a fear that the proportionality balancing is likely to accord an almost absolute priority to the employers’ economic freedoms. The thesis is cognizant of this danger, and therefore advocates a ‘symmetrical’ approach to balancing. In this way the thesis offers some insight into the potential for the ARD to remain continuously effective in times of economic crisis. The study therefore finds reason to be optimistic about the prospects for the ARD and other standard-setting directives in the future of social Europe.

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Reyneke, Annerie. "Expectations on the use of Facebook for employee engagement / Annerie Reyneke". Thesis, North-West University, 2013. http://hdl.handle.net/10394/10007.

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In order to engage employees effectively, organisations need to practice two-way communication within a symmetrical worldview. This will encourage employees to feel valued, to participate in decision-making and contribute to obtaining organisational goals. Practising two-way communication will help to build stronger relationships between employees and managers, leading to increased employee engagement. Thus, the better the communication between managers and employees, the more engaged employees will be. Furthermore, the selection of communication channels can impact on the success of the message that is sent. Research has shown that if the inappropriate communication channel is selected when communicating with employees, the message might not be effectively received and understood. New technology, specifically Facebook can be introduced to provide an open and transparent channel for communication. Facebook can also facilitate two-way communication, which can lead to increased employee engagement. The literature study conducted informed the interview schedules that were developed and used to conduct semi-structured interviews with managers and focus group interviews with employees within two organisations in the South African financial sector. This was done in order to understand their expectations regarding the use of Facebook as an internal communication channel to enhance employee engagement. In terms of the conclusions derived from the empirical research, it seems evident that Facebook could be used as an additional internal communication channel to enhance employee engagement. Trust remains a very important factor in that managers should trust employees to use the channel in an ethical manner and employees should trust the organisation and its managers that they may voice their opinion freely, without the fear of victimisation. Facebook can be used to promote engagement on a social level to build relationships inside the organisation. However, managers and employees can together create a contract of understanding that will form the outline for a policy that will govern the use of Facebook. The parties involved can then negotiate the terms of this contract of understanding to ensure that all expectations regarding the use Facebook are met.
MA (Communication Studies), North-West University, Potchefstroom Campus, 2013

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Lee, Kuan-Fang. "Organisational commitment : employer expectations in the context of Taiwanese organisations". Thesis, Sheffield Hallam University, 2011. http://shura.shu.ac.uk/19948/.

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The research deals with an alternative view to understanding organisational commitment within the context of Taiwanese organizations, namely organisational demand-side commitment (ODC). ODC is based on an organisational perspective, which renders this study quite distinct from the prior traditional studies. The overarching research aim that guided this study was, "Does an organisation require different degrees of commitment from its employees, and does it have different expectations from its individual employees according to their different position characteristics?" The exploration of the dynamic relationships, that exist between the commitment expected by the organisation and the commitment freely given by its employees, was based upon 40 in-depth interviews with senior HR managers, line managers and workers in Taiwan-based firms. This formed the basis for an exploratory study to develop a theoretical model of ODC. Subsequently, quantitative analytical methods were employed to test the resulting hypotheses. With the uniqueness of ODC as a concept and an analytical tool, data were collected from 1,380 individuals employed in 60 Taiwan-based firms. Principal Component Analysis (PCA) and regression analysis were used to analyse and interpret the data. The results found a significant positive correlation between ODC and the position characteristics of Demand-Side Commitment: authority, complexity and exclusivity of skills. Through the PCA, two sub-dependent variables 'identity' and 'turnover' were extracted, with the former acting as a stronger predictor of ODC than the latter. It was shown that the finding could draw both employers and employees to enhance mutual identity with each other to secure the desired balance between expectation and achievement. The contribution of this thesis to the study of organisational commitment is that the framework presented in this study focuses on the organisational demand-side commitment, which not only rests principally on the development of the linkage from employer to employee, but also forms the basis to conduct further research on this two-way linkage in the future.

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Mouton, Hugo. "Effectiveness of employer branding on staff retention and compensation expectations". Diss., University of Pretoria, 2017. http://hdl.handle.net/2263/64891.

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This research shows that employer branding could be used to retain employees and reduce compensation levels, whilst providing a practical model to execute a successful employer branding strategy. Employer branding was defined as a set of tangible and intangible benefits offered by an organisation to attract and retain employees from a targeted audience. A quantitative study was performed and data was collected by means of an electronic questionnaire, which was distributed to employees of five South African insurers. Analysis of variance tests, correlation tests and a t-test were used to test the hypotheses. The study showed that employer branding increases staff retention, which could provide a competitive edge for businesses. An excellent employer brand can reduce the compensation expectations of employees, increasing the overall financial performance of a company. The study also showed that age, education level and employment duration have an impact on employer branding, findings which could assist organisations to define their target group. Lastly, employer branding efforts by organisations are recognised by their employees, providing evidence to support the cost of an employer branding strategy. A practical model, the employer branding control cycle (EBCC), was developed to assist organisations to successfully execute an employer branding strategy. This model considers the design, implementation and monitoring phases of such a strategy.
Mini Dissertation (MBA)--University of Pretoria, 2017.
nk2018
Gordon Institute of Business Science (GIBS)
MBA
Unrestricted

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De, Jager Hermina Catharina. "Employer expectations and prospective employee realities : a model to address the need for employable skills / by H.C. de Jager". Thesis, North-West University, 2004. http://hdl.handle.net/10394/2377.

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Kennan, Mary Anne, Patricia Willard i Concepción S. Wilson. "What do they want? A study of changing employer expectations of information professionals". Australian Library and Information Association, 2006. http://hdl.handle.net/10150/105939.

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This paper reports the findings of an exploratory study of position vacant announcements appropriate for library and information studies (LIS) graduates appearing in the Sydney Morning Herald over a four week period in each of the following years: 2004, 1994, 1984 and 1974. The period studied witnessed change-demanding developments in information technologies as well as changes in workplace conditions and client expectations. The study collected data on the demands of employers as expressed through job advertisements that included data on work status (full-time, part-time, contract, casual), qualifications and the experience required of the information professional at the selected timeslots. To investigate similarities and differences between periods a content analysis and co-word analysis of the job advertisements was undertaken. The ads indicated a movement from simple advertisements in 1974 inviting applications for reference or technical services librarians, to complex and specialised positions being advertised in 2004 where the most called for attributes were interpersonal skills and behavioural characteristics.

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LaPrince, Shelly L. "A qualitative exploration of management education| Business school offerings in comparison to employer expectations". Thesis, Capella University, 2013. http://pqdtopen.proquest.com/#viewpdf?dispub=3568149.

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The exploratory qualitative research study explored management education business school offerings in comparison to employer expectations. Through the lens of alumni and human-resources personnel participants, the research examined the skills deemed as transferrable to the workplace and competencies that undergraduate-management education alumni lack upon entry into the workplace. This research study used interviewing as the data-collection method to explore the experiences of undergraduate business-school alumni from two universities, which from here on out will be referred to as University A and University B, as well as human-resources personnel from the states where these universities are located. Existing literature relating to the effectiveness of management education programs did not fully address the problem at the undergraduate level. The findings of this study reaffirmed the need for employers, business school administrators, and faculty to increase collaborative efforts to ensure that undergraduate business-school program competencies are aligned with employer expectations.

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Jones, Wittney A. "Health Care Administration Faculty Perceptions on Competency Education, Graduate Preparedness, and Employer Competency Expectations". ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/1200.

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Health care administration programs have transitioned to using the competency approach to better prepare graduates for workplace success. The responsibility of preparing graduates lies with the program faculty, yet little is known about faculty perceptions of the competency approach. The purpose of this cross-sectional study was to assess the perceptions of graduate-level health care administration faculty about the competency approach, the approach's effect on graduate preparedness, and employer expectations. Adult learning theory and the theory of self-efficacy were used as the theoretical foundations for the study. Faculty demographics related to personal information, workplace/teaching experience, and program information served as the independent variables, while survey item perception ratings were the dependent variables. Nonprobability sampling of graduate-level health care administration faculty (n = 151) was used and data were collected using an online survey developed by the author. Descriptive statistics, independent samples t tests, correlation analyses, and multiple linear regressions were used to examine and describe faculty perceptions. Findings indicated that faculty generally support the use of the competency approach and that it effectively prepares graduates. Teaching in a CAHME-accredited program predicted perceptions about the approach adequately addressing employer expectations (Î² = .343, p < .05). Issues including need for standardization and use for accreditation versus educational purposes were identified. Social change implications include contributing to professional development efforts for faculty and improving the quality of health care administration graduates and the future leadership of the industry.

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Rosengreen, Kathleen, i n/a. "UNDERSTANDING WORKPLACE EXPECTATIONS: A STUDY OF THE PERCEPTIONS OF PRELINGUALLY DEAF WORKERS AND EMPLOYERS". University of Canberra. Education, 2007. http://erl.canberra.edu.au./public/adt-AUC20090209.162542.

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This study examined the understanding of workplace expectations of a group of deaf workers. Nine males and fifteen females, ranging in ages 18 to 48, all prelingually deaf, and whose preferred mode of communication was Auslan (Australian Sign Language), participated in the study. All had a history of extended periods of unemployment, interspersed with short-term vocational training courses that had not resulted in long-term employment. Ten of the participants were individuals identified as low-functioning deaf (LFD) characterised by their limited communication skills in sign language, English and presence of secondary disabilities. The purpose of this research was to investigate the extent the deaf participants understood employer expectations and how this knowledge may have impacted their employment success. Each deaf participant completed a 25-item written questionnaire exploring their views about workplace behaviours. A group of 100 employers from the Western Sydney area completed the same survey. The 24 deaf participants were interviewed regarding how they prioritised the items in the questionnaire and were asked to describe their workplace experiences. Subsequently, both data sets were analysed and compared. The participants were divided into four subgroups based on their employment status: employed/unemployed and functional levels: medium/LFD. Analysis of questionnaire rankings indicated the employed participants? responses showed good understanding of employer expectations. Results for the unemployed participants were divided; the rankings for the medium-functioning unemployed participants were very similar to the employed participants except in four areas. Predictably, the unemployed participants with LFD demonstrated a much lower understanding of employer expectations. The qualitative interviews provided further insight into the deaf participants? attitudes towards employment and the importance of meeting employer expectations. Additionally the interview transcripts identified many workplace problems experienced by the deaf participants which contribute to a lack of correspondence. The findings suggest deaf workers? dissatisfaction with their workplace conditions may play a role in their ability to sustain employment. Therefore, meeting employer expectations can be seen as only one of many components of successful employment. The findings suggest that both deaf workers and employers would benefit from greater understanding of each others? perspectives about the workplace. Seven topics are recommended for inclusion in future curricula. Better understanding of each others? views can support improved workplace relationships, employment retention and satisfaction levels.

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Forde, Patrick J. "Employer expectations for business graduate communication and thinking: an investigation conducted in Singapore and Perth". Thesis, Curtin University, 2000. http://hdl.handle.net/20.500.11937/70.

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In Australia, the employment destinations of new graduates are surveyed annually and descriptions of successful employment have become an indicator of quality within the higher education sector. The expectations that employers hold for graduate generic skills are of interest, therefore, to graduates and the institutions they attended. Communication and thinking are recognised widely as the most important generic skills, however the application of these skills will occur in the workplace where academic skills may not be totally appropriate. In addition, many graduates of Australian institutions; e.g., international students, are likely to be employed by foreign organisations. Therefore, not only is the workplace a very different environment to academia but graduates could be expected to satisfy the expectations of employers working in culturally different environments.This investigation describes the expectations participating Singaporean and Perth employers held for recently graduated business graduates with particular attention given to graduate communication and thinking. The exploratory research used interviews and surveys to assemble contextual descriptions of employer expectations. The interview data was used to construct a questionnaire that was administered across a larger sample of employers to see whether the surveys corroborated the interview findings. Contextual descriptions of the communication and thinking capabilities that the Singaporean and Perth employers expected recent business graduates to possess are provided by this study. Gaps between employer expectations and perceptions of graduate ability are discussed, together with useful graduate characteristics. During data analysis five themes were noted and they have been used to propose a model of employer expectations. Finally, seven recommendations for professional practitioners have been suggested and a list of employer concerns is provided.

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Książki na temat "Employer expectations"

Dale, Cluff E., red. Library education and employer expectations. New York: Haworth Press, 1990.

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Roizen, Judith. Degrees for jobs: Employer expectations of higher education. Guildford: Societyfor Research into Higher Education, 1985.

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Roizen, Judith. Degrees for jobs: Employer expectations of higher education. Milton Keynes: Open University, 1985.

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Zuvela, Zel. Survey of Calgary employers expectations of job applicants. [Calgary?, Alta.]: Alberta Career Development and Employment, 1989.

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Corak, Miles R. Unemployment insurance, temporary layoffs and recall expectations: UI impacts on employer behaviour. [Ontario]: Human Resources Development Canada, 1995.

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Great Britain. Scottish Office. Education Dept. i Organisation for Economic Co-operation and Development., red. Views on Scottish education and international comparisons: Public and employer expectations of the final stage of compulsory education. [Edinburgh]: Audit Unit, HM Inspectors of Schools, 1995.

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Illusions of opportunity: Employee expectations and workplace inequality. Ithaca, N.Y: Cornell University Press, 1996.

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Sandler, Corey. Fails to meet expectations. Avon, Mass: Adams Media, 2007.

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Thomas, Werner. Leistungsmotivation durch Zielvorgabe und innerbetriebliche Verhandlungen. Frankfurt am Main: P. Lang, 1987.

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Yan, Xiong. Is it possible to reconcile employee and employer's expectations in SME context?: Explore the common HR problems in Chinese SMEs. Oxford: Oxford Brookes University, 2003.

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Części książek na temat "Employer expectations"

Reeves, Dory. "Meeting Employer and Manager Expectations". W Management Skills for Effective Planners, 192–207. London: Macmillan Education UK, 2016. http://dx.doi.org/10.1007/978-1-137-27701-5_9.

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Lonergan, Dennis. "Employer Expectations/Managing Corporate Life". W Careers in Food Science: From Undergraduate to Professional, 1–10. New York, NY: Springer New York, 2008. http://dx.doi.org/10.1007/978-0-387-77391-9_14.

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Lonergan, Dennis. "Employer Expectations/Managing Corporate Life". W Careers in Food Science: From Undergraduate to Professional, 117–27. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-031-14353-3_11.

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Hough, Susan. "Employer Expectations: Could a Smaller Company Be for You?" W Careers in Food Science: From Undergraduate to Professional, 1–4. New York, NY: Springer New York, 2008. http://dx.doi.org/10.1007/978-0-387-77391-9_15.

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Hough, Susan M. "Employer Expectations: Could a Smaller Company Be for You?" W Careers in Food Science: From Undergraduate to Professional, 129–33. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-031-14353-3_12.

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McGee, Tara Renae, i Li Eriksson. "Employer Expectations of Research Skills Provided in Criminology Undergraduate Education". W Scholarship of Teaching and Learning in Criminology, 109–31. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-35158-8_6.

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Yacine, Leyla, i Heikki Karjaluoto. "Hybrid Work: Gen Z Expectations and Internal Employer Branding Implications". W Re-envisioning Organizations through Transformational Change, 21–50. New York: Productivity Press, 2022. http://dx.doi.org/10.4324/9781003267751-3.

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Pawłowska, Anna. "Expectations towards the employee". W Flexible Human Resource Management and Vocational Behaviour, 47–53. New York: Routledge, 2022. http://dx.doi.org/10.4324/9781003329930-5.

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Ndomo, Quivine, i Nathan Lillie. "Resistance Is Useless! (And So Are Resilience and Reworking): Migrants in the Finnish Labour Market". W IMISCOE Research Series, 161–84. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-031-14009-9_7.

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AbstractIn Finland, integration is discussed in terms of labour market success. Finding work tends to occur in the ‘secondary’ labour market as migrants have difficulty accessing the more secure jobs of the ‘primary’ labour market. This chapter draws on 11 qualitative biographical narratives of migrants and refugees, looking for turning points and epiphanies about their job-seeking experiences. We classify these as agentic acts of resilience, reworking, and resistance, borrowing from Cindi Katz’s framework. Interviewees exhibited resilience in revising downward their expectations of what sort of job they would accept and how their career would develop. ‘Reworking’ was also often attempted, usually at a later stage and with limited success, through reskilling, or repackaging of existing skills to appear more desirable to employers. Resistance was rare and limited to exit from the Finnish labour market, rather than voice within it. We found that despite significant investment in their own human capital, macro structures such as segmented labour markets and unequal power relations limited the scope for their individual acts of resilience and reworking. Thus, while agency is useful for understanding migrant actions, overemphasising it obscures the role of labour market structures and employer recruitment practices – important bottlenecks to migrants moving from the secondary to primary labour market.

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Grishaeva, S. A., T. A. Beregovskaya i E. V. van der Voort. "Modern Trends of Russian Labour Market: Employers and Employees Expectations". W Digital Economy and the New Labor Market: Jobs, Competences and Innovative HR Technologies, 18–24. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-60926-9_3.

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Streszczenia konferencji na temat "Employer expectations"

Pankova, Svetlana, Marina Mironova i Alexey Novozhilov. "POST-GRADUATION: EMPLOYER EXPECTATIONS AND STUDENT STRATEGIES". W 16th International Technology, Education and Development Conference. IATED, 2022. http://dx.doi.org/10.21125/inted.2022.1783.

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Terblanche, Chamonix. "Meeting employers' and students' expectations through the use of employer demand ontology in curriculum development". W 2011 5th IEEE International Conference on E-Learning in Industrial Electronics (ICELIE). IEEE, 2011. http://dx.doi.org/10.1109/icelie.2011.6130030.

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Bickford, Crystal. "CLOSING THE 21ST-CENTURY SKILLS GAP: ADDRESSING THE DICHOTOMY BETWEEN STUDENT AND EMPLOYER EXPECTATIONS". W 13th International Conference on Education and New Learning Technologies. IATED, 2021. http://dx.doi.org/10.21125/edulearn.2021.2185.

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Joshi, Hemant Jagannath, Akhil Ravi Joshi i Avinash Ganesh. "MAPPING OF COGNITIVE SKILLS AND COMPETENCIES THROUGH EXTRACURRICULAR ACHIEVEMENTS OF AN ENGINEERING GRADUATE TO COMPLY WITH EMPLOYER EXPECTATIONS: A QUANTIFIABLE APPROACH". W 14th annual International Conference of Education, Research and Innovation. IATED, 2021. http://dx.doi.org/10.21125/iceri.2021.1122.

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Janković, Jelena. "RADNOPRAVNA SIGNALIZACIJA NA PUTU SPREČAVANjA DEHUMANIZACIJE RADA". W 14 Majsko savetovanje. University of Kragujevac, Faculty of Law, 2018. http://dx.doi.org/10.46793/xivmajsko.1099j.

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Leading by the fact that that modern legal transactions, to a certain extent, separates employment from the principle of humanization of work, the author analyzes the flexicurity of working engagement in the so-called "platform" economy, from the aspect of the possibility of creating a new concept of employment. In an era when atypical becomes typical, policy makers and employment protection legislation should be prepared for challenge of changing the structure of the workforce that the "virtual" world of work will put in front of them. Creating ethically legitimate policies to prevent the dehumanization of work in a web working environment requires a rebalancing of the employer-employee scheme. In that sense, the aim of this paper is to analyze possible solutions that would make workers in the "platform" economy as equally visible as workers in traditional employment. Of course, it is necessary to limit, excessively expectations that the prevention of dehumanization of work in the web environment will ensure employment stability, without influence of other factors, but it may be expected that, at least to a certain extent, the dark scenario of hiding human character of work, will be changed.

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Dunne, Julie. "Technology enhanced food industry engagement and work placement curriculum quality assurance". W Learning Connections 2019: Spaces, People, Practice. University College Cork||National Forum for the Enhancement of Teaching and Learning in Higher Education, 2019. http://dx.doi.org/10.33178/lc2019.09.

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A recent report has identified several challenges and barriers from the employer perspective that can limit their ability to engage with work-placement (Jackson, Rowbottom, Ferns, & McLarend, 2017). These include a lack of shared understanding between the University and Industry of what is involved in work-placement; misalignment between employer and university expectations on the purpose and nature of the placement experience, especially what constitutes a quality placement and how this can be achieved; and ability to locate a suitable student. Additionally, not being approached by Universities and/or access to relevant University staff who arrange work-placements can be problematic. For unstructured work-placements, identifying suitable projects for students to undertake was found to be a considerable challenge. Recommendations to the University to reduce such barriers centre around developing collaborative relationships. In Ireland, specific guidelines to facilitate quality work-placement have been compiled in the ‘Roadmap for Academic-Employment Partnerships (REAP) Work-placement in Third Level-Programmes’ report (Sheridan & Linehan, 2011), and focus mainly on communications, learning agreements, mentoring practices, student selection processes, reflection on practice, and assessment and feedback mechanisms. This paper will set out how the recommendations of the REAP report for work-placement were realised in TU Dublin Food related programmes, and the important role that technology played in this process.

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Davidson, R. George Leslie, i G. Brindha. "Employee expectation to ease employee attrition in hotel industry". W 4TH INTERNATIONAL CONFERENCE ON MATERIALS ENGINEERING & SCIENCE: Insight on the Current Research in Materials Engineering and Science. AIP Publishing, 2022. http://dx.doi.org/10.1063/5.0111254.

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Neves, Cidália, Mafalda Nogueira i Sandra Gomes. "LOOKING TO THE FUTURE: GRASPING STUDENTS’ EXPECTATIONS REGARDING EMPLOYERS’ ATTRACTIVENESS". W 13th International Conference on Education and New Learning Technologies. IATED, 2021. http://dx.doi.org/10.21125/edulearn.2021.1597.

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Brosseau, L., C. Lungu, G. Ramachandran i P. Raynor. "95. Expectations of Employers Hiring Entry-Level, Masters-Trained Industrial Hygienists". W AIHce 2003. AIHA, 2003. http://dx.doi.org/10.3320/1.2757996.

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Gigauri, Iza. "UNDERSTANDING THE EXPECTATIONS OF YOUNG EMPLOYEES TOWARDS LEADERSHIP IN ORGANIZATIONS". W Proceedings of the XXVIII International Scientific and Practical Conference. RS Global Sp. z O.O., 2021. http://dx.doi.org/10.31435/rsglobal_conf/25042021/7521.

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The presented research explores the expectations of young employees to leadership and reveals their attitude towards leaders in organizations. The study elaborates on leadership styles, traits, and behaviors the new generation anticipates from the leaders. Additionally, the research analyzes the similarities and differences of male and female leaders in young workers' views. The research was based on a quantitative approach, and a survey method was used to gather primary data in Georgia. The study results emphasize the preferences of young employees towards leaders, which can be used by organizations to develop leadership styles accordingly, and attract and retain employees as a consequence.

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Raporty organizacyjne na temat "Employer expectations"

Marsden, Nick, i Niranjan Singh. Preparing Vocational Students for Future Workplaces: Towards a course evaluation of the Unitec Bachelor of Applied Engineering. Unitec ePress, wrzesień 2017. http://dx.doi.org/10.34074/ocds.42017.

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This exploratory study set out to evaluate how well a particular course in automotive engineering is set up to enable students to develop skills necessary to enter the workplace. The research set out to identify trends in student expectations and in the needs of employers at a time when this field of work is characterised by disruptive technological developments such as computerisation and automation. The intended outcome of the research is that the findings will assist the critical thinking of course designers as they reflect on modifications that might be necessary for Unitec Bachelor of Applied Technology (BAT) graduate attributes to fully meet future workplace demands. It is also an aim that this exploratory evaluation of a small cohort of students can, despite its limitations, identify trends for future pedagogical research in the ITP (Institutes of Technology and Polytechnics) sector. Although not a full course evaluation, this study invited feedback from students and recent graduates in relevant employment regarding the alignment of the Unitec Bachelor of Applied Technology (BAT) course design with their perceptions of skills necessary in the workplace. Another intention was to highlight any misalignments between the realities of the automotive engineering sector and student expectations of the course: To what degree are work capability expectations in agreement between the student stakeholders and the institution? Are the course goals realistic and in line with actual industry needs? How is the definition of work readiness changing? The paper also samples current speculative thinking about skills that are becoming progressively more important in the workplace, namely the so-called ‘soft skills’ in communication, problem solving, management and collaboration, and in dialogic and creative attributes relevant to increasingly automated and globalised workplaces.

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Clark, Todd E., Gergely Ganics i Elmar Mertens. What is the predictive value of SPF point and density forecasts? Federal Reserve Bank of Cleveland, listopad 2022. http://dx.doi.org/10.26509/frbc-wp-202237.

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This paper presents a new approach to combining the information in point and density forecasts from the Survey of Professional Forecasters (SPF) and assesses the incremental value of the density forecasts. Our starting point is a model, developed in companion work, that constructs quarterly term structures of expectations and uncertainty from SPF point forecasts for quarterly fixed horizons and annual fixed events. We then employ entropic tilting to bring the density forecast information contained in the SPF’s probability bins to bear on the model estimates. In a novel application of entropic tilting, we let the resulting predictive densities exactly replicate the SPF’s probability bins. Our empirical analysis of SPF forecasts of GDP growth and inflation shows that tilting to the SPF’s probability bins can visibly affect our model-based predictive distributions. Yet in historical evaluations, tilting does not offer consistent benefits to forecast accuracy relative to the model-based densities that are centered on the SPF’s point forecasts and reflect the historical behavior of SPF forecast errors. That said, there can be periods in which tilting to the bin information helps forecast accuracy. Replication files are available at https://github.com/elmarmertens/ClarkGanicsMertensSPFfancharts

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Lazonick, William, Philip Moss i Joshua Weitz. The Unmaking of the Black Blue-Collar Middle Class. Institute for New Economic Thinking Working Paper Series, maj 2021. http://dx.doi.org/10.36687/inetwp159.

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In the decade after the Civil Rights Act of 1964, African Americans made historic gains in accessing employment opportunities in racially integrated workplaces in U.S. business firms and government agencies. In the previous working papers in this series, we have shown that in the 1960s and 1970s, Blacks without college degrees were gaining access to the American middle class by moving into well-paid unionized jobs in capital-intensive mass production industries. At that time, major U.S. companies paid these blue-collar workers middle-class wages, offered stable employment, and provided employees with health and retirement benefits. Of particular importance to Blacks was the opening up to them of unionized semiskilled operative and skilled craft jobs, for which in a number of industries, and particularly those in the automobile and electronic manufacturing sectors, there was strong demand. In addition, by the end of the 1970s, buoyed by affirmative action and the growth of public-service employment, Blacks were experiencing upward mobility through employment in government agencies at local, state, and federal levels as well as in civil-society organizations, largely funded by government, to operate social and community development programs aimed at urban areas where Blacks lived. By the end of the 1970s, there was an emergent blue-collar Black middle class in the United States. Most of these workers had no more than high-school educations but had sufficient earnings and benefits to provide their families with economic security, including realistic expectations that their children would have the opportunity to move up the economic ladder to join the ranks of the college-educated white-collar middle class. That is what had happened for whites in the post-World War II decades, and given the momentum provided by the dominant position of the United States in global manufacturing and the nation’s equal employment opportunity legislation, there was every reason to believe that Blacks would experience intergenerational upward mobility along a similar education-and-employment career path. That did not happen. Overall, the 1980s and 1990s were decades of economic growth in the United States. For the emerging blue-collar Black middle class, however, the experience was of job loss, economic insecurity, and downward mobility. As the twentieth century ended and the twenty-first century began, moreover, it became apparent that this downward spiral was not confined to Blacks. Whites with only high-school educations also saw their blue-collar employment opportunities disappear, accompanied by lower wages, fewer benefits, and less security for those who continued to find employment in these jobs. The distress experienced by white Americans with the decline of the blue-collar middle class follows the downward trajectory that has adversely affected the socioeconomic positions of the much more vulnerable blue-collar Black middle class from the early 1980s. In this paper, we document when, how, and why the unmaking of the blue-collar Black middle class occurred and intergenerational upward mobility of Blacks to the college-educated middle class was stifled. We focus on blue-collar layoffs and manufacturing-plant closings in an important sector for Black employment, the automobile industry from the early 1980s. We then document the adverse impact on Blacks that has occurred in government-sector employment in a financialized economy in which the dominant ideology is that concentration of income among the richest households promotes productive investment, with government spending only impeding that objective. Reduction of taxes primarily on the wealthy and the corporate sector, the ascendancy of political and economic beliefs that celebrate the efficiency and dynamism of “free market” business enterprise, and the denigration of the idea that government can solve social problems all combined to shrink government budgets, diminish regulatory enforcement, and scuttle initiatives that previously provided greater opportunity for African Americans in the government and civil-society sectors.

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