El estudio presenta los resultados desde las apreciaciones de empleadores y egresados con respecto a las competencias específicas que debe poseer un egresado del programa en administración ...financiera, debido a que en el contexto nacional hay carencia de instrumentos válidos para precisar y estructurar currículos ajustados a exigencias empresariales y sociales. El cuestionario estructurado fue aplicado de forma aleatoria a 385 empleadores y 135 egresados; la información recabada fue analizada mediante estadísticos no paramétricos, y sometidos a Análisis Factorial Exploratorio, con lo cual se pudo establecer las competencias más representativas que deben desarrollar los profesionales del programa objeto de estudio.
This book presents a comprehensive discussion of sociocultural perspectives on graduate employability and workplace-based learning development. It draws on Vygotsky's theories such as situated ...learning and sociocultural perspectives, as well as the constructivist learning theory. This book showcases theoretical and empirical analyses that show how institutions, decision-makers or academics can work together to enhance job employability in this age of uncertainty. It discusses issues such as the development of emerging and employability skills, examines research in higher education and workplace-based learning development, and proposes directions for the changing nature in real-world settings. This book details empirical research in the field using quantitative, qualitative and mixed method approaches, and summarizes the key conclusions pertaining to graduate employability skills as well as workplace learning culture and technology-mediated environment. It includes contributions from experienced international scholars, and offers detailed insights for readers who want a timely understanding of research trends in graduate employability and workplace-based learning development.
This study discusses the industrial training programme at the University of Malaya in Malaysia, specifically the issues that need to be addressed in order to enhance the employability skills of ...graduates. Findings from the feedback obtained from trainees and organizations in the 2008/2009 academic session were examined in terms of the extent to which trainees felt they were prepared for their training, and the extent to which the tasks given to them during their training were appropriate. Further, trainees' self-rating of particular skills and industry's rating of the trainees were also examined. The feedback is discussed in the context of the need to equip graduates with employability skills, an issue facing Higher Education Providers worldwide. The findings indicate that most of the students were prepared to face the world of work. However, there were several issues which needed attention. These included the need to address the possible mismatch between the tasks assigned to trainees and their areas of study, and the need to enhance English language competency and particular soft skills throughout their degree programme. Continuous input from industry is also necessary to ensure that the training benefits all parties and contributes to the employability skills of trainees.
Increasingly, universities prioritise employability as a primary purpose of personal and public investment into higher education and target graduate employability in their teaching, learning, ...assessment, and student support strategies. However, despite its emergence as a central concern in higher education, graduate employability lacks coherent and robust theoretical or pedagogical foundations. In particular, limited conceptualisations of career development learning applied in most graduate employability scholarship do not include key theories from the field of career development. Rather than continuing to approach graduate employability and career development as different things, the higher education community should recognise their congruence and compatibility and instead adopt a more integrated and critical understanding of careers and employability learning. This article offers a curricular vision of an integrative pedagogy of careers and employability learning, based on six pedagogical principles that can inform efforts to deliver high quality, equitable, and empowering careers and employability learning for students.
This study connects different notions of employability with the ultimate aim to arrive at integration of a research field that has been criticized for being fragmented and fuzzy. We define ...employability as “an individual's chance of a job in the internal and/or external labor market”. Employability research assesses employability differently, looking at the realization of this chance (i.e., job transitions), personal strengths that increase this chance (i.e., movement capital) and appraisals of this chance (i.e., perceived employability). We hypothesize and establish in a two-wave sample of 643 Belgian (Dutch-speaking) employees that these different notions of employability form a dynamic chain, so that job transitions promote movement capital, which then affects perceived employability and ultimately feeds back to job transitions. Furthermore, we found that the internal labor market versus the external labor market are important foci in employability research since internal and external job transitions were found to relate differently to the other notions of employability.
•Different notions of employability form a dynamic chain.•Past job transitions affect movement capital.•Movement capital influences perceived employability.•Perceived employability relates to future job transitions.•The internal labor market and external labor market are important foci leading to different results.
The paper explores the notion of the employability paradox which notes that while organizations investing in the career and competency development of their workforce can benefit from higher ...performance, they also risk losing more employable staff to competitors. Building on contributions from social exchange theory and signalling theory, we develop a model exploring the circumstances under which investment in career development benefits employees and organizations. We test our model in a longitudinal study following graduates entering the labour market. Our results show that when organizations signal that they care about employees by investing in their career development and individuals are receptive to such signals and proactively seek to manage their careers, investment in career development has a positive impact on organizational commitment and intention to stay with one's employer. Our findings indicate that the idea of the employability paradox is simplistic and lacks theoretical and empirical support.
The aim of this article is to show the increased relevance of soft skills in a continuously changing environment. A research was carried out to examine and compare students' and employers' ...perceptions regarding the importance of soft skills in different European countries. Results show that 86% of respondents indicate an increased emphasis on soft skills over the last 5-10 years and that companies consider soft skills more important than students/graduates. Furthermore, major differences have also been identified in the ranking of the 20 soft skills listed in this paper, indicating different levels of priorities. This paper suggests that companies and Higher Education Institutions (HEIs) need to work together not only to increase students' awareness of the importance of soft skills but also to guide them in taking individual responsibility to acquire and develop these essential skills in order to continuously adapt to the changing labour market and improve their employability.
This study aimed to investigate whether career competencies could enhance an employee's subjective career success in terms of perceived employability and work–home balance via job crafting behaviors. ...Based on Job Demands‐Resources (JD‐R) Theory, we examined a potential motivational process in which career competencies, as a personal resource, would enhance career success through expansive job crafting. The results showed that job crafting mediated the positive relationship between career competencies and both internal and external perceived employability. In addition, job crafting mediated the positive relationship between career competencies and work–home enrichment. We expected a negative association between job crafting and work–home interference, yet our results indicated that career competencies are indirectly and positively related to work–home interference via job crafting. With our findings, we add to JD‐R Theory by (1) showing that career competencies may be considered a personal resource, (2) empirically examining the role of job crafting in motivational processes, and (3) showing that enhanced subjective career success can be an outcome of motivational processes. Organisations may use these findings to implement developmental HR practices aimed at increasing career competencies and job crafting.
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