scholarly journals Student and recent graduate employment opportunities

2016 ◽  
Author(s):  
Keyword(s):  
Employment Opportunities ◽  
Recent Graduate ◽  
Graduate Employment

Interagency collaboration for graduate employment opportunities in Uganda

2020 ◽  
Vol 62 (3) ◽  
pp. 271-291
Author(s):  
Peter Ntale ◽  
Jude Ssempebwa ◽  
Badiru Musisi ◽  
Muhammed Ngoma ◽  
Gyaviira Musoke Genza ◽  
...  
Keyword(s):  
Organizational Performance ◽  
Supply And Demand ◽  
Business Environment ◽  
Civil Society Organizations ◽  
Future Research ◽  
University Graduates ◽  
Cross Sectional Survey ◽  
Employment Opportunities ◽  
Content Type ◽  
Graduate Employment

PurposeThe purpose of this paper is to identify gaps in the structure of organizations that hinder collaboration of organizations involved in the creation of graduate employment opportunities in Uganda.Design/methodology/approachData was collected from staff and leaders of 14 organizations that were purposely selected to represent government, private, and civil society organizations. These organizations were selected based on their mandates, which touch on the employability of university graduates in the country in very direct ways. This was a cross-sectional survey design—based on a self-administered questionnaire, key informant interviews, and documentary analysis.FindingsOrganizations were found to have “Tell”/directive decision-making, high power distance between employees, and jobs were not coded in a way that gives employees freedoms to interact and build collaborative relationships. Finally, rules and regulations were very restrictive, disorienting employee's abilities to collaborate.Research limitations/implicationThis research concentrated on the gaps that exist in the structure of organizations from which the results point to inadequate relational, interactional, inclusive, and democratic space among different stakeholders. It would be useful for future research to examine the extent to which the structure of organizations not only impacts collaboration but also measures the level to which it affects organizational performance.Practical implicationsThe knowledge economy of the twenty-first century demands for collaborative engagements with different stakeholders if they are to survive the competitive business environment. Collaborative engagement helps in the sharing of knowledge, expertise, and resources, development of more coherent services, facilitation of innovation and evaluation, avoiding duplication of work, and minimizing conflicts and competition while creating synergy among partners.Originality/valueUnlike previous studies, which have examined employability of graduates from a supply side perspective, this study investigates organizations from both the supply and demand perspectives and identifies synergy that is as a result of bringing organizations to work together.

Widening graduate employment opportunities for students on Education Studies degrees: a case study at a School of Education in one London university

2021 ◽  
Vol 23 (1) ◽  
pp. 178-190
Author(s):  
Iona Burnell ◽  
Jodi Roffey-Barentsen ◽  
Andrea McMahon
Keyword(s):  
Teacher Training ◽  
Teaching Profession ◽  
Small Scale ◽  
School Of Education ◽  
Graduate Courses ◽  
Employment Opportunities ◽  
Degree Programme ◽  
Graduate Employment ◽  
Training Courses

The purpose of this small-scale study was to explore the aspirations of a final year cohort of students on an Education Studies degree programme at one School of Education, within a London university, with the intention of widening graduate employment opportunities. The Education Studies degree attracts candidates who are almost always aspiring for a career in the teaching profession, and in particular, the primary sector. The responses collected via a survey revealed that thirty per cent of respondents were going to take up jobs in non-graduate employment, a job that they could have secured without a degree. The School of Education, in a bid to increase graduate employment opportunities, widened the choice of career routes into teaching by providing two additional teacher training courses for the post compulsory sector. This is the first phase of the research. The following phase, planned for next year, will track the students into their teaching roles in order to evaluate the popularity and success of these graduate courses.

A Virtual Careers Fair

2005 ◽  
Vol 14 (2) ◽  
pp. 34-39 ◽  
Author(s):  
Rhonda Leece
Keyword(s):  
New Zealand ◽  
Full Range ◽  
Employment Opportunities ◽  
Graduate Employment ◽  
Regional University ◽  
Part Time ◽  
Australian Universities

In Australia, careers fairs have traditionally been one of the avenues used by major companies to recruit their graduate staff. Most Australian universities have a one- or two-day event of this type to promote their graduates to employers and to expose their students to employment opportunities. Attendance at careers fairs is expensive for employers, and problematic for students who may be studying externally or working part-time. The concept of a Virtual Careers Fair was initially a response to the difficulties of providing a careers event that would be accessible to employers and the full range of students at a regional university. This case study examines the effectiveness of the Virtual Careers Fair in providing graduate employment information to students in Australia and New Zealand.

scholarly journals Supporting Excellence in the Science Base: The Society lobbies government on research careers

2002 ◽  
Vol 24 (3) ◽  
pp. 33-34
Author(s):  
Mike Withnall
Keyword(s):  
Key Factors ◽  
Recruitment And Retention ◽  
Recent Graduate ◽  
Graduate Employment ◽  
Survey Report ◽  
Science Base ◽  
Research Careers ◽  
On Line ◽  
The Government ◽  
Employment Survey

The summary of the most recent Graduate Employment Survey (The Biochemist, Feb 2002, p. 41) bore the headline ‘More good graduates shun research’. When the Survey report was being written, the Society was conducting its first on-line consultation of members, seeking views on the key factors that influence the recruitment and retention of biological scientists. The results of the two surveys armed the Society with the hard facts needed to lobby the government to introduce changes to make research careers more attractive.

The reality of the Workplace

1997 ◽  
Vol 6 (2) ◽  
pp. 32-35 ◽  
Author(s):  
Eileen Pena
Keyword(s):  
Job Satisfaction ◽  
Tertiary Education ◽  
Career Ladder ◽  
Work Skills ◽  
Employment Opportunities ◽  
Great Expectations ◽  
Graduate Employment ◽  
Self Reliance ◽  
The Government

Graduate employment brings with it expectations. Graduates expect that their long years of study will lead to better employment opportunities and job satisfaction. Their parents expect them to be several steps up the career ladder. Employers expect money spent on recruiting graduates will bring them quality employees. The government expects graduates to have developed “going to work” skills. Universities expect that the quality of their graduates will enhance the university's reputation for excellence. If such great expectations attach to tertiary education, why do we hear so many criticisms, expressions of dissatisfaction, disillusionment and frustration from all sectors? After considering what graduates and employers expect of one another and what skills will be expected of graduates in the future, this paper suggests how education for the workplace might assist students in the transition from university to workplace and deliver ongoing self-reliance skills.

Developing diversity skills with university students

2015 ◽  
Vol 23 (5) ◽  
pp. 35-38
Author(s):  
Mary Hartog ◽  
Julie Haddock-Millar ◽  
Chris Rigby ◽  
Doirean Wilson
Keyword(s):  
Public Sector ◽  
Ethnic Minorities ◽  
Design Methodology ◽  
Human Potential ◽  
Employment Opportunities ◽  
Content Type ◽  
The Public ◽  
Common Value ◽  
Graduate Employment ◽  
Practical Implications

Purpose – Points up the importance of developing people in organizations to enhance diversity. Design/methodology/approach – Draws on two presentations to a conference on diversity at Middlesex University, London. Findings – Highlights the role mentoring can play, first to achieve access to graduate-employment opportunities in the public sector and secondly to enable people to work together effectively and harmoniously in teams with greater respect through awareness and appreciation of difference. Practical implications – Describes the public-sector diversity-mentoring scheme, the primary goal was to widen the pool of applicants to graduate-employment opportunities in the sector from ethnic minorities and working-class backgrounds. Social implications – Explains that, while respect is a common value shared by all, in one culture it may be experienced differently from in another and for teams to work harmoniously all members need to feel respected. Originality/value – Shows how diversity is the key to better relationships and the flourishing of human potential.

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