Relative Importance Index (RII) In Ranking the Factors of Employer Satisfaction Towards Industrial Training Students

This study aims to examine the level of employer satisfaction towards industrial training students of the UiTM Pahang Civil Engineering Diploma Program and identify employer satisfaction factors for industrial training students from aspects of knowledge, personality, generic skills, and soft skills. This study is focused on semester four students undergoing industrial training. This study was conducted on 158 respondents from various organizations. Using the important relative index (RII), the level of important factors was ranked through the value of the index. Findings show the highest employer satisfaction is towards the student mastering their knowledge, adhering to the working hours, improving their skills and knowledge, and communicating well with co-workers. Besides, it also shows a good correlation between knowledge and personality among industrial training students. This study found that industrial training students of the Civil Engineering Diploma Program had a good level of control over all four domains. Overall findings showed that employers are satisfied with the industrial training students of the UiTM Pahang Civil Engineering Diploma Program. This study is important to measure the effectiveness of the industrial training syllabus in terms of achieving the program outcomes addressed in the syllabus

The value of employment support services for adults on the autism spectrum and/or with intellectual disabilities: Employee, employer, and job coach perspectives

BACKGROUND: Employment rates among individuals on the autism spectrum or with intellectual disabilities (ID) remain extremely low. Although job coaching services have contributed to successful employment for these individuals, few studies have examined the importance of such support, and even fewer have explored which services are valued most by stakeholders. OBJECTIVE: We examined the importance of employment support services through employee, employer, and job coach perspectives, and employee and employer satisfaction of job coach support. METHODS: A multiple-case study was designed with a community organization providing employment support to individuals on the autism spectrum or with ID, and their employers. Nine employee-employer-job coach triads evaluated the importance of specific services and rated their satisfaction with the job coach support. RESULTS: Services were rated as important, however, some discrepancies were observed between the groups in their ratings of services (e.g., soliciting regular feedback about the employee’s performance). Satisfaction was high for employees and employers; both groups indicated that they would recommend these services. CONCLUSIONS: Job coach support was highly valued by all groups, underscoring the need for these services to be widely available, and suggesting that this support may serve as a critical factor in improving employment outcomes among this population.

Emotional Maturity and Employer Satisfaction

The present research study examines emotional maturity and its relationship with employer satisfaction in recruiting fresh engineering Information Technology graduates. Four hundred sixty-five employers of multinational and national information technology companies in India were considered as respondents. These employers conduct the campus placement drives in the public and private technical universities of India for the recruitment of fresh engineering graduates with specialization in information technology. The collected data was analyzed using structural equation modelling (SEM). Results revealed that all the four dimensions of emotional maturity are defined by emotional stability, emotional progression, social adjustment, and personality integration. Emotional maturity had a significant positive relationship with employer satisfaction. The study is useful for employers investing in India to recognize employability skills in young graduates. The findings of the study will also give insight to academicians to recognize the need for soft skills in their course curriculum.

Employer Satisfaction in Brunei Darussalam

Brunei Darussalam’s Long-Term Development Plan 2035 outlines the Ministry’s goals for the national education system to prepare Bruneian youths for employment and to embrace Malay Islamic Monarchy (MIB) as a concept that guides one’s way of life. Keeping that in perspective, a research was initiated to find out employer satisfaction on employees in Brunei. Employer data and contact details were collected through various database, yellow pages and social media. Broadly, this study supports the established Input-Environment-Output (IEO) model in evaluating employer satisfaction in Brunei Darussalam. The study analyzed data from 454 employer self-reports from private and public sectors with a diverse employer profile and 24 employers were interviewed. Employers were asked to rate their satisfaction with the 24 competencies the graduates employed in their respective companies possess. The highest level of employer expectation in job competencies were communication abilities, problem solving skill, commitment, self-confidence, managerial skills, time management, creativity and innovative, knowledge of specific computer applications, punctually and specific technical knowledge. The analysis of this study shows that employers are mostly satisfied. A set of recommendations were also formulated based on the results of the study.

Professional objectives of higher education: Imbalances and adaptation

This article analyzes the systemic issues of personnel education in higher education, reveals their causes and consequences. Qualitative and quantitative characteristics of university graduates are one of the conditions for the state economic development. The goals and objectives of higher education should meet the needs of the state, industries, regions, and business. The lack of strong signals from consumers of educational services creates an imbalance between the higher education system and the market requirements and results in the conservatism of higher education. In this context, the purpose of this article is to develop a conceptual model for assessing the contribution of higher education to the national economy as one of the drivers of its transformation. The need to optimize the professional structure of education, with reference to the potential and prospects of the national economy, is emphasized. Research methods involve analysis and synthesis, induction and deduction, system and logical methods. The study result is a model that takes into account a number of indicators of employer satisfaction in university graduates, as well as indicators of regional and industrial security of specific professionals with higher education. An effective motivation for employers to take a more active part in the organization of higher education is the system of educational loans. The state’s management of the credit sphere creates opportunities for consumers of educational services to direct financial flows primarily to education in priority specialties. The effectiveness of this tool requires ensuring its accessibility to employers and differentiating interest rates.

Proximal and Distal Influences on Fresh Management Graduate’s Employability: A Review of Literature and Orientations

The paper explores the factors that affect proximal and distal employability behavior within the employer satisfaction perspective a vis recruitment of the fresh management graduates. The study undertakes a comprehensive review of the literature and categories the literature as divided across three broad streams: individual preparedness, institutional support mechanisms and organization support to career enhancement. The ‘determinants’ of employer satisfaction in recruiting the fresh management post graduates and their effective operationalization is indeed challenging. The paper attempts to explore and bring together the divergent pieces of literature under the proximal and distal perspectives as shaping ‘employability’ prospects.

Employer Satisfaction with Polytechnic Graduate: Comparison Between Industry Cluster

The work environment is changing from time to time in line with the introduction of new technology. Industrial Revolution 4.0 (IR4.0) forces education providers to identify the characteristics of future workers' needs by the industry. To fulfill this demand, polytechnic created a close relationship with industry through conducting many programs such as dialog between industry and polytechnic, CEO@Faculty, the industry in campus and employer satisfaction study with polytechnic graduate. However, previous studies compared employer satisfaction among industry clusters are very limited. The objective of this study was to examine employer satisfaction with Politeknik Sultan Mizan Zainal Abidin (PSMZA) graduate and to compare employer satisfaction between industry clusters. A total of 112 employers from three main engineering clusters; mechanical (46%), electrical (30%) and civil (24%) involved in this study. This study used two-step analysis: Kruskal-Wallis test was used to identify differences for three industry clusters; mechanical, electrical and civil engineering and Post Hoc test performs to identify the detail differences between each cluster. The results show that employers in the mechanical engineering cluster are less satisfied with PSMZA graduates compared to employers in civil engineering clusters for computer skills in processing information. This study also found that compared to employers in the electrical engineering cluster, employers in the mechanical cluster are less satisfied with PSMZA graduates related to proficiency in the English language. In terms of entrepreneurship skills, employers in the mechanical cluster found less satisfaction with a graduate from PSMZA compared to employers in the electrical cluster. Findings from this study can be used by the department as a guide in revising their curriculum in the future.

Employability initiatives in undergraduate education and application to human nutrition: A scoping review

Human nutrition is a growing field with an increasing job market and high demand for university study, yet graduates report feeling underprepared for and unaware of potential job opportunities. This scoping review aimed to identify employment initiatives used in undergraduate programs to support an evidence-based approach to the development of future initiatives for human nutrition courses. The scoping review following PRISMA-ScR criteria was initially conducted in October 2018 and updated in April 2020. Search terms were selected to identify studies that reported on employability or work-readiness embedded within the course curriculum for undergraduate students. Fourteen papers met the eligibility criteria. Papers included were from Australia (9), United Kingdom (2), United States (1), New Zealand (1) and Germany (1). Papers described initiatives fitting broad categories of placements, project-based industry collaboration, practice-based eLearning, mentoring and building graduate attributes. Placements were the most common type of initiative and project-based industry collaboration demonstrated the highest levels of student and employer satisfaction. The success of initiatives was often attributed to incorporating diverse approaches to real-world, problem-solving skills. Mentoring and eLearning were used to promote employability soft skills, while industry-based placements provided students with practical experience. Placement in specific workplace settings should be representative of the diverse job options for nutrition graduates. Human nutrition degrees should consider incorporating strategies that develop soft skills and project-based skills while exposing students to diverse workplace settings within industry.