Employers’ Perceptions of Business and Economics Graduates’ Competencies in Croatia

Štambuk, Ana; Karanović, Goran; Host, Alen

doi:10.2478/bsrj-2019-021

Cited by 5 publications

(5 citation statements)

References 34 publications

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“…The study determines the level of employers' satisfaction with the quality of training in universities. For this purpose, it was necessary to assess the level of significance of the criteria of quality of university graduates training for the survey participants, as well as the level of satisfaction with these criteria [14,15]. In this case, the criteria of the quality of university graduates training refer to theoretical training of graduates, i.e.…”

Section: Resultsmentioning

confidence: 99%

Study of the Level of Employers’ Satisfaction with the Quality of Training in Universities

Konstantin¹,

Irina²,

Trukova³

2020

Proceedings of the “New Silk Road: Business Cooperation and Prospective of Economic Development” (NSRBCPED 2019)

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The study of employers' attitudes and public opinion shows a serious problem in the relationship between employers and universities. The problem is that the professional qualification of university graduates is more likely to be insufficient to satisfy growing employers' demands. The key aspects of the problem are the lack of both work experience and practical and socio-psychological training of the graduates.The introduction of new requirements to the educational process, regulated by modern State educational standards, as well as changing employers' attitude to the issues relating to staffing should improve the quality of training of university graduates in terms of their readiness to perform practical tasks in real conditions. This study aims to assess the level of employers' satisfaction with the quality of training in universities for the regional labor market.The results identified the employers' requirements for university graduates, the priority of criteria for personnel selection, the importance of university graduates' personal characteristics for employers and other things that should be taken into account by universities while developing the model of interaction with the labor market. Keywords: level of employers' satisfaction, quality of training in universities, interaction between employers and universities, labor market, competence-oriented education

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Section: Resultsmentioning

confidence: 99%

Study of the Level of Employers’ Satisfaction with the Quality of Training in Universities

Konstantin¹,

Irina²,

Trukova³

2020

Proceedings of the “New Silk Road: Business Cooperation and Prospective of Economic Development” (NSRBCPED 2019)

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“…Possessing adequate generic competencies or putting them into practice frequently is not only perceived by students but also by personnel recruiters and managers responsible for an institution. Štambuk, Karanović & Host (2019) found that adequate development of generic competencies is important. In the study they conducted with personnel selection managers of university graduates, respondents refer that they are satisfied with the presence of specific competencies and that higher level institutions would have to emphasize generic competencies.…”

Section: Discussionmentioning

confidence: 99%

Generic Competences in Peruvian University Students

Saavedra-López¹,

Calle-Ramírez²,

Hernández³

et al. 2023

JCT

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In higher education, generic competencies are those common to most students that can be used in the activities of a sector or organization. The objective was to identify generic competencies in Peruvian university students. The study was a descriptive, non-experimental cross-sectional design. The sample consisted of 567 university students of both sexes from public and private universities in Peru. The instrument applied was the questionnaire of generic competencies of university students (CCGEU). The results showed that Peruvian university students have a sufficient level of generic competencies; they use generic competencies almost always or always in the development of their activities. Likewise, in the dimensions, systemic competencies have the highest value, followed by interpersonal and instrumental competencies. It is concluded that most Peruvian university students use generic competencies at a sufficient level; however, some students never or almost never use them, so it would be important for the Peruvian university institutions where the participants study to implement strategies to strengthen generic competencies.

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“…Gonzalez et al (2011) examined the level of importance of 24 employers' expectations. Several other studies have analyzed employers' perceptions and the importance of HEI graduates' soft skills (McMurray, Dutton, McQuaid & Richard, 2016;Štambuk, Karanović & Host, 2019;Succi & Canova, 2019).…”

Section: Stakeholder Value Of Heimentioning

confidence: 99%

“…(Chen, Yang, Shiau & Wang, 2006;Tran & Do, 2020). In their research, The shortcomings of the previous studies are that the studies only measured the perception or satisfaction level of students (Abbas, 2020;Ku & Shang, 2020;Mcdowall, 2016;Sahney, 2011a;Zineldin et al, 2011), graduate users (Gonzalez et al, 2011;McMurray et al, 2016;Rodman et al, 2013;Štambuk et al, 2019;Succi & Canova, 2019) or lecturers (Chen et al, 2006;Tran & Do, 2020). Whereas HEI stakeholders consist of many parties, including students, lecturers, employers, employees, and HEI leaders.…”

Section: Survey and Statistical Analysismentioning

confidence: 99%

Framework development for transforming multistakeholder value into prioritized business processes improvement in Higher Education Institutions (HEI)

Mulyana,

Singgih,

Partiwi

2024

JIEM

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Purpose: This article seeks to develope framework of multistakeholder value transformation into an business process improvement plan in Higher Education Institutions (HEI).Design/methodology/approach: multistakeholder value and its importance weight are obtained through questionnaires and fuzzy method. Transformation of multistakeholder value into priority business process improvement using an expert panel, adopting Quality Function Development (QFD) and House of Risk (HOR).Findings: This research has developed a framework consisting of two parts: the framework to transform the multistakeholder value into an HEI business process and the framework to determine the priority of improvements. The framework was successfully applied in a private university to find and prioritize business process improvement.Research limitations/implications: The stakeholders used in this framework are students, lecturers, and employers. The results of this study are the order of priority for improving business processes. The next research opportunity is to develop a business process improvement selection model considering the probability of success, priorities, and costs. Another possibility of research is to involve other stakeholders.Originality/value: Previous research on the identification of stakeholder value HEI only involved one of the stakeholders. In addition, most of the objectives were to assess the level of importance and satisfaction of stakeholders. This research develops a framework to identify multistakeholder values (students, lecturers, and employers) and transform them into a business process improvement plan consisting of teaching, research and community service, student affairs, and supporting activities.

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Employers’ Perceptions of Business and Economics Graduates’ Competencies in Croatia

Cited by 5 publications

References 34 publications

Study of the Level of Employers’ Satisfaction with the Quality of Training in Universities

Study of the Level of Employers’ Satisfaction with the Quality of Training in Universities

Generic Competences in Peruvian University Students

Framework development for transforming multistakeholder value into prioritized business processes improvement in Higher Education Institutions (HEI)

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