Employability of Graduates of Sri Lankan Universities

Ariyawansa, R. G.

doi:10.4038/sljhrm.v2i1.5107

Cited by 31 publications

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“…Hettige (2000) on students' counseling and welfare services, in Sri Lanka, identified determinants of graduates employability to be team spirit, ability to achieve results in a short period and to prioritize/organise time productivity, openness, positive thinking, practical mind set, wide interest, personal character and business ethics. Ariyawansa (2008) found that English language proficiency is a key factor in graduate employability in addition to competence in IT skills, leadership qualities, analytical ability, team work, interpersonal relations and a degree certificate. In conclusion, Ariyawansa (2008) recommends that basic IT skills and English proficiency should be entry requirements for applicants seeking university admission.…”

Section: Determinants Of Graduate Employabilitymentioning

confidence: 99%

“…Ariyawansa (2008) found that English language proficiency is a key factor in graduate employability in addition to competence in IT skills, leadership qualities, analytical ability, team work, interpersonal relations and a degree certificate. In conclusion, Ariyawansa (2008) recommends that basic IT skills and English proficiency should be entry requirements for applicants seeking university admission. Obanya (2002) suggests that university education should develop in the beneficiary analytical power relating logical reasoning, verbal skills, quantitative, graphic, documentary, audio-virtual, and sensory-perceptions skills; oral and written communication;…”

Section: Determinants Of Graduate Employabilitymentioning

confidence: 99%

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Employers’ Assessment of Management Science Graduates From Nigerian Universities

Odia

Imasuen

2018

OJBE

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In view of deteriorating quality of graduates from Nigerian tertiary institutions, this study sought to determine employers’ assessment of management science graduates on key employability skills. The study involves the administration of questionnaires by means of convenience sampling on 680 employers of management science graduates in public and private sectors in Edo/Delta States. T-test and ANOVA were used to analyse data. Notwithstanding the age difference, the result obtained shows that employers rated the graduates of management sciences as slightly ‘fair’. Notably, employers in the private sector rated management graduates higher and more positively than their counterparts in the public sector. Additionally, the employers in the present study described management science graduates as reliable, employable and hardworking. It was recommended that the quality of management science graduates can be improved by placing emphasis on increased funding, infrastructural development, and educator-employer based curriculum which focuses on practical skills, as well as the reactivation of industrial attachment in the Nigerian universities. On the side of the employers, investment in the orientation and training of new entrants into work organization should not be neglected.

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Section: Determinants Of Graduate Employabilitymentioning

confidence: 99%

Section: Determinants Of Graduate Employabilitymentioning

confidence: 99%

Employers’ Assessment of Management Science Graduates From Nigerian Universities

Odia

Imasuen

2018

OJBE

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“…Education is a major criterion to measure the development of a country and many Sri Lankan families give top priority for their children's education. This priority is a matter of concern towards the importance attached to the problem of graduate employability in the country (Ariyawansa, 2008) . Parental interest and external tuition classes help students to gain admission to the universities, (Ariyawansa, 2008) and parents spend more money for the external tuition classes (Hemachandra , 1985) .…”

Section: Introductionmentioning

confidence: 99%

“…This priority is a matter of concern towards the importance attached to the problem of graduate employability in the country (Ariyawansa, 2008) . Parental interest and external tuition classes help students to gain admission to the universities, (Ariyawansa, 2008) and parents spend more money for the external tuition classes (Hemachandra , 1985) . Meanwhile, Australia's public investment in tertiary education is among the bottom four of the world's advanced economies -30th out of 34 nations at 0.7% of GDP, or about 40% below the Organization for Economic Co-operation and Development (OECD) average of 1.1% [10] (Maslen, 2017).…”

Section: Introductionmentioning

confidence: 99%

Migration and Mitigation of effect from migration

Fernando

2019

int.jour.sci.res.mana.

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The migration of educated professionals, popularly referred to as the Brain Drain, is not new to Sri Lanka. When well educated people abandon their homes of origin towards greener pastures elsewhere, the nation loses enormous amounts of money spent towards their education. It gets no returns from the vast amounts spent on the highly skilled. Along with such brain drain, the less developed lose not only human resources but are forced to either ignore or abandon efforts for development making the economic divide more and more severe. In Sri Lanka, only 10% of new entrants to schools each year, get selected for university education. On completion, most of them migrate for their education elsewhere with improved living conditions and aim towards positions in keeping with their skills. This trend towards migration needs to be arrested and expertise needs to be directed towards national development. This study investigates mitigating brain drain and attempts to reduce the impact of brain drain on a developing country like Sri Lanka. After extensive research with an experimental survey taking into consideration 10 hypotheses and testing with statistical techniques to analyze the data, the study investigates factors leading to brain drain related mostly to Science, Computing, and Engineering related disciplines. It also proposes a sustainable development approach to mitigate the impact of brain-drain on a developing country like Sri Lanka based on a statistical foundation and migrants’ views.

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“…Further, previous studies have indicated that a mismatch between supply and demand conditions for graduate employment is due to the supply driven education system, which produces graduates who are not suited to labour market conditions (Ranasinghe, 1992;Forest, 2003;Central Bank of Sri Lanka, 2003;Weligamage & Siengthai, 2003;Ariyawansa, 2008).…”

Section: Introductionmentioning

confidence: 99%

Graduates Attributes: Convergence and Divergence of Different Stakeholders

Kanagasingam¹

2017

IJBM

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The concept of graduates' attributes has become the focus of increasing attention among practitioners and scholars alike. Little research, however, has been undertaken to investigate the graduates' attributes in Sri Lanka from the perspective of stakeholder, the main objective of this study is to explore students' attributes from different stakeholders' point of view, particularly scholars and industrialist perspective. Further, this study concludes that most employers are looking for graduates who possess a range of generic skills and attributes, particularly, communication, team work, critical thinking and problem-solving skills. The study found that graduates are unable to find suitable employment opportunities to fulfill their expectations. They have dissatisfaction towards the employability. The main reason for unemployment and under-employment among the graduates is due to mismatch between the qualities of graduates produced by the state Universities in Sri Lanka and the quality expected by employers.

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Employability of Graduates of Sri Lankan Universities

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Cited by 31 publications

References 0 publications

Employers’ Assessment of Management Science Graduates From Nigerian Universities

Employers’ Assessment of Management Science Graduates From Nigerian Universities

Migration and Mitigation of effect from migration

Graduates Attributes: Convergence and Divergence of Different Stakeholders

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