New realities: The relationship between higher education and employment

Harvey, Lee

doi:10.1080/13583883.2000.9967007

Cited by 339 publications

(261 citation statements)

References 3 publications

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“…With regard to university graduates, personal characteristics seem to be the most valued attributes in recent graduates from the employers' point of view. Interesting, the set of specific skills has not changed greatly for the last three decades: communication, problem-solving, analysis and interpersonal skills feature alongside knowledge and intelligence in organizational graduate specifications; and, increasingly, 'graduate attributes' are more important in the recruitment process than the graduates' degree subject (Harvey 2000).…”

Section: Literature Reviewmentioning

confidence: 99%

More Than Just Good Grades: Candidates’ Perceptions About the Skills and Attributes Employers Seek in New Graduates

Velasco

2012

Journal of Business Economics and Management

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Abstract. There is a common belief among university students that they have to study hard attempting to earn high grades because employers are targeting graduates with outstanding academic records. However, this idea does not seem to capture what is actually happening in organizations, as firms value more aspects related with personality and other personal qualities of young graduates. We present a case study of the hiring process of recent university graduates to test these hypotheses. The methodology used follows a twostage approach. Principal component analysis allows us to identify first key categories of skills and attributes that influence the selection process. Then, using econometric analysis, a matrix classifies them according to employer size and type, degree, position and industry. The results show that soft skills (personality and other qualities) are the most required attributes in the selection process. Good academic records only matter in the public sector.

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Section: Literature Reviewmentioning

confidence: 99%

More Than Just Good Grades: Candidates’ Perceptions About the Skills and Attributes Employers Seek in New Graduates

Velasco

2012

Journal of Business Economics and Management

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“…En el área de América Latina y el Caribe la obra de Fernando Vargas Zúñiga (2004) donde se repasa un gran número de investigaciones sobre competencias, aunque mayoritariamente centradas en la empleabilidad de trabajadores no universitarios. En el área británica e irlandesa destaca el resumen de Lee Harvey (2000), ya centrado en las competencias universitarias. disposiciones individuales y los contextos constituyen parte de la compleja naturaleza de las competencias" (OCDE, 2002: 9).…”

Section: El Problema De La Identificación De Competenciasunclassified

“…Algunos autores (Harvey, 2000) entienden que el hecho de que un trabajo lo ocupe un graduado va a dotarlo de mayores contenidos, ya que el egresado tendrá una visión más amplia del proceso, se implicará más y asumirá más responsabilidades. Sin embargo, las generalizaciones sobre tales temas son muy peligrosas, especialmente este tipo de teorizaciones sobre la utilización en cualquier contexto del capital humano (¿también en un trabajo monótono y completamente formalizado?).…”

Section: Análisis De La Demanda/utilidad De Competenciasunclassified

Employment competences. FirmsÂ´ Requirements and Measurement of Mismatches

Espejo¹,

Pascual²

2006

Rev. int. sociol.

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RESUMENEl objetivo de este artículo es la exposición de algunos principios metodológicos clave en el estudio de las competencias para el empleo. Tras una revisión de la importancia que está cobrando en nuestros días el análisis de competencias y el problema de su identificación, el artículo se centra en el análisis empírico de dos dimensiones básicas de las competencias: su utilidad en los puestos de trabajo ocupados por los universitarios, y los ajustes y desajustes entre la formación recibida en la universidad y la demandada por el puesto. Este análisis nos permite concluir que se ha de huir de las generalizaciones, desgraciadamente muy frecuentes, que falsean y simplifican la realidad, ya que tanto la utilidad de las competencias como los ajustes o desajustes formativos varían en gran medida dependiendo de la titulación concreta y del tipo de empleos que consiguen los egresados. PALABRAS CLAVE ADICIONALESEnseñanza universitaria, Desajustes formativos, España. ABSTRACTThis article aims to analyze some of the methodological key principles to study employment competences. After reviewing the importance of the analysis of competences and the problem of their identifications, the article focuses on the empirical analysis of two basic dimensions of competences: its utility for the positions occupied by graduates, and the adjustments and mismatches between the education received at the university and the one required for the job. This analysis leads us to the conclusion that we should stay away from generalizations, which are all too frequent, simplifying and distorting reality, since both the utility of competences and the educational matches or mismatches vary to a large extent, depending on the concrete qualifications and the type of jobs that graduates obtain. ADDITIONAL KEYWORDS.

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“…These changes are a result of a decline in organizations for being "supportive" by escalating, which has given managers a greater degree of accountability and finally a short term change or a stable contractual agreement. (Harvey L. , 2000). These changes in the environment require more treatments lasting from workers and employers.…”

Section: Changes In Career Graduatesmentioning

confidence: 99%

“…(Stewart, J. & Knowles, V., 1999) Graduates are now expected to show consistency and ability to work in group projects (Harvey L. , 2000). Stewart and Knowles (1999) assigned to the Association of Graduates Recruitment, in a survey in 1995 to show that today's working world, is characterized by a degree of interaction with customers, giving value to every aspect of work, lifelong learning, career development portfolio, self-development and an extreme need to be employed.…”

Section: Changes In Career Graduatesmentioning

confidence: 99%