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RATIONALE
Every graduate wants to land in a job that matches the degree they earned in
college. However with the stiff competition in the job market, having a college diploma is
not enough. Nowadays, employers do not only rely on the transcript of records but also
According to Youth Central, employability skills are set of behaviors that are
necessary for every job. Eight employability skills pertinent to individuals are
communication skills, teamwork skills, problem solving and critical thinking skills,
initiative and enterprise, planning and organizing skills, self-management, learning, and
clearly and simply, in a way that things are understood. Interpersonal skills are the
life skills one uses every day to communicate and interact with other people, both
individually and in groups. It is about transmitting and receiving messages clearly, and
being able to read ones audience. Teamwork is the co-operation between those who
to work together to achieve a common aim. Problem solving and critical thinking are the
mode of thinking about any subject, content, or problem in which individuals improve
the quality of their thinking by skillfully analyzing, assessing, and reconstructing it.
Initiative and enterprise are about being able to think creatively and to make
improvements to the way things are. It is also about looking at the bigger picture and
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how the way you work fits into it. Planning and organizing are about things like working
out what is required to get a job done, and then working out when and how to do it. It is
also about things like developing project timelines and meeting deadlines. Self-
management is about getting on with the work without someone having to check up on
the individual every five minutes. One should also be able to stay on top of his own
deadlines and be able to delegate tasks to other people to make sure things get done
on time. Learning skills is about the wants to understand new things and being able to
pick them up quickly. It is also about being able to take on new tasks and to adapt when
the way things are done in the workplace change. Technology skills relate to software,
like using social media, working with design or video editing software or knowing
programming languages. Other technology skills relate to hardware, like knowing how to
measure of mental capacity, used in deciding the extent to which a person can be held
accountable.(http://www.youthcentral.vic.gov.au/jobs-careers/planning-your-career/empl
oyability-skills)
Competencies are the key to talent. Whether an individual is looking for a new
job or a promotion, employers will try to evaluate how well their talents fit with a given
role. These evaluations are rarely 100% accurate, but when properly carried out they
are the best predictor of future job performance and engagement. When it comes to
skills in employment, the first line of emphasis is typically towards abilities, training and
knowledge of specific skill sets. These are referred to as hard skills. Meanwhile, soft
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or "Intelligence Quotient, soft skills are often overlooked, but they also play an important
information on the employability of business graduate states that more than half (59%)
of job-seeking graduate business students in the class of 2015 received an early job
offer prior to graduation. A greater proportion of graduates from full-time two-year MBA
programs and master's programs in accounting, finance, and management have early
job offers compared with students who graduated in 2014 from the same programs.
Among class of 2015 graduates with early job offers, 52 percent accepted mid-level
level positions. Overall, more than one-third (37%) of this year's job-seeking graduates
will advance to a higher level job after graduation. Globally, graduates accepting early
job offers in 2015 report a median post-degree salary increase of 90 percent over their
pre-degree salaries, up noticeably from the median salary increase of 80 percent seen
in 2014. Nine in 10 (89%) graduates of the class of 2015 rate the value of their business
degree as good to outstanding and a similar percentage (88%) would recommend their
com/market-intelligence-and-research/research-library/curriculum-insight/2015-global-
mgt-ed-survey.aspx)
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competencies of Business Education graduates on global, national, and local data said
that most compelling needs is the enhancement of ones ability to train, educate, and
prepare the youthful population to enter the workforce ready to compete with individuals
from other areas of the world. People are now living in a world where the focus is
curriculum developers. One of the most relevant problems is how to improve citizens
abilities to function in an increasingly global world. A rapidly change in todays fast pace
and extremely competitive business environment. It had become a critical challenge for
employers to attain best talent and good employment and at the same time sustain
economic growth in the global era. In addition rapidly growing collection of skills is
crucial to the success of professionals who must address the issues and conflicts that
may arise in globalized employment settings. Global media increasingly influence local
cultural practices, and globalized education is an issue with which every nation must
contend. The creation and diffusion of new technologies, including those of the Internet,
are transfiguring the nature of science, communication, education, work, and leisure
in other words, nearly every facet of human life. Therefore, only the graduates with
better competencies will be able to meet these challenges and fit in the job market.
Now, it has shown that the graduates had achieved excellent results in their
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qualification. The feedback from employers employing fresh graduates ranges from lack
and expertise in their own area of study. However, business education graduates did
not lack the talent or competency to be employed but it was just that some of them
lacked the direction and inputs to sharpen their natural talent, interpersonal skills and
abilities. (http://www.wbiconpro.com/405-Shirly.pdf)
One of the establishments that employ business graduates in Laoag City is the
established in the year 2002 in order to create funds and help for productive and
cooperative community.
graduates of Divine Word College of Laoag for them to improve and enhance their
capabilities and skills in order to have more chances to land in jobs related to their
degree.
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Theoretical Framework
The framework of the study was drawn from Heuristic Models, Theory of
Heuristic Model
Heuristic Model refers to techniques based on experience for various tasks such
as research, problem solving, discovery and learning. Heuristic methods enhance the
pace of finding the desirable solution in conditions where the comprehensive search is
unfeasible. Heuristics are strategies that use readily accessible information for problem
models.html)
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Theory of employability
The theory of employability can be difficult to identify; there can be many factors
that contribute to the idea of being employable. Little (2001) suggests, that it is a multi-
dimensional concept, and there is a need to distinguish between the factors relevant to
the job and preparation for work. Morley (2001), however states that employability is not
just about students making deposits in a bank of skills, Knight (2001) further considers
emphasis that Dearing (1997) has placed on student's personal qualities, which
suggests less emphasis on these qualities and more on generic academic skills.
However, it could be assumed that the individual's personal skills could have
This theory guided the researchers to identify the factors that the employers use
ry-of-employability.php)
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Attribution Theory
In psychology, the word 'attribution' refers to the inference made about the
same time that person hears a loud backfire, that individual will likely infer that the
sound came from the car; the sound's attribution is the car. Likewise, if a child performs
better at a sporting event when his or her parents are in attendance, the improved
Motivation is the psychological stimulus that directs people to act in a certain way
to achieve their individual goals. Bernard Weiner stated it more succinctly when he
wrote, ''Motivation is the study of why people think and behave as they do.'' Although
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many theories on motivation exist, Weiner focused on the link between motivation and
behavior attribution.
assumptions of attribution theory is that people will interpret their environment in such a
No one wants to be the bad guy, and assigning attribution is one of the ways that
people seek to see themselves in a more positive light. By blaming other people and
people believe they are responsible for bad outcomes, they are less motivated to repeat
their behaviors. By shifting blame, people avoid accountability and therefore feel able to
motivation-definition-examples-quiz.htm)
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Competency Theory
repeated for quite a number of times, using simple to complex problems, until the
learner has attained mastery in the unit of competency. At each interaction, represented
by expanding circles in the competency theory, the learners level of competency and
professionalism elevates to a higher level. This process continues until the learner
At the point of transposition, the learners are able to apply performance criteria
to new problems or cases independently. The learner is now able to examine new
cases, identify and study new concepts, if any, and using his/her acquired skills is able
independently. At that point, the learner is deemed competent and the relationship of
and learning are transposed, the learner moves from the Not Yet Competent position
elevates to a point where it can take care of his/her learning. The following diagram
new cases or concepts within the precincts or boundaries of the unit of competency. At
the point of transportation, the learner enters into the new stage or cycle of learning
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where the learning depends entirely on the learners competency and thus learning
00058.pdf)
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Conceptual Framework
Base from the theoretical framework, the variables that are dealt with in study are
the following competencies as perceived by the business education graduates and the
attitudes. The knowledge of the employees are based on their intellectual ability, literacy
and numeracy abilities, while the employees skills focused on their planning/organizing,
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This study seeks to know the level of satisfaction of industry partners on the
1. As perceived by the business education graduates what is the extent by which they
1.1 Knowledge;
1.1.2 literacy;
1.1.3 numeracy;
1.2 Skills;
1.3 Attitudes;
1.3.1 integrity;
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1.3.3 character/personality?
2.1 Knowledge;
2.1.2 literacy;
2.1.3 numeracy;
2.2 Skills;
2.3 Attitudes;
2.3.1 integrity;
2.3.3 character/personality?
3. Is there any significant relationship between the business education graduates extent
their competencies?
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Hypothesis
possession of the competencies and their industry partners level of satisfaction on their
competencies.
This study seeks to determine the level of satisfaction of industry partners on the
Laoag City.
This study will focus on the perception of the business education graduates on
the extent by which they possess the following competencies - knowledge, skills and
of Business Education of the Divine Word College of Laoag; and the relationship
between the extent of possession of the following competencies and the industry
employee.
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The respondents of the study will be all the business education program
graduates of the Divine Word College of Laoag employed at the Government of Laoag
Education graduates that will be covered in the study are all those who have been with
questionnaire adapted from Hodge and Bruchelle (2003). Set-I will elicit the extent of
employees.
study will make them knowledgeable of the employability of Divine Word College of
Laoag graduates in the City of Laoag so they can encourage their children to stay and
located in the City of Laoag. This study serves as feedback to know the rate of
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of this study will give information about the job openings and knowledge what the
Future researchers. This study can serve as a basis of the rate of employability
Definition of terms
The following section defines words according to how they are used in this study.
construct that represents an individuals degree of like or dislike for an item, person or
situation.
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Integrity. The term refers to the quality of being honest, having strong
reflected in transparent honesty and complete harmony in what one thinks, says,
and does.
programs offered by the School of Business and Accountancy of the Divine Word
competency is a set of defined behaviors that provide a structured guide enabling the
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Extent of Possession. The term refers to the point or limit to which they
Industry Partner. The term implies the institutions who hire business graduates
Intellectual Abilities. The term refers to the ability that are needed to
activities can be measured by intelligent quotient (IQ) tests that are designed to
Literacy. The term refers to the ability to use language, numbers, images,
Numeracy. The term means having the confidence and skill to use
Level of satisfaction. The term refers how high is the level of satisfaction of the
person, place or thing. Personal attributes are character traits or personality traits.
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Skills. These term is about the ability to do something well or particular ability.
time, energy, resources, etc. in an effective way so that you achieve the things
you want to achieve. Skills that allow you to look ahead and accomplish goals or
avoid emotional, financial, physical or social hardship. These skills let you make
to convey information to people clearly and simply, in a way that means things
are understood and get done. It's about transmitting and receiving messages
Analytical Skills and Decision Making. The term refer to the ability to
visualize, articulate, and solve both complex and uncomplicated problems and
concepts, and make decisions that are sensical based on available information
and the process of making choices among possible alternatives. The skills
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CHAPTER II
This chapter presents and describes the different literature and studies that have
Related Literature
Employability
attributes that make a person more likely to choose and secure occupations in which
they can be satisfied and successful- Dacre Pool and Sewell (2007:280)
Employment and employability are not the same thing. Being employed means
having a job, being employable means having the qualities needed to maintain
employment and progress in the workplace. Employability from the perspective of HEIs
is therefore about producing graduates who are capable and able, and this impacts
upon all areas of university life, in terms of the delivery of academic programmers and
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depends on the knowledge, skills and attitudes they possess, the way they use those
assets and present them to employers and the context within which they seek work-
17213.pdf#page=23&zoom=auto,69,656)
Competencies are arranged into a framework that brings together a number of job roles
and the required capabilities that the job holder must possess or acquire in order to
perform his job effectively. It also said that you will need to exhibit a mix of skills:
employability skills. This means that the specialist, technical skills associated with
different roles may be less important than the 'soft skills' that can be transferred
between different jobs and different employment sectors. Candidates may have the
qualifications and 'hard skills' needed to be able to manage the job role but, without a
well-honed set of 'soft skills', employers are less inclined to hire. Employability skills are
those skills necessary for getting, keeping and being successful in a job.
(http://smallbusiness.chron.com/workplace-competencies-46820.html)
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Based assessments are not a new innovation or trend but an overall good
practice to adopt. Employee competency assessments have been around long enough
to have withstood the test of time and have proven to be a very useful tool for the HR
professionals toolbox. Employee competencies are a list of skills and behaviors that are
specific and well defined and are used to lay out an organizations performance
expectations for a job or the organizations culture as a whole. There are many
resources out there for the HR professional to help them develop and customize a list of
competencies their organization can call their own the Importance of employee skills
and competencies can be used in a variety of ways. They can be integrated into
address both the technical skills of a job and the more difficult-to-define behavioural
expectations of a job sometimes referred to as the soft skills. But, there is nothing
soft about these skills and a well-defined set of competencies can help an organization
better evaluate and measure employee performance. There are some ways of
competency development for building the skills needed for success 1. Tailor training
discriminate carefully, 3. Allow your employees to guide the process, 4. Set clear
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importance-of-employee-competency-development/)
technological advancement era. The skills possessed and mastered by employees may
affect their job performance level. The present research determined whether
showed that fundamental, personal management and teamwork skills were highly
behaviors emerged as topmost preferred and acquired skill. Skill competence obtained
employees rated task performance (job knowledge and skills, quality of work, quantity of
work and cooperation and judgment) as very satisfactory. Inferential analysis revealed
that skill acquisition and skill competence had significant positive relationship to task
(http://www.ijhssnet.com/journals/Vol_3_No_4_Special_Issue_February_2013/16.pdf)
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RELATED STUDIES
Laoag, Maynard Lucas (2010) addressed the questionnaire on the satisfaction of the
employers with the graduates qualities involved in the study were 46 managers, Human
selection of the employees of the selected department of the City Government of Laoag,
In the light of the findings, it is concluded that the skills and capabilities,
and personality are very much important to the employers. Nevertheless, the
satisfaction level, employees perceived along the skills and capabilities, through the
gaps analysis, provided that, their expectation are not met and do not conform to their
standard. Henceforth the Higher Education Institution, the school of business and the
faculty can approximately respond to the needs of the industry through the proposed
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In general, the study has proven that an assessment of the current state of the
employee skills and capabilities to employers can provide for proposing an employability
programs of the Divine Word College of Laoag in particular and other higher educational
business education especially in the preferred skills and capabilities. The assessment
Business Education graduates. Human capital theory which was popularized by Schultz
formed the theoretical framework for this study. The main purpose of this work was to
graduates. Four research questions were raised to guide the study and three
hypotheses were formulated. The case study research design was adopted for this
respondents from the population of 130. The questioner titled Employability of Business
education Graduates Questionnaire (EBEGQ) was used in eliciting information from the
students.
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The Statistical Pickles for Social Science (SPSS), Mean, Standard Deviation, t-
test analysis and Analysis of Variance (ANOVA) were used in analyzing the data. One
of the findings is that Business Education graduates employability skills is high. A major
recommendation made was that shorthand and typing teachers should be encouraged
The study of Abdullah AL-Mutairi, Kamal Naser & Muna Saeid (2014) entitled
Country is set out to explore factors considered by employers when recruiting business
graduates in Kuwait. Four categories of employability factors were used in the current
study covering graduates knowledge, soft skills, personal abilities and working with
employers and the participants were asked to express the level of importance they
assign to each of these categories. The results of the analysis revealed that participants
attach a highest level of importance to graduates knowledge, soft skills and ability to
work within groups. The participants attach low level of importance to the personal
abilities of the graduates. The study concludes that employability factors are affected by
employers' background characteristics, the firm's nature, size and ownership (whether
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CHAPTER III
RESEARCH METHODOLOGY
This chapter presents and discusses the research design, sources of data, locale
of the study, population and the sampling, instrumentation and data collection
Research Design
This study is a descriptive research that dealt into the employability of the
business education program graduates of the Divine Word College of Laoag on the
Norte.
descriptive research gathers quantifiable information that can be used for statistical
inference on the employability of graduate students of the Divine Word College of Laoag
Ilocos Norte through data analysis. As a consequence this type of research takes the
form of closed-ended questions, which limits its ability to provide unique insights.
However, used properly it can help an organization better define and measure the
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represent.
SOURCES OF DATA
Locale of the study. The study will be conducted in Laoag City. The City
of Laoag is the capital of the province of Ilocos Norte in the Philippines. The city it is the
province's political, commercial, and industrial hub and the location of the Ilocos
Region's only commercial airport, the Laoag International Airport. The city has its own
2002 that has too many different business lines and formed to create funds in order to
grant loans for productive and providential purposes to all members (regular and
associate) and non-members who are employees of the City Government of Laoag.
Population and Sampling. All the Business Education graduate from Divine
Cooperative (GLEDCO) and their immediate supervisors will comprise the research
population. The Business Education graduates that will be covered in the study include
all those who have been employed with the cooperative for the last six (6) months.
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The questionnaire-rating scale that will serve as the main data-gathering tool for
the study is adapted from Hodges and Bruchelle (2003). Set-I will elicit the extent of
employees.
permission to conduct the study was secured from the dean of the School of Business
Administration. Upon approval of the letter request the researchers will personally
explain and meet the respondents on how the tool is to be accomplished. The
The following statistical tool will be used in analyzing the data gathered.
Weighted mean. This will be used to determine the extent of possession of the
employers.
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employee competencies along three clusters knowledge, skills and attitudes and
values together with the respective indicators were made using the following scale:
relationship between the business education graduates extent of possession and the
Figure 6. Pearsons R.
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BIBLIOGRAPHY
Books
Abdullah AL-Mutairi, Kamal Naser & Muna Saeid, International Journal of Business and
Vol. 3(8) pp. 6 45-651, August 2012 Employability of Business Education Graduates.
Electronics
Employability Skills
http://www.youthcentral.vic.gov.au/jobs-careers/planning-your-
career/employability-skill
http://www.businessdictionary.com/definition/employability-
skills.html#ixzz47eSh5NeB
http://www.natcco.coop/index.php/home-2/267-gledco-turns-trash-to-
blocks-fertilizer
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https://theilocostimes.blogspot.com/2014/07/gledco-is-most-outstanding-
coop-in.html
http://www.slideshare.net/coopjbb1/gledco-grsf
http://www.gmac.com/market-intelligence-and-research/research-
library/curriculum-insight/2015-global-mgt-ed-survey.aspx
http://ec.europa.eu/public_opinion/flash/fl_304_sum_en.pdf
Heuristic Models
http://www.portfoliomanagement.in/heuristic-models.html
Theory of Employability
https://www.ukessays.com/essays/employment/theory-of-
employability.php
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http://study.com/academy/lesson/weiners-attribution-theory-of-motivation-
definition-examples-quiz.htm
https://avetra.org.au/ABSTRACTS2006/PA%200058.pdf
Job Specialization
http://www.businessdictionary.com/definition/job-
specialization.html#ixzz4IgNo1rH1
http://www.statcan.gc.ca/eng/concepts/definitions/education02
www.esteri.it/mae/en/italiani_nel_mondo/serviziconsolari/statocivile
Intellectual Ability
https://mymbaresearch.wordpress.com/2009/11/30/what-is-intellectual-ability-
and-how-is-it-relevant-to-ob/
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https://en.wikipedia.org/wiki/Literacy
http://www.businessdictionary.com/definition/values.html#ixzz4IgpfYGBr
http://www.businessdictionary.com/definition/integrity.html#ixzz4Igqf1JKZ
https://Repository.liv.acuk/17213/1/JacksonVic_Jun_17213.pdf#page=23&zoom=
auto.69.656
https://www.google.com.ph/url?sa=t&source=web&rct=j&url=http://www.wbiconpr
o.com/405-
Shirly.pdf&ved=0ahUKEwjyjLeoyOjOAhWKnJQKHa0XDvUQFggvMAM&usg=AF
QjCNEyzhn4KIPBsERpPce5L3qghR_-Qw
http://www.gmac.com/market-intelligence-and-research/research-
library/curriculum-insight/2015-global-mgt-ed-survey.aspx
http://www.wbiconpro.com/405-Shirly.pdf
Unpublished Materials
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for Business Education Students of the Divine Word College of Laoag, Laoag City
APPENDIX A
QUESTIONNAIRE
PROFILE OF EMPLOYEES
Personal Profile
Age:
Civil Status:
___Elementary Level
___Elementary Graduate
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___College Level
___College Graduate
___Masteral Level
___Masteral Graduate
___Doctoral Level
___Doctoral Graduate
Length of Service:
___9-10
___7-8
___5-6
___3-4
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___0-2
APPENDIX B
Please furnish the required information (Part I) and put a (x) mark on the box
corresponding to your level of satisfaction (Part II) on the listed employee competencies
using the following scales:
7 Completely Satisfied
6 Mostly Satisfied
- The competencies are mainly or chiefly satisfied; for the most part;
usually/generally on the whole; to the greatest extent of the employees years of
service.
5 Somewhat Satisfied
4 Neutral
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3 Somewhat Dissatisfied
2 Mostly Dissatisfied
- Generally, the competencies required are not satisfied within the length
of service of the employee.
1 Completely Dissatisfied
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APPENDIX C
Dear Respondents,
Please answer the questions honestly and completely as possible. Rest assured that
your replies will be treated in strictest confidentiality.
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The Researchers
Noted By:
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