Over-education in the graduate labour market Literature review

Over-education in the graduate labour market - Literature review Example The UK economy has increased the number of graduates in the labour force in the past two decades. In the UK, six in every ten individuals is a graduate. More people have refused to settle for the school exams such as GCSEs or A-levels by going a step further to get graduate level education. Among the European Union countries, the UK has the highest number of adults who have graduate-level qualifications (Zhang, 2007). Despite the financial crisis, investment in higher education in the UK is still high. The share of graduates has grown by 10 per cent, but the prevalence of overeducated graduates has remained stable at 30 percent (McGuiness, 2006). More women and the youth from minority groups have pursued higher education in recent years. These two groups have seen a better presentation in the graduate group than the workforce. Studies also show that graduates expect to get graduate level jobs three years or later after graduation and has settled for the idea to build a foundation for their careers (Zhang, 2007, p.46). In other studies, it is right to say that higher education may not be recognising the potential of non-traditional students. Only traditional students have higher degree classifications, higher satisfaction ratings in terms of experience and better outcome in the workforce. Graduates stand greater chances of attaining employment than non-graduates. They also stand a better position to hold management level jobs than the latter. Research also shows non-graduates between the ages of 21 and 30 have the highest rate of unemployment (Walter & Zhu, 2007). With time, graduate’s wages increase annually unlike that of non-graduates. Nonetheless, there are some jobs that are non-graduate, which require graduate skills from a degree. Most employers are focusing on skills and quality than knowledge. It is common practice, therefore, for graduates to take up a non-graduate job or voluntary work to add to their CV. According to research, approximately

An investigation into the impact of training on the staff Performance Dissertation

An investigation into the impact of training on the staff Performance in Saudi Arabian Airlines - Dissertation Example Saudi Arabian Airlines recognizes the importance of training their staff and has several staff training programs like- -Crew Leadership training. -Training Technical Services staff. - Training program for Finance. -Passenger Sales and Services training. -Training of new recruits. Aim: To understand the impact of training and development on the efficiency of the employees in Saudi Arabian Airlines. Objectives: 1. To investigate the current efficiency level of the employees in Saudi Arabian Airlines. 2. To investigate the roadblocks faced by the employees in performing their jobs in Saudi Arabian Airlines. 3. To investigate the nature of training and development required by the employees of Saudi Arabian Airlines to perform efficiently in Global scale. 4. To investigate the procedure and schedule required to be implemented to train the employees. Literature Review: Training and development of staff requires proper planning by human resource management. There are three methods of traini ng that are basically followed by most organisations. The basic three types of training followed are Cognitive, behavioural methods and management development. In cognitive method the employees are mostly trained regarding the theoretical concepts applicable at work (Hall & Hughes, 1989, p.209). This type of training places more importance on theoretical knowledge required by the employees in order to function properly in their jobs. Knowledge about the company policies, laws related to the functioning of the organization (Martin, 2006, p.15). Knowledge regarding procedures followed by the organisations. Technical knowledge required for carrying out work in the... The aim of this paper is to understand the impact of training and development on the efficiency of the employees in Saudi Arabian Airlines. This research will throw sufficient light on the methods that can be implied by the Saudi Arabian Airlines to achieve better performance from their employees. This research will help the Saudi Arabian Airlines to curtail training and development according to the need of their employees. The result of this research will throw insight on the nature of training that is required by the employees to perform better in their job. The Human resource department will become better equipped in understanding the difficulties faced by the employees. Employees will also feel comfortable in informing the HR department regarding their problems. The trainers will also understand the kind of approach they should have to maximise the benefits reaped by the employees from the training and development.