Job Requirements Research Articles

Knowledge Management: Educational Activities Supported by the Profession in the Australasian Region

Abstract: This study primarily explores and documents knowledge management (KM) educational activities in the Australasian region and discusses some professional aspects that shape academia due to the workplace happenings in this discipline and its practice. A thorough search was carried out in open web space and literary databases, which revealed limited program offerings and hardly any discussion around the KM educational qualifications. The KM professional workplace search also showed little interest in specific KM roles, and the stated job requirements were quite broad. Such a generic workplace consideration leaves the education sector struggling to maintain a robust student body required to sustain an exclusively KM-focused program.

Resume Optimization Model Using Machine Learning Techniques

In the contemporary job market, where competition is fierce and employers are inundated with an ever-growing pool of resumes, the need for effective resume optimization has become paramount. Resumes serve as the first point of contact between job seekers and potential employers, playing a pivotal role in shaping initial perceptions. However, the traditional approach to resume crafting often lacks a systematic and data-driven methodology. A well-crafted resume plays a crucial role in securing employment opportunities. However, crafting an effective resume that resonates with both human recruiters and Applicant Tracking Systems (ATS) can be a daunting task. By employing natural language processing (NLP) and machine learning algorithms Multinomidal Naïve Bayes (MNB) and K Nearest Neighbour (KNN), this system extracts relevant features from resumes, such as keyword relevance, formatting styles, content organization, and overall readability. Through supervised learning models trained on a diverse dataset of resumes, the system can predict the effectiveness of a resume and generate actionable insights. Overall, the KNN model demonstrated effectiveness in automating the resume screening process, of 87% accuracy. The developed system not only provides accurate predictions but also offers interpretable explanations, enabling users to understand the factors contributing to the model's decisions. The system has the potential to benefit both job seekers and employers by facilitating better matches between candidates' qualifications and job requirements.

The Influence of Graph Theory Approach in Preventing Cheating at Higher Learning Institution: A case of Institute of Accountancy Arusha

Academic dishonesty has been more common in recent years, both through self-reported and detected cases, which has brought significant attention to the issue of cheating in educational settings. Students often cheat for a variety of reasons, including lack of study time, unclear learning objectives, fear of failing, peer pressure, and parental pressure for academic success. Students who rely on plagiarizing answers miss the opportunity to build their skills and may face challenges in job requirements. The problem of cheating / copying the neighbor's works during the examination is particularly well known. With graph theory especially graph coloring, it is proposed to develop the students' sitting arrangement that can be the solution of cheating. An experimental case study focuses on three master's programs, three bachelor's degree programs, three diploma programs, and three certificate programs at the Institute of Accountancy Arusha. This is done when one room or a venue is assigned to two or more programs with different backgrounds depending on the size of the room. The result shows that using graph coloring has reduced the tendency of students to copy or ask questions from their neighbors in the examination room. Based on the assessment of graph theory's effectiveness in preventing cheating at the Institute of Accountancy Arusha, several recommendations can be made. First, the institution should invest in developing a comprehensive data collection system that captures relevant information such as seating arrangements, student interactions, and exam performance patterns. Collaboration with other institutions in implementing similar technologies could also create a shared knowledge base and lead to best practices in academic integrity. Finally, continuous monitoring and evaluation of this system should be conducted to refine its processes and adapt to new cheating technique.

The Impact of HRM Practices on Employee Performance: A Study on Readymade Garments Sector in Bangladesh

This study explores the impact of Human Resource Management (HRM) practices on employee performance in the Readymade Garments (RMG) sector of Bangladesh, employing qualitative data collection methods to gain in-depth insights. As the RMG sector plays a pivotal role in Bangladesh’s economy, understanding how HRM practices influence employee performance is essential for organizational growth and effectiveness. Data were collected through semi- structured interviews with HR managers, team leaders, and employees from various RMG firms, as well as focus group discussions. The research focused on key HRM practices including recruitment and selection, training and development, performance appraisal, compensation and benefits, and employee relations. These practices were examined to understand their perceived impact on employee performance, such as job satisfaction, productivity and motivation. The qualitative analysis reveals that effective recruitment and selection practices are crucial in aligning employee skills with job requirements, leading to higher performance levels. Comprehensive training programs are valued for enhancing skills and boosting confidence, which positively affects productivity. Transparent and fair performance appraisals are seen as motivating employees and fostering a sense of achievement. Competitive compensation and supportive employee relations contribute to job satisfaction and commitment, driving overall performance. The findings indicate that while HRM practices in the RMG sector are generally effective, there are areas for improvement. This research provides actionable insights for HR professionals and organizational leaders aiming to improve performance outcomes in the RMG sector.

Professional development: a mixed methods study of Masters of Public Health alumni

IntroductionWe examined the perceptions of the Master of Public Health (MPH) degree graduates regarding their personal competencies, job performance and professional development using a mixed method, explanatory sequential design.MethodsA cross-sectional, self-administered questionnaire of the Haifa School of Public Health alumni who graduated between 2005 and 2022 was disseminated to 849 graduates between March and June 2022, from which 127 responded (response rate: 14.90%). This was followed by 24 in-depth interviews with alumni from the same sample (conducted between November 2022 and March 2023).ResultsThe sample included 74.8% of females with a mean age of 40.7 years, 35% of alumni agreed that the MPH degree helped them attain a promotion in their present position (in rank or salary), and 63.8% felt that the degree helped them improve their job performance and contribute to their current workplace. Most (80.3%) alumni reported not changing jobs after graduation. The interview themes revealed that the MPH contributed to their personal and professional lives, provided them with a holistic view of public health and health systems, and improved their in-depth scientific skills. The main reported barriers to professional development included missing core competencies, low salaries, and a lack of information regarding suitable jobs. Surprisingly, an MPH was not a requirement for some public health sector jobs. Alumni reported that the MPH degree contributed to improving many graduates’ careers and satisfaction levels and to build their leadership competencies in public health.DiscussionThere seems to be a lack of coordination between the academic curriculum and the jobs available for alumni, hindering better alumni professional development. Regular discussions, information sharing, and curriculum refinements between MPH program leaders and health sector leaders might help address many of the concerns of MPH degree graduates.

Evaluating Employability Skills Integration in a Citizenship Education Textbook

The International Labour Organization (ILO) generated a strategic plan for skills and lifelong learning from 2022 to 2030, aiming to improve students’ access to future jobs. One of the target goals of the ILO's plan was to ensure that educational programs meet the changing needs of labour markets. Therefore, there is a rising need to assess whether teaching programmes can prepare learners for the requirements of future jobs. In this study, we investigate how employability skills are integrated in teaching resources. For this purpose, 54 learning activities from a Grade 6 Citizenship Education textbook in Bahrain were analysed using 56 predefined codes elaborated by the Conference Board of Canada in a document that was developed by the Corporate Council on Education, a program of the National Business and Education Centre since 2000. This study employs quantitative analysis, including Pearson correlation coefficients and regression analysis to evaluate the integration of employability skills in the learning activities using three major factors: Fundamental Skills (FS), Personal Management Skills (PMS) and Teamwork Skills (TS). The results show that Fundamental Skills (Mean = 3.87, Standard Deviation = 1.26) are well integrated, whereas Personal Management Skills (Mean= 3.17, Standard Deviation = 1.54) demonstrate moderate integration with notable variations. In contrast, Teamwork Skills display a low level of integration (Mean = 1.02 Standard Deviation = 1.88). The correlation analysis confirms a relationship (r = 0.615, p < 0.01) between FS and PMS but shows insignificant correlations between TS and the other skill sets. These findings highlight a critical gap in teamwork skill integration and suggest a need for increased focus on teamwork in educational materials, while recommending further research to focus on expanding the sample size, incorporating more qualitative analyses, and exploring effective strategies for integrating employability skills into educational resources.

Physiological monitoring of movement and manoeuvrability during a military skiing exercise

IntroductionMilitary forces receive training in various high-altitude warfare techniques to safeguard border regions and lives. Skiing is one of such practices where research evidences are limited. Therefore, a study was...

The Oral Communication Skill Module: Investigating the Outcomes on Malaysian Employees’ Confidence in Terms of Fluency

English is widely used in the working environment globally. In Malaysia, many employers have English courses which relate to their job requirements. This is to help employees to become more competent, fluent, and confident in communicating in English while working. Besides academic qualifications, employers pay great attention to employees’ English communication skills. This paper explores to what extent the Oral Communication Skill (OCS) Module for a training program can help improve Malaysian working adults’ confidence levels in terms of fluency. It proposes that the activities in the OCS module are needed so that employees can speak fluently and, as a result, build their level of confidence. Three working adults were selected to use the module for 12 weeks. Their performances, interview responses, and reflective journal entries were recorded and analysed. The findings reported a growth in the participants’ confidence as a result of increased fluency, the awareness of the need to reflect on their speaking performances and to have appropriate English preparation as a key element before delivering oral presentations.

The Coordination between Arabic Studies Programs and Job Prospects for Undergraduate and Postgraduate Students in Chennai City

In the rapidly evolving landscape of education, it's essential to adapt strategically to changing trends and job opportunities for graduates. The Master's Program in Arabic Language is taking proactive steps to ensure the curriculum remains relevant to the demands of the job market. This study aims to assess the alignment between the curriculum and job requirements for graduates and postgraduates, the time taken to secure employment, the skills utilized in Arabic teaching roles, and the adequacy of the curriculum in preparing graduates for the challenges of the professional world. Utilizing a qualitative descriptive approach, data was gathered from alumni and employers between 2018 and 2022 through questionnaires, interviews, and group discussions. Analysis of the data revealed that 69.9% of graduates found their work aligned with the curriculum, with 39.2% working as Arabic language teachers, 20.3% in Computer, Media and MNC Companies and 28.4% are working outside the education sector. The average time to secure employment was less than six months, with technology-based teaching skills being the most impactful. Recommendations include adapting the curriculum to embrace technology in Arabic teaching, enhancing research methodology, and encouraging publication of articles and books to meet the demands of the digital era and the labour market.

Employee e-Recruitment using the Simple Additive Weighting (SAW) Algorithm at PT Krakatau IT

Recruitment aims to get the right people according to criteria that suit the company's conditions and needs. Currently in Krakatau IT the recruitment system is implemented manually using the stages of receiving files in hardcopy or still using company email, carrying out written tests directly in paper form. This requires a long time in the process of file selection and assessment of test results. To overcome this problem, an online recruitment system is needed, starting from publishing job requirements/vacancies, selection stages and online assessments. This e-recruitment can make decision making easier, from identifying problems to selecting the right data. The decision-making methodology in designing e-recruitment uses the simple additive weighting (SAW) method can help improve the fit between employees and their roles, which can contribute to better performance so that employee selection is based on criteria that match job requirements.

Research on the Development Model of Computer Course Resources in Vocational Colleges Based on the Integration of Industry and Education

China is currently experiencing a critical period of development in vocational education from a scale-based approach to a content-based approach. The integration of industry and education is considered the main theme of vocational education reform, and one of its core issues is curriculum construction. The traditional reform of computer courses has a series of problems in terms of matching the structure with talent training goals, matching the content with professional job requirements, and integrating the evaluation system with professional development. To address this challenge, this article focuses on the construction of integrated curriculum resources between industry and education, with student ability cultivation as the core, and is committed to strengthening the deep connection between talent cultivation and enterprise development. To this end, we have explored and proposed a development model for industry education integration courses based on the concept of "school enterprise coeducation - practical majors - industry connectivity - zero distance docking", in order to solve many problems faced by traditional computer course reform and promote vocational education to move towards a more connotation rich development stage.

What Are the Challenges Ahead for Training the Present and Next-Generation Microscopists in the Life Sciences (a.k.a. Structural Cell Biologists)?

Abstract Becoming a life scientist microscopist involves earning a bachelor’s degree in biology, biomedicine, or a related education program, specializing in microscopy-related areas. Advanced degrees (B.A. Hons., M.A. Res., or Ph.D.) enhance hands-on proficiencies and lay the foundation to become a microscopist or structural cell biologist. Staying updated on technological advancements, networking, and attending relevant microscopy conferences and workshops are central to the success of becoming an established, competent microscopist. Building an academic career in microscopy includes showcasing skills and proficiency in a research field. This involves teaching, scholarly dissemination, and achieving success in awards and grants, which are crucial for entry-level positions in academia. Continuous professional development in specific microscopy interests through workshops, self-education, online resources, or attaining additional certificates or diplomas is essential for academic career advancement, as the science of microscopy is not characterized by a status quo but is evolving at unprecedented speed. Tailoring education and understanding job requirements for academia, research organizations, or industry are critical decisions to align skills with career goals. In this themed contribution, we highlight key considerations for aspiring or junior microscopists to contemplate when building a successful research career in biological microscopy.

Defining Work Ethics in the Modern Labour Market: Ethical Competence Criteria Emerging from Technological Development and Moral-Theological Documents

Ethical competence is not an easily defined concept, especially with respect to the job requirements resulting from new technologies and digital transformation of the economy. The present paper attempts to define the competence profile of a worker in knowledge-based economy and workplaces using automation and digital technologies, but in relation to sources from encyclicals and other moral-theological documents. This profile includes specific ethical criteria, which are relevant and valid regardless of the times. Moreover, in the face of technological progress in modern economies, these criteria seem to have the power to influence the effectiveness of work processes. Thus, features such as respect for human dignity, responsibility, honesty, quality, courage, trustworthiness, justice, and secrecy should be considered as key for recruitment and evaluation of human capital in the modern labour market. As these are values mentioned in moral-theological documents, including papal encyclicals, they refer to the essence of human work and ensure that no man is reified.

Exploring nurse mentors' job crafting: A longitudinal study on missed nursing care across student supervision

AimTo compare the job crafting strategies nurse mentors use when mentoring students versus during periods of respite and to assess the effectiveness of these strategies in reducing instances of missed nursing care (MNC). BackgroundNurses who serve as mentors may have to train a group of nursing students on top of their routine nursing duties. The corresponding high workloads and limited resources may force them to decide which nursing care to delay or omit (i.e., MNC). The mentors’ initiative and the actions they take to address the multiple job requirements which do not align with the organization's resources are referred to as job crafting strategies. Mentors can use these strategies to shape their role as nurses as well as their role as mentors, depending on their motives and personality. DesignA longitudinal study with data collected at two time points. MethodsOne hundred nurse mentors completed validated questionnaires assessing job crafting strategies, MNC and work overload while actively mentoring students. Eighty returned for a follow-up during a non-mentoring period three months later. Data analysis included paired t-tests and hierarchical multivariable linear regressions. ResultsNo significant differences were found in MNC between the two points (1.83 SD 0.6 vs. 1.82 SD 0.75; p=0.942). A decrease in hindering demands was noted during active mentoring compared with respite (2.6 SD 0.97 vs. 2.84 SD 0.96; p=0.038). Enhancing structural job resources was significantly negatively correlated with MNC during active mentoring, while enhancing challenging job demands was positively correlated with MNC during these periods (β=0.48, p=0.18 and β=-0.35, p=0.014, respectively). ConclusionNurse mentors can effectively reduce MNC by focusing on enhancing structural resources and limiting challenging demands during mentoring periods. It is essential for healthcare organizations to support nurse mentors with manageable workloads and necessary resources to maintain high-quality care.

Paving the Path to Permanence: Filipino HEI Instructors’ Experience of Balancing Work and Studies in Pursuit of Permanent Teaching Positions

While the Commission on Higher Education of the Philippines mandates graduate degrees for college instructors, the lived experiences of these educators pursuing them amidst demanding schedules and unclear career goals remain under-researched. Hence, this study explored the lived experiences of SUC instructors pursuing graduate degrees as part of the minimum job requirement. Through online posting, a total of 12 participants were recruited from different state colleges and universities in the Philippines. Eight participants were interviewed in-depth, and the other 4 participants had focus group discussions. Themes emerged, focusing on challenges regarding time management issues, an overwhelming workload, and job security concerns. These challenges underscore the urgent need for interventions to support these educators. Regarding their coping mechanisms, they observed help-seeking behavior and strategic rest for well-being. As to their insights, institutional financial support transcends. Conclusively, the main essence of completing their graduate degree is to achieve knowledge to feel empowered and as a path to permanence. These themes highlight the need for a specific intervention addressing time management, career planning, help-seeking behavior, financial literacy, and motivation regulation.

A Study on General Staffing Services and Manpower Providing Services of QUESS CORP LTD. in Ahmedabad

This research paper presents a comprehensive study of general staffing services and manpower providing services offered by Quess Corp in Ahmedabad. The study aims to explore the operational frameworks, client engagement strategies, and service delivery mechanisms that make Quess Corp a significant player in the staffing industry. Through a combination of qualitative and quantitative research methods, including interviews with company executives, surveys of client companies, and analysis of industry reports, the paper delves into the challenges and opportunities faced by the company in the rapidly evolving employment landscape of Ahmedabad. Key findings indicate that Quess Corp's emphasis on technology- driven solutions, robust training programs, and strategic partnerships has significantly enhanced its service efficiency and client satisfaction levels. Additionally, the study highlights the critical role of adaptive workforce solutions in addressing the dynamic needs of businesses in Ahmedabad. The paper concludes with recommendations for leveraging technological advancements and optimizing human resource management practices to further strengthen Quess Corp's market position. Quess Corp’s general staffing services encompass temporary staffing, contract staffing, and permanent staffing solutions. The company’s comprehensive approach ensures that it can meet the diverse staffing needs of its clients, ranging from short- term project-based requirements to long-term strategic hires. The study explores how Quess Corp tailors its services to suit the specific demands of various sectors, including IT, manufacturing, retail, and healthcare. The company utilizes advanced technology platforms to manage its talent pool, ensuring quick and accurate matching of candidates to job requirements. This technological integration is a significant factor in Quess Corp’s ability to deliver high- quality staffing solutions efficiently

Digital Skills of Human Resources: Exploratory Research of Innovations in Enterprises

Background: This study is conducted in the context of the remarkable development of digital technology that has a profound impact on many facets of life, including the comprehensive transformation of abilities and the working style of businesses and the workforce. To survive and develop in an emerging digital society and ever-changing digital environment, workers and business leaders need to equip themselves with the necessary digital skills to adapt to job requirements. Objective: This study explores the current status of the digital skills of human resources and its impact on the level of digital transformation readiness of Vietnamese enterprises. At the same time, the inverse relationship between digital skills and the digital divide was explored for the first time in Vietnam. Methodology: A secondary research method was used to summarize and analyze the results of surveys conducted by Vietnamese government agencies and previous studies to investigate the current status of digital skills of human resources and factors affecting the digital readiness of Vietnamese enterprises in the context of ongoing DX. Results: The results show that the digital skills of enterprise HR are weak, the level of DX readiness is low, and there is a reciprocal relationship between digital skills and the digital divide. The principal findings contribute to policy implications aimed at enhancing digital skills for the workforce and enterprises’ HR, and bridging the digital divide within the population in the long term. Doi: 10.28991/HIJ-2024-05-03-013 Full Text: PDF

Presenting a Framework to Professionalize Health Supply Chain Management.

Many countries have an insufficient supply of adequately skilled supply chain workers to manage health commodities, and no global standards in education or experience exist for the supply chain management (SCM) workforce managing health products. We present a professionalization framework for the health SCM workforce that provides a systematic process that countries can use to standardize and elevate the health SCM profession. In 2019, semistructured interviews were conducted with individuals from 10 leading organizations supporting in-country public health supply chains to explore approaches for an SCM professionalization framework. Interview data were analyzed using direct thematic analysis. Findings were then validated through a validation workshop with 11 individuals from 8 leading SCM organizations. Four associated components of this framework were developed: (1) The Library of Competencies and Designations contains management competencies grouped in 7 domains and supply chain technical competencies assigned to 5 professional designations; (2) The Collection of Roles and Job Descriptions contains 96 sample job descriptions; (3) The Mapping of Education displays the education offerings relevant to each competency across the 5 professional designations; and (4) The Implementation Approach for Health Supply Chains leads project teams to systematically apply these 3 tools in the supply chain context of a country. The SCM Professionalisation Framework provides a valuable tool to increase the supply of and demand for health SCM workers, increasing the recognition and use of SCM professionals within national health systems. Its utilization is a critical step in addressing the current workforce gap, particularly in low- and middle-income countries, and ensuring that the health SCM workforce possesses the right competencies, skills, and qualifications to fulfill its roles. The comprehensive framework can be used by governments, employers, and education institutions to define and align SCM professional standards, competencies, and curricula with job requirements.

Mapping the Occupations of Recent Graduates. The Role of Academic Background in the Digital Era

The progressive robotisation and the introduction of artificial intelligence imply economic and social changes. In this paper, we investigate their impact on the occupations of recent Spanish graduates and examine how graduates with different skills can expect their occupations to be transformed by the digital era. To this end –using a three-step approach—we first map occupations in terms of the level of the transformative and destructive effects of digitalization, and determine which groups are most threatened. Second, we characterize the technological occupational groups according to dimensions related to worker and job requirements, such as abilities, skills and tasks performed. Finally, we explore the influence of educational background on the probability of belonging to each group. The analysis relies on three data sources—the main one being microdata from the Survey on Labour Market Insertion of University Graduates (EILU-2019)—which provide exhaustive information about students’ education and training during and after their degree. Results show that only about 15% of graduates hold jobs that have a high probability of being replaced by machines over the next 10–20 years, although a significant number will still face changes in their occupations that will affect skill requirements. Graduates working in these occupations will need a high level of flexibility if they are to adjust to rapid changes and not be displaced. Moreover, certain features of students’ academic background –such as the field of study or more formal education– play a key role and offer some tips to mitigate possible disruptions in graduate employability.

Workload disparities and their role in the health of migrants and natives in Germany

BackgroundThis study explores the health status differences between migrants and native Germans, focusing on potential disparities in their workloads. Physical and mental workloads can negatively impact individual health. Since various occupations come with distinct health-related patterns, occupational selection may contribute to systematic health disparities among socio-economic groups. Given the generally poorer health of migrants, they might experience systematic workload differences overall.MethodsWe suggest a conceptual framework for the empirical analysis based on the theory of health as a durable good with health consumption and health investment as key parameters. We quantify the role of work tasks, job requirements and working conditions on individual health based on detailed information from the BIBB/BAuA labour force survey 2012 and 2018.ResultsThe empirical results reveal that migrants, i.e. foreigners and German citizens with a migration background, have a higher perception of workload and related health afflictions within the same occupation. Native Germans, on the other hand, experience a higher burden by high job requirements, both physically and mentally. The findings imply heterogeneous health impacts of work for migrants and native Germans due to differences in health consumption.ConclusionsThe analysis shows that migrants report worse health than natives, with stronger negative effects of work-related conditions on their health, both physically and mentally. Women, in general, report poorer health conditions than men. The findings emphasize the importance of promoting human capital to reduce economic and health disparities, though caution is advised regarding affirmative actions for migrants; further research is needed to understand the underlying mechanisms and address these issues effectively.