Abstract

The implementation of the European Higher Education Area (EHEA), effective in Spain since the 2008-2009 academic year, raised the need for universities to actively commit to employability, but the study of the work trajectory of the new graduates has been practically unattended in Spain. In this paper we analyze the employment details in the three years after graduation of the graduates from the communication programs who finished their studies at the Rey Juan Carlos University (Madrid) between the academic years 2012-13 and 2015-16. Employment period of the analyzed cohorts takes place between 2014 and 2017. The results indicate a deep deterioration of the labor market in the communication sector in 2014, when only 30% of the recent graduates had an occupation according to their training profile one year after graduation. Employment in the sector has been recovering since 2015. In the years following, around 50% of graduates accessed the specific labor market after one year, and specific employment reached almost 70% in the third year after graduation. However, even relying on the stability of their jobs, recent graduates see few options for improvement and professional growth in the communication sector.

Abstract

A partir de la inmersión de la institución Caja de Compensación Familiar Comfenalco Santander seccional Bucaramanga, donde mantienen una unidad de intermediación para el empleo se efectúa un análisis con el propósito de formular una propuesta que mejore el proceso que hace la institución entre solicitantes de empleo y las empresas que ofrecen vacantes. Para lograr este objetivo se realizó una encuesta a funcionarios encargados de cada uno de las etapas del procedimiento conocido internamente como ruta de empleabilidad, y con esta información se construyen estadísticas de eficacia de los procesos y se identifican oportunidades de mejora. Al final se entrega un perfil descriptivo y de indicadores de cómo estos procedimientos funcionan y se dan propuestas estratégicas que permitan mejorar dicha imagen.

RETOS Y DESAFIOS Perspectivas de la Educación y La Empresa

Colección de Investigación en  Educación, Empresa y Sociedad -  ISBN: 978-958-52030-1-3 Editorial EIDEC

Abstract

Despite the spread of automation and new supply chain management paradigms, logistics remains dependent on a rather specific set of skills and competencies, whether for managerial, administrative, or blue-collar jobs, such as trucking or warehousing. This dependence implies that the logistical performance of businesses, industries, and nation states is strongly influenced by the quantity and quality of the workforce. Insufficient resources of a competent and properly trained workforce in logistics adversely affect the quality of service, reduce productivity in sectors dependent on logistics, and ultimately reduce trade competitiveness. While other interventions that affect logistics performance—such as international infrastructures, trade corridors, regulations, and services—have already been reviewed extensively, this report is the first to cover the contributions of human resources and explore how to develop skills and improve competencies, especially in developing countries. The study proposes a framework for the skills needed according to the logistics activity (such as transportation or warehousing) or the type and level of responsibility. Based on several sources, including recent surveys carried out by the World Bank and the Kühne Logistics University, the report uncovers where the skills constraints are according to the type of job or countries. Findings include that logistics is an industry struggling to hire skilled workers, although with differences between developed countries (where trucker shortages are more acute) and developing economies (where managerial shortages are more widespread). Typically, blue-collar logistics jobs have lower status and lower pay than blue-collar jobs in other industries; they are thus less attractive for skilled workers. In developing countries with a potentially available workforce, lack of vocational preparation for careers in logistics means that less-skilled workers are not easily re-skilled. Logistics tasks at the upper end of the occupational hierarchy and those with high information technology content often require an upskilling of employees to keep pace with new technology. Yet the problem is not confined to recruitment. The surveys point to limited resources, money, and staff time allocated to training, especially in developing countries. Realizing the promise of quality jobs from the growth of logistics worldwide requires a coordinated effort by logistics companies, professional associations, training providers, and policy makers. Through a combination of facilitation, regulation, advice, financial instruments, and land use planning, governments can exert significant influence. Document type: Book