CHAPTER II

REVIEW OF RELATED LITERATURE

Employers have a significant influence on graduates' employability and

preparedness for the workforce. In order to evaluate graduates' work

performance and quality of work, as well as to find any skill or competency gaps,

it is crucial to get employer input. This study aims to explore employers' feedback

on graduates' quality of work and work performance and use the results as

inputs for curriculum enhancement and career development strategies. To

achieve this, a review of related literature (RRL) is necessary to provide a

foundation of knowledge and understanding of the topic and existing gaps in the

literature that this study can address. The RRL will also help to determine the

best research methods and approaches to gather employer feedback data

effectively.

Importance of Employer’s Feedback

In an effort to determine which attributes, approaches, and personality types

are most beneficial to achieving success, researchers are becoming increasingly

interested in what work feedback is as well as the details of success and

leadership. Job feedback aims to change an employee's behavior rather than

judge them. It must emphasize what the person does, not what they are, for it to

be beneficial. It is also an opportunity to review the employee's performance and

see possible areas for improvement.

 According to Steben, R. (2022), Giving employees feedback is crucial since

it helps them feel like they are a part of something bigger. Employees are more

committed to the company's goals and principles when they feel like they are a

share of it. Because it directly affects key performance indicators, including

employee retention, employee morale, corporate culture, and skill development,

employee feedback is crucial for human resources. The outcome of the

graduates' performance is a powerful predictor of their capabilities when they

begin working. Leonard K. (2019) added that to create consistent and unbiased

ways for evaluating employees, business executives must comprehend the main

advantages of employee performance. This makes it easier to identify the

organization's strengths and potential organizational problems.

Employee Attributes

Each job has particular requirements that must be met, as well as the

required experience. Talents play a critical role, which can range from time

management, communication skills, creative skills, and even teamwork. Boykin

Jr. (2016) Schools must be aware of employers' judgments of which skills are

lacking and which traits are most important if they are to prepare kids for life after

school and meet industry demands.

Specific qualities are needed for every business and work position.

However, employers often look for common denominators in their employees.

Companies prefer graduates who can be resourceful as well as propose fresh

concepts for the company, who are trainable or willing to be trained for greater
responsibilities, who work well in teams and can handle a variety of tasks with

ease, and who are goal-oriented and highly concerned with achieving the

company's mission (Laguador, J. M., Ramos L.R., 2014).

While most professionals in the field of career and technical education

would concur that the development of creative thinking, problem-solving, and

communication abilities are all significant instructional aims, other fundamental

talents cannot be disregarded. Employers frequently lament that employees lack

the fundamental employability skills and work ethic necessary for success.

(Georgia Department of Economic Development, 2014; Pratt & Richards, 2014;

Rider & Klaeysen, 2015). Employability skills are the collection of abilities

necessary to obtain and keep a job. They can also refer to the set of fundamental

abilities required for someone to learn professional qualities.

Competitive advantage is a company's capital advantage, which is one of

the key factors influencing its business performance. Management and human

resources are in charge of the recruitment process and the selection of the

legitimate employee. Graduate students think that having high grades is

important in employment because employers prefer an employee with

outstanding academic performance. However, general skills, personality, and

others are the most required attributes in the selection process. Going beyond

academic records is only a matter in the government sector (Velasco, M. 2012).

There are a lot of essential attributes a graduate should possess. Beyond

the fact that someone with this quality has confidence in himself and inspires it
in others, you should search for an employee in a leadership position who is clear

about the aims and aspirations of your organization so that they may act in

accordance with them.

Employability

In order to investigate graduate employability and career

development in an emerging economy, Archer and Davids (2016) carried out a

qualitative research study. The purpose of the study was to determine the

qualities and abilities that graduates possess that are most valued by employers,

as well as the factors that have the most impact on graduates' subsequent

professional lives. According to the findings of the study, employers place a high

value on graduates who have practical experience, skills in networking, and a

positive attitude. These characteristics are necessary for developing meaningful

relationships, adjusting to new environments, and maintaining a positive work

ethic. However, the study also found that graduates lacked certain "soft skills,"

such as critical thinking and communication, which are necessary for efficient

problem-solving, decision-making, and leadership. These skills are especially

important for younger workers.

This study emphasizes the need for graduates to have a well-rounded set

of skills that combines both technical and soft skills and provides insights for

universities in developing relevant curricula and providing opportunities for

students to gain practical experience and soft skills. In addition, the study
highlights the importance of graduates having a well-rounded set of skills that

combines both technical and soft skills.

Cuevas, J. R. P., Ramos, R. M. P., & Villanueva, R. E. (2019). The

Employability Skills of Graduates of the Bachelor of Science in Computer

Science Program: A Basis for Curriculum Improvement and Career

Development Strategies [Employability Skills of Graduates of the Bachelor of

Science in Computer Science Program] 10(5), pages 1-7, International Journal

of Advanced Research in Computer Science. Based on the responses provided

by the graduates' previous places of employment, the purpose of this study was

to determine the employability skills held by graduates of the Bachelor of

Science in Computer Science program. In order to gather information about the

graduates' level of competence in a variety of employability skills like

programming, problem-solving, and teamwork, the research utilized a survey

questionnaire. The findings of the study revealed the discrepancies that exist

between the expectations of employers and the actual competencies of

graduates, particularly with regard to the areas of programming and problem-

solving. These findings served as inputs for enhancing curricula and career

development strategies, with the end goal of improving the graduates' skills and

capabilities.

Bato, C. M., Mercado, E. P., & Belen, R. A. (2016). An Evaluation of

Graduates in Engineering from a State University in the Philippines About Their

Capabilities to Find Work This can be found in the fourth issue of the Asia Pacific
Journal of Interdisciplinary Research, pages 59-65. The purpose of this research

was to evaluate the employability abilities of engineering graduates from a state

institution in the Philippines by analyzing the feedback provided by their previous

places of employment. In order to acquire information regarding the graduates'

level of competency in a variety of employability abilities, such as

communication, teamwork, problem-solving, and technical skills, the research

utilized a survey questionnaire. The findings of the study provided inputs for the

enhancement of the curriculum and the development of strategies for career

advancement. In particular, these results helped improve the graduates' skills

and competencies in areas that needed improvement.

To investigate the connection between graduate employability and

industry-university partnerships, Hidayanto and Supriyanto (2017) carried out a

case study in Indonesia. This research was published in 2017. The purpose of

this study was to investigate the perspectives held by industry partners and

university stakeholders regarding the knowledge and abilities that graduates

require in order to be employable in today's competitive job market. According

to the findings of the study, partnerships between universities and industries play

a significant part in increasing the employability of university graduates by

providing students with practical skills, previous work experience, and industry

insights. The research also revealed that academic programs in colleges and

universities need to be upgraded so that they teach students skills and

information that are relevant to the workplace.

 This study highlights the importance of industry-university partnerships in

enhancing graduate employability and provides insights for universities and

industry partners on how to effectively collaborate in preparing students for the

job market. The study was carried out by the National Center for Education

Statistics (NCES), which is part of the United States Department of Education.

Quality of Work in Terms of Competence

A graduate's employability can be partly evaluated by looking at their

professional competencies. They are also necessary to the academic resume

and crucial to the hiring process. Teijeiro’s (2013) study shows that graduates

are more likely to get employment if their competencies profile meets the

necessary competencies. This is a significant finding because it shows how

effective it is in assisting students in building a set of skills that are compatible

with the demands of the labor market. Knowledge, skills, and attitudes that are

adaptable and multipurpose make up generic competencies. These abilities can

be acquired and developed by individuals in various settings for learning, and

they can then be applied in a wide range of professional and personal

circumstances.

Escobia et al. (2018) carried out a study with the working title "Employers'

Assessment of the Quality of Work and Work Performance of the Graduates of

Business Administration: Basis for Curriculum Enhancement and Career

Development Strategies." The objective of this research was to evaluate the

quality of work and work performance of business administration graduates

based on the comments made by their employers. The purpose of the study was

to give information that might be used to improve educational programs and

formulate career advancement plans.

According to the conclusions of the study, the three most significant talents

that graduates of business administration programs need are the ability to

communicate effectively, think critically, and solve problems. According to the

findings of the study, graduates of business administration schools would benefit

from having a curriculum that included these skills and competencies since it

would increase their employability.

Researchers from Punzalan et al. (2018) conducted a study with the title

"Assessing Employers' Perception of the Quality of Graduates from the

Hospitality and Tourism Management Programs in the Philippines." The purpose

of this study was to determine how employers in the Philippines view the quality

of graduates from hospitality and tourism management programs in the country.

The purpose of the study was to determine both the positive and negative

aspects of the programs, with the end goal of providing inputs for the

improvement of curricula and methods for career development.

The most critical abilities for graduates to possess in order to be successful

in the hospitality and tourist business are those relating to communication,

providing good customer service, and finding solutions to problems. According

to the findings of the study, hotel, and tourist management degree programs

should have their curricula altered to include the aforementioned skills and to
offer students additional opportunities to gain practical experience in order to

hone their existing abilities.

The purpose of the study carried out by Ocampo et al. (2021) was to evaluate

the work quality and work performance of accountancy graduates. The

researchers interviewed 126 business owners and found that technical skills,

communication skills, and critical thinking skills were the most important skills

for graduates of accountancy programs to possess to succeed in their careers.

According to the findings of the study, there is a requirement for the educational

program to include more sector-specific competencies, such as tax preparation

and auditing, in order to better prepare graduates for the requirements of the

labor market.

Quality of Work in Terms of Commitment

Employee commitment is important because it affects whether or not

employees will stay at their positions or perform better. Lee and Chen (2013)

study found that employees’ commitment to their work can be influenced by their

biographical features, including their age, sex, position, education, and

employment status. The study found that long-term employees frequently adopt

a less positive attitude toward their profession, which impacts their dedication to

it, which is also due to their extended tenure at the same position within the

same job.
 People invest time and effort into completing their commitments. Most

people enter into engagements with the idea that they would be reciprocated for

their time, mental effort, and emotional commitment. People believe they will

receive something of worth in return for their commitment. However, when it

comes to work, in return for employees' devotion, businesses would offer

benefits like safe jobs and competitive pay. A commitment weakens when the

person to whom it has been made fails to fulfill the expected deal. The amount

of motivation, which is crucial for inspiring a positive attitude toward the job in

employees, has a significant impact on their level of commitment.

Previous studies indicated that loyalty to one's job and performance had

little to no correlation. That is why Vance (2006) conducted a study investigating

the relationships between employee commitment and job success. The findings

confirmed that performance is not connected to commitment to the employer or

commitment based on identification. Rather, these findings imply that

supervisors and coworkers have a stronger impact on performance than

employer commitments. Employee loyalty to the company is mostly dependent

on their level of productivity and the company's dedication to providing for them.

Quality of Work in Terms of Credibility

Malacad et al. (2016) investigated the effectiveness of industry-education

collaboration on graduate employability by conducting a case study of a large

multi-national company that is based in the Philippines. The purpose of the study

was to investigate the initiatives that companies and universities had taken to
improve the employability skills of graduates and the degree to which such

initiatives had been successful. According to the findings of the study, the

company collaborated with universities to offer internships, training, and

mentoring programs to enhance the employability skills of graduates.

This improved graduates' job readiness and their chances of being

employed in the workforce. This study highlights the importance of industry-

education collaboration in developing the skills that employers require and the

need for universities to provide practical experience and training opportunities

for students. The study also highlights the importance of collaborating with

industry to develop the skills that employers require. In addition to this, it offers

universities guidance on how they can most effectively collaborate with industry

partners in order to develop curriculums that are pertinent to industry needs and

offer opportunities for students to gain practical experience and soft skills.

Quality of Work in Terms of Caring

The study conducted by Lee and Chen (2013) has revealed that motivation

is the key to employees’ success in the workplace. The more motivation

employees have, the more committed they become to the organization. Thus,

motivation is necessary for fostering a good job attitude in the workers. An

organization that does not motivate its employees is bound to lag behind in terms

of competition in the market. Many potential employees are attracted by the

motivating elements that exist in a company, and motivation helps to retain the

existing good workers that the organization has. The results of this study indicate
that motivating employees to enhance their work dedication and attitude toward

their jobs is necessary.

Curriculum

Education is believed to be the backbone of the country and the key to a

nation's progress. According to Md. Mizan (2022), education is essential for

improved living and social advancement. For education to be correctly shaped,

a curriculum is required, and a well-organized schedule for carrying out

educational tasks. The lessons and academic material covered in a course,

program, or school are referred to as the curriculum (The Glossary of Education

Reform, 2015). It also includes all the intellectual, human, and material

resources necessary to adhere to the curriculum design based on current laws.

The curriculum ought to be created to provide graduates with the fundamental

skills demanded in the job (Valdez, 2010).

The primary goal of higher education institutions is to shape the future of

their graduates by creating curricula that meet the needs of the business world.

Each program's curriculum should consider the sectors’ demands to provide

students with a wide range of technical skills through experiences in the

classroom or the workplace (Laguador, J. M., Ramos L.R., 2014). An institution

must have a clear idea of what it wants the students to be able to do by the time

they leave that institution, regardless of the purpose of teaching a particular

subject. By carefully regulating the curriculum, we may move closer to creating

a learning environment that is more productive and has talented and motivated

students.

Stabback (2016) stated that a high-quality curriculum must be inclusive to

enable every student, regardless of ability, race, cultural background, gender,

socioeconomic situation, or geographic location, to realize their full learning

potential. Additionally, every pupil is unique. All students can be encouraged and

supported to do their best. A good curriculum makes room for recognizing each

learner's personal, social, and cognitive capacities and respects differences in

the ways in which children prefer to learn. Not all students are academically

gifted; some will perform better in one domain than they will in another. It will

help teachers guide, support, and inspire every student to reach their full

potential.

Employers, parents, and students should all be seen as significant

stakeholders, albeit for different reasons. Engaging the parent community early

on builds parental commitment to the curriculum as well as to their children's

learning, which is crucial for parents to do in order to support the learning of their

children. Furthermore, parental involvement in their children's education

substantially positively impacts both the children and the parents. Students are,

of course, essential to the success of their learning, and their involvement in the

construction of the curriculum will improve both their engagement with the

curriculum and their dedication to their own learning. Employers can enhance

the curriculum creation process by considering the global relevance of learning.

 These new skills must be produced by education and training systems,

including the fundamental knowledge and abilities that are prerequisites for

joining the workforce and subsequent skill updating. Education systems must

modify their curricula to better prepare students for the types of new professions

that are predicted to be produced and to increase the employability and flexibility

of those already working (Teresa Torres-Coronas, 2014). Creating high-quality

curricula is ongoing and continual, not least because curricula must constantly

adapt to change. Good curricula must keep up with a world where knowledge is

advancing quickly, communication technologies are expanding access to

information, and as a result, students' skill sets are evolving or being created on

a regular basis. Stabback (2016) cleared that this does not imply that curricula

should be changed every three years.

The research conducted by Bridgstock et al. (2019) looked into the

perspectives of both employers and graduates in Australia regarding graduate

employability. According to the findings of the study, employers place a high

premium not only on graduates' previous work experience but also on their

interpersonal, problem-solving, and technical skills. The authors suggested that

educational institutions, such as universities, should make it possible for

students to participate in internships, co-op programs, and industry partnerships

so that they can broaden their skill sets and acquire more practical experience.

They suggested that educational institutions should provide students with

opportunities to develop skills such as critical thinking, creativity, and

adaptability, all of which are highly valued in today's workforce. These

opportunities could be offered in the form of classes at educational institutions.

In addition, educational institutions ought to provide students with a variety of

support services, including career development and mentoring programs, in

order to assist them in improving their employability skills.

As a conclusion, a number of studies have been carried out in order to

investigate the factors that determine the employability of graduates. These

factors include technical skills, soft skills, work experience, communication,

teamwork, problem-solving skills, and practical experience. When it comes to

hiring new employees, businesses place a high premium on college graduates

who have a diverse set of skills and previous work experience.

As a result, educational institutions ought to place a primary emphasis on

the cultivation of students' skills and the provision of opportunities for them to

obtain practical experience through internships, co-op programs, and industry

collaborations. The findings of these studies provide valuable insights into the

inputs that are required to enhance graduates' quality of work and work

performance.

These findings can inform efforts to improve curricula and strategies for

career development. Employers' feedback on the quality of work and work

performance of recent graduates can be used to tailor curricula to meet the

needs of the industry and to develop career development programs that address

the skills gaps identified by employers.

Jamaludin and Azam (2018) investigated the employability of graduates from

accounting and finance programs in Malaysia by conducting a study. According

to the findings of the study, employers place a high premium on graduates

possessing skills in communication, teamwork, problem-solving, and practical

experience when making hiring decisions. In order to improve graduates'

chances of finding work after graduation, the authors suggested that academic

programs be made more focused on the application of learned skills and

information to real-world contexts. They suggested that educational institutions

should provide students with opportunities to participate in real-world projects,

case studies, and simulations, as well as offer classes that are aligned with the

requirements of the relevant industries.

Quality of Education and Quality of Work

In a study by Wicht, A., Muller, N., Haasler, S., and Nonnenmacher, A.

(2019), they determine whether work quality varies depending on a person's skill

set and type of professional training. In a subsequent phase, they aimed to clarify

the impact on job quality of the interplay between educational types and skill

levels. Their findings demonstrate that workers with academic and advanced

vocational training result in better job performance and a higher standard in terms

of pay and employment autonomy than people who have finished their initial

Vocational Education Training (VET). Comparing the two categories with more

remarkable qualifications, academic training was linked to better incomes

compared to advanced professional training. Employees that have advanced

academic or vocational more frequently acknowledge the need for more training

to meet the demands of their jobs. The study yields a conflicting result: First,

basic abilities have been found to influence work quality regardless of

qualification level. On the other hand, education, skills, and training all have a

role in how each person does in the job market. Nonetheless, in Germany, the

degree of Professional qualification based on credentials continues to determine

the caliber of a position.

Camacho, K. C., Chua, M. P., & Espiritu, K. E. (2021) conducted a study

entitled Assessing the Employability Skills and Work Performance of Graduates

of the Bachelor of Science in Nursing Program: Inputs to Curriculum

Enhancement and Career Development Strategies. Based on the information

provided by the participants' former places of employment, this study aimed to

evaluate the employability skills and work performance of graduates of programs

leading to bachelor's degrees in nursing. A survey questionnaire was used in

the research to collect information about the graduates' levels of competence in

a variety of employability skills like communication, patient care, teamwork, and

critical thinking. The findings of the study provided inputs for the enhancement

of the curriculum and the development of career development strategies,

particularly in improving the graduates' competencies in areas that were

identified as needing improvement. The study also identified the top skills

required by employers, which could guide the development of the program's

curriculum if they were taken into consideration.

 The objective of each of the studies referenced above is to evaluate

graduates of various programs in terms of the quality of their work, their

performance on the job, and their employability skills using the information

provided by those graduates' former employers. In order to provide inputs for

the enhancement of curricula and career development strategies, the studies

aim to determine the gaps that exist between the expectations of employers and

the actual competencies possessed by graduates. In general, the studies offer

insightful information that can be helpful to teachers and policymakers in their

efforts to enhance the quality of education and better prepare graduates for the

world of work.

Attitude of Employers to Work

Bowes and Harvey (2016) conducted a comprehensive study to investigate

the perceptions of employers regarding the relevance of graduate skills. Their

goal was to find out how graduates are viewed by employers. The purpose of

the study was to investigate the skills and capabilities that employers look for in

graduates, particularly in light of the fact that the job market is becoming

increasingly competitive. According to the study’s findings, employers place a

high value on subject-specific and technical knowledge, both of which are

required for the effective performance of duties related to a specific job.

However, the research also showed that employers place a strong

emphasis on employability skills such as communication, problem-solving, and

adaptability. These are the kinds of skills that are necessary for effective
collaboration, leadership, and innovation in the workplace. This study

emphasizes the importance of both technical and soft skills for graduate

employability, and it provides universities with insights that can be used to

develop relevant curricula and improve students' employability.

Moore et al. (2016) carried out research with the purpose of determining

whether or not graduate work experience plays a significant role in increasing

graduate employability. The purpose of this study was to investigate the

thoughts held by employers regarding the significance of previous work

experience and practical skills in graduates. According to the findings of the

study, employers place a high value on graduates who have work experience

and practical skills. This is because work experience and practical skills provide

graduates with the opportunity to develop real-world skills and knowledge that

are necessary for the efficient execution of job-related tasks. The study found

that there is a need for universities to collaborate closely with industry partners

in order to provide students with relevant work experience. This can improve

graduates' readiness for the workforce as well as their chances of finding

employment after graduation. This study highlights the significance of work-

related learning in enhancing the employability of graduates and provides

insights for universities and industry partners on how to effectively collaborate

to provide students with relevant work experience. The study was carried out by

the National Center for Education Statistics (NCES).

Employer’s Feedback on their Employee’s Performance

 Employability Skills and Work Performance of Information Technology

Graduates: Employers' Assessment is the title of a study that was carried out by

Loreto and Asuncion (2016). The purpose of this study was for the researchers

to evaluate the employability skills and work performance of information

technology graduates based on the feedback that they received from their

employers. In order to provide inputs for the enhancement of curricula and

career development strategies, the purpose of the study was to identify the gaps

that exist between the expectations of employers and the actual competencies

that graduates possess. According to the findings of the survey, graduates

seeking employment in the field of information technology are particularly in

need of employability skills in the following areas: communication skills, critical

thinking abilities, and teamwork skills. In addition, the research emphasized the

importance of enhancing the course offerings of information technology degree

programs to cater to the business sector's requirements.

A study on the employability skills and work performance of recent college

graduates was carried out by De Vera et al. (2020), and it was based on the

feedback provided by those graduates' employers. The researchers polled 168

employers from a variety of fields and found that critical thinking, problem-

solving, and communication skills were the top employability skills that were

perceived to be lacking among recent college graduates. The findings of the

study pointed to the necessity of enhancing educational programs in order to

teach students more applicable skills that will make them more marketable after

graduation.

Factors Affecting Employee’s Work Performance

Performance on the job is said to be influenced by employability. Job

performance is described as the quantifiable actions, attitudes, and results that

employees do that are related to and progress the organization’s goals

(Casanova, Paguia Jr., 2022). Identifying the employability factors that may

influence job performance will provide graduate students with an understanding

of the critical elements that may confer advantages in their respective job

environments. It will enable them to improve and develop their personal and

professional skills to maximize their chances of success in the workplace.

The findings show that adaptability and self-motivation have a direct impact

on job performance, whereas workplace conditions and management support

have the biggest effects.

It offers a thorough summary of the most recent theories regarding

emotional intelligence in relation to attitudes, actions, and results at work. It

specifically offers empirical support for the relationships between emotional

intelligence and well-being, successful leadership, organizational commitment,

work performance, and job satisfaction. By discussing conceivable moderators

and mediators, which are connected to emotional intelligence, this also offers

useful implications and recommendations for hypothetical future situations.

(Orta, Camgoz 2017)

 Job-related issues have been connected to employee performance. Factors

relating to the job are strategies used by the business to assist the worker in

better understanding the role or tasks they are required to perform. By providing

structure, formality, and employee feedback—these methods aid in improving

the understanding of occupations for all of them. These variables are important

measures of the motivation and commitment of employees. Resolving burnout,

poor autonomy, and a lean organization are among AA's main concerns. One

The scope of work has the important benefit of increasing employee productivity.

Workers might sometimes overemphasize the fictitious duties and abilities

because there isn't a job description. Anitha J. (2017)