| Abstract: | In the master thesis, which is a continuation of our bachelor thesis "Employers' expectations of HR graduates' competences", we explored the possibilities for improving the employability of HR graduates.
Based on scientific and professional literature and publicly available statistical data, we first identified the types of training and then listed the differences between them. We then define the difference between competencies and skills and go on to describe soft and hard skills. This was followed by a definition, types and forms of employment, and a description of youth employment issues in Slovenia and abroad. The theoretical part was concluded with a presentation of trends in HRM.
In the empirical part, we obtained information on employers' requirements in the field of HRM via a job portal. The list of competencies we had compiled was given to students of the final year of HR studies at FOV UM for self-assessment. The results of the survey showed that students' self-assessments of the competencies they were looking for were quite lower than employers' expectations. In addition, we asked students for suggestions on how to improve their employability. We found that a student handbook can be a first step towards influencing the transition from study to employment.
We have made proposals to improve the employability of HR graduates, aimed at individuals, faculties, and the country. We believe that our master’s thesis has contributed to the broader debate on enhancing graduate employability, the need for continuous adaptation of study programmes and curricula, and the development of greater student self-initiative, which will benefit them both in their studies and in other areas of their lives. The findings have also led to the development of a handbook to guide HR students in developing competences for integration into the labour market.
In the master thesis, which is a continuation of our bachelor thesis "Employers' expectations of HR graduates' competences", we explored the possibilities for improving the employability of HR graduates.
Based on scientific and professional literature and publicly available statistical data, we first identified the types of training and then listed the differences between them. We then define the difference between competencies and skills and go on to describe soft and hard skills. This was followed by a definition, types and forms of employment, and a description of youth employment issues in Slovenia and abroad. The theoretical part was concluded with a presentation of trends in HRM.
In the empirical part, we obtained information on employers' requirements in the field of HRM via a job portal. The list of competencies we had compiled was given to students of the final year of HR studies at FOV UM for self-assessment. The results of the survey showed that students' self-assessments of the competencies they were looking for were quite lower than employers' expectations. In addition, we asked students for suggestions on how to improve their employability. We found that a student handbook can be a first step towards influencing the transition from study to employment.
We have made proposals to improve the employability of HR graduates, aimed at individuals, faculties, and the country. We believe that our master’s thesis has contributed to the broader debate on enhancing graduate employability, the need for continuous adaptation of study programmes and curricula, and the development of greater student self-initiative, which will benefit them both in their studies and in other areas of their lives. The findings have also led to the development of a handbook to guide HR students in developing competences for integration into the labour market. |
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