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Job Matching Experiences of Cotabato State University (CSU) Public Administration students.pptx

Job Matching Experiences of Cotabato State University (CSU) Public Administration students.pptx

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Job Matching Experiences of
Cotabato State University
(CSU) Public Administration
students
Rationale
 Training is one of the most widely used strategies for increasing individual
productivity and boosting job performance in the workplace (Goldstein and Ford
2002 Gupta and Bostrom 2006). The problem has now been answered by academia
through the administration of its OJT program. The ultimate result of on-the-job
training The level of preparation and support provided by both the program and
the host companies may be used to gauge the student-experience. trainee's The
purpose of this study was to examine the Job Matching Experiences of Cotabato
State University (CSU) Public Administration students. A descriptive survey
approach was utilized, which included a questionnaire. Questionnaires, interviews,
and observations were all used. It demonstrated that the institution worked hard to
make its students more competitive, skilled, and successful information technology
professionals.
 Migrants' experiences and decisions regularly surprise
scholarly assumptions. The transnational links maintained by
migrants, in particular, transcend the social scales at which
they are frequently supposed to reside, as well as the
locations in which their integration or assimilation is typically
studied—the neighborhood, the urban labor market, and the
national society. Transnational studies have revealed that
immigrants keep multifaceted ties to their homelands, which
continue to have a substantial impact on the lives of both
migrants and those they leave behind.
Objectives of the Study
 The primary goal of this research is to learn about job matching
experiences among CSU students.
 Specific Objectives
A. Determine the effects of Job Matching and its experience towards the
students
B. Identify the importance of finding a Job
 Education has always been viewed as a tool of achieving economic stability and
growth. The improvement in labor productivity is mostly attributable to an increase
in people's education and training. The country's success and growth would be
considerably enhanced. Depend on the productivity of its human resources, which
are regarded as one of the nation's most valuable assets. Quality education and
intense training are required for students to become skilled and productive
employees when they enter the labor field in order to have a good and competent
personnel resource. It is claimed that education is the key to success. primarily
concerned with exposing kids to the world so that they can pick their hobbies, style
of living, and vocation.
Review Related Literature
 Work Performance
- Work performance is a complex construct, taking into account the changing nature
of work and the organizations themselves. It speak of work performance in terms of
quantity and quality expected from each employee. Thorndike cited by Labadia
(2010) started the process of defining work performance by articulating the
ultimate criterion. This ultimate criterion is a specification of everything that defines
work success across the full domain of specific job. He further explains that the
ultimate criterion is conceptual in nature and cannot be measured. Therefore,
researchers and practitioners use the ultimate criterion as a guide to choosing
indicators of work performance, with the knowledge that they will never fully
capture the entire performance domain.
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Job Matching Experiences of Cotabato State University (CSU) Public Administration students.pptx

  • 1. Job Matching Experiences of Cotabato State University (CSU) Public Administration students
  • 2. Rationale  Training is one of the most widely used strategies for increasing individual productivity and boosting job performance in the workplace (Goldstein and Ford 2002 Gupta and Bostrom 2006). The problem has now been answered by academia through the administration of its OJT program. The ultimate result of on-the-job training The level of preparation and support provided by both the program and the host companies may be used to gauge the student-experience. trainee's The purpose of this study was to examine the Job Matching Experiences of Cotabato State University (CSU) Public Administration students. A descriptive survey approach was utilized, which included a questionnaire. Questionnaires, interviews, and observations were all used. It demonstrated that the institution worked hard to make its students more competitive, skilled, and successful information technology professionals.
  • 3.  Migrants' experiences and decisions regularly surprise scholarly assumptions. The transnational links maintained by migrants, in particular, transcend the social scales at which they are frequently supposed to reside, as well as the locations in which their integration or assimilation is typically studied—the neighborhood, the urban labor market, and the national society. Transnational studies have revealed that immigrants keep multifaceted ties to their homelands, which continue to have a substantial impact on the lives of both migrants and those they leave behind.
  • 4. Objectives of the Study  The primary goal of this research is to learn about job matching experiences among CSU students.  Specific Objectives A. Determine the effects of Job Matching and its experience towards the students B. Identify the importance of finding a Job
  • 5.  Education has always been viewed as a tool of achieving economic stability and growth. The improvement in labor productivity is mostly attributable to an increase in people's education and training. The country's success and growth would be considerably enhanced. Depend on the productivity of its human resources, which are regarded as one of the nation's most valuable assets. Quality education and intense training are required for students to become skilled and productive employees when they enter the labor field in order to have a good and competent personnel resource. It is claimed that education is the key to success. primarily concerned with exposing kids to the world so that they can pick their hobbies, style of living, and vocation.
  • 6. Review Related Literature  Work Performance - Work performance is a complex construct, taking into account the changing nature of work and the organizations themselves. It speak of work performance in terms of quantity and quality expected from each employee. Thorndike cited by Labadia (2010) started the process of defining work performance by articulating the ultimate criterion. This ultimate criterion is a specification of everything that defines work success across the full domain of specific job. He further explains that the ultimate criterion is conceptual in nature and cannot be measured. Therefore, researchers and practitioners use the ultimate criterion as a guide to choosing indicators of work performance, with the knowledge that they will never fully capture the entire performance domain.
  • 7. - Kesseler (2007) conceptualized the criteria in assessing work performance by choosing between subjective and objective methods of appraisal. Subjective methods refer to “soft” criteria such as peer, self, or supervisory ratings. Employment preparation must target improvement of work performance in future employees, as well as the design and delivery of work supports (Brady & Rosenberg, 2002a; Rogan, Banks, & Howard, 2000). In addition, employment assessment systems need to target these two separate, but related dimensions (Brady, Rosenberg, & amp; Frain, 2008). Furthermore, education experts all over the country work tirelessly to identify the salient points or domains needed in line with the vision of transforming the Filipino Teacher into a globally competitive one. Thus, National Competency-Based Teachers Standards (NCBTS) was born and Teacher Work Performance Appraisal was based on it (Cebrian, 2009).
  • 8. - The Teacher Work Performance Appraisal System provides teachers with meaningful appraisals that encourage professional learning and growth. The process is designed to foster teacher development and identify opportunities for additional support. Moreover, the Teacher Work Performance Appraisal framework is divided in seven domains such as diversity of learners, curriculum content and pedagogy, planning, assessing and reporting, learning environment, community linkages, social regard for learning and personal growth and professional development
  • 9.  Job Satisfaction - Job satisfaction is a complex and multifaceted concept, which can mean different things to different people. Job satisfaction is usually linked with motivation, but the nature of this relationship is not clear. Satisfaction is not the same as motivation. "Job satisfaction is more an attitude, an internal state. It could, for example, be associated with a personal feeling of achievement, either quantitative or qualitative." In recent years attention to job satisfaction has become more closely associated with broader approaches to improved job design and work organization, and the quality of working life movement (Buchanan, 2006). Job satisfaction has been defined as, the attitude of an employee toward a job, sometimes expressed as a hedonic response of liking or disliking the work itself, the rewards pay, promotions, recognition, or the context such as working conditions, benefits (Corsini, 1999 cited by Tillman, 2008).
  • 10. The Significant Relationship between Work Performance and Job Satisfaction in Philippines Employment satisfaction reflects an individual's relationship with his or her job. The happier people are in their jobs, the more pleased they are (Wikipedia, the free encyclopedia). Although they are clearly related, job satisfaction is not the same as motivation or aptitude.Job satisfaction is essential for keeping and recruiting talented administrators and teachers in the educational setting. Job satisfaction may be defined as an employee's emotive reaction to a job that is based on a comparison of actual and intended outcomes (Mosadeghrad & Yarmohammadian, 2006). Ayeni and Popoola (2007) give a comprehensive definition of job satisfaction as pleasurable or positive emotional state resulting from the appraisal of ones job or job experience. Job satisfaction is a result of employee’s perception of how well their job provides those things that are viewed as important. Weiss (2002) has argued that job satisfaction is an attitude but points out that researchers should clearly distinguish the objects of cognitive evaluation which are affect the emotion, beliefs and behaviours.
  • 11. References  1. Abele, A., Cohrs, J., and Dette, D. (2006). Integrating situational and dispositional determinants of job  satisfaction: Findings from three samples of professionals. The Journal of Psychology, p.363.  2. Anuar, B., Su @ Busu (2009) A Study of Job Satisfaction among Teachers. http://ep3.uum.edu.my  3. Balle, M. (1997). The effective organization’s workbook. The Mc Graw Hill Companies.  4. Bhutani, I., Flaschner, A., Gill, A., Shah, C. (2010). The relations of transformational leadership and  empowerment with employee job satisfaction: A Study among Indian restaurant employees.  5. Business and Economics Journal Buchanan, K. (2006). Job Performance and Satisfaction. 4 Sep. 2006.  6. Ezine Articles.com http:// ezineartcles. Com Chambers, S. (2010).  7. Job Satisfaction Among Elementary School Teachers. The University of North Caroline at Chapel Hill. http://grad  works.uni.com  8. Cheng, Y., and Ren, L. (2010). Elementary Resource Room Teachers’ Job Stress and Job Satisfaction. Journal of  Intellectual and Development Disability, p.44.  9. Cliflton, R., Kwong, J., and Wang, H. (2010). Rethinking our assumptions about teachers’ job satisfaction in  China and the West. Australian Journal of Educational Research, p.39.  10. Deosthalee, P. G. (2002). Job Satisfaction of Teachers in comparison with non-teachers. Pakistan Journal of  Psychological Research, p.81.