This study focuses on showing the entry level salary expectations of graduating students of De La Salle University in comparison with the actual entry level salaries and if there are irreconcilable discrepancies between the two salaries
This document provides an overview of a research paper on the causes and costs of employee absenteeism. It includes an abstract, introduction, literature review, hypotheses, research methods, data analysis, findings, and conclusions. The research aims to identify the main causes of absenteeism, such as health problems, lack of benefits, and stressful work environments. A questionnaire will be administered to employees to collect primary data on their perceptions. The data will be analyzed using SPSS to understand what is driving absenteeism rates. Preliminary findings suggest age is not a major factor, as respondents were spread relatively evenly across different age groups. Absenteeism is found to cost companies money in lost wages, temporary replacement workers, and reduced productivity
Είναι μία παρουσίαση ενός προγράμματος που έχει ως στόχο να έρθουν τα παιδιά σε επαφή με την παράδοση. Υλοποιήθηκε από παιδιά νήπια και προνήπια του 5ου Νηπιαγωγείου Ηρακλείου.
Performance appraisal is an important part of human resource management used to evaluate and develop employees. This study examines the effectiveness of performance appraisals at Pennar Industries. Data was collected through questionnaires and analyzed using weighted average methods. The results found that 68% of respondents felt appraisals were done effectively and impartially. Suggestions include using more modern appraisal techniques like 360 degree feedback. In conclusion, appraisals are more accepted when linked to rewards, and organizations can further develop employees through training programs.
Παρουσίαση που δημιουργήθηκε για να συνοδεύσει ε την εισήγηση της κας. Μιχαηλίδου Βασιλικής στην εκδήλωση που οργάνωσε για τον εορτασμό της Παγκόσμιας Ημέρας Παιδικού Βιβλίου, με τίτλο ¨Μια ιστορία για την Παγκόσμια Ημέρα Παιδικού Βιβλίου".
This document provides an overview of a research paper on the causes and costs of employee absenteeism. It includes an abstract, introduction, literature review, hypotheses, research methods, data analysis, findings, and conclusions. The research aims to identify the main causes of absenteeism, such as health problems, lack of benefits, and stressful work environments. A questionnaire will be administered to employees to collect primary data on their perceptions. The data will be analyzed using SPSS to understand what is driving absenteeism rates. Preliminary findings suggest age is not a major factor, as respondents were spread relatively evenly across different age groups. Absenteeism is found to cost companies money in lost wages, temporary replacement workers, and reduced productivity
Είναι μία παρουσίαση ενός προγράμματος που έχει ως στόχο να έρθουν τα παιδιά σε επαφή με την παράδοση. Υλοποιήθηκε από παιδιά νήπια και προνήπια του 5ου Νηπιαγωγείου Ηρακλείου.
Performance appraisal is an important part of human resource management used to evaluate and develop employees. This study examines the effectiveness of performance appraisals at Pennar Industries. Data was collected through questionnaires and analyzed using weighted average methods. The results found that 68% of respondents felt appraisals were done effectively and impartially. Suggestions include using more modern appraisal techniques like 360 degree feedback. In conclusion, appraisals are more accepted when linked to rewards, and organizations can further develop employees through training programs.
Παρουσίαση που δημιουργήθηκε για να συνοδεύσει ε την εισήγηση της κας. Μιχαηλίδου Βασιλικής στην εκδήλωση που οργάνωσε για τον εορτασμό της Παγκόσμιας Ημέρας Παιδικού Βιβλίου, με τίτλο ¨Μια ιστορία για την Παγκόσμια Ημέρα Παιδικού Βιβλίου".
This document examines work-life balance among recent MBA graduates based on a survey conducted by GMAC. It finds that the majority of employed MBA alumni report achieving some work-life balance. However, certain groups report lower levels of balance, including women, those in management positions, and those whose employers do not offer work-life programs. The document analyzes correlations between various work-life balance questions and creates a composite work-life balance scale to compare different demographic and employment groups. It finds some groups are more at risk for work-life imbalance.
This document appears to be a student project report on employee absenteeism at Sri Vignaraya Nama Industries in Coimbatore, India. The report includes an introduction that defines absenteeism and discusses its causes and impacts. It outlines the objectives and limitations of the study. The literature review discusses different definitions of absenteeism and prior research studying the relationship between absenteeism and factors like air conditioning, electromagnetic field exposure, and organizational dysfunction. The report appears to analyze absenteeism at Sri Vignaraya Nama Industries and provide findings and suggestions.
The document is a 14 question survey for students about their demographics, education status, study habits, social life, and opinions on balancing social life with education. It collects information such as gender, age, relationship status, involvement in extracurricular activities, time spent studying, and free time activities. Students are also asked about their last exam results, commute time, employment status, and whether they think a relationship could distract from or motivate their education.
Job satisfaction in banking a study of private and public sector banksiaemedu
This study examines job satisfaction among employees in public and private sector banks in India. The document provides background on definitions of job satisfaction and factors that influence it. It outlines the study's objectives to measure and compare job satisfaction levels and contributing factors between public and private bank employees. The methodology section notes that surveys were conducted with 400 employees total across 6 banks to collect data on job satisfaction and its relationship to other variables. Prior literature found job satisfaction correlated with organizational commitment, justice perceptions, and other workplace factors.
This document discusses a study on job satisfaction among employees of State Bank of India in Coimbatore, Tamil Nadu, India. It defines job satisfaction and discusses its key determinants such as pay, the work itself, promotion opportunities, supervision, work groups, and working conditions. Individual factors like education level and age also impact job satisfaction. The nature of the job, including occupation level and job content, as well as situational variables in the organization like working conditions further determine an employee's level of satisfaction. The document explores how meeting employees' expectations across these various factors can increase their overall job satisfaction.
Legal and Regulatory Issues in Human Resource Managementtabbycat24
Human Resource Management covers several key legal and regulatory issues including equal employment opportunity to prevent discrimination, compensation laws regarding minimum wage, overtime pay, and pension protections, labor relation regulations for union formation and bargaining, requirements for employers to ensure employee safety and health, prohibitions against sexual harassment and hostile work conditions, limited employee privacy rights, and the development of organizational policies by HR to educate on compliance with employment laws.
College Can Be Expensive - How Do You Pick the Right One?PayScale, Inc.
These days, college students have more to worry about than what classes to take next semester. Rising tuition expenses, mountains of debt, and the not-so-sunny outlook on the employment prospects of many popular career choices have increased the importance for both parents and future college students to examine their choices more thoroughly than ever before. Before mailing in the applications, use the available data wisely: research which majors have the most potential, and, more importantly, study each school’s return on investment—which is what, ultimately, you’ll earn back from your degree.
The Effect of Educational Factors on Graduate EarningsGregory Pimentel
This document is a student paper that investigates the effect of educational factors on graduate earnings. It summarizes previous research showing a positive relationship between measures of institutional quality (like student-to-faculty ratio and expenditures) and post-graduate earnings. However, the paper notes that affordability and geographic limitations may be more significant determinants of success. It plans to estimate earnings using factors of institutional quality grounded in human capital theory, while controlling for issues of student selection bias.
The document discusses how rising college costs and student loan debt are putting pressure on career services offices to prove the value of a college degree. It outlines the history and purpose of career services, but notes that finding employment after college has become more difficult in today's economy. Student loan debt levels are soaring as the cost of college increases faster than inflation. This is causing families to question the return on investment of higher education. As a result, career services offices face pressure to achieve higher placement rates to justify the cost of college to students and their families. If placement rates are not high, it could lead to lower enrollment and reduced budgets for career services.
Economist Mary C. Daly, Associate Research Director at the Federal Reserve Bank of San Francisco, and Research Associate Yifan Cao explore whether a college degree still translates to higher earnings, and if those extra earnings are enough to make investing in higher education worthwhile. In this essay, find out if you really need a college degree to climb the economic ladder.
ENC 1102 THIS PAPER SPELLED OUT THE POSITION / TUTORIALOUTLET DOT COMalbert0055
ENC 1102 Author Note
This paper was prepared for English Composition 1, taught by Professor Heredia.
Are the High Prices of Attending to College in The United States Worth It? PAYING FOR COLLEGE 2
Abstract This paper spelled out the position of the millions of students that nowadays are struggling
because of the higher prices of attending to college in United Stated.
Study to measure value of cc ed falls short 101413weigansm
A recent study by Nexus Research and Policy Center and the American Institutes for Research aimed to measure the value and return on investment of community college degrees. However, the study relied on self-reported earnings data from PayScale that had issues with representation and accuracy. There was no way to verify if the data was truly representative of graduates or if salaries were reported accurately. Additionally, the study did not adequately control for pre-existing differences between community college students and those who do not pursue further education. As a result, the author concludes the study provides misleading comparisons between community colleges and cannot be used to measure their value or returns.
Faculty salary survey 2013 - Chronicle of Higher EdLaura Pasquini
Faculty salaries at public colleges increased by 1.3% on average in 2012-2013, just matching inflation, while salaries at private colleges rose by 2.4% on average. The gap between salaries at public and private institutions continues to widen, with full professors at public doctoral universities earning on average 35% less than their peers at private universities. Some state universities are struggling to retain top faculty as other institutions offer significantly higher salaries.
This document examines work-life balance among recent MBA graduates based on a survey conducted by GMAC. It finds that the majority of employed MBA alumni report achieving some work-life balance. However, certain groups report lower levels of balance, including women, those in management positions, and those whose employers do not offer work-life programs. The document analyzes correlations between various work-life balance questions and creates a composite work-life balance scale to compare different demographic and employment groups. It finds some groups are more at risk for work-life imbalance.
This document appears to be a student project report on employee absenteeism at Sri Vignaraya Nama Industries in Coimbatore, India. The report includes an introduction that defines absenteeism and discusses its causes and impacts. It outlines the objectives and limitations of the study. The literature review discusses different definitions of absenteeism and prior research studying the relationship between absenteeism and factors like air conditioning, electromagnetic field exposure, and organizational dysfunction. The report appears to analyze absenteeism at Sri Vignaraya Nama Industries and provide findings and suggestions.
The document is a 14 question survey for students about their demographics, education status, study habits, social life, and opinions on balancing social life with education. It collects information such as gender, age, relationship status, involvement in extracurricular activities, time spent studying, and free time activities. Students are also asked about their last exam results, commute time, employment status, and whether they think a relationship could distract from or motivate their education.
Job satisfaction in banking a study of private and public sector banksiaemedu
This study examines job satisfaction among employees in public and private sector banks in India. The document provides background on definitions of job satisfaction and factors that influence it. It outlines the study's objectives to measure and compare job satisfaction levels and contributing factors between public and private bank employees. The methodology section notes that surveys were conducted with 400 employees total across 6 banks to collect data on job satisfaction and its relationship to other variables. Prior literature found job satisfaction correlated with organizational commitment, justice perceptions, and other workplace factors.
This document discusses a study on job satisfaction among employees of State Bank of India in Coimbatore, Tamil Nadu, India. It defines job satisfaction and discusses its key determinants such as pay, the work itself, promotion opportunities, supervision, work groups, and working conditions. Individual factors like education level and age also impact job satisfaction. The nature of the job, including occupation level and job content, as well as situational variables in the organization like working conditions further determine an employee's level of satisfaction. The document explores how meeting employees' expectations across these various factors can increase their overall job satisfaction.
Legal and Regulatory Issues in Human Resource Managementtabbycat24
Human Resource Management covers several key legal and regulatory issues including equal employment opportunity to prevent discrimination, compensation laws regarding minimum wage, overtime pay, and pension protections, labor relation regulations for union formation and bargaining, requirements for employers to ensure employee safety and health, prohibitions against sexual harassment and hostile work conditions, limited employee privacy rights, and the development of organizational policies by HR to educate on compliance with employment laws.
College Can Be Expensive - How Do You Pick the Right One?PayScale, Inc.
These days, college students have more to worry about than what classes to take next semester. Rising tuition expenses, mountains of debt, and the not-so-sunny outlook on the employment prospects of many popular career choices have increased the importance for both parents and future college students to examine their choices more thoroughly than ever before. Before mailing in the applications, use the available data wisely: research which majors have the most potential, and, more importantly, study each school’s return on investment—which is what, ultimately, you’ll earn back from your degree.
The Effect of Educational Factors on Graduate EarningsGregory Pimentel
This document is a student paper that investigates the effect of educational factors on graduate earnings. It summarizes previous research showing a positive relationship between measures of institutional quality (like student-to-faculty ratio and expenditures) and post-graduate earnings. However, the paper notes that affordability and geographic limitations may be more significant determinants of success. It plans to estimate earnings using factors of institutional quality grounded in human capital theory, while controlling for issues of student selection bias.
The document discusses how rising college costs and student loan debt are putting pressure on career services offices to prove the value of a college degree. It outlines the history and purpose of career services, but notes that finding employment after college has become more difficult in today's economy. Student loan debt levels are soaring as the cost of college increases faster than inflation. This is causing families to question the return on investment of higher education. As a result, career services offices face pressure to achieve higher placement rates to justify the cost of college to students and their families. If placement rates are not high, it could lead to lower enrollment and reduced budgets for career services.
Economist Mary C. Daly, Associate Research Director at the Federal Reserve Bank of San Francisco, and Research Associate Yifan Cao explore whether a college degree still translates to higher earnings, and if those extra earnings are enough to make investing in higher education worthwhile. In this essay, find out if you really need a college degree to climb the economic ladder.
ENC 1102 THIS PAPER SPELLED OUT THE POSITION / TUTORIALOUTLET DOT COMalbert0055
ENC 1102 Author Note
This paper was prepared for English Composition 1, taught by Professor Heredia.
Are the High Prices of Attending to College in The United States Worth It? PAYING FOR COLLEGE 2
Abstract This paper spelled out the position of the millions of students that nowadays are struggling
because of the higher prices of attending to college in United Stated.
Study to measure value of cc ed falls short 101413weigansm
A recent study by Nexus Research and Policy Center and the American Institutes for Research aimed to measure the value and return on investment of community college degrees. However, the study relied on self-reported earnings data from PayScale that had issues with representation and accuracy. There was no way to verify if the data was truly representative of graduates or if salaries were reported accurately. Additionally, the study did not adequately control for pre-existing differences between community college students and those who do not pursue further education. As a result, the author concludes the study provides misleading comparisons between community colleges and cannot be used to measure their value or returns.
Faculty salary survey 2013 - Chronicle of Higher EdLaura Pasquini
Faculty salaries at public colleges increased by 1.3% on average in 2012-2013, just matching inflation, while salaries at private colleges rose by 2.4% on average. The gap between salaries at public and private institutions continues to widen, with full professors at public doctoral universities earning on average 35% less than their peers at private universities. Some state universities are struggling to retain top faculty as other institutions offer significantly higher salaries.
The document discusses whether a university education leads to better job prospects and quality of life. It notes that while a degree has traditionally been viewed as important for success, there are some notes of caution:
- While graduates on average earn more over their lifetime, the types of degrees and universities matter, and past performance does not guarantee future outcomes.
- Increasing graduate numbers could lead to oversupply in some fields or time periods, as seen in countries like South Korea.
- Digital Taylorism has standardized some white-collar jobs, allowing them to be done by lower-paid workers overseas or in emerging economies.
- This globalization of skills has weakened the link between education level and earnings potential for many
This document discusses calculating the potential return on investment (ROI) of attending different colleges and universities. It analyzes data on costs, debt levels, earnings of graduates, and other factors to calculate the net present value of attending over 4,500 institutions. It finds that while private nonprofit colleges have higher costs and debt, their graduates earn more on average, leading to higher long-term net present value. The document also notes limitations in strictly financial analyses of college ROI, as investing in education provides lifelong benefits beyond earnings.
This document discusses whether the return on investment of a college education is the same for everyone. It notes that while on average college graduates earn 64% more than those with just a high school diploma, the financial benefits vary significantly based on the field of study. STEM degrees tend to be most lucrative, earning about $1.5 million more over a lifetime compared to $700,000 for humanities degrees. Other factors like the selectivity of the university also impact earnings potential. The document concludes that not all degrees provide equal returns and governments could use student loan policies to incentivize fields that have high social value but low financial returns.
This document summarizes an experimental study that examines educational investment decisions under uncertainty. The study uses a laboratory experiment to model students' enrollment and continuation decisions as profit-maximizing choices made with imperfect information, similar to real-world educational investment decisions. The experiment presents participants with signals about their ability to maximize payoffs and varying levels of information to interpret. The study aims to determine if participants can better infer their optimal choices and maximize profits when given more useful information, especially when prospects are unfavorable. The summary provides relevant background on decision-making under uncertainty, educational investment theory including the concept of option value, and hypotheses that participants will generally make reasonable investment decisions subject to constraints.
This document summarizes a report about EDMC, a for-profit education company, and its workforce trends. It discusses how EDMC has faced declining student enrollment in recent years, which has forced it to cut employees. The document also outlines some strategies EDMC could employ to maximize efficiency amid these workforce trends, such as reducing employee expenses and freezing hiring. Finally, it discusses trends in the for-profit education sector through 2020, predicting program and school closures as well as continued adoption of online learning formats.
The document reviews related literature and studies on tracer studies of graduates. Tracer studies track graduates after they leave an institution to evaluate the quality of education. Previous tracer studies examined employment rates and positions of graduates from various fields including English, journalism, and agriculture. The theoretical framework discusses that a system of people, materials, methods, and equipment work together through various processes and feedback to achieve goals. The conceptual framework illustrates how graduates acquire training and skills through their education that leads to jobs and self-evaluation of their learning.
This document proposes implementing an internship program for the History Department at Eastern Kentucky University (EKU). It notes that while college enrollment is high, not all degrees provide equal job opportunities, as employers desire practical experience. Many humanities graduates struggle with underemployment. The EMC and CMS programs at EKU already have internship models that could inform a History internship program. A survey found History students support such a program. The proposal recommends developing a History internship program that draws from EMC and CMS guidelines and addresses funding to provide History students practical experience and job opportunities.
1
Surname1
Taiyuan Mei
Caitlin Kirkley
English 1A
September 12, 2018
Should Everyone Go to College – Rhetorical Analysis
Education is believed to be the key to success. It is considered a smart investment associated with a number of benefits including earning more money and job satisfaction among others. Higher education is beneficial but may not be a smart investment for those attending it. Stephanie Owen and Isabel Sawhill argue that a college degree should not be a must to everyone. The enormous variation existing in the return to education based on several factors such as the field of study and institution attended among others are some factors to consider when thinking of higher education as a must investment. Despite the positive return on education, higher education may not be a smart investment to everyone. Student should be allowed to choose wisely their postsecondary education to ensure that they fully benefit from their choice. (In thesis, clarify the strength of ethos, pathos, logos in the article.)
Target Audience(no subtitle)
Going for higher education is valuable though it may not be the best investment for all young people who intend to college. Benefits of attending college include improved overall wellbeing and reduced crime among others. As much higher education is valuable, it may not benefit all those who attend it equally. Policymakers who are the target audience should acknowledge the fact that higher education does not equally benefit all those who attend it. They should consider the rate of return as well as variations in rate of return on education before considering it the best investment. Owen and Sawhill illustrate why higher education is not necessarily a smart investment for everyone by focusing on rate of return. They illustrate how variation in the school attended, career chosen, and graduation affect the rate of return on education. The use rhetorical appeals to convince the policymakers that attending college may be a disservice to some students.
Rhetorical Appeals
Logos
The authors use logos to convince policymakers that attending college is beneficial but does not equally benefit all students. They illustrate the benefits of attending higher education by stating the gap that exists in annual earnings between college graduates and high school graduates that is quite appealing. A college graduates working full time should earn $15,000 more than a high school graduate. However, this is not the case because from previous studies, the rate of return for attending an additional year of school is approximately 10%. This means that an individual aged 23-25 years old attending college for four years should earn $12,000 more than a high school graduate on a median earning of $30,000 though it less than what is expected (p.209). Additionally, a research by Hamilton Project indicates that the gap in the earnings grows to $46,500 by age 50. This is a clear indication that investing in college is valuable.
However.
This document discusses the benefits of educational investment in three areas: earnings, employment, and non-market private effects. It notes that education increases earnings potential through greater productivity and experience. Higher levels of education are also associated with greater employment stability, upward mobility, and labor force participation. Additionally, education provides non-financial benefits like better health outcomes and quality of life.
Reward System Variables and Job Satisfaction of Librarians in Academic Librar...Premier Publishers
The general purpose of the study is reward system variables and job satisfaction of librarians in academic libraries in Imo State. The survey research design was used for the study using questionnaire as the instrument for data collection. The study covers the entire population of One hundred and seven (107) librarians in academic libraries in Imo State. One hundred and five (105) copies of the questionnaire were completed and returned for analysis representing 98.1%. The findings showed that when the rate of compensation improves or increases positively, the rate of librarians’ satisfaction increases in direct proportion. Again, as the rate of welfare benefit increases the rate of satisfaction and job commitment increases. The study recommended that compensation should be given to workers both in direct and indirect forms, integrating the two into a package that will encourage the achievement of an organization’s goal. Welfare services should be formulated and implemented in order to encourage workers. The academic libraries should set in motion strategies to address child welfare package to library employees. Prompt payment of salary and salary increment as when due should be given a priority in any organization.
Krista Lynch graduated with an economics degree from UW Oshkosh. Her honors thesis used regression analysis to examine factors that influence employment outcomes for business graduates, finding that having a second business major increases the likelihood of obtaining a job. The article summarizes her methodology and findings in detail.
In the following presentation, app experts has presented some of the most fascinating news and Updates on MBA that a serious MBA aspirant can't afford to miss.
This article serves as an answer to the question ‘Is College Worth It?’, focuses on the benefits of college education and shows how it pays off in the long run. The article also guides you in order to ensure that the time and money you invest in college is worthwhile.
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A Descriptive Study on the Difference between Expected and Actual Entry Level Salary of Graduating Students in De La Salle University
1. DIFFERENCE BETWEEN EXPECTED AND ACTUAL ENTRY LEVEL SALARY 1
A Descriptive Study on the Difference between Expected and Actual Entry Level Salary of
Graduating Students in De La Salle University
Abigail D. Buque & Prabhjot S. Gill
Students, College of Liberal Arts and School of Economics, De La Salle University
February 4, 2014
Abstract
In the Philippines, students enter the tertiary level of education and envision themselves
to complete their chosen degree programs and eventually work with high salaries. Therefore, De
La Salle University (DLSU) students also have this expectation given that DLSU is one of the
so-called “Big Three” universities together with University of the Philippines-Diliman (UP-D)
and Ateneo De Manila University (ADMU). The said universities are believed to produce
graduates who earn more than graduates of other universities. This study, then, focuses on
showing the entry level salary expectations of graduating students of De La Salle University in
comparison with the actual entry level salaries and if there are irreconcilable discrepancies
between the two salaries. Data were gathered from distributing online surveys to ten (10)
graduating students from each of the six (6) out of seven (7) colleges and one (1) school of
DLSU. Moreover, an online survey questionnaire was prepared for fifteen (15) companies from
the cities of Makati, Pasig and San Juan. To further support the conducted online surveys, the
researchers also interviewed a recruitment specialist. The research showed whether DLSU
graduating students do have relatively higher expected salaries than the actual salaries offered by
companies to fresh graduates.
Keywords: entry level salary, actual salary, expected salary, basic salary, work, companies,
perception, students, De La Salle University
2. DIFFERENCE BETWEEN EXPECTED AND ACTUAL ENTRY LEVEL SALARY 2
A Descriptive Study on the Difference between Expected and Actual Entry Level Salary of
Graduating Students from De La Salle University
A salary is a form of periodic payment from an employer to an employee, which maybe
specified in an employment contract. Salary is one of the factors that individuals consider when
finding a job. Effron and Santos (1999) explained that salary is a way to boost employees’ work
effectively. Furthermore, it is also the companies’ way of motivating their employees to work
effectively. Victor Vroom (as cited in Santos, 1999) formulated the “Expectancy Theory”
wherein career decisions of people are based on expected workplace and salary. For this reason,
many aspiring job applicants desire to have a high salary. However, it is inevitable that some
people may not get their desired salary. “Despite a general earnings boost conferred by a degree,
earnings may vary greatly depending on the degree type, age, gender, race or ethnicity, and
occupation of an individual” (Carnevale, Rose & Cheah, 2011). Salary in the contemporary era
has more to do with the invisible hand theory conceptualized by Adam Smith where the average
salary always fall in the equilibrium of supply and demand of labor. Likewise, globalization has
fostered intense competition among domestic and international firms. Strong international
competition constrains businesses from increasing prices even when demand of rises and
unemployment declines (Cacnio, 2012). The idea of a free market where the amount of salary
compensated is decided by firms is an issue for low-paying jobs, most of which are mundane and
repetitive. A minimum wage is enacted to counteract the chance for firms to exploit slave labor.
In line with this, students of De La Salle University have higher expected entry level salaries
compared to the actual starting salaries of their desired work.
3. DIFFERENCE BETWEEN EXPECTED AND ACTUAL ENTRY LEVEL SALARY 3
The word salary originated from the Middle-English word “salarie,” which is derived
from the Latin word “salarium” meaning pension. “Salarium” was deduced from salz or salt;
which was an expensive commodity in the 13th
century. Salary, as defined in Merriam Webster
(2014) is a “fixed compensation paid regularly for services.” In addition to that, Oxford
Dictionary (2014) defines salary as “a fixed regular payment, typically paid on a monthly or
biweekly basis but often expressed as an annual sum, made by an employer to an employee,
especially a professional or white-collar worker.”
Salary has also a direct relationship to work experience. Case, Fair and Oster (2012)
stated that human capital is the stock of knowledge, skills and talents that people possess. It can
be inborn or acquired through education and training. Case, Fair and Oster (2012) also claimed
that people learn their jobs and acquire “firm-specific” skills when they are on the job. Thus, in
most occupations, there is a reward for experience. Pay scale often reflects number of years on
the job, and those with higher experience earn higher wages than those in similar jobs with less
experience (Case, Fair and Oster, 2012). However, college students also expect a relatively
higher entry level salary than the actual entry level salary in the market. Moreover, students with
higher grade average (GPA) expect higher salary than other students. Adams (2013) stated that
large manufacturing corporations like General Motors, Ford, John Deere and Caterpillar recruit
on campus as they all require transcripts upon application of the graduates, because they
graduate consider GPA as a threshold to manage their recruitments. He also added that grades
matter when recruiting students because it is really one of the indications of students’ ability or
competence to the job. In addition, as compensation for those with a college degree continues to
rise, more high school students might choose to go to college an choose careers that are high-
paying (Dohm & Wyatt, 2002). In a study conducted by Brunello, Lucifora and Ebner (2001)
4. DIFFERENCE BETWEEN EXPECTED AND ACTUAL ENTRY LEVEL SALARY 4
labor economists perceive that expected salary and returns to education determines the academic
performance of college students and serves as motivation to attain their chosen degree programs.
The study concluded that European college students expect higher salaries than the actual
salaries given in their respective career choices. Likewise, Accenture Incorporated (2013)
discovered a gap between the graduating students’ expectation about formal training and salary
and the actual setting in the corporate world; only fifteen (15) percent of graduating students
expect to receive a salary of $25, 000 yearly, as compared to thirty-two (32) percent of 2011 or
2012 who are currently employed declared that their salary is $25,000 or less per annum.
Moreover, in a study conducted by the Bank of Montreal Poll (as cited in Wang, 2013) entitled
“Graduate Salary Expectations Unrealistic,” fresh graduates expect a starting of $50,668 which is
higher than $45,000; the average salary of an employee with two-year working experience.
Correspondingly, in a study conducted by The Ministry of Education Singapore (as cited in Job
Central Group Singapore, 2012) forty (40) percent of Engineering graduates expected to earn
S$3,000 to S$3,499 monthly, whereas their actual entry level salary only ranged from S$2,850 to
S$3,000. In Business and Accountancy, their desired salary ranged from S$2,700 to S$3,100,
while their actual salary only ranged from S$2, 500 to S$2, 999. This study concluded that
Singaporeans expected a slightly higher starting salary compared to the actual salaries offered by
companies.
In the Philippines, the Department of Labor and Employment (2013) stated that basic
salary is a financial reward given to employees. It may exclude the following: overtime pay, sick
leave credits, cost-of-living allowances, holiday pay, night shift differential, premium pay, and
other fiscal benefits. Furthermore, according to the Presidential Decree No. 851, all regular
employees working in the private sector are entitled to 13th
month pay; as long as they worked
5. DIFFERENCE BETWEEN EXPECTED AND ACTUAL ENTRY LEVEL SALARY 5
for at least one month in a year. Effron and Santos (1999) stressed that “the flat rate of wages or
salaries is only the beginning of the compensation issue.” Presently, human resource experts use
the term “packages” which comprise of salaries, monetary benefits and non-cash rewards such as
condominiums, company cars, graduate studies scholarships and even stock options. In addition,
Cowling and James (as cited in Effron and Santos, 1999) stated “performance-based
compensation can assist in implementing the strategic goals and policies of the organization, by
rewarding those who meet planning targets applicable to their work.” On that account, Kanter (as
cited in Effron and Santos, 1999) defined the concept of “quiet revolution” in the recent
compensation policies where employers pay based on contribution, not on status. Based on the
salaries posted on Jobstreet from January-March 2013, fresh graduates earn an average of PhP
16,524. Those in Legal Services earn the most, with PhP 22,348 as the average starting salary.
These are just again basic salaries and do not include other forms of compensation. In line with
this, the months of March and April are traditionally known as graduation months in the
Philippines. Every year, during these months, millions of students from all levels of education
receive their completion certificates or diplomas. These fresh graduates, particularly the
university graduates and some of those who completed secondary school, try to find employment
and become part of the country’s labor force. However, not all of these job seekers are able to
find jobs immediately (Cacnio, 2012). Furthermore, schools affect salary and employability of
graduates. Students of UP, ADMU or DLSU are ahead in terms of career because of the financial
investment and caliber secondary educational background to surmount a university known for
excellence, prestige and competition (Dela Cruz, 2013). In an article by Jojo Malig (2013), he
stated that a study conducted by the Commission on Higher Education stipulates “graduates of
the University of the Philippines, Ateneo de Manila University and De La Salle University have
6. DIFFERENCE BETWEEN EXPECTED AND ACTUAL ENTRY LEVEL SALARY 6
a significant head start in their careers compared to graduates of other colleges and universities
nationwide.”
Although there are already studies conducted regarding the difference between the
expected salaries of college students and actual salaries offered by companies, the related
literature were only limited to the international level. It is then the goal of the researchers to
know the expected entry-level salaries of graduating students and the actual salaries given to
fresh graduates in the Philippines. This study is to ensure an added body of knowledge regarding
the expectations of DLSU students on their starting salary levels. Every year, the volatility of the
market increases in terms of stability; thus, every succeeding batch of students finds it more
difficult to get the job that they desire. Nearly 20,000 students apply to DLSU for their
undergraduate studies every year, this number continues to increase since DLSU is one of the top
three (3) universities in the entire Philippines. In the study conducted by QS Quacquarelli
Symonds (as cited in InterAksyon, 2013) QS World University Rankings were as follows: UP
ranked the 380th
university globally, ADMU ranked around from 501st
to 550th
, and DLSU
ranked from 601st
to 650th
. This research would benefit the current student body of DLSU, future
applicants and even other scholars looking forward to conduct research yet. A student’s decision
on what course to take is heavily factored by utility, income and prestige. Income is an important
factor that determines whether a given occupation receives a large supply of workforce; a larger
supply of workforce; a larger increase in a median income results to an increase in the number of
undergraduates applying for degree programs in that same sector according to the conducted by
Ruby Chen and Robert Tian (2009).
7. DIFFERENCE BETWEEN EXPECTED AND ACTUAL ENTRY LEVEL SALARY 7
This study would determine the expected starting salary of graduating DLSU students
and the actual entry-level salary offered by various companies. In line with this, the paper would
like to answer the following research questions:
1. Is there a difference between the expected salary of graduating DLSU students and
the actual salary offered by companies?
2. What is the employers’ perception of fresh graduates from UP, ADMU and DLSU
students?
3. How do universities affect employability and actual entry level salaries?
The researchers chose to utilize both quantitative (survey questionnaires) and qualitative
(interview) research design to answer the research questions. An online survey questionnaire via
SurveyMonkey was answered by ten (10) graduating from each of the six (6) out of the seven (7)
colleges and one (1) school of DLSU namely College of Liberal Arts (CLA), College of
Computer Studies (CCS), College of Science (COS), Ramon V. del Rosario College of Business
(RVRCOB), Gokongwei College of Engineering (GCOE), Br. Andrew Gonzales College of
Education (BAGCED), and School of Economics (SOE). The respondents’ age ranged from 16-
22 years old. The researchers used this method to assess the expected entry level salary. The
survey was composed of ten questions (Q1-Q10). Likewise, the researchers also conducted an
online survey powered by SurveyMonkey to fifteen (15) companies of different fields; five (5)
companies each from the top three (3) cities in Metro Manila with the highest per capita income
namely Makati, Pasig and San Juan. These companies are Axa Philippines, PA Metro Residences
Builders, Bank of the Philippine Islands, HSBC, Banco De Oro, SMDC Development, Herbalife,
Manulife, Pru Life U.K, PhilHealth, Smart Communications, The Health Tube, Samsung
Electronics and Cardinal Santos Hospital. The survey was created to know the real-time entry
8. DIFFERENCE BETWEEN EXPECTED AND ACTUAL ENTRY LEVEL SALARY 8
level salary given to fresh graduates and the actual phenomena in the corporate world. It was
consisted of ten (10) questions (S1-S10). On the other hand, an interview was conducted with (1)
professional to obtain an expert’s view regarding salary and employability. There were ten (10)
interview questions (I1-I10) allotted for the interviewee. The interviewee was Mr. Jaffy Salang
(R1), a Recruitment Specialist at Building Care Corporation. The interview was conducted
through electronic mail (e-mail). All data were collected, presented and discussed in this research
paper. The two sample survey questionnaires, business letter, interview questions and
transcription are all attached in the Appendix.
Table 1 Percentage of the respondents’ CGPA
Answer Percentage
4.000-3.500 4%
3.499-3.000 28%
2.999-2.500 36%
2.499-2.000 32%
1.999-1.500 0%
1.499-1.000 0%
0.0 0%
Table 1 shows the percentage of the cumulative grade point average (CGPA) of
graduating DLSU students. As presented in the table, majority of the respondents has a CGPA of
9. DIFFERENCE BETWEEN EXPECTED AND ACTUAL ENTRY LEVEL SALARY 9
2.999-2.500 which is equivalent of “very good” or “good” based on the grading system of the
university. Moreover, none of the respondents have a CGPA of 1.999 and below. Students of De
La Salle University maintain a high CGPA because it affects employability and entry-level
salary. This coincides with the theory of Rumberger (as cited in Oehrlein, 2009) which expresses
that many employers judge job applicants based on their CGPA; thus one with higher grades gets
his or her desired job easier. In addition, New York University Head of Career Services Trudy
Steinfeld (as cited in Adams, 2013) stresses that organizations like investment banks,
professional service firms and pharmaceutical companies care most about grades.
Table 2 Percentage of the respondents’ effort put in to school work
Answer Percentage
Excellent 0%
Very Satisfactory 24%
Satisfactory 52%
Minimal effort 20%
No effort 4%
Table 2 shows the effort put in to school work by graduating DLSU students. As can be
drawn in the table, 52 out of 100 respondents answered that their effort is “satisfactory.”
Moreover, none of the respondents answered “excellent.” This coincides with the study
conducted by Misra and McKean (2000) which claims that most university students are always
10. DIFFERENCE BETWEEN EXPECTED AND ACTUAL ENTRY LEVEL SALARY 10
preoccupied. Probably, graduating DLSU students balance academics, extra-curricular activities
and leisure management; thus their attention is not fully devoted to one aspect of their college
life.
Table 3 Percentage of respondents who want to work immediately after graduating from college
Answer Percentage
Yes 56%
No 44%
Table 3 shows the percentage whether the respondents want to immediately work after
graduation or not. As seen in the table, fifty-six (56) percent of the respondents want to work
immediately while forty-four (44) percent do not want to. Working immediately after finishing a
bachelor’s degree is a very personal decision. Fresh graduates explore different options on what
to do after graduation. Others choose to have a vacation, rest or take further studies instead of
getting a job. Hence, not all graduating DLSU students opt to work immediately.
Table 4 Percentage of respondents who plan to take up further studies
Answer Percentage
Yes 72%
No 28 %
Table 4 shows the percentage of graduating DLSU students who plan to take up further
studies. As shown in the table, majority of the graduating DLSU students desires to study in
graduate school. U.S. Census Bureau (as cited in Hall, 2008) showed that having a higher
11. DIFFERENCE BETWEEN EXPECTED AND ACTUAL ENTRY LEVEL SALARY 11
educational attainment results to higher lifetime earnings. A high school graduate receives an
average of $1.2 million, a college undergraduate earns $1.5 million, an associate degree holder
earns an average of $1.6 million, a bachelor degree holder receives around $2.1 million and a
master’s degree holder earns an average of $2.5 million. Likewise, Higgins (as cited in Kiger,
2009), stated that some students attending graduate school have been laid off or have been
required by employers to learn additional skills and techniques. In line with this, DLSU
graduating students probably believe that pursuing graduate studies is needed to climb up the
corporate ladder.
Table 5 Percentage of where respondents plan to work
Answer Percentage
Big corporations (i.e. Unilever, Unilab, Procter and Gamble) 56%
Government agencies and institutions (i.e. Department of Transportation and
Communications, Department of Justice)
16%
Hospitals or clinics 0%
Law firms 8%
Banks and other financial institutions 8%
Family business 8%
Educational institutions 4%
Table 5 shows the percentage of where respondents plan to work in the future. Majority
of the respondents desire to work in big corporations such as Procter and Gamble, Unilab and
12. DIFFERENCE BETWEEN EXPECTED AND ACTUAL ENTRY LEVEL SALARY 12
Unilever. It seems that graduating DLSU students want to work in a prestigious organization
since they want to reap the results of investing in a good quality tertiary education. Moreover,
none of the respondents answered they want to work in hospitals and clinics. This is because De
La Salle University is widely known as a business and engineering school. It offers few medical
courses compared to other leading universities such as University of the Philippines and
University of Santo Tomas. Hence, most of DLSU students are interested to work in corporate
setting.
Table 6 Percentage of ranking factors that motivates respondents to work
Answer Percentage
financial
independence
48% 8% 24% 12% 8%
100 3.00
passion 12% 44% 20% 16% 8%
100 2.57
power and
influence
16% 24% 28% 24% 8%
100 2.35
serve others 16% 16% 20% 36% 12%
100 2.14
Table 6 shows the percentage of ranking factors that motivates respondents to work. As
can be deduced in the table, forty-eight (48) percent ranked financial independence first among
the given factors in the survey. In line with this, Santos (1999) defined motivation as the
employers’ duty to influence workers to perform more effectively; thus resulting to the
achievement of common goals. Moreover, McClleland (as cited in Santos, 1999) theorized that
people, in general have three acquired-needs namely power, achievement and affiliation. In a
report from the Social Issues Research Centre (2009) entitled “Young People and Financial
13. DIFFERENCE BETWEEN EXPECTED AND ACTUAL ENTRY LEVEL SALARY 13
Independence,” a recent trend in the 21st
century of increased financial independence of British
individuals aged 18-25 years old was discovered. Moreover, parents obligating children to
become completely or partially independent has become a norm. Likewise, in a study conducted
by Charles Schwab (2009) entitled “Young Adults & Money Survey Findings: Insights into
Money Attitudes, Behaviors and Concerns of 23- to 28-Year-Olds,” fifty-three (53) percent of
the respondents stated that they are “very concerned” about their future financial status. Hence, it
can be drawn that graduating DLSU students desire to become financially independent on a
young age.
Table 7 Percentage of respondents’ expected entry-level salary
Answer Percentage
below PhP 10,000 4%
PhP 10,000 to PhP 20,000 24%
PhP 21,000 to PhP 30,000 32%
PhP 30,000 to PhP 40,000 24%
PhP 40,000 to PhP 50,000 4%
PhP 50,000 or higher 12%
Table 7 shows the expected entry-level salary of graduating DLSU students. As shown in
the table, thirty-two (32) percent of the respondents answered they expect a salary of around PhP
14. DIFFERENCE BETWEEN EXPECTED AND ACTUAL ENTRY LEVEL SALARY 14
21,000 to PhP 30, 000. In addition, the choice PhP 10,000 to PhP 20,000 and PhP 31,000 to PhP
40,000 both garnered twenty-four (24) percent. In line with this, Jobstreet (2013) posted the
average entry-level monthly salaries for various fields: PhP 20,592 for real estate, PhP 19,776 for
the performing arts, PhP 19,518 for aircraft maintenance, PhP 19,180 for publishing, PhP 19,062
for accountancy, PhP 19,769 for customer service, PhP 20,776 for education, PhP for 20, 962 for
corporate strategy, PhP 20,946 for personal assistance and PhP 23,348 for legal services. Thus,
most graduating DLSU students expect higher salaries of around PhP 10, 000 more than the
actual salaries offered by firms.
Table 8 Percentage of respondents’ expected salary when they are in the peak of their careers
Answer Percentage
PhP 0 to PhP 50,000 4%
PhP 50,000 to PhP 100,000 16%
PhP 100,000 to PhP 250,000 32%
PhP 250,000 to PhP 500,000 20%
PhP 500,000 above 28%
Table 8 shows the expected monthly salary of graduating DLSU students once they reach
the peak of their careers. As shown in the table, majority of the respondents expects a salary of
around PhP 100,000 to PhP 250,000. Graduating DLSU students expect that through further
education, work experiences and new-acquired skills and knowledge, their future salary
gradually increases. The Bureau of Local Employment (as cited in Rodriguez, 2013) conducted a
study about the highest paying jobs in the Philippines. Art director tops the list, with an average
of PhP 69,286 per month. Geologist ranks second with an average monthly salary of PhP 64,
889. In addition, in an annual report conducted by Jobstreet (2013) managerial jobs in various
15. DIFFERENCE BETWEEN EXPECTED AND ACTUAL ENTRY LEVEL SALARY 15
industries earn a monthly average of PhP 50,000 to PhP 120,000 depending on the field of
career. Managers in the technical support service earn the highest, with an average of PhP
115,000 per month. In the senior managerial positions, salary ranges from PhP 150,000 to PhP
255,000 monthly. Senior managers in quality control, logistics, information technology and
pharmacy earn the highest. Hence, the desired salaries of graduating DLSU students when they
achieve the peak of their careers are within realm of possibility in the senior managerial level.
Table 9 Percentage of respondents’ expected benefits aside from basic compensation
Answer Percentage
Travel allowance 24%
Food allowance 12%
Transportation allowance 12%
Insurances 52%
Table 9 reveals the expected benefits aside from basic compensation of graduating DLSU
students. As shown in the results, majority of the respondents expects companies to provide
insurances with a percentage of fifty-two (52) percent. There are different kinds of insurances
but health, education and life insurances are the most essential. “Having health insurances
because coverage helps people get timely medical care and improves their lives and health”
(Bovbjerg & Hadley, 2007). As for educational plan, it covers the primary to tertiary education
of children. It protects parents from high and unexpected costs of tuition and miscellaneous fees.
In addition, Smith (2012) explains that people need life insurances because of the following
advantages: additional financial security, peace of mind, inheritance to the younger generation,
payment for debts and protection of immediate family members. Moreover, this is further
16. DIFFERENCE BETWEEN EXPECTED AND ACTUAL ENTRY LEVEL SALARY 16
supported by I6, in which R1 stated that UP, ADMU and DLSU students ask for additional
monetary benefits such as leave credits, gasoline allowances, and dress allowances. Thus, it
concludes that graduating DLSU students desire other benefits aside from basic compensation.
Table 10 Percentage of the companies’ operation span
Answer Percentage
less than a year 0%
1-10 years 33%
11-20 years 33%
21-30 years 20%
31-40 years 14%
41-50 years 0%
more than 50 years 0%
Table 10 shows the operation span of the company respondents. The option “1-10 years”
and “11-20 years” both garnered thirty-three (33) percent. Most of the companies are considered
“young” based on a normal lifespan of corporations. In an article posted on Bloomberg
Businessweek (2002) entitled “The Living Company: Habits for Survival in a Turbulent
Business Environment,” the average life span of companies is around forty (40) to fifty (50)
years. Moreover, according to Yale University Professor Richard Foster (as cited in Gittleson,
2012) the average lifespan listed in the S&P index of most outstanding companies in the United
States decreased by fifty (50) years. In 1920, the average lifespan of companies is sixty-seven
years. In 2012, the average lifespan has become fifteen (15) years. This phenomenon in the
17. DIFFERENCE BETWEEN EXPECTED AND ACTUAL ENTRY LEVEL SALARY 17
United States and other western countries happens because economic activities in Asia are very
booming.
Table 11 Percentage of hired applicants annually
Answer Percentage
1-25 % 100%
26-50 % 0%
51-75 % 0%
76-100 % 0%
Table 11 shows the percentage of hired applicants annually. All of the companies hire
only one (1) to twenty-five (25) percent of the job applicants. Perhaps this is the reason why
employment has become more competitive for both neophyte and experienced applicants.
Moreover, this is supported by I4, wherein R1 stipulates that applicants need to pass pre-
employment examinations and interview. Hence, applicants really compete for particular job
positions.
Table 12 Percentage of companies which prefer students from UP, ADMU and DLSU over other
universities
Answer Percentage
Yes 53.3%
No 13.3%
It does not matter 33.3%
18. DIFFERENCE BETWEEN EXPECTED AND ACTUAL ENTRY LEVEL SALARY 18
Table 12 presents the companies’ preference regarding the universities where job seekers
come from. Most of the companies favor graduates of UP, ADMU and DLSU. Companies
believe that students from these universities are holistically developed based on national and
global rankings. In the official website of the Ateneo de Manila University, Crisostomo Ala
(2010), a Compensation Analyst in Birches Group LLC stated, “The Ateneo has helped me in
my employment not only by giving me the necessary skills and knowledge to become competent
in the labor market, but also by training me in critical thinking which, in my opinion, is the most
useful faculty in performing delegated tasks.” In line with this, an article entitled “Prioritizing La
Salle Graduates in the Work Force” by Carina Cruz and Rafael Tan (2013) stipulated that DLSU
alumni believe that companies set standards and choose graduates who received education from
the most prestigious universities nationwide. Furthermore, Dr. Bonnet (as cited in Cruz & Tan,
2013), a DLSU Job Placement Coordinator, conducted a study entitled “Employer’s Feedback on
Lasallian Graduates.” The said study discovered that DLSU graduates emanate “proficient
communication skills and technical competencies in the manufacturing and engineering
industries.” In addition, Effron and Santos (1999) expressed that many companies look for
highly qualified students from excellent universities such as UP, ADMU, DLSU and UA&P and
recruit them in the corporate world. In line with this, R1 stated that UP, ADMU and DLSU are
“well renowned universities in the country. They offer the most qualified and competent
candidates.” Therefore, graduates from UP, ADMU and DLSU have a head start in terms of
employability.
Table 13 Percentage of employees who stay in the company for more than a year
Answer Percentage
19. DIFFERENCE BETWEEN EXPECTED AND ACTUAL ENTRY LEVEL SALARY 19
1-25 % 20%
26-50 % 53.3%
51-75 % 26.6%
76-100 % 0%
Table 13 shows the percentage the employees who stay in the company respondents for
more than a year. As shown in the table, fifty three point three (53.3) percent of the companies
answered “26-50 %.” In addition, none of them answered “76-100%”. The turnover rate of the
companies is moderate. A significant number of employees leave the company after a year of
employment. Hence, it is required for these companies to hire a number of new employees
annually.
Table 14 Percentage of main reason why employees resign from the firm
Answer Percentage
Compensation related issues 0%
Disasters, death of a loved one, suffering from illnesses 0%
New working opportunities 100%
Table 14 shows the percentage of main reason why employees leave the company
respondents. As presented in the table, all of the companies answered “new working
20. DIFFERENCE BETWEEN EXPECTED AND ACTUAL ENTRY LEVEL SALARY 20
opportunities.” In line with this, Meghan Casserly (2013) stated that most employees look for
five things when seeking new jobs: stability, compensation, respect, healthcare benefits and
balance. When one of these factors are lacking, employees are unhappy. Moreover, R1 stated
that “The most common reasons why employees resign are: a greener pasture, better working
opportunities, proximity of the job, work environment, and willingness to work abroad.”
Therefore, employees resign primarily because of unmet expectations from the company or new
working opportunities.
Table 15 Percentage of average monthly entry level salary offered to new employees
Answer Percentage
PhP 20, 000 and below 86.6%
PhP 21, 000 to PhP 30, 000 13.3%
PhP 31, 000 to PhP 40, 000 0%
PhP 41, 000 to PhP 50, 000 0%
more than PhP 50, 000 0%
Table 15 presents the average entry-level salary offered by companies to new employees.
As presented in the table, most of the companies offer PhP 20,000 and below as starting salary.
This is parallel to the average entry-level salary reported by Jobstreet (2013) which ranges from
PhP 19,000 to PhP 23,000. Moreover, in I5, R1 stresses that all new employees receive the same
amount of entry level salary. Job applicants from UP, ADMU and DLSU are not given additional
21. DIFFERENCE BETWEEN EXPECTED AND ACTUAL ENTRY LEVEL SALARY 21
basic compensation. Hence, most of the company respondents follow the average entry level
salary in the Philippines.
Table 16 Percentage of occurrence of an employee threatening to leave based on compensation
related issues
Answer Percentage
Yes 6.6%
No 93.3%
Table 16 shows the percentage of an employee threatening to leave based on
compensation. As concluded in the table, only one (1) out of fifteen (15) companies had an
incident of an employee threatening to leave because of salary issues. Consequently, Effron and
Santos (1999) explained the bargaining theory of wages, wherein an employee or a group of
employees have the right to request or demand a higher salary in systematic process. In addition,
employees have unions where representatives raise all their concern to the administration. Hence,
employees do not feel the need to threaten employees that they will leave the company if their
compensations do not increase.
Table 17 Percentage of companies who look upon on applicant who demand higher
compensations
Answer Percentage
Yes 80%
No 20%
22. DIFFERENCE BETWEEN EXPECTED AND ACTUAL ENTRY LEVEL SALARY 22
Table 17 shows the percentage of companies who look upon on applicant who tries to
demand a higher pay. As can be seen in the table, eighty (80) percent of the companies try to
compromise when a job applicant demands for a higher pay. However, a job applicant should be
qualified to receive his or her desired based on working experience, educational background,
training, acquired skills and salary history. Moreover, Effron and Santos (1999) stressed that
employers do not have full control over the wages or salaries they offer. Both employer and
employee organizations fix salaries. Hence, the company respondents follow the norm in an
imperfect labor market.
Table 18 Percentage of how often companies increase compensation of their employees
Answer Percentage
Every 1-6 months 20%
Every 7-12 months 53.3%
Every 13-18 months 26.6%
Every 19-24 months 0%
Table 18 shows the percentage of how often companies increase the salary of their
employees. As shown in the table, eight (8) out of fifteen (15) company respondents increase
their employees’ salary every seven (7) to twelve (12) months. This coincides with the statement
of Jenkins (n.d.) that companies increase salaries every six (6) months to one (1) year based on
performance reviews. These performance reviews must be written clearly, objectively and
23. DIFFERENCE BETWEEN EXPECTED AND ACTUAL ENTRY LEVEL SALARY 23
concisely. Moreover, Effron and Santos (1999) state that rewards in term of compensation
should be reviewed every year. In line with this, R1 answered in I7 that “Well, our company has
a yearly salary increase depending on the Annual Performance Appraisal and the company's
Return of Investment (ROI).”
Table 19 Percentage of companies which think Philippines offers higher compensation
Answer Percentage
Yes 26.6%
No 73.3%
Table 19 shows the percentage of the companies’ perception of the compensation rate in
the Philippines. As shown in the table, eleven (11) out of fifteen (15) company respondents
believe that the Philippines offers lower compensation rate compared to other countries. In a
study conducted by U.S. Department of Labor Bureau of Labor Statistics (2012), the Philippines
only have $2.01 hourly compensation cost, the least of the thirty-four (34) countries included in
the research. However, according to Sushil Bhasin (2011) of AON Hewitt, the Philippines is the
second country in the Southeast Asian region with the highest projected salary increase at seven
point five (7.5) percent. In addition, as a developing country, the salaries in the Philippines are
relatively lower compared to first world countries.
Overall, the data gathered from the surveys and interview consolidated three results
which are significant in this research. These three findings strengthened the thesis statement
which asserts that graduating DLSU students expect higher entry level salaries than what are the
actual entry level salaries offered by most work places.
24. DIFFERENCE BETWEEN EXPECTED AND ACTUAL ENTRY LEVEL SALARY 24
1. Graduating DLSU students have higher entry level salary expectations than actual
entry level salaries offered by companies.
2. Employers favor UP, ADMU and DLSU graduates more on the national average
when it comes to employability.
3. Companies do not offer higher entry level salary for the reputation of a prestigious
university; they evaluate the student’s performance before assessing what
compensation to give to the applicant.
The results show that forty (40) percent of graduating DLSU students overestimates their
entry level salary by fifty (50) percent up to based on table 7 and table 15. This could have
repercussions on DLSU students once they find out what their entry level salary would be. A
student experiences offset in the goals planned. Moreover, one thinks about what to do with their
inflated ideal starting salary. Another interesting finding in this research was that based on the I5,
where R1 cleared the notion that graduates from either UP, ADMU or DLSU are entitled to
higher entry level salaries is false. One reason why students from the big three universities are
employed faster and receive higher salaries is because most of the competitive and qualified
students apply to the top universities. UP, ADMU and DLSU students are able to maximize the
advantages of being in an outstanding university such as academic excellence, top-notch
professors, merit scholarships and limited class size (The Pros & Cons of Private Colleges, n.d.).
These students continue to improve even more while undergoing world tier academic studies.
This eliminates the past notion that the name of the university alone would be enough to dictate a
person’s salary, instead salary is based on the applicant’s qualifications which is to be reviewed
by the employer.
25. DIFFERENCE BETWEEN EXPECTED AND ACTUAL ENTRY LEVEL SALARY 25
The results are significant mostly to college students and employers because this research
corrects misconceptions in both parties. College students are given a full disclosure on what their
future actual entry salaries are and how their respective universities affect it. On the other hand,
employers learn from this research how college students assess their self-worth in terms of
salary. It is clear in this research that there are still college students who are not in line with what
they would be getting once they have graduated from college. However, this analysis only
considered college students in the Philippines who would be working locally and not as
expatriates. A few other points that should be noted on what the scope of this research are the
following:
1. The surveyed population of students is too small to make strong points.
2. Expected entry level salaries vary between different majors across the surveyed
population.
3. The researchers were not able to conduct online surveys to multinational corporations
such as Colgate Palmolive, Unilever and Procter and Gamble which most DLSU students
desire to work.
In line with the said limitations, in future scholars might opt to increase the student and
company population survey to better encapsulate demographics. If given a longer time, future
scholars could also conduct surveys to UP and ADMU students. Moreover, the future researchers
could conduct surveys to top organizations from various disciplines such as education,
transportation and communications, engineering, medicine and export management. Likewise, it
would also be beneficial to interview more experts in the field of human resource management to
further support the gathered data. To grasp a wider perspective, it is highly recommended for
future researchers to interview a behavioral science expert why students from premier
26. DIFFERENCE BETWEEN EXPECTED AND ACTUAL ENTRY LEVEL SALARY 26
universities believe that they are entitled to higher entry level salaries compared to other job
applicants.
In conclusion, graduating DLSU students expect higher entry level salaries than the
actual entry level salaries offered by most companies in the Philippines. This is proven by the
research survey conducted on the students and companies. This research is significant not just for
DLSU students but also for other university students and employers because they are the
variables in this research design. Students will acquire more awareness in their compensation
plans and act accordingly to it. Moreover, graduates from UP, ADMU and DLSU have a head
start in terms of employability. However, it is found in this research that employers do not
determine salary based on the universities but in the skills and knowledge an applicant has.
27. DIFFERENCE BETWEEN EXPECTED AND ACTUAL ENTRY LEVEL SALARY 27
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Appendix A
Sample Student Survey
Greetings! We are Abigail Buque and Prabhjot Gill, freshmen students from De La Salle
University. Please take time to answer our survey questionnaire for our Basic Research Skills or
English for Specific Purpose class. Thank you very much.
Name (optional): ____________________ Age:________ Sex:__________
Instructions: Please encircle the letter that corresponds to your answer.
1. What is your degree program? ________________
2. What is your CGPA?
4.000-3.500 3.499-3.000 2.999-2.500 2.499-2.000 1.999-1.500 1.499-
1.000 0.0
3. How much effort do you put in your school work as of the moment?
Excellent Very Satisfactory Satisfactory Minimal effort No effort
4. Do you immediately want to work after graduating from college?
Yes No
5. Do you plan to take up further studies?
Yes No
6. Where do you plan to work?
Big corporations (i.e. Unilever, Unilab, Procter and Gamble)
Government agencies and institutions (i.e Department of Transportation and Communications,
Department of Justice)
Hospitals or clinics
Law firms
Banks and other financial institutions
Family business
Educational institutions
Others: (please specify) _____________________________
7. What is your main motivation to work in the future? Rank 1-4
__ Financial independence __ Passion __ Serve others __ Power and Influence
8. What is your expected salary at your first year of work?
below PhP 10,000
PhP 10,000 to PhP 20,000
PhP 21,000 to PhP 30,000
PhP 30,000 to PhP 40,000
PhP 41,000-50,000
Others: (please specify) _______________________
33. DIFFERENCE BETWEEN EXPECTED AND ACTUAL ENTRY LEVEL SALARY 33
9. What is your expected salary once you have reached your peak salary?
Php 0 to Php 50,000
PhP 51,000 to PhP 100,000
PhP 101,000 to PhP 250,000
PhP 251,000 to PhP 500,000
PhP 501,000 above
Other (please specify)_________________________
10. What other benefits are you expecting aside from your monthly basic salary and basic
compensations (i.e. 13th
month pay, sick leave, etc)?
Travel allowance
Food allowance
Transportation allowance
Insurances
Other (please specify)__________________________
34. DIFFERENCE BETWEEN EXPECTED AND ACTUAL ENTRY LEVEL SALARY 34
Appendix B
Sample Company Survey
Greetings! We are Abigail Buque and Prabhjot Gill, freshmen students from De La Salle
University. Please take time to answer our survey questionnaire for our Basic Research Skills or
English for Specific Purpose class. Thank you very much.
1. How long has this company been operational?
less than a year
1-10 years
11-20 years
21-30 years
31-40 years
41-50 years
more than 50 years
2. How many of the total applicants do you hire annually?
1-25 %
26-50 %
51-75 %
76-100 %
3. Do you prefer applicants who either graduated UP, ADMU or DLSU than those who
graduated from other universities and colleges?
Yes
No
It does not matter
4. What percentage of employees stays in this company for more than a year?
1-25 %
26-50 %
51-75 %
76-100 %
5. What is the main reason why employees resign from this firm?
Compensation related issues
Disasters, death of a loved one, suffering from illnesses
New working opportunities
Others (please specify):_____________________
6. What is the average entry level salary you offer to new applicants?
PhP 20, 000 and below
35. DIFFERENCE BETWEEN EXPECTED AND ACTUAL ENTRY LEVEL SALARY 35
PhP 21, 000 to PhP 30, 000
PhP 31, 000 to PhP 40, 000
PhP 41, 000 to PhP 50, 000
more than PhP 50, 000
7. Has there been any occurrence of employees threatening to leave the company if they do
not receive an increase in their compensation?
Yes
No
8. If an applicant tries to demand for a higher pay, would this act seem as something that
should be looked upon on?
Yes
No
9. How often do you increase the salary of your workers?
Every 1 to 6 months
Every 7 to 12 months
Every 13 to 18 months
Every 19 to 24 months
10. Do you think Philippines offers high compensation rate compared to other countries?
Yes
No
36. DIFFERENCE BETWEEN EXPECTED AND ACTUAL ENTRY LEVEL SALARY 36
Appendix C
Sample Business Letter
March 14, 2014
Mr. Jaffy T. Salang
Recruitment Specialist
Building Care Corporation
Mandaluyong City
Dear Sir Salang:
Greetings!
We are Abigail Buque and Prabhjot Gill, freshmen students at De La Salle University. Currently,
we are writing our research paper for our English Research (ENGLRES) course. Our research
paper is entitled “A Descriptive Study on the Difference between Expected and Actual Entry
Salary of Graduating Students in De La Salle University.”
Given your specialization in the field of Human Resource Management, we would like to
conduct an online interview with you. We are hoping that you can shed light on some issues
concerning our topic.
In line with this, we would like to request an online interview with you. You can reach us
through our electronic mailing address (buqueabigail@yahoo.com) or at this cellular phone
number: 09064397224.
We would appreciate your immediate response.
Sincerely,
Abigail Buque & Prabhjot Gill
Students – De La Salle University
37. DIFFERENCE BETWEEN EXPECTED AND ACTUAL ENTRY LEVEL SALARY 37
Noted by:
Jose Antonio Lorenzo L. Tamayo
Professor - ENGLRES
De La Salle University
Appendix D
Sample Interview Questions
Topic: A Descriptive Study on the Difference between Expected and Actual Entry Salary of
Graduating Students in De La Salle University
Questions:
1. How do universities affect employability?
2. Does the company that you currently work for prefer hiring UP, ADMU or DLSU
graduates compared to other colleges and universities? Why or why not?
3. How do universities affect entry-level salaries?
4. Do UP, ADMU or DLSU graduates expect or demand higher entry-level salaries
than the actual starting salaries offered? If yes, how do you deal with this?
5. Does the company that you currently work for give a higher compensation to
employees from UP, ADMU or DLSU compared to other colleges and
universities? Why or why not?
6. Do UP, ADMU or DLSU graduates request other monetary benefits aside from
basic compensation? If, yes what are these financial benefits?
7. How often does the company increase salaries?
8. What are your bases for promotion?
38. DIFFERENCE BETWEEN EXPECTED AND ACTUAL ENTRY LEVEL SALARY 38
9. Do most employees stay for more than a year?
10. What are the main reasons why employees resign? How do you deal with these
reasons?
Appendix E
Transcription for R1
Question 1: How do universities affect employability?
“In my opinion university affect employability in two factors. First, you need to know the
specialization of each university. You must consider this because you will able to know
where you will source qualified candidates in that specific job vacancy. Second, you need
to know how competent the student was in that university. Today, there are lots of job
vacancies, and many ask why there are many unemployed graduates. Well, it actually
boils down to how your respective university makes you competent to for a particular
position.
Question 2: Does the company that you currently work for prefer hiring UP, ADMU or DLSU
graduates compared to other colleges and universities? Why or why not?
“Of course, these are well renowned universities in the country. They offer the most
qualified and competent candidates.”
Question 3: How do universities affect entry-level salaries?
“Well basically, the fresh graduates from these universities have a mindset that they came
from UP, ADMU or DLSU, so they deserved a high entry-level salary. But it does not go
39. DIFFERENCE BETWEEN EXPECTED AND ACTUAL ENTRY LEVEL SALARY 39
that way, it will be measured depending how he or she will do in the pre-employment
exams and interview. In my opinion, universities do not affect entry-level salaries.”
Question 4: Do UP, ADMU or DLSU graduates expect or demand higher entry-level salaries
than the actual starting salaries offered? If yes, how do you deal with this?
*Answers in Question 3 and 4 are the same.
Question 5: Does the company that you currently work for give a higher compensation to
employees from UP, ADMU or DLSU compared to other colleges and universities? Why or why
not?
“No, we do not offer a higher compensation to the employee coming from the said
universities. Our company gives fair opportunities to all employees. We are objective in gauging
the salaries of our employees.”
Question 6: Do UP, ADMU or DLSU graduates request other monetary benefits aside from
basic compensation? If, yes what are these financial benefits?
“Yes. Most of the time, graduates of UP, ADMU and DLSU ask for more financial
benefits. In my experience, most monetary requests are private services, gasoline
allowances, dress allowances and additional leave credits.”
Question 7: How often does the company increase salaries?
“Well our company has a yearly salary increase depending on the Annual Performance
Appraisal and the company's Return of Investment (ROI).”
40. DIFFERENCE BETWEEN EXPECTED AND ACTUAL ENTRY LEVEL SALARY 40
Question 8: What are your bases for promotion?
“In our company, we measure three things. First, he or she must past a battery of
psychological assessment. Second, he or she needs to convince that executive committee
that he or she really deserves the promotion. Lastly, candidates for promotions must have
at least two years and above in service.”
Question 9: Do most employees stay for more than a year?
“Yes, the turnover rate of our company is low. It seems that we offer good work
environment and variety of benefits.”
Question 10: What are the main reasons why employees resign? How do you deal with these
reasons?
“The most common reasons why employees resign are: a greener pasture, better working
opportunities, proximity of the job, work environment, and willingness to work abroad.
Well, we deal with these by counter offering, performance review and counseling.”