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The Relationship Between Labour Market Core Skills Requirements And University Graduate Soft Skills Competence
[A CASE STUDY OF NORTH-WEST, NIGERIA]
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In view of the suggestions, Mcquaid, Greig and Adams (2004) summarised thus that;
i. demand factors - these encompass local labour market elements (such as the level and nature of local and regional or other labour demand, location issues, centrality/remoteness of local labour markets in relation to centres of industry/employment, levels of competition for jobs);
ii. macroeconomic factors - these are macroeconomic balance, degree and nature of labour demand within the national economy system and so forth);
iii. vacancy characteristic factors (remuneration, conditions of work, working hours and prevalence of shift work, opportunities for progression, extent of part-time, temporary and casual work, availability of ‘entry-level’ positions if appropriate, and so on); and
iv. recruitment factors (including employers’ formal recruitment and selection procedure and general selection preferences, employer discrimination, form and extent of employers’ use of informal networks (p. 74).
Sources of Labour Demand: Dabalen, Oni and Adekola (2000) identified three major sources of employment for Nigerian University graduates. These are;
(a). The public sector; the public sector comprises government ministries, schools and parastatals. Traditionally, the public sector is regarded as a major employer of graduates from universities and other tertiary institutions. The establishment surveys showed that the public sector in Nigeria absorbed about 60% of the formal sector workers in the 1990s (Dabalen et al., 2000).
(b) The private sector; A review of labour market research in Nigeria led to two consistent observations concerning graduate employment in the private sector. Firstly, the share of graduate employments in the private sector, both historically and at present, had been smaller than the share in the public sector. Secondly, the share of graduates finding jobs in the public sector has fallen drastically relative to the private and self-employment sector. These bleak prospects for graduate employment have caught the attention of policy-makers as well as media commentators. It is hard to ignore labour market studies that reported high unemployment rates among graduates. One of these is the manpower survey by the Manpower Board in which only 51% of those who graduated in 1994/95 claimed to have been employed in contrast to an overall graduate employment rate of 80% for all participants to this particular study. The estimate is also consistent with the recent labour market studies that reported 22% of the graduates surveyed as unemployed (National Manpower Board, 1998).
The National Manpower Board: is an autonomous Federal Government parastatal mandated to research into and advise on, co-ordinate and promote the optimal development (training) and utilisation (employment) of Nigeria’s human resources. The establishment of the Board was considered by the National Economic Council (NEC) in December, 1960 and the Board was established in 1962 (Babalola, 2006). The Board was charged with the following responsibilities to;
1. determine and advise the government on the nation’s manpower needs in all occupations;
2. formulate manpower development and utilization policies and programmes;
3. co-ordinate manpower policies and programmes of federal, state and local governments;
4. collect, collate, analyze and publish manpower and employment information and data;
5. make inputs into the;
(i) formulation of policies and programmes of manpower development and utilization of government agencies;
(ii) preparation of periodic master plans for the coordinated development of institutions of higher learning;
(iii) formulation of training programmes by all government agencies, including ministries, corporations and government-owned companies;
(iv) formulation of policies governing scholarships and students’ loans tenable within or outside Nigeria;
(v) formulation of employment policies and the designing of programmes for employment generation, productivity enhancement and skill development and
(vi) implementation of manpower policies and programmes relating to expatriate employment, the training, efforts of private firms and the participation of Nigerians in the management of business activities.
6. identify in liaison with professional bodies and institutions, the stock flow and distribution of professional manpower;
7. organise and conduct seminars, workshops, conferences, symposia and other research and training activities;
8. disseminate information on manpower issues.
(c) Self-employment; this is the self-generated employment by an individual. Available statistics in Nigeria indicated that the informal sector contributes about 60 per cent to the nation’s Gross Domestic Product (GDP). Like many other developing countries, the sector is considered crucial to job creation as it accounts for about 90 percent of jobs in the country (Federal Office of Statistic, 2012). The informal sector is neither static nor well-organized but contributes greatly to the economic growth. The activities which are considered purely as informal sector are: selling fruits and vegetables; food operation, sale and processing, selling clothes and shoes (both new and second-hand); Kiosk selling various items; water kiosks; small retailers or hawkers who sell cereals, home supplies, fuels and other goods; small manufacturing, production, construction and repair of goods. Others includes artisans, hair dressing, furniture, entertainment industry, educational services and so on (World Bank, 2010: 32-33).
Briggs (2007) categorised sources of recruitment into internal and external. He further expressed that the volume to which these sources will be used depends on the specific environment of organisations and its philosophy of operations. The internal source means that employees are familiar with the system and the organisations. Also, they have information about their skills, abilities and actual behaviour on the job. The employees recruited internally are later in search of lateral moves (job changes that entail no major modification in duty or authority levels like transfers) or promotions (Jones, George & Hill, 2007). Internal sources are not expensive and are less time-consuming compared to external sources (Briggs, 2007).
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ABSRACT - [ Total Page(s): 1 ]ABSTRACT COMING HERE SOON ... Continue reading---
APPENDIX A - [ Total Page(s): 1 ] ... Continue reading---
APPENDIX C - [ Total Page(s): 3 ]List of Commercial Banks Selected for the Study1 Access Bank Plc. 2 Diamond Bank Plc.3 Ecobank Nigeria Plc. 4 Enterprise Bank 5 Fidelity Bank Plc.6 FIRST BANK NIGERIA LIMITED 7 First City Monument Bank Plc. 8 Guaranty Trust Bank Plc. 9 Heritage Banking Company Ltd. 10 Key Stone Bank 11 MainStreet Bank 12 Skye Bank Plc. 13 Stanbic IBTC Bank Ltd. 14 Standard Chartered Bank Nigeria Ltd. 15 Sterling Bank Plc. ... Continue reading---
APPENDIX B - [ Total Page(s): 3 ]APPENDIX IIDEPARTMENT OF EDUCATIONAL MANAGEMENTFACULTY OF EDUCATIONUNIVERSITY OF ILORIN, ILORIN, NIGERIAQUESTIONNAIRE ON LABOUR MARKET CORE SKILLS REQUIREMENTS AND UNIVERSITY GRADUATE SOFT SKILLS COMPETENCE IN NORTH-WEST, NIGERIA This research questionnaire is designed to seek your responses on the above topic. With utmost confidence, your responses shall be treated and used for research purpose only. Yours sincerely,SECTION APERSONAL INFORMATION OF PARTICIPANTS1. Name of Organisatio ... Continue reading---
CHAPTER ONE - [ Total Page(s): 6 ]Statement of the Problem The trend of graduate unemployability has become a worrisome issue in the Nigeria labour market, especially for stakeholders like employers of labour, training institutions, parents and graduates. The Nigerian Employers Consultative Association (NECA) (2005) expressed that companies were not recruiting but adopting employment protection strategies due to the poor quality graduates who do not meet demands of industries. Therefore, Chiacha and Amaechi (2013) carried ... Continue reading---
CHAPTER THREE - [ Total Page(s): 3 ]Instrumentation The instrument to be used for the study will be a researcher-designed questionnaire titled “Labour Market Core Skills Requirements and University Graduate Soft Skills Competence Questionnaire (LMCSRUGSSCQ)â€. This will comprise two sections “A and Bâ€. Section “A†will consist of personal information of participants such as types of organisations, location and position held. Section “B†will consist of thirty (30) items to be d ... Continue reading---
REFRENCES - [ Total Page(s): 5 ]REFERENCESAbiodun, S. O. (2010). Analysis of mismatch between demand and supply of skills and university graduate unemployment in Nigeria. Unpublished M.Ed Dissertation, Lagos State University.Adamu, I & Dangado, K. I. (2013). Assessment of views of business education graduates on the effect of technological advancement on their employability in Nigeria labour market. International Journal of Academic Research in Progressive Educatio ... Continue reading---
