Higher education, graduate skills and the skills of graduates: the case of graduates as residential sales estate agents

The UK labour market is subject to significant graduatisation. Yet in the context of an over-supply of graduates, little is known about the demand for and deployment of graduate skills in previously non-graduate jobs. Moreover, there is little examination of where these skills are developed, save an assumption in higher education. Using interviews and questionnaire data from a study of British residential sales estate agents, this article explores the demand, deployment and development of graduate skills in an occupation that is becoming graduatised. These data provide no evidence to support the view that the skills demanded and deployed are those solely developed within higher education. Instead what employers require is a wide array of predominantly soft skills developed in many different situs. These findings suggest that, in the case of estate agents, what matters are the ‘skills of graduates’ rather than putative ‘graduate skills’

Employers and schools: how Mansfield is building a world of work approach

There is a keen interest in encouraging employers to engage with schools so that young people can learn more about careers, understand the skills that employers are interested in, broaden their aspirations and be motivated to succeed. Employer engagement in schools in England however is increasingly fragmented because of a loss of brokering infrastructure. This article describes a partnership approach developed in Mansfield where a consortium of local schools has worked with their business community and public sector organisations. Together they have listened to what young people say they both want and need to know about careers and then responded by providing a strategic careers learning programme. The particular contribution of the Mansfield Learning Partnership which is wholly funded by the town’s secondary schools is detailed in the article alongside elaboration of the Mansfield Framework for Career Learning which provides a work experience programme and several imaginative opportunities for young people to engage in meaningful encounters with employers

Are current accountability frameworks appropriate for degree apprenticeships?

Purpose In 2015 the Conservative-led government announced their plan to increase the number of people participating in apprenticeship to 3 million by 2020. As part of this plan there is to be an expansion of the number of degree level apprenticeships, with the government suggesting that these should be seen as a real alternative to university. Despite the government’s propaganda of an alternative to university, higher education institutions (HEI) have a pivotal role to play in both the development and delivery of degree level apprenticeships. However, the accountability for the success of degree level apprenticeships remains unclear. The purpose of this paper is, therefore, to consider whether existing outcome-based notions of accountability are appropriate, given the tri-partite relationship involved in apprenticeship delivery. Design/methodology/approach The paper provides an analysis of current notions of outcome-based accountability contextualised through the degree apprenticeship programme. Findings The paper illustrates that outcome-based accountability frameworks do little to support the delivery of degree level apprenticeships suggesting that there needs to be a shift to a holistic approach where student success forms just one element of an accountability framework. A conclusion is subsequently made that current accountability frameworks may end in an unnecessary confusion regarding the roles and responsibilities of individual contributors associated with degree apprenticeships, resulting in a missed opportunity to maximise on the value arising from the tri-partite delivery relationship. Originality/value This paper provides an original perspective involving accountability associated with degree apprenticeship programmes in the UK

Evaluating the impact of career management skills module and internship programme within a university business school

This study evaluates the impact of an intervention on business school graduates’ employability comprising of a curriculum-based career management skills (CMS) module and an industrial placement year. The study uses data from the destinations of leavers of higher education survey to examine the employability of different groups within the cohort (no intervention, CMS module only and CMS module plus structured work experience). It finds that structured work experience has clear, positive effects on the ability of graduates to secure employment in ‘graduate level’ jobs within six months of graduation. Furthermore, participation in the CMS module also has a clear, positive effect upon the ability of participants to secure employment

The limits of higher education institutions as sites of work skill development, the cases of software engineers, laboratory scientists, financial analysts and press officers

Where do workers with Higher Education (HE) degrees develop their work skills? Although few would expect these to be developed in HE exclusively, there exists an assumption that the core skills of those working in graduate occupations are predominantly formed at HE. This article examines how within four graduate occupations, employers and workers assess the extent HE is thought to develop the skills and knowledge used within the work process. It draws on occupational case studies on the work of laboratory-based scientists, software engineers, financial analysts and press officers, using interview data with workers, employers and stakeholders. The study shows that structural barriers prevent HE to take a significant part in work-skill and knowledge development, but also that HE is not necessarily heavily relied upon for skill formation. More precaution is required for those who would like to directly link the skills demands for graduate work with the skills that are developed or associated at university

Competencies for food graduate careers: developing a language tool

Unlike many other graduate career pathways in the UK, the food industry does not have a cohesive competency framework to support employers, students and degree providers. Food sciences-based technical graduates are a significant proportion of the industry’s graduate intake; this study aims to provide such a framework. Initial work involving a sample of representative stakeholders has created a list of typical attributes and associated definitions that may be desirable in food sciences graduates. Material was gathered by semi-structured qualitative interviews and analysed by thematic analysis followed by a modified Delphi technique. The resulting framework is tailored to needs and terminology prevalent in food industry employment. The process employed could be utilised for building other vocational graduate competency frameworks. Further plans include using the framework to ascertain the important elements for typical graduate entry roles, better informing students about desirable qualities and supporting future competency-based curriculum review

Embedding employability and enterprise skills in sport degrees through a focused work - based project; a student and employer viewpoint

With graduate employability being high on many universities’ agendas, it becomes vital that a curriculum delivers not only subject knowledge but also the opportunity for students to develop and enhance industry-specific skills. This paper is concerned with how a work-based project can support skill development and considers the views of students and employers as to the application of these skills in the context of a sports undergraduate programme in a UK university. Using a mixed-method approach to data collection, 30 students and 5 project hosts took part in the study. The research findings reported a mismatch between the students’ and hosts’ viewpoints on whether skills were developed as a result of the project. Students appeared to have a lack of understanding how to apply the skills in the context of a sports organisation and were viewed by the employers as having an inflated opinion of their ability

Employer Perspectives Survey, 2012

Abstract copyright UK Data Service and data collection copyright owner.The Employer Perspectives Survey (EPS) is a large scale survey of UK employers across all sectors of the economy and is part of a series of studies historically commissioned by the UK Commission for Employment and Skills (UKCES) to provide robust and reliable labour market information. Following the closure of the UKCES ownership of the survey transferred to the Department for Education (DfE) in late 2016. The survey provides a UK-wide picture of how employers are meeting their skills needs, looking both at their engagement with skills and employment services and broader approaches to people development. The Employer Perspectives Survey is a key customer insight tool for colleges, universities, schools and other providers looking to understand how employers view and engage with the skills system. The Employer Perspectives Survey is intended to complement the Employer Skills Survey series, which focuses on employer skills demand, skills shortages and training within organisations; the two surveys run in alternate years. The Employer Perspectives Survey, 2012 covered 15,000 employers across the full geographical spread of the UK, in all sectors of the economy (across the commercial, public and charitable spheres). The survey examined: approaches to recruitment; awareness and use of skills support services/initiatives; engagement with external training providers, and the use of vocational qualifications and apprenticeships. The survey also covered specific areas of current policy interest, and in 2012 this included questions on the use of work placements and the recruitment of young people.Main Topics:The 2012 questionnaire included the following sections:firmographicshuman resources strategyrecruitmentpeople developmentawareness and perceptions of Investor in People and UK Commission for Employment and Skills investments</ul

Employer Perspectives Survey, 2007

Abstract copyright UK Data Service and data collection copyright owner.The Employer Perspectives Survey (EPS) is a large scale survey of UK employers across all sectors of the economy and is part of a series of studies historically commissioned by the UK Commission for Employment and Skills (UKCES) to provide robust and reliable labour market information. Following the closure of the UKCES ownership of the survey transferred to the Department for Education (DfE) in late 2016. The survey provides a UK-wide picture of how employers are meeting their skills needs, looking both at their engagement with skills and employment services and broader approaches to people development. The Employer Perspectives Survey is a key customer insight tool for colleges, universities, schools and other providers looking to understand how employers view and engage with the skills system. The Employer Perspectives Survey is intended to complement the Employer Skills Survey series, which focuses on employer skills demand, skills shortages and training within organisations; the two surveys run in alternate years. The Employer Perspectives Survey, 2007 covered 13,500 employing business establishments across the UK. It provides evidence on a range of issues of importance to the UK Commission on Employment and Skills (UKCES), including: the skills challenges employers face; how they respond to these issues through training practices; their use of and attitudes towards vocational qualifications (VQs); and the organisational practices they adopt which can help them absorb skills and training and how they view Sector Skills Councils (SSCs), which form a key part of the demand-led skills systems. The survey report provides analysis exploring the respondent businesses' experiences and perceptions of key aspects of the skills system across the UK. The survey was conducted between December 2007 and February 2008, before the economic downturn began to bite in the UK. It is important to view the results of the survey in this context. Further information about the 2007 survey is available from the archived UKCES Skills for the Workplace: Employer Perspectives webpage. Main Topics:The 2007 survey covered: skill challenges experienced by employers; training practices; wider high performance working practices; perceptions of vocational qualifications (included for the first time in this survey to provide data for the evaluation of the UK Vocational Qualification Reform Programme); perceptions of Sector Skills Councils