CHAPTER 1

THE PROBLEM
Introduction

Feedback from employers provides educational institutions with reliable data

regarding the performance and preparedness of their graduates. The many components of
employability and employer satisfaction have also been the subject of many studies.
Employer preferences, employability models, the push for employability by the
government, business, and schools, and employer satisfaction as feedback. Employers
are one of the most important stakeholders in higher education institutions because of the
importance they place on graduates' knowledge, skills, and attitudes. Employer
evaluations of graduates' overall job success are seen by educational institutions as
essential admission requirements. Employee performance will be reflected in the
company's feedback, which may have a big impact on the graduates' employability.
(Fahad Abdul Salendab*1, 2023)

As institutions of higher learning have been charged with the duty of submitting
graduates with positive attitudes and employable skills. They under pressure to improve
their course offerings and raise the standard of education. Additionally, employers
participate in developing a
attributes unique to the university's graduates. The characteristics of graduates provide
colleges with a clear picture. What types of abilities, dispositions, and skills are required
in the job, allowing their graduates to be able to find work? Universities must participate
employers to recognize these qualities after graduation, the graduates' employment
prospects depend on their choice to hire them. Feedback from employers can produce
proof on how well graduates do, their aptitudes, and performance in the classroom and is
typically expressed as the degree of contentment that employers have with the graduates.
Additionally, it might offer details about skills and attributes that they deemed extremely
significant and practical in the workplace. (Anania B. Aquino (Ed.D), Casimira O. Del
Mundo, Gliceria R. Quizon, 2015)
 Enhancing graduates' employability is a crucial topic for higher education to focus
on in order to guarantee their success in the labor market, claim Mehrotra and Elias
(2017). This will radically alter how employers evaluate the general efficacy and
productivity of their employees. Employer feedback on graduates' performance on the
standard is a crucial prerequisite for admission to educational institutions. In any event,
graduates' overall performance may occasionally fall short of expectations. Important
areas that need attention are critical skills, problem-solving abilities, and the capacity to
apply concepts and domain knowledge in the workplace (Dotong et al., 2017).

On the other hand, it is essential that an organization evaluate how satisfied they
are with its graduates using a survey for exit evaluation that could provide a means by
which the government can suitably steps to offer the highest quality of education through
its wide range of services in many different areas. Additionally, feedback from the
employers could improve the competence of the institution to carry out the required
follow-up to improve its graduates' performance and always look for best practices that
could enhance its relevant academic services to achieve the standards of education for the
next generation that everyone wants. (Rosanna D. Gonzales, Salvacion M. Vinluan, Peter
C. Bustamante, 2019)
Theoretical and Conceptual Framework

This study is rooted from (Herzberg, F, 1964) motivation-hygiene. The theory

states that a person’s motivation to perform a task is grounded from several factors. A
person’s motivation is influenced by his/her environment. Herzberg developed the two-
factor theory based on the results of a study in which he interviewed a group of
employees to determine what made them satisfied and dissatisfied on the job. The two
factors in Herzberg’s two-factor theory are motivators and hygiene factors. Herzberg
asserted that motivators are aspects of the job that provides workers positive satisfaction,
which arises from essential conditions of the job such as recognition, achievement, or
personal growth. The hygiene factors are aspects of the job that influence workers to do
their jobs, such as incentives or threats of punishment (Herzberg, 1959). Herzberg (1959)
found aspects of the job that affected employees’ level of job satisfaction related to the
nature of the work performed. The research conducted utilizes the Herzberg motivation-
hygiene to measure the satisfaction level of teachers toward the graduate students in their
school.
 Input Process
Output

Assessed Employers Feedback

1. Data collection of and Satisfaction of JH Cerilles
respondents’ profiles State College (JHCSC)
2. Administering
Profile of the respondents questionnaire

a. Age 3. Organization of

b. Sex respondents’ data

4. Statistical Analysis of
Theories and related literature
data

Figure 1.1 schematic diagram

Statement of the Problem

The purpose of this study is to find out how organizations feel about recent
graduates' performance and preparedness for employment. Knowing how employers
view new hires' strengths and areas for development is essential as organizations work to
retain a knowledgeable and capable employee. In addition to identifying any perceived
gaps in recent graduates' preparation, this study aims to pinpoint the specific abilities,
proficiencies, and professional conduct that employer’s value most. The survey will also
look at how satisfied companies are with their hiring overall and what influences
favorable or unfavorable assessments. The results of this survey will provide information
to governments and educational institutions, possibly directing training initiatives and
curriculum development to better meet industry needs.

The following questions are the focus of the study:

1. To what extent are JHCSC alumni satisfied with their current employment
situation in terms of:

1.1 career progression

1.2 work-life-balance

1.3 compensation

2. What are the key factors that influence employer satisfaction with JHCSC
alumni?

3. How do JHCSC alumni perceive the relevance of their education and training to
their current job roles?
4. What recommendations do employers have for improving the curriculum and
training programs at JHCSC to better prepare graduates for the workforce?

Significance of the Study

In order to improve the curriculum and training of the program, which

will ultimately increase graduate employability and the institution's reputation, a survey
on employer feedback and satisfaction of JHCSC BEED graduates is extremely valuable.
The study explores four main areas: employer recommendations for curriculum reform,
alumni perceptions of the relevance of their education, major factors impacting employer
satisfaction, and alumni happiness with their current jobs. The study offers practical
insights for focused interventions, curricular changes, and program improvements by
examining these areas. It highlights the program's advantages and disadvantages,
guaranteeing that graduates have the abilities that companies greatly respect. In order to
keep the program current and responsive to the changing demands of education, the
study also identifies areas where the curriculum needs to be improved and areas where
graduates are effectively prepared.

Scope and Limitation

The purpose of this study is to evaluate the employer satisfaction and feedback
of JHCSC BEED alumni in the municipality of Tabina, with an emphasis on their pay,
work-life balance, and career advancement. The study will focus on JHCSC BEED
alumni who are currently working in Tabina; the sample size will depend on the
availability of respondents. The study's limitations include its restricted geographic
scope, which may limit the findings' applicability to other places or BEED programs. The
results' representativeness may also be impacted by a small sample size. Additionally, the
study depends on employers' and alumni's self-reported data, which may contain errors
or bias.

Definition of Terms

Survey- Satisfaction is seen as an expression of fulfilment of an expected outcome

influenced by prior expectation regarding the level of quality. (Ekinci 2004; cited In
Eyiah-Botwe, 2015; Festinger, 1957; In Klein & Saunder, 2011). In this study survey is a
technique for gathering data that involves asking questions to learn more about the
beliefs, actions, traits, or experiences of a certain group, referred to as the population.

Feedback- According to Race (2010), feedback should focus on the precise behaviour
that has been noticed and what is being learnt, as opposed to the person or other issues
unrelated to the instructional purpose. In this study Feedback from employers provides
educational institutions with reliable data regarding the performance and preparedness of
their graduates

Employer- Employers are one of the most important stakeholders in higher education
institutions because of the importance they place on graduates' knowledge, skills, and
attitudes

Satisfaction- According to Oliver (1997, p. 13), customer satisfaction is the result of their
fulfillment. It is an assessment of a good or service. Characteristic of the product or
service itself, which offered (or continues to offer) a satisfying degree of fulfillment
connected to consumption, encompassing degrees of under- or over-fulfillment.
Satisfaction refers to the degree to which people believe their needs, wants, or
expectations have been satisfied in connection with a particular experience, service,
product, or process.
 CHAPTER 2

Review of Related Literature

This chapter presents a review of related literature and studies, which provides rich
information and background pertaining to this research.

Feedback from employers gives educational institutions reliable information

about the performance and preparedness of their graduates. Additionally, a number of
research demonstrated the many aspects of employer satisfaction and employability. The
following topics pertaining to employability and employer satisfaction are covered in this
article: employer-preferred traits, employability models, the push for employability from
the government, business, and schools, and employer satisfaction as input to schools.
(Tudy, 2017)

Enhancing graduates' employability is a crucial topic for higher education to

focus on in order to guarantee their success in the labor market, claim Mehrotra and Elias
(2017). This will radically alter how employers evaluate the general efficacy and
productivity of their employees. Employer feedback on graduates' performance on the
standard is a crucial prerequisite for admission to educational institutions. In any event,
graduates' overall performance may occasionally fall short of expectations. Important
areas that need attention are critical skills, problem-solving abilities, and the capacity to
apply concepts and domain knowledge in the workplace (Dotong et al., 2017).

Evaluating how academic preparation and employment demands fit is mostly

dependent on employers' opinions and satisfaction with recent graduates. According to
studies, businesses are looking for graduates that possess both technical and soft skills,
like communication, teamwork, and critical thinking (Andrews & Higson, 2008).
Employers place a high priority on skills like problem-solving, flexibility, and emotional
intelligence in recent graduates, even while technical proficiency is crucial, according to
a survey by the Association of American Colleges & Universities (AAC&U) (Hart
Research Associates, 2015).

A survey of 299 Malaysian employers from various agency types was carried
out by Saad and Majid (2014). and businesses that hire graduates in engineering and
information and communication technology (ICT). Their results showed that teamwork,
presenting abilities, tool handling proficiency, and problem-solving. Employers place a
high value on skills as crucial competencies that students must possess. When in
(Mohamed Faker Klibi, Ahmed Atef Oussii, 2013)examined how students perceived the
necessary skill set and attempted to bring them closer to what companies want. They
discovered that businesses placed a strong emphasis on graduates' need to grow general
abilities in communication, critical analysis, teamwork, and ethical awareness. They
came to a conclusion. Those academic institutions must create logical frameworks and
procedures to foster social, cognitive, professional and individual growth. (Majid, 2014)

Feedback from employers provides educational institutions with reliable data

regarding the performance and preparedness of their graduates. The many components of
employability and employer satisfaction have also been the subject of many studies.
Employer preferences, employability models, the push for employability by the
government, business, and schools, and employer satisfaction as feedback. Employers
are one of the most important stakeholders in higher education institutions because of the
importance they place on graduates' knowledge, skills, and attitudes. Employer
evaluations of graduates' overall job success are seen by educational institutions as
essential admission requirements. Employee performance will be reflected in the
company's feedback, which may have a big impact on the graduates' employability.
(Fahad Abdul Salendab*1, 2023)

Additionally, employers participate in developing a attributes unique to the

university's graduates. The characteristics of graduates provide colleges with a clear
picture. What types of abilities, dispositions, and skills are required in the job, allowing
their graduates to be able to find work? Universities must participate employers to
recognize these qualities after graduation, the graduates' employment prospects depend
on their choice to hire them. Feedback from employers can produce proof on how well
graduates do, their aptitudes, and performance in the classroom and is typically
expressed as the degree of contentment that employers have with the graduates.
Additionally, it might offer details about skills and attributes that they deemed extremely
significant and practical in the workplace. (Anania B. Aquino (Ed.D), Casimira O. Del
Mundo, Gliceria R. Quizon, 2015)

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Herzberg, F., Mausner, B., & Snyderman, B. B. (2011). The motivation to work
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House, R. J., & Wigdor, L. A. (1967). Herzberg's dual-factor theory of job

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Survey on Employers Feedback and Satisfaction in JHCSC Alumni

AN UNDERGRADUATE THESIS

Presented to the Faculty of School of Teacher Education

J.H. CERRILLES STATE COLLEGE

Mati, San Miguel, Zamboanga del Sur

In Partial Fulfilment of the Requirements for the Degree

BATCHER OF ELEMENTARY EDUCATION

(General Education)
Sayson, Mervy Joy

Cuevas, Rosella

Etcobanez, Jiovane

November 2024