This is life long learning (thisis3l) discussing on various training topics that enhance with transformation of better human capital for the nation. As for its 1st moves, thisis3l will focus on latest management training for graduates as the number unemployed being rose highly lately. In this context editor focus to Graduate Employability Management Schemes (GEMS) just started on 2009 to recent day. People are invited to give critical ideas and comment towrads topics.
¢A nation‘s competitiveness depends on agreed extent on the quality of its human resources. The productivity of its workforce, the ability to learn and relearn and acquire new skills and competencies also the commitment to excellence will enhance to nation’s competitiveness.
¢Comparing attitude and perception will guide the trainer to focus on what needed to be done in a future training scheme (Sandra, 2003).
¢Comparing attitude and perception will guide the trainer to focus on what needed to be done in a future training scheme (Sandra, 2003).
¢A lot of studies around the globe for perceiving the trend on graduate training scheme such Perception and Comparison voluntary and mandatory pre-employment government training (Sandra, 2003), Graduate training development: current trends and issues (Helen & Sue, 2008), Graduate Transition at work (Holden & Hamblett, 2007) and graduate entry concerns (CIPD, 2006; Elias and Purcell, 2005; HESA, 2007) but still lack research in Malaysia scenario.
¢Large numbers of relationship between training and organizational outcomes, there appears to be gap, concerning the study of employee perceived training effectiveness with the respect to training method use. Given 50% of all employees’ skills will become outdated within 3-5 years (Moe & Blodgen, 2000).
¢Effective management training is critical to organisation survival (Christian & Carter, 2002)
¢Today’s graduate have different learning styles and preferences (Helen & Sue, 2008)
¢Hayman and Lorman argue that graduates in such recruitment scheme have demonstrate better career progressions than direct entry graduates (Hayman & Lorman, 2003).
¢Numbers of previous studies have attempted to accomplish these task serious inadequacies, such as inconsistent definitions of training and “rough” methods of training classification and measurement and doubt on their findings (Tung, 2001).
¢But the study on related perception on graduate training is still lacking in Malaysian context. It is possible to have graduate training scheme as an indispensable plan for future employability as the existence seems to be necessary indeed.
¢Thus, the study will focuses graduate’s (trainee) perception on GEMS training in Malaysian context. Mostly on methods applied, and more recent topics regards to GEMS in my blog list archives.
tks
Amyza Azlyn
thisis3l offical editor
