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This chapter provides an overview of work-readiness challenges in the context of Indonesian labour market. The chapter presents findings of qualitative research on stakeholders' perspectives of the work-readiness related issues. In addition, two case studies on innovative ways to overcome work-readiness challenges are discussed before making concluding remarks.

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Using stakeholder theory this chapter maps and identifies the key stakeholders associated with the process and evaluation of [graduate work-readiness] GWR. From a shared value perspective three key stakeholder groups are identified: higher education institutions who are responsible for developing the GWR attributes of their graduates; governments who are responsible for financing education and ensuring that there is an effective and efficient functioning of the labour market, including meeting current and future skill needs of the economy; and employers who require trained and accredited graduates that possess those attributes that enable them to transition into current and future job vacancies.

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The purpose of this paper is to conceptualise graduate work-readiness (GWR) and to develop a scale to measure it. The methodology entailed the compilation of a literature review and the conduct of qualitative interviews and a focus group to generate items. This study used the 'resource-based view' approach to conceptualise a multi-dimensional-'work-readiness integrated competence model (WRICM)'- consisting of four main factors (namely, intellectual, personality, meta-skill and job-specific resources), with a further ten sub-dimensions. Further, a series of tests were performed to assess its reliability and validity. A final 53-item WRICM scale covering four dimensions and ten sub-dimensions of GWR was developed based on the perceptions of 362 HR professionals and managers from seven Asia-Pacific countries. The ten sub-dimensions covering 53 work-readiness skills reflect the perceptions of stakeholders regarding the work-readiness of graduates. The scale was found to be psychometrically sound for measuring GWR. Though the WRICM model is based on the inputs of different stakeholders of GWR (employers, educators, policy makers and graduates), the development of the WRICM scale is based on the perspectives of industry/employers only. The WRICM model has implications for education, industry, professional associations, policy makers and for graduates. These stakeholders can adapt this scale in assessing the work-readiness of graduates in different streams of education.

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This chapter discusses the conceptualization of graduate work-readiness (GWR) and outlines the theoretical underpinnings associated with developing these conceptualisations. The chapter develops the Work-Related Integrated Competence Model (WRICM) as a comprehensive representation of the competency sets required by graduates to meet the expectations of the multiple stakeholders associated with the graduate transition process. The chapter evaluates the measurement of GWR using the WRICM models and compares it to other models used to measure GWR. The implications and possibilities of the WRICM model are then outlined. The proposed model provides a comprehensive foundation for evaluating GWR and for informing practice and policy around developing GWR attributes.

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The successful transition of higher education (HE) and vocational education and training (VET) graduates from education to work is central to achieving sustainable human development across the Asia Pacific and beyond. For instance, the composite Human Development Index (HDI) developed by the United Nations indicates the wide ranging socio-economic ranking of the nine country cases represented in this book. And yet, many of the country cases represented in this book are facing various policy challenges linked to upskilling and overcoming skill shortages.

It is in this context that the chapter aims to investigate: 'how different countries operating in different socio-economic circumstances are trying to facilitate the transition from graduation to work?' The chapter adopts a Leximancer-based innovative content analysis technique to explore the question. In addition, the chapter also provides a comparative synopsis of innovative graduate work-readiness initiatives across the included countries.

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This book reports on the findings from a research study of vocational and higher education graduates' employability challenges. The nature and extent of these challenges, their underlying causes, and effective strategies to address the problems in this area are all analysed from a multiple-stakeholder paradigm. The primary focus of the book is on governments; secondary, vocational, and higher education systems; and industry employers - rather than graduates themselves - in order to highlight the policy and strategy implications for governments, industry and educational systems. Readers will acquire comprehensive information on the nature and extent of graduate employability in terms of country-specific challenges, together with a deeper understanding of their complex causes, and the inter-relatedness between governments, educational systems, industry sectors, and potential employers. They will also be provided with a broad range of stakeholder strategies designed to effectively address these challenges within integrated national and regional approaches.

Abstract from publisher's website.

The contents are as follows: An introduction to the transition from graduation to work: challenges and strategies in the Asia Pacific and beyond / Subas Dhakal, Verma Prikshat, Alan Nankervis and John Burgess (pages 3-13); Conceptualising graduate work-readiness: theories, concepts and implications for practice and research / Verma Prikshat, Alan Nankervis, John Burgess and Subas Shakal (pages 15-29); Mapping stakeholders of graduate work-readiness (GWR) / Alan Nankervis, Verma Prikshat and Subas Dhakal (pages 31-42); European, American and Japanese perspectives on work-readiness: implications for the Asia-Pacific region / Jonathan Winterton (pages 43-62); The future of work in Australia: preparing graduates for changing work patterns that require new skill sets / Barbara Mumme and Roslyn Cameron (pages 65-84); Work-readiness of Indian graduates: a multi-stakeholder approach to assess competence deficits and causes, and possible solutions / Sanjeev Kumar, Parth Patel and Verma Prikshat (pages 85-105); Graduate work-readiness challenges in Indonesia: findings from a multiple stakeholder study / Soegeng Priyono and Alan Nankervis (pages 107-123); Graduate work-readiness in Malaysia: challenges, skills and opportunities / Noorziah Mohd Salleh, Jabil Mapjabil and Rafeah Legino (pages 125-142); Graduate work-readiness challenges in Mauritius / (pages 143-160); The transition from graduation to work: challenges and strategies in Singapore / Peter Waring, Christopher Vas and Azad Singh Bali (pages 161-178); Graduate work-readiness in Taiwan: stakeholder perspectives and best practices / Min-Wen Sophie Chang and Julia Connell (pages 179-202); Graduate work-readiness in Thailand / Surapit Promsit (pages 203-220); Enhancing graduate work-readiness in Vietnam / Nguyen Danh Nguyen, Nguyen Ba Ngoc and Alan Montague (pages 221-237); Challenges and strategies of transition from graduation to work in the post-2020 Asia Pacific and beyond: a comparative analysis of nine countries / Subas Dhakal, Alan Nankervis, John Burgess and Verma Prikshat (pages 241-253); Conclusion: the future of transition from graduation to work in the Asia Pacific and beyond / Subas Dhakal, Verma Prikshat, John Burgess and Alan Nankervis (pages 255-263). Show less

Work-readiness has been at the heart of European, American and Japanese employment policy for some time, but differences in institutional arrangements for training and in labour market regulatory mechanisms result in variations in the way in which policies are implemented but employers in all regions make similar comments on workforce skills, if to varying degrees. Given the apparent contradictions in debates in Europe and the USA, there is little mileage in [Association of South East Asian Nations] ASEAN emulating their policy initiatives, which may not even be appropriate for the originating countries. Further research into work-readiness issues within ASEAN and the wider Asia-Pacific region is essential so problems can be identified more accurately before appropriate solutions can be developed to fit the context.

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This chapter provides an overview of work-readiness challenges in the context of Thailand's labour market. The chapter presents findings of qualitative research on stakeholders' perspectives of the work-readiness-related issues. In addition, case studies on innovative ways to overcome work-readiness challenges are discussed before making concluding remarks.

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This chapter explores the dilemmas facing Indonesia as it strives to become a competitive Southeast Asian economy, with the advantages of a stable political system and the demographic dividend of a large and relatively young potential workforce. It discusses the nature and characteristics of the Indonesian labour market; government policies, and the structure of the education system. The chapter then discusses the particular graduate work-readiness challenges faced by Indonesian employers and educational institutions, and their causes; and a range of practical strategies which have been developed to address these challenges. Indonesia is one of the few countries in the world which has a Ministry of Religious Affairs within the government. The majority of the populations are Muslim, mostly moderates, and the majorities are of the Sunni denomination. According to Asian Development Bank (ADB) analyses, 'slow jobs growth and high levels of labour under-utilisation' threaten both Indonesia's future economic development and its ability to match labour demand and supply.

Abstract from publisher's website.

The volume from which this chapter is taken is available in VOCEDplus at TD/TNC 133.148. Show less

Dramatic increases in the ageing population have created growing demand for personal care assistants (PCAs) across the states and territories in Australia. Available data indicates that the population aged 65 to 85 years will double in Western Australia (WA) by 2050. This demographic 'time bomb' (see Montague et al., 2015) will exert significant pressure on the already under-resourced and under-supported aged care industry to respond to the looming demand for PCAs. To date, there has been a lack of any PCA-specific studies within the aged care sector in WA that address these issues. This report explores key factors that influence PCA's intentions to stay or leave employment within aged care facilities from one case study organisation in WA. The report authors interviewed 21 managers and union delegates, and conducted a follow-up survey of PCAs within nine aged care facilities from the case study organisation in WA between May and October 2016. The survey demographics were very similar to those found across the industry with a high female workforce share; an older workforce compared to other industries; and a high share of permanent part-time contracts.

The analyses found statistically significant associations between intentions to stay or leave employment and several PCA attributes. Higher percentages of: (a) mature aged respondents (40 years and above), (b) respondents with English as their first and only language, (c) female respondents, and (d) respondents based at the non-metropolitan locations of aged care facilities, indicated their intentions to stay in their current jobs. The findings indicate the aged care sector's ability to match demand for services depends on the combination of expanding as well as retaining the current PCA workforce. The survey findings have the potential to inform policies and organisational strategies to attract and retain PCAs by the managers and supervisors of aged care facilities in WA. This report outlines potential sustainable career pathways for the attraction and retention of PCAs within the aged care sector in WA, and proposes a strategic way forward.

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