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Available online at http://www.journalcra.com

INTERNATIONAL JOURNAL
OF CURRENT RESEARCH
International Journal of Current Research
Vol. 10, Issue, 05, pp.69275-69282, May, 2018

ISSN: 0975-833X
RESEARCH ARTICLE

EMPLOYERS’ FEEDBACK ON TEACHER EDUCATION GRADUATES: A TRAINING

REMEDIATION IMPLICATION

*Jane T. Aquino
Jose Rizal Memorial State University-Katipunan
University Katipunan Campus, Katipunan, Zamboanga del Norte, Philippines

ARTICLE INFO ABSTRACT

Article History: The effort of colleges and universities in ensuring the employability of graduates does not stop until
th
Received 14 February, 2018 graduates are employed. Employer’s feedback on the graduates’ performance is an indicator of the
Received in revised form university’s mandate to develop students into professionals
professionals in their respective career fields. The study
25th March, 2018 determined the Education graduates’ batch 2010 to 2014 based on quality, quantity, adaptability,
Accepted 30th April, 2018 cooperation, dependability, attendance, and punctuality. This study involved 58 employed graduates
Published online 23rd May, 2018 from the Secondary
Secondary and Elementary Education programs in and out of the Province of Zamboanga del
Norte, Philippines. A descriptive research was used to interpret the study through percentage and
Key words: mean. A five point Likert scale questionnaire was utilized to gather fee
feedback from employers. Results
Feedback, revealed, all (100%) of the employed graduates were of age 20 20-23 years of both the Secondary
Work performance, program of batch 2014 and the Elementary program of batch 2012. Employed graduates from both
Professionalism. programs revealed employer’s rating as as outstanding in their work performance in terms of quantity
(Secondary= 4.3, Elementary = 4.3), adaptability (Secondary = 4.4, Elementary = 4.3), attendance and
punctuality ( Secondary = 4.3, Elementary = 4.3 ). However, employed graduates were rated as ggood
in terms of quality of work performed, cooperation and dependability. These qualities are basic
indicators of high performing employees. Result of the t-test
t test revealed that there is no significant
difference between the work performance rates of all the employed graduates. A training on
professionalism and valuing competitive attitude towards work prior to the deployment on internship
maybe addressed.
Copyright © 2018, Jane T. Aquino. This is an open access article distributed under the Creative Commons Attribution License, which permits unrestricted use,
distribution, and reproduction in any medium, provided the original work is properly cited.

Citation: Jane T. Aquino. 2018. “Employers’ implication”, International Journal of

Employers’ feedback on teacher education graduates: A training remediation implication
Current Research, 10, (05), 69275-69282.

fashion, rewarding good performance (www.opm.gov/policy-

INTRODUCTION
data-oversight/ performance
performance-management/ measuring/
employee_ performance_ handbook.pdf
handbook.pdf). On the quality of
A set of perfect employment feedback mechanism should not work, the work produced, and employees’ response to
only consider relevant circumstances after student’s changing requirements. As well as the relationship with
graduation, but also the career guidance and the directions in supervisor and co-workers,
workers, the employees complete
job-hunting
hunting process in universities. For long time, colleges and responsibilities in a timely manner and their attendance and
universities conduct research to collect information or data punctuality at work. Research on feedback is one of the most
from the employer regarding the employee’s overall important components of higher educat
education evaluation. It has
performance based on identified work objectives, competencies, been established on a group of employer in Malaysia (Quek,
and measures in their respective workplace. This information 2005), it was reported that the employers expressed the
in turn helps the education provider learn about the needs of importance of interpersonal skills, knowledge
knowledge-acquiring skills;
society and thus feed into the improvement of its teaching. In flexibility, value-improving
improving skill, practical orientat
orientation abilities
order for the performance management process to be efficient and cognitive skills as major contributors toward success in
and effective, supervisors must master the process and apply it work performance. As noted by Lawless and Richard (2004),
consistently. According to the Handbook for Measuring the social credibility of education can be enhanced through
Employee Performance,, performance management is the comments or so called feedbacks from the employers. For
systematic process of planning work andd setting expectations, instance,
e, the British University conducts regular interview of
continually monitoring performance, developing the capacity its graduates to gain feedback on many aspects of the students’
to perform, periodically rating performance
erformance in a summary learning experience from the employers ((http://www.
*Corresponding author:Jane T. Aquino open.ac.uk/research). Students, employe
employers and government
Jose Rizal Memorial State University-Katipunan
Katipunan Campus, Katipunan, bodies expect that undergraduate university degrees will equip
Zamboanga del Norte, Philippines students, not only with the specific knowledge, skills and
69276 Jane T. Aquino. Employers’ feedback on teacher education graduates: A training remediation implication

attributes of their fields but also with the professional and the employee’s performance with the aid of questionnaires
personal attributes relevant to their field of study (Scoufis, which is for performance appraisal (Figure 1).
2000). Graduate employability is an important aspect of higher
education industry; it has been used as a performance indicator
for higher education institutions (Smith et al, 2008). Another
study done by Monash University in Australia, showed that
more than one-third of foreign students graduated from
Australian Universities had very poor English skills (The
Malay Mail, 2007). According to the study, all graduates tested
had enough command of the language to cope with most
situations but were still not capable of conducting a
sophisticated discourse of professional level (http://www.
wbiconpro.com/26.%20Poh-pdf.pdf). Thus, this study aimed to
determine graduates’ performance in the workplace in terms
of; Quality, Quantity, Adaptability, Cooperation, Dependability,
Attendance, and Punctuality. This served as a baseline towards
developing programs that would provide development of the
skills needed in the workplace.

Theoretical Framework Figure 1. Schema of the Study

This study is anchored on the theory of Aguinis 2009, who MATERIALS AND METHODS
states that “Performance appraisal is a continuous process of
identifying, measuring and developing the performance of The descriptive research method was utilized in this study.
individuals and aligning performance with the strategic goals This design involves analysis of data gathered through
of the organization” that has five (5) elements; setting of questionnaire. The respondents of the study were the
objectives, measuring the performance, feedback of principals, managers, and barangay captain as employers of the
performance results, reward system based on performance thirty-eight (38) Elementary and twenty (20) Secondary
outcomes and amendments to objectives and activities. employed graduates of batch 2010-2014.The questionnaire
Moreover, the Goal-setting theory that had been proposed by utilized in this study was a researcher-made instrument. The
Edwin Locke, suggests that the individual goals established by questionnaire was validated before it was distributed to the
an employee play an important role in motivating for superior respondents. It consists of 6 items for the following categories:
performance, for the reason that the employees keep following Quality, Quantity, Adaptability, Cooperation, Dependability,
their goals. If these goals are not achieved, they either improve Attendance and Punctuality. It covers the performance
their performance or modify the goals and make them more appraisal of the employed graduates in a form of rating scale.
realistic. In case the performance improves it will result in Supportive details or comments were also analyzed.
achievement of the goals of the performance management
system (Salaman et al, 2005). While the Expectancy theory The graduates who were employed were rated according to the
that had been proposed by Victor Vroom suggests that five point Likert’s rating scale stated below.
individual adjust their behavior in the organization on the basis
of anticipated satisfaction of valued goals set by them. The Continuum Interpretation
individuals modify their behavior in such a way which is most 4.3 – 5.0 Outstanding (O)
likely to lead them to attain these goals. This theory underlies 3.5 – 4.2 Good (G)
the concept of performance management as it is believed that 2.7 – 3. 4 Satisfactory (S)
performance is influenced by the expectations concerning 1.9 – 2.6 Improvement Needed (I)
1 – 1.8 Unsatisfactory (U)
future events (Salaman et al, 2005).

The purpose of any performance appraisal program is The data from the rating scale was gathered, tabulated and
employee development. The value of performance appraisal is interpreted using the following statistical tools such as
in the process of communication between supervisor and percentage and mean. Percentage was utilized to know the
employee. Regarding on the employee’s view on the quality of proportion of the age, sex and civil status. The mean was
work, this would mean the correctness, completeness, and computed to describe the quality, quantity, adaptability,
accuracy of work duties performed. Thoroughness defines and cooperation, dependability, attendance and punctuality to
organizes tasks, responsibilities, and priorities. Acceptability is determine the graduates’ performance in their workplace as
the satisfactoriness by virtue of conforming to approved rated using the rating scale. The t-test was used to determine
standards. In addition, quality of work is the amount of work the difference between the Secondary and the Elementary
an individual does in a work day. Adaptability is the ability to programs in terms of the categories quality, quantity,
meet changed conditions and the ease with which new duties adaptability, cooperation, dependability, attendance and
are learned while cooperation is the actions of someone punctuality.
who is being helpful by doing what is wanted or asked
for. The value of dependability refers to the quality of RESULTS AND DISCUSSION
being able to be counted on or relied upon. Lastly, the Figure 2 presents the age of employed graduates from 2010-
employee’s attendance and punctuality, the conformity 2014. Results show that all (100%) of the employed graduates
to work hours; timely attendance at meetings are were from age 20-23 from the Secondary program of batch
determined. The employers’ feedback evaluation depends on 2014 and the Elementary program of batch 2012.
69277 International Journal of Current Research, Vol. 10, Issue, 05, pp.69275-69282, May, 2018

Figure 2. Profile of the Employees by Age

Figure 2.1. Profile of the Employees by Sex

Figure 2.2. Profile of the Employees by Civil Status

Figure 2.1 presents the sex of employed graduates from 2010- and 2012 were single. In the Elementary program, batch 2012
2014. Results show that all (100%) of the employed graduates (100%) and 2014 (78.9%) showed the highest percentage of
were females from the Secondary program of batch 2014, 2011 single employed graduates. Figure 3 presents the result of the
and 2010. The same percentage of female (100%) employed performance appraisal or evaluation of the employed
graduates for the Elementary program of batch 2013, 2012 and graduates. The Secondary program graduates were rated with a
2010. Figure 2.2 presents the civil status of employed grand total mean of 3.7 or Good while the Elementary program
graduates from 2010-2014. Results show that all (100%) of the earned a rating of 3.3 or Satisfactory. The thoroughness of
employed graduates of the Secondary program of batch 2014 work performed for both programs is noticeable and alarming
69278 Jane T. Aquino. Employers’ feedback on teacher education graduates: A training remediation implication

observation. It seemed that the employed graduates needed to Most of the employers expressed that majority of the employed
develop priorities in performing and organizing tasks assigned. graduates especially those who belonged to the Secondary
Figure 3.1 shows the performance of graduates from 2010 to batch 2010 (M=4.4) and batch 2014 showed performance
2014 by their employers according to quality of Work rating of outstanding (M=4.33) than the other batches and
performed. earned a grand total mean of Good (M=4).

Figure 3. Employers’ Feedback on the Graduates’ Quality of Work Performed

Figure 3.1. Employers’ Feedback on the Graduates’ Accuracy of Work Performed

Figure 3.2. Employers’ Feedback on the Graduates’ Thoroughness of Work Performed

69279 International Journal of Current Research, Vol. 10, Issue, 05, pp.69275-69282, May, 2018

The quality of work performed by the employees was rated as As shown, Batch 2010, and 2014 showed the best attitude
good. The evaluation revealed that batch 2010 and batch 2014 towards accepting work. While in the BEED program batch
had a common behavior towards work rated as outstanding by 2010 were the only batch rated by the employer as outstanding
their employers. The result would imply the quality of working in terms of accepting work. Batch 2010 and 2014 of the BSED
life stems from participation in the workplace. The enjoyment and BEED programs seemed to conform to the approved
of career as their chosen profession transformed them to be standard of their employers. It may be that the older batch had
productive performers and accurately accomplished their work already understood the norms of the workplace.
duties assigned.

Note: 4.3- 5.0 – Outstanding, 3.5-4.2 – Good, 2.7-3.4 – Satisfactory, 1.9-2.6 – Improvement Needed, 1-1.8 – Unsatisfactory

Figure 3.3. Employers’ Feedback on the Graduates’ Acceptability of Work Performed

Note: 4.3- 5.0 – Outstanding, 3.5-4.2 – Good, 2.7-3.4 – Satisfactory, 1.9-2.6 – Improvement Needed, 1-1.8 – Unsatisfactory

Figure 4. Employers’ Feedback on the Graduates’ Quantity of Work Produced

The thoroughness of work performed by the employees was Further, the newly hired performance could be interpreted
shown in Figure 3.2. It shows that all the employed graduates based on Salaman et al (2005) revealed that performance at
from batch 2010-2014 had a satisfactory performance with a work is influenced by the expectations concerning future
grand total of 3.3 for the Secondary program and 2.7 for the events. Looking forward to a better career, newly hired
Elementary program. The data pointed out that the employees graduates are motivated to conform to the workplace
needed more to demonstrate attention to detail and accuracy; standards. Figure 4 presents the employed graduates as
organize tasks, responsibilities, and priorities; and takes evaluated by their employers as in terms of the quantity of
responsibility for timely completion that an employee may work performed. The outstanding rating of both BEED and
demonstrate according to the requirements in the competency BSED programs shows that the evaluated employees had
development guide that is to aid in developing competency performed well and did their best in work. Thus, this relates to
proficiency.Figure 3.3 shows the summary of the employees’ studies that have shown that most workers think it's important
acceptability of work performed with a grand total of 4.3 or to do their best at their jobs. Wherein, the key to improving
outstanding for the BSED and BEED programs. productivity lies with the employees themselves and the way
their employers work with those employees.
69280 Jane T. Aquino. Employers’ feedback on teacher education graduates: A training remediation implication

Note: 4.3- 5.0 – Outstanding, 3.5-4.2 – Good, 2.7-3.4 – Satisfactory, 1.9-2.6 – Improvement Needed, 1-1.8 – Unsatisfactory

Figure 5. Employers’ Feedback on the Graduates’ Adaptability in the Workplace

Note: 4.3- 5.0 – Outstanding, 3.5-4.2 – Good, 2.7-3.4 – Satisfactory, 1.9-2.6 – Improvement Needed, 1-1.8 – Unsatisfactory

Figure 6. Employers’ Feedback on the Graduates’ Cooperation

Yet, chances are that most of your employees feel that way in In this study, the employers related their perceptions on the
loving their jobs. Figure 5 shows the employers rating with cooperation of the graduates to their co-workers in the
regards to graduate employees’ ability to adapt. It suggests workplace. The mean of 4.2 or Good for both programs, BSED
that BSED and BEED graduates had an outstanding and BEED describes graduate employees’ outstanding level of
performance. This means that the graduates’ have an excellent cooperation in the workplace. The result somewhat negates the
ability to adapt in the workplace. This is not only having the study of Employee Cooperation that group of workers or
ability to adapt with the kind of work but it also includes the employees were the graduates are employed are regarded as a
interpersonal or human relation skills. According to Felisilda team in the workplace which is task interdependence. This
and Perey (2015), human relation skill was a major quality means that cooperation is not enough to understand the
aspired in the workplace as it foster teamwork, retention and cooperation in an organization that is based around teams in
motivation. Furthermore, new graduates will increasingly be the workplace. The sense of cooperation stems from being
recruited for their adaptability as revealed s in a study of HR helpful in the workplace and by being always present in
directors (Pasmore, 2011). This study predicted that people performing assigned tasks. Figure 7 shows the dependability of
will be recruited on their ability to deal with change since that the employed graduates as evaluated by their employers. The
the world of work is changing at an ever increasing pace. grand total mean of 4.2 for both the BSED and BEED
Employers actively seek out graduates who can adapt to programs illustrate that the graduates have a good level of
changing circumstances and environments, and embrace dependability. In this study, it is clear that most of the
newideas, who are enterprising, resourceful and adaptable. employed graduates from batch 2010-2014 shows that they are
Figure 6 presents the employers evaluation on the cooperation dependable in completing their responsibilities in a timely
by batch. manner.
69281 International Journal of Current Research, Vol. 10, Issue, 05, pp.69275-69282, May, 2018

‘Note: 4.3- 5.0 – Outstanding, 3.5-4.2 – Good, 2.7-3.4 – Satisfactory, 1.9-2.6 – Improvement Needed, 1-
1.8 – Unsatisfactory

Figure 7. Employers’ Feedback on the Graduates’ Dependability

Note: 4.3- 5.0 – Outstanding, 3.5-4.2 – Good, 2.7-3.4 – Satisfactory, 1.9-2.6 – Improvement Needed, 1-1.8 –
Unsatisfactory
Figure 8. Employers’ Feedback on the Graduates’ Attendance and Punctuality

Table 1. Difference between the work performance of the BSED and the BEED programs

Variables BEED BSED

Sig. Value Sig. value
Quality .009 .004
Quantity .000 .000
Adaptability .000 .000
Cooperation .000 .000
Dependability .000 .000
Attendance .000 .000
Punctuality .000 .000

The result indicates that the employed graduates needs to The outstanding level of attendance and punctuality with a
improve performance with regards to being dependable and grand total of 4.3 for the BSED program and 4.3 for the BEED
consistent in doing the assigned tasks. Thus, individuals who program proved that most of the employees were always on
demonstrate their dependability or reliability make themselves time for work. This also shows that these graduates were
marketable. Such people should have less fear of losing or if motivated to work and were competent in their jobs. Thus,
not finding a job than others because they show by their employees who come to work whenever they are scheduled,
actions that they value the opportunity to work. Figure 8 create a sense of comfort and security in their supervisors and
presents the employers evaluation on graduates regarding co-workers who know that they are dependable (Employees
attendance and punctuality. Adaptability).
69282 Jane T. Aquino. Employers’ feedback on teacher education graduates: A training remediation implication

Employees with a good track record of being in their Recommendations

workstation during all scheduled hours are more likely to be
effective in the organization. These people have the respect of Based on the analysis, the following are recommended:
others who share the view that part of being a good worker is  There should be an intensified program on the
being on the job when assigned. Table 1 presents the result of acquisition of the workplace skills incorporated in the
t-test of the BSED and BEED employed graduates as rated by curriculum.
their employers based on alpha value of .05.Based on the  The university should implement other effective
result, there is no significant difference between the programs and seminars to the students to develop
performance of the BSED and BEED graduates in terms of the qualities needed in the workplace such asquality,
categories. cooperation and dependability.
 College students must be trained regarding
FINDINGS professionalism prior the on-the-job training
regarding their attitude or behavior towards work.
The following are the important findings of the study:
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the workplace which could be related to the prior training they
experienced in college. However, quality of work performed,
cooperation and dependability rated as good by the employers
reflects that these qualities are important to the employers
nowadays. All the categories were the qualities expected of a
high performing employee. More so, employers’ comments
regarding the employees’ behavior towards work should be
addressed so as to be competitive at work.

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