Vad gör att eleverna känner sig anställningsbara efter Hotell & restaurangprogrammet, och vad tycker eleven är viktigast för att vara anställningsbar? Undersökningen har gjorts med hjälp av intervjuer med elever i årskurs tre på gymnasiets Hotell & Restaurangprogram. Respondenterna kommer från tre olika gymnasieskolor i sydöstra Sverige och är intervjuade några veckor innan de slutar sin utbildning. Eleverna anser att det viktigaste för anställningsbarheten är att vara trevlig, social, flexibel och anpassningsbar. På frågan om vad det är som gör att eleverna känner sig anställningsbara efter tre år på Hotell & Restaurangprogrammet anser de flesta att deras stora styrka är att de är trevliga och sociala. / What makes the students feel employable for Hotel & Restaurant program, and what the student thinks is most important to be employable? Survey has been conducted through interviews with students in grades three to upper secondary school Hotel & Restaurant Program. The respondents come from three different upper secondary schools in southeast Sweden and interviewed a few weeks before they finish their education. The students consider it important for employability is to be pleasant, sociable, flexible and adaptable. The question of what it is that makes students feel employable after three years in Hotel & Restaurant program, the majority of their great strength is that they are nice and social.

Purpose of the Study The purpose of this study was to compare perceptions of vocational business teachers, entry-level office workers, and employers regarding employable qualifications for entry-level office workers in Utah. Business teachers, entry-level office workers, and employers were asked the following questions: 1. What occupational skills are performed by entry-level office workers? 2. What level off education is needed for entry-level office workers? 3. What are the reasons for selecting entry-level office worker applicants? 4. What are the reasons for not selecting entry-level office worker applicants? --- 5. What are the areas in which improvement should be made in the preparation of entry-level office workers? 6. What are the causes for termination of entry-level office workers ? 7. What are the personal characteristics desired by employers for entry-level office workers? 8. What is the relationship between participation in extracurricular activities in school to the job success of entry-level office workers? 9. What is the relationship between participation in on-the-job training programs and the job success of entry-level office workers? 10. What types of methods are used in the selection of entry-level office workers? 11. What further training is conducted by employers after hiring an entry-level office worker? Procedure The data for this study consisted of information obtained by questionnaires from vocational business teachers, entry-level office workers, and employers of entry-level office workers. Eighty percent of the 95 teachers surveyed responded, while 72 percent of the 232 businesses surveyed responded to the questionnaire. The data were then analyzed by one-way analysis of variance, Scheffe analysis, descriptive analysis and Chi-square programs. Principal Findings There is a difference between the perceptions of vocational business teachers, entry-level office workers, and employers regarding employable qualifications for entry-level office workers in Utah. Teachers indicate a greater frequency and a greater importance for the skills than did employers or employees. However, they do agree on the most important skills and the least important skills . There was a discrepancy among the three groups regarding the skills which were ranked between most important and least important . Teachers gave more importance to skills such as shorthand, filing, and running duplicating machines, while employers and employees gave more emphasis to the skills which require some sort of decision making or human relations skill. The three groups agreed that entry-level office workers need to complete high school before securing a job and that some college training was advisable. Personality was given as the primary reason for selecting entry-level office workers, while inability to communicate with employers was given as the primary reason for not hiring entry-level office workers. Once hired, making costly mistakes continuously was the reason given by the three groups for termination of entry-level office workers. Teachers viewed the ability to follow suggestions and instructions, employers the concern for productivity, and employees the ability to write and speak effectively as the areas most in need of improvement for entry-level office workers. Interviewing was the most common method used by employers in selecting entry-level office workers. Conclusion A continual evaluation of business education programs should occur to keep business education programs current with the changing demands of today's business world.

Studiens syfte är att undersöka studenter som snart tar examen från civilingenjör- och samhällsvetenskapliga program, hur de uppfattar sin anställningsbarhet i övergången från studier till arbete. Genom kvalitativa intervjuer med åtta studenter undersöker studien hur studenterna upplever övergången till arbetslivet. Samt vad de upplever är fördelaktiga och negativa kapital för att vara anställningsbar och slutligen om det finns några likheter eller skillnader mellan samhällsvetenskap- och civilingenjör studenter.  Som teoretiskt ramverk användes Bourdieus teori om fält, kapital och habitus. Det användes för att skapa förståelse för vilka kapital som stärkte eller försvagade studenternas upplevda anställningsbarhet.  Resultatet visade på att båda grupperna var medvetna om en konkurrenssituation för att erhålla jobb och såg till att utbilda sig för att öka chanserna på arbetsmarknaden. Relevanta erfarenheter och framför allt yrkesrelaterade erfarenheter var ett kapital som tydligt uppfattades som värdefullt. Ett utbrett socialt nätverk var även det något som ökade studentens upplevda anställningsbarhet. Det uppfattades skillnader mellan grupperna, samhällsvetenskapliga studenter var mer osäkra på sin möjlighet att få en anställning efter examen. Samtidigt uttryckte civilingenjör studenterna en trygghet att utbildningen ökade chanserna till både ett jobb och en framgångsrik karriär. / The aim of the study is to investigate how students nearing graduation from engineering and social science programs perceive their employability in the transition from studies to work. Through qualitative interviews with eight students, the study explores how students experience the transition to the working life, as well as what they perceive as advantageous and disadvantageous capital for employability, and finally if there are any similarities or differences between social science and engineering students. As a theoretical framework, Bourdieu's theory of fields, capital, and habitus was used. It was employed to understand which forms of capital strengthened or weakened students' perceived employability. The results showed that both groups were aware of a competitive situation to obtain jobs and ensured to educate themselves to increase their chances in the job market. Relevant experiences, especially those related to the profession, were perceived as a clear capital. A widespread social network was also something that increased students' perceived employability. Differences were perceived between the groups, with social science students being more uncertain about their prospects of employment after graduation. At the same time, engineering students expressed confidence that their education increased the chances of both a job and a successful career.

Made available in DSpace on 2016-04-25T16:44:50Z (GMT). No. of bitstreams: 1 Tatiana Sereno.pdf: 10000115 bytes, checksum: 4f238727e3c514c13e63609ea2b8de71 (MD5) Previous issue date: 2006-05-12 / Thinking about the transformation that the world had been passed in the last two decades and the consequences to our workforce is the theme of tbis pareI. Inspired for the changing that totally transformed the way of work and live and trying to understand how we have and could deal with that. Found a way to dower our workforce with the ability to deal with the near future: a world without jobs and full of instability is an essential work in this point of view. The purpose of this pareI is to understand through the success experience of seven workers, with more than 40 years old and who had passed for an unemployed experience in the last three years but that are actually working in the formal or informal work market, what is the key of the success. It had dane through bis discourse analysis, acquired through the realization of interview semi- direct. Our hypotheses is that bis success is related with bis attitude and way to face bis own life, appropriate for bis owns choices and decisions and making rum very near of the desirable profile needs for the work market. A person full of initiative, ability of decision and able to resolve problems. To this joumey a bibliographic review about the changes of the work market, the current situation and impacts of this to the worker and the human resources evolution and its mainly concepts. To the individual trajectory and the collective analysis had used the Arendt (2001) concepts about the meaning of work. After that, it shows altematives and proposes to the human resources work in the organizations, to the rising of our youth and students to the schools and universities and to the govemment and to the parents that dream with a better future to bis child. The main results as the workers that had planned bis own career and had appropriated for bis owns choices and decisions in nowadays have a better condition and had passed more gradually for the unemployment experience. / Em um mundo do trabalho com tantas transformações, dotar nossos trabalhadores da capacidade de buscar sua própria empregabilidade e lidar com um futuro de mundo sem empregos e cheios de instabilidade parece ser uma tarefa essencial. O objetivo desse trabalho é compreender através da experiência de sucesso de sete trabalhadores, com mais de 40 anos que passaram por uma experiência de desemprego nos últimos três anos e que atualmente se encontram inseridos no mercado de trabalho, formal e informal, qual é a chave desse sucesso. Isso foi realizado através da análise do discurso destes, obtidos através da realização de entrevistas semi-dirigidas. Nossa hipótese é de que isso tenha relação com sua postura e modo de encarar sua própria vida, apropriando-se de suas escolhas e decisões e fazendo-o assim muito próximo do perfil desejado atualmente pelo mercado do trabalho. Uma pessoa com iniciativa, capacidade de decisão e resolução de problemas. Para essa jornada, foi realizado todo um levantamento bibliográfico sobre as mudanças do mundo do trabalho, sua atual situação e impactos dessas mudanças para o trabalhador e a evolução da gestão de recursos humanos e seus principais conceitos. Para a análise das trajetórias individuais e do grupo foram utilizados os conceitos de Arendt (2001) sobre significado do trabalho, para então apresentar alternativas e propostas para o trabalho de gestão de recursos humanos nas empresas, para formação de nossos jovens e estudantes pelas instituições de ensino e pelo governo, e para os pais que visam o melhor para o futuro de seus filhos. Como principal resultado vemos que aqueles trabalhadores que apropriaram se de suas escolhas e decisões sobre sua carreira, e principalmente planejaram suas trajetórias profissionais possuem hoje uma melhor recolocação e passaram pela experiência de desemprego de forma menos abrupta