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The use of CANVAS model to develop incubation organization in the university sector
1-10Views:54The mission of higher education in Europe and worldwide has been undergoing changes concerning its responsibilities and the requirements it has to satisfy. Making use of the experience gained from international benchmarking, the research paper investigates those business models that the institutions and their strategic partners can use in order to facilitate their market oriented incubation activities. In our research we aimed to develop an operating model such that is able to meet the challenges set by the competition on the international marketplace. We used the Canvas business framework model as a method to describe the business logic, – value creation – and functional elements of a market actor, and the interrelationships that exist between those factors.
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Future-proof skills - What do you expect to need in the jobs of the future?
36-45Views:139Advances in Artificial Intelligence and robotics have made it possible to automate many high-level cognitive skills, but different jobs and occupations may be affected differently by technological developments. High-skilled occupations are less at risk of automation, as they also require skills and competences that remain important bottlenecks to automation. However, according to OECD 2022 results, the jobs most at risk from automation will not disappear completely, as only 18-27% of the skills and competences required in these occupations are highly automatable. Rather, it is likely that the organisation of work will need to be radically changed and that workers in these jobs will need to retrain as technology replaces workers in many tasks.
In my study, I aim to summarise, based on the literature of recent years, the key skills that will potentially equip workers for the diverse workplace demands of the near future, arising from technological developments.
I conducted a keyword search of the Scopus database for future jobs, workplaces, occupations, skills, abilities and competences. I narrowed down the search results to the period 2021-2023, English language journal articles, economic and business fields and relevant keywords associated with the articles by the authors. In addition to these articles, I also reviewed the reporting materials of other relevant professional organisations (OECD, World Economic Forum) for the period. The geographical, regional and territorial differentiation of the studies was taken into account.
In my findings, I have also discussed the role of universities and other educational institutions in meeting the employability expectations of the Fourth Industrial Revolution in order to ensure that they can provide skills that are as relevant as possible to market expectations. I will highlight the top 69 skills identified in the hospitality industry and their groupings, and the elements of the 4 important skill groups identified for accountancy professionals. I also cover the future-proof skills that entrepreneurs are expected to have. In general, I will describe the appreciation of soft skills based on the academic findings of recent years.
The results collected can also serve as useful information for individual human capital investment decisions, organisational training and even the design of training frameworks for educational institutions.
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Analysis of Work Attributes According to Kano Modell and Paired Comparison in the Case of Higher Education Students
6-18Views:84The aim of our study is to examine university students' expectations about job attributes, what are their basic expectations and what factors are attractive when choosing a job. We analyzed the answers of 389 students learning at the University of Debrecen and the University of Nyíregyháza. In the study, we combined the Kano model and the pairwise comparison method. The former is related to Noriaki Kano and his colleagues, and categorizes product quality attributes according to their impact on customer satisfaction. The model is primarily used to assess the quality of a product or service, but has recently been used in areas of management like job satisfaction. The other method is the pairwise comparison, when answerers compare the attributes to each other thus setting up an order of importance. The possibility of merging Kano-model and importance is an opportunity to examine job characteristics more accurately and to apply a refined Kano-model that divides the original categories into two subcategories like critical (important must-be), necessary (less important must-be), high value-added (important one-dimensional), low value-added (less important one-dimensional), highly attractive, less attractive, potential (important indifferent) and care-free (less important indifferent) quality characteristics. In our research, we examined the following attributes’ effect on job satisfaction: wage, relationship with employees, long-term employment, the matching of field of education and work, the work environment, the career opportunity, the matching of education level and work, and company size. According to our results, there are job attributes with clear category, such as wage, which high value added attribute and a low salary causes dissatisfaction while high salary causes satisfaction. Long-term employment is a less attractive, modern environment is a highly attractive factor, so the absence of these does not cause dissatisfaction, but the presence increases satisfaction. Finding a matching job is a carefree attribute. This supports the literature that recent graduates take on jobs that require less education than theirs, if the salary and career opportunities compensate for it. At the same time, it is another question to what extent compensation can be realized if the overeducated earn a lower wage than their matched counterparts. It is possible that accepting the initial lower wage is part of the strategy that the employee moving up on his career ladder will be able to earn higher, but it does not work for everyone. Among the characteristics that cannot be clearly categorized, the career option should be highlighted, which was the most mixed category. For some people, it represents a highly value added attribute and its absence causes dissatisfaction (women), for others it is very attractive and its absence is not a problem (men), but in both cases its presence increases satisfaction. However, there is a group for whom this is a critical characteristic, i.e. its existence is natural, its absence increases dissatisfaction, and this is the MSc graduates. In the case of less congruent professions, matching the field of education to the job increases satisfaction more, but its absence does not cause dissatisfaction. The relationship with colleagues has a highly value added for women, i.e. its absence causes dissatisfaction, but it is very attractive for men, in their case its absence is not a problem. Small company size is a reversal (women) or care free characteristic. Employers should therefore pay attention to career opportunities in the case of freshmen’s with higher level of education, to find and integrate an employee who fits into the company’s environment in order to ensure good relationship with colleagues, as well as to the appropriate salary, since the lack of these causes dissatisfaction among significant groups of young applicants.
