Government Recruitment Programme for Unemployed Graduates and Issues: Lack of professional vision, mismatch of skills, and unsatisfied job roles
General characteristics of the process of appointing graduates to the government. Familiarity with the main problems and features of the state program of employment of unemployed graduates. Consideration of management decisions in the public sector.
| Рубрика | Экономика и экономическая теория |
| Вид | статья |
| Язык | английский |
| Дата добавления | 16.04.2022 |
| Размер файла | 530,5 K |
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According to Ambepitiya (2016), graduate skills and abilities are needed to fulfil work. These types of jobs are known as "career-oriented jobs." On the other hand, employability can be defined as the propensity of students to obtain a job. According to Senarath, Patabendige, and Amarathunga (2017), a status mismatch in the labour market occurs when an individual is unable to find a suitable job for his or her level of education and experience.When it does not achieve, it is known as a mismatch, and it
has an impact on the demand and deficiencies of the economy. It occurs when there are no job opportunities in the market or when job creation is insufficient to absorb graduates.Senarath, Patabendige, and Amarathunga (2017) found that it is because of the mismatch in education that creates unemployment in the market. Education, gender, and employment have interconnected characteristics with education mismatch. These issues have been identified for a long time, but they are not being considered or addressed in the system or by the government to close the gap., if a country invests in increasing its human capital, it also needs to think of creating more job opportunities. Otherwise, it will lead to a waste of investment. Mainly because when a person is unable to find a job suited for his or her level of education, the country will lose the productivity that would have been taken from him. For a developing nation like Sri Lanka, this will be an issue that needs to be addressed carefully since it invests a huge amount of money in free education. Senarath, Patabendige, and Amarathunga (2017).
Job Satisfaction
One of the trainees mentioned that "I waited to get a job for five years." Not only me, others from my batch and seniors also waited for a job after the degree program. We came through many struggles. We met and gave letters to the old government to get the job. We went to Trincomalee for demonstrations. But we didn't get any jobs. Then we struggled in Gandhi Park in Batticaloa for 2, 3 months. Then the new government came and asked us about our problem and helped us. They said that they would look at it and that they were responsible for our job. After a few days, they announced job openings for 2,500 graduates."
A few trainee DOs compared the private and government salary scales and stated that private salaries are higher and have constant promotions based on performance. A lack of efficient and unplanned work seems to result in a lack of job satisfaction. Through the interviews, the researcher identified that employees are overcrowded, whereas 20 to 30 staff are placed to do the work when it can be completed with only 10 staff. Document approval takes a long time. If the responsible person is not there, then the file seems to be on hold until that person returns. There isn't any power liquidation applicable in the government system. Through the interview, the functions occur through the bureaucracy.
The private sector is mainly concerned about the efficiency of their employees. As a result, for any stream change or career transition that happens, the private sector expects to have approximately one month. If that number is exceeded, the candidate is usually regarded as inefficient by the private sector.But in the government sector, graduates wait for many years without any jobs. This paves the way to thinking about their efficiency at work and their attitude towards work.
The experiences of the trainee DOs revealed in this interview suggest that their current positions do not require any degrees. This is mainly to solve the unemployment issue. The skills and knowledge learned from universities must be enhanced through this government system, but many respondents were unsatisfied with their jobs. One of the trainees expressed that "a graduate working with the GS to get experience is not a suitable option and it is inappropriate." The trainee DOs are dissatisfied with their current job because they are under pressure to complete tasks that are irrelevant to them and because they are over-controlling their activities.The researcher further identified that though the appointments are to reduce the burden on the country's economy, the mismatch and unsatisfied job positions create a burden on the economy by having inefficient workforces. Participants also expressed that there aren't any proper mechanisms like in the private sector to measure their skills, and it seems to be a greater drawback for the staff working in the government sector. This will cause the employees to doubt their abilities and waste or idle them.Wickramarathna, Vithanage, De Silva, & Perera (2013) point out that job satisfaction depends on education, employment mismatch, work environment, work autonomy, salary and benefits, promotions and career development, job security, and health. Lack of satisfaction in the job will result in greater employee turnover, absenteeism, tardiness, accidents, strikes, grievances, sabotage, low production, inefficiency, reduced motivation, decreased career growth, and many other negative consequences with an absence of positive consequences for the employer, employee, and the institution.
To increase the public sector's productivity, it has to be part of overall growth as the public sector has a significant role to play in the social performance and economy of the country as the government is the main actor in employing people to enhance the country's economy. When the government and the public sector experience a fluctuation in productivity, they have to face challenges in delivering quality services to the public (Wickramarathna, Vithanage, De Silva, & Perera, 2013).
Conclusion
This research looked at contemporary governance issues in Sri Lanka. So long as there is no political or bureaucratic commitment, system stability, or institutional improvements, administrative, policy, and legislative reforms will not improve governance quality. Sri Lanka's administrative system has changed several times, although none has resulted in substantial improvements in governance. It also concentrated political power in the hands of the democratically elected administration, allowing for excessive political influence and bureaucratic politicization. As a consequence, most modifications are aesthetic. Sri Lanka, therefore, offers a case study for examining the connection between the political system, reforms, administrative culture, and governance quality.
The current state of governance and administration in Sri Lanka is largely shaped by socio-political and historical factors that must be acknowledged and understood while making changes. It is time to go beyond the narrow definition of public sector success based on efficiency, competitiveness, and income. Aspects like public governance, ensuring rights and demands, involving all groups in the governance process, and addressing social injustice must be incorporated. Persson et al. (2013) claim that the principal-agent theory would not work in emerging countries where corruption is prevalent and part of the culture. Despite their colonial roots and shared history, each developing civilization has unique governmental features. In Sri Lanka, they include ethnicity, family, religion, and language. Based on facts and discussion, Sri Lanka's governance style is a mix of paternalism and coalition building. Traditional major political parties embrace paternalism because of the long-standing influence of political
dynasties, kinship, ethnicity, caste, region, and nationalism. Later, colonial history, power politics, and social order spawned a new kind of Sri Lankan administration. The most apparent benefit of graduate recruitment is that it offers employment for the unemployed. This study shows how to increase graduate recruitment and, therefore, job satisfaction and institutional production. There are processes to be followed before and after the recruitment of graduates.
The main problem with graduate recruitment is the absence of an appropriate and systematic strategy to attract graduates. In 2012, several recruitment methods were employed. The most common method was political patronage. The majority of respondents said it was unsuitable for public service. A mismatch between university education and employment has the biggest effect on present job satisfaction. The research found that almost half of graduates are unhappy with the hiring process. They advised against political meddling in recruitment. According to the findings for the public sector, a comprehensive job analysis, job description, and task list should be established before hiring. Also, almost half of all graduates held an outside degree. As a consequence, internal graduates demand preference in government hiring programmes. Their employment requires them to progress, transfer, and work overtime. These graduates, on the other hand, need further instruction. Post-employment training is required for job- related duties and activities. The hired cadre should be given a position that matches their qualifications. Graduates should be employed in relevant ministries in Sri Lanka. According to the survey findings, a systematic and/or suitable plan for recruiting graduates into public service is lacking in Sri Lanka. As a consequence, 50% of graduates are unhappy. This results in dissatisfaction with employment, mostly because positions do not match academic credentials. As a consequence, employing a graduate student requires a job analysis, job description, and task list.
Recommendations
Global unemployment is high. The current employment problem will worsen as social inequality widens and some countries fail to generate enough jobs, improve employment quality, and ensure equitable growth. Climate change, protracted conflicts, technological advancements, demographic shifts, and the global COVID-19 pandemic will all exacerbate this. Rising economic, social, and environmental inequalities, coupled with shrinking employment possibilities, will exacerbate public dissatisfaction. Public employment programmes (PEP) may help the jobless, underemployed, informal and rural workers, as well as the unemployed and underemployed (Muralidharan et al., 2017).
PEPs are long-term government investment programmes that directly create employment via high-labour-intensity productive activities rather than civil service expansion. The primary aim of these interventions is to offer work for those who lack market-based job alternatives. Donors may also finance and implement these programmes with the help of the ILO's Employment-Intensive Investment Programme (EIIP). PEP stands for permanent institutionalised programmes like Employment Guarantee Schemes (EGS). PEPs are often covered by national social security (Holmlund & Linden, 1993). PEPs primarily focus on providing public goods and services to improve health care, education, and environmental rehabilitation, as well as building social assets (e.g., schools, hospitals, and water facilities) and services to improve health care, education, and environmental rehabilitation. PEPs create jobs by addressing the effects and underlying causes of inequality via multi-sectoral approaches, and they also help to reduce poverty and achieve many SDGs.
PEPs may be designed to directly and indirectly create jobs for specific target groups in ways that other policy instruments cannot.PEPs do not depend on other social actors, such as private companies, to generate jobs, particularly when these actors fail to do so. Thus, PEPs are vital when other players are unable (because of recession, internal turnover, or declining profitability) or unwilling (due to uncertain future prospects) to create employment (Muralidharan et al., 2017). PEPs may aim to create jobs, improve economic stability, and provide natural or physical infrastructure, public goods, and services. Because PEPs have varying objectives, they have been labelled as social protection measures or active labour market (ALM) programmes (Tibor, 2019).
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