A 3-YEAR COMPARATIVE ANALYSIS ON THE JOB PERFORMANCE OF

EDUCATION GRADUATES IN CEBU TECHNOLOGICAL UNIVERSITY – TUBURAN

CAMPUS

A Research Study

Presented to the

College of Education

CEBU TECHNOLOGICAL UNIVERSITY

Tuburan Campus

Tuburan, Cebu

In Partial Fulfillment of

the Requirements for the degree

BACHELOR OF TECHNOLOGY AND LIVELIHOOD EDUCATION

Major in Home Economics

CHRISTOPHER BALIGUAT

JOVELYN P. HAPE

CRYSTAL CLAIRE MAPA

JAIZA LOU SILVA

 Chapter 1

The Problem and It’s Scope

Introduction

Rationale

Employers' feedback about the job performance of the graduates is one of the vital inputs

to the curriculum developers and educators in the academic community to execute more

strategies on how the graduates can perform better in their chosen fields. Their performance is an

indicator and reflection of the competence and credibility of the university. The Cebu

Technological University-Tuburan Campus (CTU-TC) aims to produce full-pledge graduates

equipped with necessary knowledge and skills that will help them in the professional world.

Therefore, the leadership brand of CTU-TC is necessary to emphasize in identifying the

performance of the graduates if they really possess these qualities to be able for them to excel in

their respective careers.

Teaching as a profession is a difficult job. Teachers play a crucial role in molding the

future generation. Educators nurture natural abilities and skills and prepare children for the

future. They serve as a role model and inspiration to their students. Teacher education graduates

are expected to possess certain level of communication and presentation skills with high

analytical and critical thinking skills. Education graduates are trained to work under pressure and

handling the stress that comes with it. It is a very daunting profession where they teach students

having different background from all sorts of ethnicity and culture. That's why it's the educator's

job to uplift the students and make a positive change inside the classroom. No matter how good

they are in the technical aspect of their job descriptions, it is still essential to possess the
character and work values that are necessary to perform their duties and responsibilities as an

educator.

Positive behavior towards work and having appropriate attitude towards the culture and

environment of the organization is also important aspect that needs to consider by the graduates.

Culture is one of the aspects of every organization where practices of one company are different

from another. Social orientation of teachers should learn to adjust in various cultures based on

how workers treat other workers and how the management handles its employees. Educators

need global competencies and multicultural skills as much as any other professionals. An

important caution to recognize and keep in mind in developing approaches to global learning is

that one key feature of a globalizing world is that it is increasingly difficult and, indeed,

problematic to characterize people as members of different cultures.

Employers seek employees who take the initiative and have the motivation to get the job

done in a reasonable period of time. This is where quality measure comes in to have check and

balance on the outputs and outcomes of the performance. A positive attitude gets the work done

and motivates others to do the same without dwelling on the challenges that inevitably come up

in any job. It is the enthusiastic employee who creates an environment of good will and who

provides a positive role model for others. A positive attitude is something that is most valued by

supervisors and co-workers and that also makes the job more pleasant and fun to go to each day.

The credibility of employees cultivates the trust and confidence of the employers. It is

one of the basic attributes anyone should possess to gain the respect of the entire organization.

Especially those in the authority to implement the policies, rules and regulations must have

certain level of integrity to keep their instruction powerful and compelling. As new employed
graduates, knowing how to follow protocols is a good manifestation of having sense of

responsibility and discipline as a sign of respect to the governing rules of the organization.

This study explores on the feedback of the employers of education graduates in terms of

their performance relative to the value of competence, commitment, caring and credibility.

Identifying the observations of the employers as important customer of the Higher Education

Institution is one way of evaluating how the graduates applied the acquired technical knowledge

and values to their respective work places. It gives substantial input on the areas need to be

addressed in the teaching and learning process and the required outcomes of the educational

services.

Theoretical Background

The study is situated within the theoretical framework of human capital theory, which

considers the economic effects of education and training on individuals. Becker (1993) is the

pioneer in the application of economic theories to social issues. The main forms of the human

capital theory are schooling and on the job training. Becker (1993) conducted a study on human

Capital that examined similarities of investing in a person’s education and training to that of

investing in business. Becker (1993) demonstrates the way this theory evaluates the motivation

of these investments.

The human capital theory (Schultz 1961; Becker 1964) argues that education increases

individuals’ productivity, which consequently enhances job performance. As such, education

provides marketable skills and abilities relevant to job performance, and thus the more highly

educated people are, the more successful they will be in labor markets in terms of both incomes
and work opportunities. To understand the differences between foreign and domestic education

better, a division between country specific and general human capital has been made (Chiswick

and Miller 2003; Duvander 2001; Wiers-Jenssen2008). Country specific human capital theory

assumes that certain aspects of human capital such as ‘‘language skills, cultural skills, and

professional skills adapted to national requirements’’ (Wiers-Jenssen 2008, p. 106; Støren and

Wiers-Jenssen 2010, p. 31), often acquired when studying abroad, are more useful in some

labour markets than others. A range of investigations have suggested that the international

education experience can improve graduates’ labour market returns in both the host countries

(Chiswick and Miller1995; Baker and Benjamin 1994; Krahn et al. 2000; Borjas 1995; Bratsberg

and Ragan Jr.2002; Zeng and Xie 2004) and the graduates’ home countries (Blaug et al. 1969;

Pang andClark 1970; Demetriades and Psacharopoulos 1979; Mohajeri Norris and Gillespie

2009). While the human capital theory has become a popular explanatory tool for the

relationship between education attainment and labour market outcomes, it has received criticism

too.The human capital hypothesis is based on perfect foresight, meaning that the employers

areable to make an objective and rational evaluation of the employees’ or job-seekers’ ability.

However, the situations in labour markets are often associated with uncertainties, including

imperfect knowledge of individual characteristics, uncertainty of the quality of schooling, and

imperfect knowledge of future demand and supply conditions (Levhari and Weiss1974).

Marimuthu, Arokiasamy, and Ismail (2009) underlined that human capital is the process

of training, offering knowledge that can improve the competencies, skills and values of the

employees, which results in better job performance and competency of the individual and overall

performance of the organization. Marimuthu et al. (2009) further noted that vocational training

plays a key role in developing human capital. Companies must hire and retain best employees
who offer a competitive advantage. Accordingly, companies spend huge resources to train and

develop a competitive human resource. However, this is costly and companies expect to reduce

these costs by employing graduates with desired employability skills.

The human capital theory is applicable in understanding employers’ perception of

employability skills in the current study. The theory seeks to explain why employers seek

particular skills. Employers require skills that can bring competitiveness and not just technical

skills learned at the university. In addition, human capital theory is able to explain how education

and training of individuals are important to any organizational setting. Employees can only

become human capital in the sense that they are able to offer competitiveness, when they possess

the right skills that are desired by their organization.

Statement of the Problem

This study aims to determine the level of job performance of selected education graduates

from Cebu Technological University – Tuburan Campus based on the assessment of their

respective employers.

Specifically, this study answers the following questions:

1. What is the profile of the selected education graduates of the year 2018-2020 in Cebu

Technological University?
Age and Gender

Employment Status

Teaching and Non-teaching

Position

Education Course

Highest Educational Attainment

2.What is the employer’s feedback on the job performance of the teaching education graduates in

terms of:

2.1 Knowledge

2.2 Attitude

2.3 Practice

3.What is the employer’s feedback on the job performance of the non-teaching education

graduates in terms of:

3.1 Knowledge

3.2 Attitude

3.3 Practice
4.Based on the findings of the employer’s feedback, what recommendation can be proposed?

Hypotheses

The researchers proposed two hypotheses in this study. They are Null Hypothesis (Ho)

and the Alternative Hypothesis (Ha).

1. Ho: There is no significant relationship between the CTU-Tuburan's competence and the job

performance of the education graduates.

2. Ha: There is a significant relationship between the CTU-Tuburan's competence and the job

performance of the education graduates.

Scope and Limitations

This study examined the job performance of education graduates using quantitative

survey research at Cebu Technological University in Tuburan, Cebu. This study's respondents

included 157 randomly selected education graduates. This study composed of the education

graduates from school year: 2018-2020 . The findings of this study apply only to the study's

beneficiaries and responders.

After hearing the employers' feedback, the researchers contemplated working on this

study to see if there is a substantial relationship between CTU-Tuburan Campus competence and

the employment success of their education graduates. And to evaluate the responsiveness and

relevance of a program's curriculum in relation to employability qualities.

 Conceptual Framework

INPUT OUTPUT
PROCESS
Profile of the selected The result of the study:
Data Gathering:
education graduates:
 Checklist  The level of the job
1.1 Age and Gender
Questionnaires performance of
1.2 Employment Status  Informal Interview education
 Statistical graduates based on
1.3 Teaching or Non- employer’s
Treatment
teaching feedback
1.4 Position determined.
 Factors that
1.5 \\\\\\\\\\\
Educational Course influenced the job
1.6 Highest Educational performance of the
Attainment education
graduates are also
 Determine the level determined.
of job performance
of education
graduates based on
employer’s
feedback.

Figure 1. Input Process Output (IPO MODEL)

The researchers adopted the Input Process Output (IPO) Model. The concept model as

shown in Figure 1, it shows what is the process on determining the level of job performance of

the education graduates.

For input, it consists the respondent's profile as well as aspects related to the educational

research's dependent and independent variable. Usually, all the details specified in the statement

of the problems are stipulated here.

For process, it will includes the checklist questionnaires that will be utilize, informal interview,

the data collection method and the statistical analysis of the data. It includes everything from the

initial gathering of information or data to the final results and recommendations of the

educational research.

For output, this includes the action taken after the interpreting the results of the study, action

plan, recommendation and other related things taken for consideration. From this, the researchers

will conceptualized a recommendation that will help Cebu Technological University - Tuburan

Campus to improve their curricula to strengthen their competence by producing graduates

equipped with skills and attitudes that wil give a satisfactory results to employers.

Significance of the Study

The researcher anticipates that this study will be useful and beneficial to the following parties:

For the students, this outcome research surely captivates students interest to enhanced their

skills and performances. The students will get motivated to be prepared and ready for the new

and replacement of job demand of the future. Moreover, their enhanced knowledge, skills and

performances will be driving force for the success of employment.

For the teachers, this research can assist him or her in taking his or her teaching career to the

next level by allowing them to explore a new educational cultural environment that allows

students to have access for more mobility and useful attributes to develop their skills.

For the school, the outcome of this study is expected to be a source of information for the school

to improve curricula or sharpen the knowledge, skills, and performance of every student in order

for them to eventually gain employability skills and have a smooth transition in terms of skills

and standards to meet for successful job performances.

For the employers, the research outcome will facilitate or assess overall employee knowledge

gaps that helps to increase employee engagement and as of the graduates the employers appoint

graduates from a well improve and develop institutions.

Definition of Terms

Employer's Feedback - is any information exchanged by employees (formally or informally)

regarding their performance, skills, or ability to work within a team. (Robinson, 2021)

Input Process Output (IPO) Model - an analysis of performance and processing systems that

assumes raw materials (inputs) are transformed by internal system processes to generate results

(output). (https://dictionary.apa.org/input-process-output-model)

Human Capital Theory - posits that human beings can increase their productive capacity through

greater education and skills training. (Ross, 2021)

Education Teacher - the respondents on this study.

Work Performance - is how well an individual performs a job, role, task or responsibility. This

includes tangible things such as revenue targets and intangible things such as communication.

(Spacey, 2017)

Higher Education Institution (HEI) - an institution of higher learning which includes universities,

polytechnics, agricultural colleges, which specialize in different fields such as engineering,

agriculture, medicine, pedagogy, the arts, and economics among others. (https://www.igi-

global.com/dictionary/higher-education-institution/13096)

Employability Skills - are transferrable skills that are useful in nearly every job. They involve the

development of an expertise, knowledge base or mindset that makes you more attractive to

employers. Employability skills are also often referred to as employment skills, soft skills, work-

readiness skills or foundational skills. (Indeed Editorial Team, 2021)