Yıl 2015, Cilt 3 , Sayı , Sayfalar 107 - 117 2015-09-01

DETERMINING THE HETEROGENEITY OF STAKEHOLDERS PREFERENCES TOWARDS DESIRABLE KEY COMPETENCES OF JOB APPLICANTS: A CONJOINT ANALYSES APPROACH

Milena POPOVIĆ [1] , Marija KUZMANOVIĆ [2] , Gordana SAVIĆ [3]


The competition in the labor market is severe, especially in times of economic crisis when a lot of candidates seeking for appropriate job position. The main question for applicants is how to obtain the position that suits them, or which abilities and skills they need to possess in order to best respond to the specific needs and requirements of HR managers. On the other hand, HR managers are looking for a good staff that will be loyal to the company. In this chain of "needs", teachers play a crucial role by listening to market demands and involving them in curricula developments. So the question is: what are the key competencies of candidates which all stakeholders (HR managers, teachers or students) consider as important. We propose conjoint analysis as an appropriate tool to determine the preferences of all stakeholders. Conjoint analysis is a multivariate technique that can be used to understand how an individual's preferences are developed. In particular, our approach accounts for different importance HR managers, teachers and students attach to various aspects of key competencies. The results show that most of HR managers consider the candidate's work experience as the most important. That means, the candidates should be highly specialized in the subject area or they should have the master degree. It is interesting that the students share the same opinions, while teachers believe that creativity and possess problem solving skills are more important. Understanding which competences of candidates are the most important for employers, allows teachers to make a right focus in designing a curricula, and also candidates to be focused on the development of specific skills and abilities.

key competences, job applicant, preferences, heterogeneity, conjoint analysis
  • Baker, W.M. & McGregor, C. C. (2000). Empirically assessing the importance of characteristics of accounting students. Journal of Education for Business, 75(3), 149-157. Biesma, R.G., Pavlova, M., Van Merode, G.G., & Groot, W. (2007). Using conjoint analysis to estimate employers preferences for key competencies of master level Dutch graduates entering the public health field. Economics of Education Review, 26, 375–386. Borghans, L., Green, F., & Mayhew, K. (2001). Skills Measurement and Economic Analysis: An Introduction. Oxford Economic Papers, 53(3), 375–384. Elias, P., & McKnight, A. (2001). Skill measurement in official statistics: recent developments in the UK and the rest of Europe. Oxford Economic Papers, 3, 508–540. Fjelstul, J. (2007). Competencies and opportunities for entry-level golf and club management careers: perceptions from the industry. Journal of Hospitality & Tourism Education, 19(3), 32-38. Green, F., Ashton, D., & Felstead, A. (2001). Estimating the determinants of supply of computing, problem-solving, communication, social, and teamworking skills. Oxford Economic Papers, 3, 406–433. Guo, L., Adams, C.R., & Price, M.A. (2009). Factors influencing hospitality recruiters hiring decisions in college recruiting. Paper presented at I-CHRIE conference, San Francisco. Hair, J.F., Anderson, R.E., Tatham, R.L. & Black, W.C. (1998). Multivariate Data Analysis, 5th edition, Upper saddle River, New Yersey, Prentice Hall International. Hall, A. & Berdino, L. (2006). Teaching professional behaviors: Differences in the perceptions of faculty, students, and employers. Journal of Business Ethics, 63, 407-415. Hansen, K., Oliphant, G.C., Oliphant, B.J., & Hansen, R.S. (2009). Best practices in preparing for mock interviews. Business Communication Quarterly, 72(3), 318-327. Heijke, H., Meng, C., & Ris, C. (2003). Fitting to the Job: The role of generic and vocational competencies in adjustment and performance. Labour Economics, 10(2), 215–229. Hemp, P. 2002. My week as a room service waiter at the Ritz (HBR at Large reprint RO206B). Harvard Business Review, 4-11. Kay, C. & Russette, J. (2000). Hospitality-management competencies. Cornell Hotel and Restaurant Administration Quarterly, 41(2), 52-63. Kristof-Brown, A.L., Zimmerman, R.D., & Johnson, E.C. (2005). Consequences of individuals’ fit at work: A meta-analysis of person-job, person-organization, person-group, and person-supervisor fit. Personnel Psychology, 58, 281-342. Kuncel,R., Hezlett,A., & Ones,S.(2004).Academic performance, career potential, creativity,and job performance: Can one construct predict them all? Journal of Personality ad Social Psychology, 86(1), 148-161. Kurtz, R., & Bartram, D. (2002). Competency and individual performance: Modelling the world of work. In: Robertson et al. (eds.), Organizational effectiveness. The role of psychology, Routledge, Chichester England, 227–255. Kuzmanovic, M., Savic, G., Andric-Gusavac, B., Makajic-Nikolic, D. & Panic B. (2013). A Conjoint-based approach to student evaluations of teaching performance, Expert Systems With Applications, 40(10), 4083-4089. Kuzmanović, M., (2008). The Nonstandard Algorithm for Constructing Efficient Conjoint Experimental Designs, YUJOR, 18(1), 63-74. Mayo, C.R., & Thomas-Haysbert, C. (2005). Essential competencies needed by hospitality and tourism management graduates as determined by industry professionals and hospitality educators. The Consortium Journal, 9(2), 5-17. McKinney, A.P., Carlson, K.D., Mecham, R.L., D’Angelo, N.C., & Connerley, M.L. (2003). Recruiters’ use of GPA in initial screening decisions: Higher GPA’s don’t always make the cut. Personnel Psychology, 56, 823-845. Morgenson, F.P., & Campion, M.A. (1997). Social and cognitive sources of potential inaccuracy in the job analysis. Journal of Applied Psychology, 82, 627-655. Orme, B., “Sample Size Issues for Conjoint Analysis (Chapter 7)”, Getting Started with Conjoint Analysis: Strategies for Product Design and Pricing Research. Reprinted from Orme B. Madison, Wis.: Research Publishers LLC (2006). Robertson, I. T., Bartram, D., & Callinan, M. (2002). Personnel selection and assessment. In: P. Warr (Ed.), Psychology at work. London: Penguin Books, 5th edition, ch 5, 100–152. Roth, P.L., & Bobko, P. (2000). College grade point average as a personnel selection device: Ethnic group differences and potential adverse impact. Journal of Applied Psychology, 85(3), 399-406. Ruetzler, T., Taylor, J., Reynolds, D., & Baker, W. (2010). Assessing Professional Attributes using Conjoint Analysis. International CHRIE Conference-Refereed Track. Savage, M. (2009). Eight lessons from a mater recruiter. U.S. Business Review, 9(11), 16-17. Stasz, C. (2001). Assessing skills for work: Two perspectives. Oxford Economic Papers, 53(3), 385–405. Tesone, D., & Ricci, P. (2005). Job competency expectations for hospitality and tourism employees: Perceptions of educational preparation. Journal of Human Resources in Hospitality & Tourism, 4(2), 53-64.
Konular Sosyal
Bölüm Articles
Yazarlar

Yazar: Milena POPOVIĆ

Yazar: Marija KUZMANOVIĆ

Yazar: Gordana SAVIĆ

Tarihler

Yayımlanma Tarihi : 1 Eylül 2015

Bibtex @araştırma makalesi { epess332671, journal = {The Eurasia Proceedings of Educational and Social Sciences}, issn = {}, eissn = {2587-1730}, address = {}, publisher = {ISRES Organizasyon Turizm Eğitim Danışmanlık Ltd. Şti.}, year = {2015}, volume = {3}, pages = {107 - 117}, doi = {}, title = {DETERMINING THE HETEROGENEITY OF STAKEHOLDERS PREFERENCES TOWARDS DESIRABLE KEY COMPETENCES OF JOB APPLICANTS: A CONJOINT ANALYSES APPROACH}, key = {cite}, author = {POPOVIĆ, Milena and KUZMANOVIĆ, Marija and SAVIĆ, Gordana} }
APA POPOVIĆ, M , KUZMANOVIĆ, M , SAVIĆ, G . (2015). DETERMINING THE HETEROGENEITY OF STAKEHOLDERS PREFERENCES TOWARDS DESIRABLE KEY COMPETENCES OF JOB APPLICANTS: A CONJOINT ANALYSES APPROACH. The Eurasia Proceedings of Educational and Social Sciences , 3 () , 107-117 . Retrieved from https://dergipark.org.tr/tr/pub/epess/issue/30751/332671
MLA POPOVIĆ, M , KUZMANOVIĆ, M , SAVIĆ, G . "DETERMINING THE HETEROGENEITY OF STAKEHOLDERS PREFERENCES TOWARDS DESIRABLE KEY COMPETENCES OF JOB APPLICANTS: A CONJOINT ANALYSES APPROACH". The Eurasia Proceedings of Educational and Social Sciences 3 (2015 ): 107-117 <https://dergipark.org.tr/tr/pub/epess/issue/30751/332671>
Chicago POPOVIĆ, M , KUZMANOVIĆ, M , SAVIĆ, G . "DETERMINING THE HETEROGENEITY OF STAKEHOLDERS PREFERENCES TOWARDS DESIRABLE KEY COMPETENCES OF JOB APPLICANTS: A CONJOINT ANALYSES APPROACH". The Eurasia Proceedings of Educational and Social Sciences 3 (2015 ): 107-117
RIS TY - JOUR T1 - DETERMINING THE HETEROGENEITY OF STAKEHOLDERS PREFERENCES TOWARDS DESIRABLE KEY COMPETENCES OF JOB APPLICANTS: A CONJOINT ANALYSES APPROACH AU - Milena POPOVIĆ , Marija KUZMANOVIĆ , Gordana SAVIĆ Y1 - 2015 PY - 2015 N1 - DO - T2 - The Eurasia Proceedings of Educational and Social Sciences JF - Journal JO - JOR SP - 107 EP - 117 VL - 3 IS - SN - -2587-1730 M3 - UR - Y2 - 2020 ER -
EndNote %0 The Eurasia Proceedings of Educational and Social Sciences DETERMINING THE HETEROGENEITY OF STAKEHOLDERS PREFERENCES TOWARDS DESIRABLE KEY COMPETENCES OF JOB APPLICANTS: A CONJOINT ANALYSES APPROACH %A Milena POPOVIĆ , Marija KUZMANOVIĆ , Gordana SAVIĆ %T DETERMINING THE HETEROGENEITY OF STAKEHOLDERS PREFERENCES TOWARDS DESIRABLE KEY COMPETENCES OF JOB APPLICANTS: A CONJOINT ANALYSES APPROACH %D 2015 %J The Eurasia Proceedings of Educational and Social Sciences %P -2587-1730 %V 3 %N %R %U
ISNAD POPOVIĆ, Milena , KUZMANOVIĆ, Marija , SAVIĆ, Gordana . "DETERMINING THE HETEROGENEITY OF STAKEHOLDERS PREFERENCES TOWARDS DESIRABLE KEY COMPETENCES OF JOB APPLICANTS: A CONJOINT ANALYSES APPROACH". The Eurasia Proceedings of Educational and Social Sciences 3 / (Eylül 2015): 107-117 .
AMA POPOVIĆ M , KUZMANOVIĆ M , SAVIĆ G . DETERMINING THE HETEROGENEITY OF STAKEHOLDERS PREFERENCES TOWARDS DESIRABLE KEY COMPETENCES OF JOB APPLICANTS: A CONJOINT ANALYSES APPROACH. EPESS. 2015; 3: 107-117.
Vancouver POPOVIĆ M , KUZMANOVIĆ M , SAVIĆ G . DETERMINING THE HETEROGENEITY OF STAKEHOLDERS PREFERENCES TOWARDS DESIRABLE KEY COMPETENCES OF JOB APPLICANTS: A CONJOINT ANALYSES APPROACH. The Eurasia Proceedings of Educational and Social Sciences. 2015; 3: 117-107.