THE MISMANAGEMENT OF TALENTS FOR JOBLESS MALAY GRADUATES (AS UNDERUTILIZED HUMAN CAPITAL COMPETENCIES) IN MALAYSIA

THE MISMANAGEMENT OF TALENTS FOR JOBLESS MALAY GRADUATES (AS UNDERUTILIZED HUMAN CAPITAL COMPETENCIES) IN MALAYSIA: Is there a correlation between Employability and “The Right Person for the Right Job” in the context of K-worker definition?

by Ismail AbJamal (2004260438)


PREAMBLE:

The issue of current high unemployment among Malay graduates due to low English proficiency and other factors.
n On the issue of 94% of all unemployed graduates being Malay graduates, many employers believe that the issue is not entirely due to the low level of English proficiency amongst Malay students, but possibly due to graduates majoring in courses with low employment demand and their employers being unwilling to train them. To avoid the recurrence of the latter problem in the future, many employers advocate that a ceiling be set on the number of students entering courses that do not have a high foreseeable employment demand.
n However there are also many employers who disagree with this statement and are of the opinion that the government and the private sector should be more open minded to people who are applying for jobs unrelated to their degree subjects. Graduates should be assessed based on their intellectual and leadership capability as practiced in most developed countries. This policy also helps to create diversity and creativity by allowing people of different disciplines work in any single organisation. This difference in mindset allows for flexibility is a quality that is highly valued by employers.

CONTENTS OF RESEARCH PROPOSAL

Title of the research
Introduction/Background/Rationale
Problem statement/ research statement/ problem identification
Objectives of the research – SMART (Specific, Measurable/Manageable, Attainable/Achievable, Realistic and Timeframe)
Scope of the research
Significance and Benefits/Justification of the research
Limit of the research
Literature review – Theoretical/Conceptual framework
Research methodology/ research design
Research Question, or Hypothesis or Both
Data Collection method
List of references

KEY WORDS
n WHAT IS WEB-BASED ASSESSMENT TECHNOLOGY?
n WHAT IS JOB PROFILING?
n WHAT IS PROFILING AND JOB MATCHING?
n WHAT IS JOB ANALYSIS (HARD SKILLS)?
n WHAT IS JOB ANALYSIS (SOFT SKILLS)?
n WHAT IS JOB FIT?
n WHAT IS EMPLOYABILITY?
n WHAT IS “THE RIGHT PERSON FOR THE RIGHT JOB”?
n WHAT IS “MISMANAGEMENT OF TALENT”?

Introduction

With the Job Profiling and Job Matching technology, we may not have to invest so much money on reskilling the jobless graduates BUT to source the employers instead to come forward with the Job Descriptions, Job Models or Job Patterns that are specifically required and expected by them to Job Fit the fresh graduates in meeting the requirements of the so-called K-economy and K-workers as per the definition in view of enhancing the candidates’ employability.
Abstract
This doctoral research project presents an integration of a web-based technology system for solution and evaluation of the unemployed graduates’ employability in Malaysia at certain offered entry-point job posts by prospective employers.
Jobless graduates lack critical skillsWednesday, September 03, 2003
KUALA LUMPUR, Tues. - The Government is concerned about the increasing number of unemployed graduates, many of whom lacked communication skills are unable to use computers and lack team spirit. Human Resources Minister Datuk Dr Fong Chan Onn said feedback from employers indicated that most of these graduates were from public universities. "I have informed the Cabinet that employers prefer to employ graduates from private institutions of higher learning and those who return from overseas because of their qualifications and their better computer skills and work competency. "According to the employers, public university graduates find it hard to communicate in English, have no proper computer skills and are unable to interact with other races and carry out tasks as a team. They also prefer to work within the stipulated working hours and do not go the extra mile to close deals after office hours or stay back to do extra work."
The Star
The National Economic Action Council (NEAC) will conduct a study to arrest the problem of 50,000 unemployed graduates nationwide. NEAC Executive Director, Datuk Mustapha Mohamad said that the study would involve employers, unemployed graduates and the Education Ministry.

TUESDAY 13 MAY, 2003

Overcome the Problem of Unemployment Among Graduates
PASIR PUTEH, Dec 20 (Bernama) -- The government is drawing up strategies to overcome the problem of unemployment among graduates including to encourage them to venture into the agriculture and small and medium industries (SMIs). Minister in the Prime Minister's Department Datuk Mustapa Mohamed said that the number of jobless graduates currently was about 60,000 and following the implementation of the strategies, the government was confident that the problem could be dealt with under the Ninth Malaysia Plan. -- BERNAMA
Dec 20, 2004:

From the Straits Times online (19.4.2004):EDITORIAL: Trained for workBy Editorial
IN bad times, many graduates are unemployed because there are simply too few jobs. In good times, if they continue to be without work, a simple reason would be that they do not have the skills employers want. While detailed information has not been given about the 27,000 unemployed graduates being given temporary jobs in government departments, chances are there are no doctors and dentists, or accountants and lawyers among them. The onus is on universities to better understand the job market and to produce graduates not only with specialist knowledge, but also other key skills demanded by the workplace.The Higher Education Ministry's proposal to send undergraduates on attachment to industry for hands-on training is a sound idea. Gaining relevant work experience during undergraduate studies improves employability. The ministry should also work with the Human Resources Ministry to explore the possibility of getting employers to provide fresh graduates who have difficulty in getting work with on-the-job-training for, say, a period of six months. The Government provides the training allowance and the graduates gain working experience and job-related skills. Since many of the skills sought by employers are best acquired at the workplace, they would have the opportunity of hiring graduates with the competencies they need if the trainees complete their training satisfactorily. There is no reason why the temporary attachment of unemployed graduates should be confined to government agencies.
Employability: The Magic bullet
What is Employability, Harvey (2001)
Traditionally, employability was related to the propensity of students to obtain a job (Harvey, 2001) and regarded as the indicator of institutional effectiveness. Harvey (2001) made explicit and implicit definitions based on job type, timing, attributes on recruitment, further learning, and employability skills and developed a model of employability development and employment. Also, Harvey recognized a variety of factors that could mediate the employment process, which included type of higher education institution, mode of study, student location and mobility, subject of study, previous work experience, age, ethnicity, gender, and social class.

Web-Based Technology
Problem Statement
This proposed research lifts the veneer of 'employability', to expose serious problems in the way that future Malaysian graduates are trying to manage their employability in the competition for tough-entry jobs in the knowledge economy; in how companies understand their human resource strategies and endeavor to recruit the managers and leaders of the future; and in the government failure to come to terms with the realities of the knowledge-based Malaysian economy.

Businesses have two kinds of problems,
n systems problems and people problems. Systems problems are easy to identify and fix. People problems are not. Soon you will discover innovative break troughs in understanding and developing people, and why they do what they do.
n Everyday in countless businesses, businesses very much like yours, sales managers discover sales people who can not sell. Customer Service departments discover representatives that frustrate customers.
n Quality programs discover people who cannot produce quality products. Senior executives discover managers who can not manage, and empowered work teams discover team members incapable of team work.

Research Rationale
n Users of current Job Portal Web-Based systems have little or no control over their employability attributes and job applications as perceived by the prospective employers.
n Many Job Portal Users have models that collate ONLY
u Hard Skills of Candidates instead of Soft Skills as well. The “Iceberg Theory”.
u User preferences/profile and resource profiles that are ipsative in nature rather than normative.

Normative vs. Ipsative

Utilize All Of Our Resources
Research Description
n Examines what makes a Malaysian 'knowledge worker' employable
n Argues that the demand for 'knowledge workers' is not nearly so great as is often claimed by employers
n Considers government policies aimed at encouraging employability, particularly Malaysian higher education policies
n Argues that employability policies must take account of the positional conflicts of candidates
n Provides insights into how web-based recruitment assessment centres work

Research Contribution
n The system allows companies to benchmark positions suitable for fresh graduates by possessing rich database of Job Models or Job Patterns that are actually their intellectual property (IP) in the form of Human Capital Competencies.
n Uniform Guidelines on Employee Selection Procedures can later be established.
n Formalisation of a NOPIM (National Occupational and Profiling Index for Malaysia) model suitable for keeping the job database of employers on-the-web to be used by job applicants (unemployed graduates and other job applicants) and later can be incorporated into the proposed Malaysian Dictionary of Occupational Titles (MALDOT)
Research Goal
n The proposed system allows employers to benchmark positions suitable for fresh graduates’ employability
n and to develop patterns defining the core competencies necessary for selecting fresh graduates.
n And what does the assessment system actually measure?
u Thinking Style
u Behavioural Traits
u Occupational Interests
n The system can be easily incorporated into current operations of any organizations with internet facilities.
Research Objectives
n TO ESTABLISH THE EMPLOYABILITY FACTORS OF THE UNEMPLOYED GRADUATES IN MALAYSIA.
n TO STREAMLINE THE SELECTION AND RECRUITMENT ACTIVITIES OF UNEMPLOYED GRADUATES IN LINE WITH THE JOB REQUIREMENTS OF THE PROSPECTIVE EMPLOYERS.
n TO ESTABLISH THE JOB MODELS OR JOB PATTERN REQUIREMENTS OF THE EMPLOYERS IN THE CONTEXT OF K-ECONOMY USING NORMATIVE PATTERN OF COMPETENCIES.
n TO ASCERTAIN THE SOFT-SKILLS (AND HARD SKILLS) OF THE UNEMPLOYED GRADUATES IN ORDER TO MATCH THE EXACT REQUIREMENTS OF POSITIONS OFFERED BY THE PROSPECTIVE EMPLOYERS AND FUTURE JOB OPENINGS IN JOB MARKETS.
n TO IDENTIFY AREAS OF RETRAINING AND REDEVELOPMENT OF JOBLESS GRADUATES TO JOBFIT THE POSITIONS AVAILABLE IN THE JOB MARKETS.
Research Objectives (cont.)
n TO SPUR THE GROWTH OF MALAYSIAN K-ECONOMY BY OPTIMIZING THE UNDERUTILIZED RESOURCES COMPRISING THE UNEMPLOYED GRADUATES.
n TO ASSIST THE RELEVANT AUTHORITIES IN CHARTING OUT THE NEXT STRATEGY BY FOCUSING ON THE CRITICAL SKILL SETS OR COMPETENCIES REQUIRED BY THE NATION'S VISION 2020 SO AS TO ENABLE THE IPTA, IPTS AND OTHER LEARNING INSTITUTES TO CONCENTRATE ON THE CORE SYLLABUS IN TANDEM WITH THE FUTURE JOBS OR PATTERNS AND SOFT SKILLS (AND HARD SKILLS) REQUIREMENTS OF THE INDUSTRIES AND THE PUBLIC SECTOR.
Research Scope
The integration of A Web-Based AssessmentTechnology Solutions for Profiling and Job Matching covers only the selected Jobless Malaysian Graduates to Job-fit Positions in Job Markets offered by Employers that are categorised as GLCs (Government-Linked Companies)
Literature review – Theoretical framework
n THE HISTORY OF MANAGEMENT
n The Principles of Scientific Management by Frederick Taylor
n Motivational Theory by Douglas Magregor
n History of Assessment
n Managerial Grid III by Robert Blake and Jane Mouton
n Employing The Whole Man by Peter Drucker
n Employability and Jobs in the Knowledge Economy, Phillip Brown and Anthony Heskethwith Sara Williams
n The Fifth Discipline by Peter Senge
n The Dance of Change by Peter Senge
n Integrating HR and Strategic Business Planning by Manzini and Gridley
n Human Dynamics by Seagal & Horne
n Human Resources Champions by Ulrich
n EIGHTH MALAYSIA PLAN ON EMPLOYMENT
n The Human Capital Edge by Pfau & Kay
n The HR Scorecard by Ulrich & others
n Hire With Your Head by Lou Adler
n Other relevant research papers.
n Recommended further readings
Literature review –Conceptual framework
n THE BACKGROUND THEORY OF ASSESSMENT
n THE BELL CURVE (NORMATIVE VERSUS IPSATIVE)
n Employability and Jobs in the Knowledge Economy Phillip Brown and Anthony Heskethwith Sara Williams
n ASSESSMENT CONCEPT
n JOB PATTERN AND JOB FIT CONCEPTS
n THEORY OF HUMAN CAPITAL
n THE TOTAL PERSON CONCEPT
n EMPLOYING THE WHOLE MAN CONCEPT
n EDUCATION AND EMPLOYABILITY MODEL
n ENHANCING EMPLOYABILITY MODEL
n MANAGER OF TOMORROW CONCEPT
n THE MANAGERIAL GRID CONCEPT
n THE FIFTH DISCIPLINE CONCEPT
n THE HUMAN DYNAMICS CONCEPT
n INTEGRATING HUMAN RESOURCES AND STRATEGIC BUSINESS PLANNING MODEL
n THEORY OF JOB FIT
Research Questions
n What are the exact employability or job requirements and characteristics for a K-worker as defined by employers in their understanding of K-economy?
n Is Profiling and Job Matching Technology the employability model solution to satisfy employers and job applicants from the pool of Malaysian unemployed graduates in a web-based environment?
Research Questions (cont.)
n How can the specification of a web-based Job Profiling component system be made general enough to apply to wide variety of job recruitment and selection based systems required by Employers and Job Applicants?
n Can normative Job Profiles be adequately deployed as components to fit available job vacancies as required by employers – as opposed to traditional ipsative Job Profiling services or Job Matching processes offered by existing Job Portals or those practised by prospective employers?
Research Questions (cont.)
n What is at stake?
n Is employability an instrument for the regulation of the labour market in Malaysia, distinguishing between the employable and the unemployable?
n Or is it a set of measures to facilitate the insertion or reinsertion of workers?
n Is employability in the future the defining policy framework for labour market policies in Malaysia?
n What are the consequences of such a development for policy makers in Malaysia?
Research Hypothesis
n The only reliable method for evaluating “Job Match” is with a properly designed assessment system or instrument, capable of measuring employability and the essential “Job Fit” characteristics or competencies particular to each “Specific Job Pattern” offered by employers.
The Total Person
What The Profile Measures
n Can the persondo the job?
n Will the persondo the job?
n How will the persondo the job?
Can The Person Do The Job?
The Learning Index
Will The Person Do The Job?
How The Person Will Do The Job?
Profile XT Measures 20 Job Competencies
1) Learning Index
2) Verbal Skill
3) Verbal Reasoning
4) Numerical Ability
5) Numeric Reasoning
6) Enterprising
7) Financial/Administrative
8) People Service
9) Technical
10) Mechanical

11) Creative
12) Energy Level
13) Assertiveness
14) Sociability
15) Manageability
16) Attitude
17) Decisiveness
18) Accommodating
19) Independence
20) Objective Judgment
Harvey (2001) Personal attributes
David Harvey (2001) Interactive attributes
RELEVANT RESEARCHES DONE BEFORE
n DAVID HARVEY (2001) EMPLOYABILITY STUDY
n AN EMPIRICAL STUDY ON UNEMPLOYED GRADUATES PERSONALITY CHARACTERISTICS AND LABOUR MARKETS
n AN EXPERT SYSTEM OF JOB MATCHING OF THE UNEMPLOYED
n AN EXPLORATORY STUDY OF MATCHING EMPLOYER’S NEEDS WITH CURRICULUM
n A TEST BETWEEN UNEMPLOYMENT THEORIES USING MATCHING DATA
n GRADUATES EMPLOYABILITY IN MALAYSIA
n KEMAHIRAN BOLEHKERJA

The Research Process



Research Methodology
n DATA COLLECTION METHOD:
u Job Analysis for hard skills using web-based electronic survey form to support research project
u Job Analysis for soft skills using web-based technology tools to collate and analyse the data for creating the job patterns
u Profile XT Assessment (in Bahasa Malaysia & English)
u Profiling and Job Matching reports generated by the web-based assessment systems that are assessable by employers and job applicants.
u The uses of SPSS 12.0 and EXCEL for data analysis.
u LITERATURE REVIEW: Research Methods for Business A Skill Building Approach 3rd Edition by Uma Sekaran (Southern Illinois Univ. at Carbondale)
Research Methodology

RESEARCH TOOLS
n ASSESSMENT TOOLS AND SAMPLE REPORTS
u The Profile XT®
F is a multi-purpose assessment that is used for selection, coaching, training, promotion, managing, and succession planning. It is a powerful and dynamic management tool that employs 21st Century technology to put the right people in the right jobs. It is administered on the Internet and reports are immediately available.
u FURTHER INFO ON The Profile XT®
u TYPES OF SAMPLE REPORTS
u EXCEL REPORT SAMPLE
u SPSS ANALYSIS OF DATA
u Microsoft Project2000
GENERATIONS OF ASSESSMENT TOOLS
n HARRISON InnerView
n The Birkman Method ®
n Caliper Assessment
n CPP (CPP's world-renowned brands are the Myers-Briggs Type Indicator® (MBTI®) instrument, Strong Interest Inventory® instrument, Thomas-Kilmann Conflict Mode Instrument (TKI), FIRO-B® instrument, Spectrum CPI 260TM instrument, and California Psychological InventoryTM (CPITM) instrument.
n DiSC® Products (Power Link Dynamics (PLD)) (Such as PPA of Thomas International)
n RPQ (Rapid Personality Questionnaire Series)
n Pearson Assessments 16PF
n Myers-Briggs Type Indicator (MBTI)
n Team Mgt Index
n e-PROFILES International Inc.

The Qualitative Evolution of Assessment Tools
The individual (jobless graduate) is compared to a “job pattern” designed for each vacant position as advertised by employer(s)
n (the shaded areas on the sample) specifically for a particular job in the organization.
n This job pattern is derived by giving the Profile to 2-20 of the top performers or 20% of the top performers in the position or, if top performers are lacking, having an immediate supervisor answer a questionnaire regarding the job.

Each position in the organization would have a different job pattern.
n A percentage fit to the pattern is given in each of the critical areas along with a total percentage fit to the job.
n Interview questions are provided in the Hiring Report where the person scores outside of the job pattern.
n In addition, the Profile also contains a distortion scale, ranging 1-10, indicating the candor (forthrightness) in which the person showed when taking the assessment. The higher this score…the better.

The e-PROFILING and JOB MATCHING system
n Imagine within just a few minutes of interaction being able to accurately predict how someone is likely to:
u Communicate (Behavioural Trait)
u Perform on the job (Occupational Interest)
u Make decisions (Thinking Style)
n These are three of the most valuable pieces of information most people would like to learn about others in almost any professional environment.
n Assessing this kind of valuable information about someone is called profiling.
n Profiling is the ability to assess a comprehensive amount of information about a person’s personality.
Top Performer JobFit™ Profile
JobFit™ Profile Analysis
JobFit™ Profile Matrix
The Profile – Good JobMatch
The Profile – Poor JobMatch
Seven Reports
n The Profile XT produces these informative reports:
u Individual Report - A guide for self-understanding
u Placement Report - Selecting the right people through Job Match
u Multi-Job Match Report - Useful for succession planning and reassigning employees to new positions
u Coaching Report - An excellent training and Career Coaching & Development tool
u Job Profile Summary Report - Used with job descriptions to more accurately define job requirements
u Summary Reports - To give you a "snapshot" of essential information
u Graph Report - For visual analysis of Job Match

An Accelerated Timeframe to Complete the Research Project
LIMIT OF THE RESEARCH
n The cost involved in the profiling and job matching of all the unemployed graduates in Malaysia is substantial as the website owner is charging a fee per assessment test. As such, only selected sample of the candidates will be taken to reflect the general representative of the overall picture.
n Only selected GLCs are participating in the research project as some are reluctant to indulge in academic research formality.
n Only selected IPTAs are participating in the research project as most of the others are situated in locations outside Kuala Lumpur.
n The research is being conducted in the context of the definition of K-Worker in GLCs in Malaysia rather than all Malaysian or other companies as potential employers.
n The unemployed graduates involved in the research are from IPTAs only instead of including those from IPTSs in Malaysia or those graduated from foreign universities.
n The Job Analysis (Soft Skills) is being pre-designed by the e-Profiling System where it is supposedly designed to suit the biases and prejudices of all nationalities universally.
n The availability of good web-based system with inter-net facilities in computer laboratory environment is not always meet up with the expectations of www.assessmentcompany.com as the chosen tool for the research.

RESEARCH PROGRESS
n PhD UiTM IPSIS CHAPTERS 080205
LIST OF REFERENCES
n “HIRE WITH YOUR HEAD”, Using Power Hiring (To Build Great Companies), Second Edition,(pp.173 – 175) 2002
n “THE HUMAN CAPITAL EDGE”, Bruce N.Pfau and Ira T.Kay, (pp. 27 – 38) 2002
n “THE HR SCORECARD”, Brian E.Becker, Mark A. Huselid, Dave Ulrich, (pp. 53 – 77) 2001
n “HUMAN RESOURCE CHAMPIONS”, Dave Ulrich, (pp. 1- 21) 1997
n "EMPLOYING THE WHOLE MAN", Peter Drucker makes the case in The Practice of Management. Harper & Row. New York (pp. 262-272) 1982
n “HUMAN DYNAMICS”, Seagal & Horne. Pegasus
n “INTEGRATING HUMAN RESOURCES AND STRATEGIC BUSINESS PLANNING”, Manzini & Gridley.
n “MANAGERIAL GRID III”, Robert Blake & Jane Mouton.
A Supported Employment Workbook: Using Individual Profiling and Job Matching
Synopsis of Main Literature Review
High Skills Globalization Competitiveness and Skill Formation
n Phillip Brown, Andy Green, and Hugh Lauder
n Price: £21.99 (Paperback)0-19-924420-0Publication date: 20 September 2001320 pages, numerous figures and tables, 234mm x 156mm
Synopsis of Main Literature Review
Find the right candidate for the job every timeAdler's insightful new POWER hiring methods enable managers to attract, assess, and recruit the best candidates through the integration of online tools and offline behavior modifications.
The Mismanagement of Talent
n Employability and Jobs in the Knowledge Economy
u Phillip Brown and Anthony Heskethwith Sara Williams
n This book lifts the veneer of 'employability', to expose serious problems in the way that future workers are trying to manage their employability in the competition for tough-entry jobs in the knowledge economy; in how companies understand their human resource strategies and endeavor to recruit the managers and leaders of the future; and in the government failure to come to terms with the realities of the knowledge-based economy.

ATTACHMENTS
Overview (Lee Harvey)


Initiatives (Lee Harvey)
Changes (Lee Harvey)
n Awareness of employability issues.
n Changing graduate labour market.
n SMEs/portfolio working.
n Reflection on experience.
n Lifelong learning and continuous professional development.
n Moving beyond a ‘skills agenda’.
Employability (Lee Harvey)




Recruitment
n More sophisticated.
n Own image.
n Disadvantaged groups:
umature graduates
uworking-class
uethnic minorities
ufemales.
Employability Model
Research Model
Bolt-on approach
Holistic approach








Survey Design
n Measuring concepts - reliability & validity.
n Levels of measurement.
n Constructing questions & types of scales.
n Sampling.
n Modes of administration

Describing Data
n Data screening
n Describing distributions
n 4 moments of a normal distribution - central tendency, dispersion, skewness & kurtosis
Measures of Association
n Scatterplots
n Correlation cautions & interpretation
n Correlation as building block for understanding factor analysis & multiple regression
Factor Analysis
n What is it? Why perform a factor analysis?
n Assumption checking
n Extraction & rotation method
n Number of factors
n Refining items and factors
n Reliabilities
n Composite scores
Multiple Regression
n Linear regression
n Multiple linear regression
n Methods – standard, hierarchical, stepwise
n Amount of variance explained - R, Multiple R2, R2

Multiple Regression (cont.)
n Which predictors are more important?
n Zero-order vs. partial correlations.
n Drawing a Venn diagram to depict relationship between variables
n Testing assumptions of regression
u normality, linearity & homoscedasticity.
u multicollinearity
u outliers
ANOVA
n How an ANOVA is like a t-test
n How an ANOVA is like regression
n Types of ANOVAs and when to use them
u One-way ANOVA
u One-way repeated measures ANOVA
u 2-way factorial ANOVA
u Mixed design ANOVA (Split-plot ANOVA)
u 3-way factorial ANOVA
u ANCOVA
u MANOVA
ANOVA
n What is an IV, DV and CV?
n How to interpret results?
n Testing assumptions
n Post-hoc and follow-up tests
Profile XT Measures 20 Job Competencies
1) Learning Index
2) Verbal Skill
3) Verbal Reasoning
4) Numerical Ability
5) Numeric Reasoning
6) Enterprising
7) Financial/Administrative
8) People Service
9) Technical
10) Mechanical

11) Creative
12) Energy Level
13) Assertiveness
14) Sociability
15) Manageability
16) Attitude
17) Decisiveness
18) Accommodating
19) Independence
20) Objective Judgment



























Effect Sizes vs. Significance
n Always try to interpret the effect size and the statistical significance
n Graph the relationship being analysed
n http://www.wilderdom.com/301/
n http://webster.commnet.edu/grammar/index.htm
n http://webster.commnet.edu/grammar/composition/brainstorm_block.htm
SPSS ANALYSES ON SAMPLE DATA OF RESPONDENTS
Doctoral Research: THE MISMANAGEMENT OF TALENT FOR UNEMPLOYED MALAY GRADUATES AS UNDERUTILISED HUMAN CAPITAL COMPETENCIES.
TEAMWORK COMPETENCE OF JOBLESS GRADUATES
COMPUTER LITERACY COMPETENCIES (DEDUCTIVE) OF JOBLESS GRADUATES
COMMUNICATION COMPETENCE OF JOBLESS GRADUATES