As an employer, I always looked at what the applicant had accomplished since they had graduated. This is true in academics as well. Do you have just a degree or have you published, presented, taught, or added to your skills. 

agreed with Gregg its very important expertise with skills are more practical

These opinions are very useful for me.

In a context of continually globalized work, the practical dimension of the postgraduate course is decisive.

Intelligent artificial resources accelerate production but also complicate the demands of graduate school.

So the need to reflect whether continuous examination of the skills of graduates can be a form of extensible validation?

yes upgrading of intellect should be accepted.  but who is the tester, is it for acceptability or deceive only to be found eliminated from the race.(job).

I once have the experience but at the end found that it was just a trick of eliminating who they heard  from his submission can do better than the examiner.  there should be an in-service training.  if this have to occur.. It will serve as promotion or upgrading.

Let me ask.  How many of this graduates are found in their field of professionalize? or employ in their field. 

is there enough job to go round the graduated student, so if they are tested and they perform below expectation, then put them in their field of study and see their worth. 

Thank you.

Su observación es valiosa y le agradezco.

Su observación me ayuda a preguntarme cómo las universidades rastrean efectivamente a sus graduados. No se puede olvidar que este último es un indicador de eficiencia para sus evaluaciones externas

Mr. Abimbola Ibrahim Babatunde

Your observation is valuable and I thank you.

Their observation helps me to wonder how universities effectively track their graduates. It can not be forgotten that the latter is an indicator of efficiency for its external evaluations

build up the skills is as important as the building of knowledge, these skills include the communication, research, computer science, analysis, as well presentation skills. all of these will add a bonus in competition in the job market.

Dear friends and respected colleagues,

I agree with all posts mentioning the decisive role of postgraduate studies to build up the personal skills of employees. Actually I would like to note that pursuing postgraduate studies it is not the chronologically “next step” of studying, but the cognitive tool to bridge the gap between learning and profession (the other tool is the professional experience/expertise/excellence). This multifaceted process of continuous updating of the labour competencies is especially apparent to working environments, having the interdisciplinary orientations of “problem solving” or “business development” that are both validating the prosperity of these companies, as well as the advancement of the society of the knowledge, as a whole. I would actually perceive postgraduate studies as a cohesion tool of “scaffolding learning” among teamwork members (personal asset) and their capabilities at the workplace (commonly shared value).

In the evaluations of the quality of Higher Education, there is always an interview with the graduates to corroborate this problem.

It is decisive in the external evaluation of universities.

Technological changes are a challenge, and much, for the postgraduate activity.

Today, not only the university is dedicated to research. Sometimes, technological changes are introduced into production without going through the University, because they are discovered outside the university's facilities. In short, the university is not always at the forefront in this regard.

What experiences can we share about postgraduate teaching in the company itself?

What is the result of this feedback in your country and in your university?

Good Answer Grigorios Kyriakopoulos

Interesting information provided by Dr. Hermann.

In the Knowledge Society, Daniel Innerarity has said, everyone invests in research. It is obvious that companies are concerned with the development of the human capital they have, this generates corporate commitment, among employees and therefore improvements in production and business operation as a whole.

However, the fact that universities are taking a back seat in investment makes us wonder if this will be a trend in the future, or is it something circumstantial.

Could it be that universities no longer have the primacy in the production of scientific knowledge and that companies increasingly rely on their own business training capabilities?

For teaching in the university and for research work, postgraduate training is, without any doubt, very valuable and necessary.

Dear Victor, thank you very much for answering

I think that a professional evaluation of the graduates based on what you explain is very valuable.

The subject of graduates is touched by many researchers who publish and are interested in this aspect. However, when it comes to publications related to the subject, universities are certainly cautious and demand much more from their professors. This is due in large part to the growing demands for institutional visibility, increasingly binding on university institutions. There may be other criteria in this regard.

We cannot forget that graduates are the visible face of universities in society.

Hi Reinaldo Requeiro

I hope you are still interested in this question... I agree with everything said so far and emphasise also that it is important to make the required skills relevant to the specific job/position. There are lots of other areas that I can do CPD for - all permitted by my Society - but I think it should be relevant to my area (even that is not an "official" requirement in the "rules")... that way I also know if a future job applicant is suitable for this job...

Valuable answer dear Joseph

It turns out that currently the graduate, if he does not undergo continuous skills tests, does not have another form of extensible validation of his knowledge, however, continuous changes occur that entail new challenges in the jobs.

Facing a new work situation that involves innovation and a break with the comfort zone is not always welcomed by all workers.

As you say, with your procedure you can know if a future job applicant is suitable for a certain job.

Job interviews are so ephemeral and so much insight is required from the interviewers, experience, that making them effective does not guarantee at all having chosen the best applicant and consequently, then the employer has to pay for the poor selection of the applicant.

An applicant cannot be immediately fired from his job, except for proven reasons of poor performance.

The annual evaluation of the worker's performance, prior agreement with him before taking up his job, is a very constructive way to stimulate the improvement of the personnel.

In the most advanced cases, organizations work to harmonize their strategic development lines with the continuous preparation needs of their workers, all with a very pertinent intention of retaining their best workers, to consolidate the commitment and identity with the organization, by therefore with a view to promoting the best performance.

Once again thank you for your valuable response.

regards

Reinaldo

بجب تحديد مهارات الخرجين وان يخضع الى اختبارات منة اجل فتح افاق مستقبلي

Thank you very much dear Haider

Certainly it is a way of verification and permanent improvements. I agree with your comments

Constant examination some lead to the improvement of the individual taking the exam