Research on the Development of Chinese College Graduates’ Employability under the Demand of International Talents: Based on the Expectation and Realization of Chinese College Graduates from German Enterprises in China

doi:10.16382/j.cnki.1000-5560.2021.11.007

Abstract

Abstract:

In the context of global economic globalization, international talent demand has become one of the weathervanes of talent training in colleges and universities. Can Chinese college graduates meet the expectations of multinational companies after they join them? With this question as the starting point and 218 German Enterprises in China as the research samples, this study investigates the basic employment situation, ability development situation, especially the differences of enterprises’ expectations on them and their realization of Chinese college graduates who have been employed in these companies for 1—5 years. The research results show that Chinese college graduates generally receive more recognition in terms of hard power, such as subject knowledge or professional skills, but fall far short of the requirements of enterprises in terms of soft power, such as social skills and personal qualities. According to the results, combining to 30 German business work in China’s college graduates interview, this study put forward some suggestions on the cultivation of Chinese university way, including speeding up improve education level of vocational education in our country, accelerate the process of curriculum reform, build campus is advantageous to the comprehensive quality of ascension, and improve college students’ employment guidance of professional standards

Key words: college graduates, employability, enterprise expectation, different demand

Zhiting Zhu, Wesemann Boris, Hanbing Yan, Shibei Wang, Xiaoying Li, Wei Wang, A. Sedlák Robert. Research on the Development of Chinese College Graduates’ Employability under the Demand of International Talents: Based on the Expectation and Realization of Chinese College Graduates from German Enterprises in China[J]. Journal of East China Normal University(Educational Sciences), 2021, 39(11): 115-126.

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References 0

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能力结构	二级指标
专业和方法能力	问题解决能力、分析和决策能力、适应新环境的能力、学习能力、跨专业知识、专业技能、口才及展现能力、该领域内渊博的知识、科研能力
社交能力	责任感、处理工作流程中错误的勇气、处理个人错误的勇气、沟通技巧、处理复杂情况的能力、团队合作、批判性能力、在国际化环境中工作的能力、守信、对其他国家文化和习俗的理解力、领导力、对多元化及多种文化方面的尊重
个人素养	关注质量、自主工作能力、果断性、自我管理、主动性/企业家精神、坚定性、创造力、灵活性、在压力下工作的能力、成功导向
经验和附加资格	外语能力、实践经历、微软Office应用程序的经验、某个专门领域的行家、国际经历、综合信息技术技能

访谈维度	访谈问题
认可程度	对于调研结果中，4维度上的就业能力分布，整体认可程度如何？哪些就业能力高度认可，哪些就业能力感到差异
落差原因	对于调研结果中所出现的企业期待与实现情况的落差，哪些是文化不同造成的？哪些是在培养过程中产生的问题
高校培养	如果再次回到高校，你特别期待高校给予哪方面的学习体验

就业能力维度	强项（<10%）		中项（10%—20%）		弱项（>20%）
就业能力维度	能力点	差异值	能力点	差异值	能力点	差异值
专业和方法	科研能力	8%	学习能力	20%	问题解决能力	38%
			跨专业知识	19%	分析及决策能力	35%
			口才及展现能力	17%	适应新环境的能力	28%
			专业技能	17%
			该领域内的渊博知识	15%
社交能力			守信	19%	责任感	34%
			对其他国家文化和习俗的理解力	18%	处理工作流程中错误的勇气	33%
			对多元化及多种文化的尊重	16%	处理个人错误的勇气	32%
			领导力	16%	沟通技巧	30%
					处理复杂情况的能力	30%
					团队合作	29%
					批判性能力	27%
					在国际化环境中工作的能力	21%
个人素养			创造力	20%	关注质量	32%
			灵活性	17%	果断性	28%
			成功导向	16%	自主工作能力	28%
			在压力下工作的能力	16%	自我管理	24%
					主动性/企业家精神	24%
					坚定性	22%
经验和附加资格	综合信息技术技能	4%	实践经历	12%	外语能力	21%
	微软office应用程序经验	7%
	某个专门领域的行家	7%
	国际经历	7%

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