The Competitiveness of the University Graduates in the Labour Market: Employers Survey, May - August 2003

Respondents were asked in the number of employees with higher education diploma is adequate. It was questioned which qualification employees with higher education diploma are missing or there are too much in a company. If there are too much workers with higher education it was questioned what actions there will be taken.

It was questioned what personnel problems are likely to exist in respondents company in the next 1-2 years. Respondents were asked to indicate in what ways their companies usually fill in free work places of specialists with higher education. It was analysed if respondent's company accept students of higher education schools for internship and if company led by respondent employed new workers in 1996-2002.

If so, respondents were asked how many new employees started working, in which higher education schools they got their degree and what position they have in the company. It was asked to which income group in respondent's company employed graduates of higher education of the class of 2000-2002 belong. It was analysed which professional qualification workers with higher education were hard to find in 1999-2002.

Respondents were asked what graduates of higher education of the class of 1996-2002 who were employed in a company lacks the most based on professional training. It was questioned what knowledge, abilities and personal qualities are the most missing in company's employed graduates of higher education schools of classes of 1996-2002. Respondents were asked if they have employees of higher education in their company who's needs qualification training.

It was asked which part of the total number of company's employees of higher education do employed graduates who needs qualification training make and what courses would they need. It was analysed what form of training or retraining of company's employees with higher education is the most acceptable for respondents and who would pay for qualification training, retraining of employees with higher education. Respondents were asked which part of costs of one specialist training could their company cover.

It was questioned how company's staff turnover till 2007 is predicted. If respondents indicated that a growth of employees number is predicted, it was questioned of what kind professional qualifications and how many employees with higher education is expected to be accepted. Respondent's as employer (representative of employee) awareness about specialists training in higher education schools and willingness to participate in preparation and evaluation of study programmes was analysed.

At the end of the interview, respondents were asked how they as employers (representatives of employees) could contribute to improvement of specialists training in higher education schools. It was questioned which measures (financial, organizational, administrative) would encourage to participate in the process of specialists training in higher education schools the most and what would respondents suggest to leaders of Ministry of Education and Science, higher education schools about improvement of specialists training in higher education schools.