Analyzing Job Requirements: Is Experience More Valuable Than a Degree?

This research report investigates the crucial job requirement considerations made by human resource managers during employee selection, focusing on the debate between prioritizing candidates with extensive experience versus those with degree qualifications. The study aims to challenge the assumption that a degree certificate automatically makes an individual more suitable for a position compared to someone with years of relevant experience. Through data collected from various companies across different sectors using structured interviews, the research seeks to determine whether employees with practical experience demonstrate greater competence than those primarily qualified by academic degrees. The analysis employs a quantitative approach, utilizing correlation analysis to explore the relationship between employee qualifications (experience vs. degree) and hiring rates, ultimately providing insights into the comparative value of experience and education in the job market. Desklib offers a range of similar solved assignments and resources for students.

Running head: JOB REQUIREMENT
1
Job requirement
Name of Student
Institutional Affiliation
Name of Professor
Date

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Job requirement
Introduction
Today, the human resource managers undergo challenges in the selection of the suitable
personnel with competent skills and capability for different jobs in organizations. The attempt to
do acquire the required taskforce is mostly done through recruitment practices after which
training is done for the recruited team to get it ready for the tasks ahead. However, there have
been varied opinions from different human resource managers over the recruitment processes
concerning the level of experience or the degree qualifications for the new employees. This led
to the motive to conduct this research study to determine the choice of the employee to go for
during recruitment processes.
Research topic and objective
The topic for this research topic is the job requirement, which is the key consideration by
the human resource managers during selection processes for new employees. The main objective
or the purpose of this study is to build a case that the degree certificate does not always make
someone better for a suitable position than that who has years of experience in the relevant field
instead of a degree certificate as a qualification.
Research question
What is more valuable in a job industry, years of experience or a degree?
Study design
This research study is designed to prove the hypothesis that the employees with years of
experience are more competent than the employees do with qualifications based on the degrees

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they possess. The study will be conducted by a team of researchers who will visit different
companies to collect data from different employees. The team will be divided into groups of
three individuals each whereby each group will visit a company at a time. Additionally, the team
will be required to spend at most three days in a given company or organization while
maintaining high ethical research standards. Prior to the visit, the contact to the respective
companies will be made through emails and calls to seek for the permission to conduct the study
in the organization. The suitable time of the day will be proposed by the company managers at
which the study will be conducted. The sampling techniques, data collection method, and
analysis are discussed in the sections below.
Population and sample
The study is going to utilize the data collected from the specifically targeted population,
which includes different organizations dealing with different products and services. The group of
companies to be selected ranges from manufacturing, processing, hospitality and tourism, and
advertising companies among others. Moreover, the study will apply systematic sampling
techniques in the identification of the companies to be selected (Swyngedouw, 2018, pp.13-24).
Furthermore, after the selection of the companies, the research will alias with the human resource
managers to be given access to interview at least three workers from every department and the
heads of different departments or the managers who are responsible for a number of employees
for data collection.
Variables and Measures
The study will focus on the workers in selected organizations as independent variables
while the rate of hiring employees in the job market as the independent variable. The study will

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then seek to establish whether there exists a relationship between these variables through the
analysis of data. To draw this relationship, correlation analysis could be used by the use of R-
coefficients from the results to determine whether there is a linear or a non-linear relationship
between the variables.
Data Collection Methods
Data collection methods depend on the type of data to be collected. For the study, the
type of data to be collected will be the ratio. The ratio data will be preferred, as it will lead to
insightful views such as the exact value between different sets of data. Additionally, they have
the characteristics of absolute zero values, which gives a wide range of both inferential and
descriptive statistics. Another advantage to the ratio data is the possibilities of the data variables
to be measured through the calculation of the central tendencies by finding the mean, median,
mode, and other measures of dispersion such as the standard deviation. This type of statistics is
very insightful to the dependent variable of this study, the workers or employee data.
To ensure this type of data is collected accurately, the study will deploy the use of
structured interviews to obtain data from the study sample and population. The structured
approach will ensure there is effectiveness, fairness, legal protection, and the consistency in the
collection of data. (Powney and Janet, 2018) further builds on the advantages of the structured
interviews in data collection by claiming that they are suitable for reaching out to a large
population sample, can make use of face-to-face or through electronic recording, and that the
results can be projected to a larger population.

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Data Analysis Methods
The selected data analysis technique is the quantitative approach. This method is selected
as it is based on finding the evidence during analysis in order to either support or contradict an
idea or a given hypothesis before drawing conclusions. Additionally, this method is suitable for
the ratio data, for instance, identifying the ratio of the degree qualified employees to the ratio of
qualification based on the years of experience. The method is also preferred due to its systematic
approach that enables investigations in the trends of the numerical data collected. This will
enable the researchers to organize, summarize, and provide an explanatory analysis to the
findings. The quantitative analysis will also enable the presentation of data with tables, graphical
display, and summarized statistics among other methods. Additionally, the correlation analysis
will be deployed to analyze the relationship between the dependent and independent variables in
the study.
References

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Powney, J., and Watts, M (2018). Interviewing in educational research. Routledge.
Swyngedouw, C. (2018). Sampling methods for site characterization. In Environmental
Geochemistry (Second Edition) (pp. 13-24). Elsevier.
Appendix

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I. The sample questions to be included in the structured interviews
II. How many employees do you hire in a period of one year?
III. What is the rate of employment in relation to the rate of retiring employees?
IV. What is the minimum number of years do you consider during hiring of new employees?
V. What is the ratio of the number of employees considered due to impressive working
experiences to the number of employees hired due to degree qualifications?
VI. How would you quantify the performance of employees based on experience
qualification and degree qualification?