University Report: Personal and Organisational Development in the UK

This report provides an analysis of the UK graduate job market, focusing on the current employment landscape and opportunities for graduates. It examines the general graduate labour market, current employment trends, and the impact of foreign students on the UK job market. The report highlights job positions, particularly in Human Resource Management, and discusses human resource planning and recruitment policies that organizations can implement to improve graduate employability. It also explores the resources needed to fill vacancies, including marketing research and on-campus interviews, while considering factors like salary and the expectations of different generations. The report emphasizes the importance of ethical considerations in recruitment, and highlights the significance of financial sector employment for graduates.

Running head: PERSONAL AND ORGANISATIONAL DEVELOPMENT
Personal and Organisational Development
Name of Student
Name of University
Author Note

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Table of Contents
Introduction................................................................................................................................2
General graduate labour market in the UK................................................................................2
Current market place for graduate employment opportunity in the UK market....................2
Focus on opportunities for different job positions in the UK market.....................................4
Human resource planning and resource required to fill the vacancy.........................................5
Conclusion..................................................................................................................................9
Bibliography.............................................................................................................................11

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Introduction
Organisations need to ensure that a proper recruitment and selection method is
developed so that they can identify talents that exist in the market. At the same time, it is
necessary to analyse the number of people that are graduating from different colleges and
universities that seek employment in these sectors. According to Beck, Davis and Freeman
(2015), current report has stated that over 800 seats were left vacant that had graduated in the
last year. The report sheds light on the current business scenario that exists in the United
Kingdom and the manner in which these vacancies can be fulfilled so that every company can
provide employment to the graduates.
Thereby, developing a proper recruitment and selection method is important for every
company to analyse the pros and cons of the business process. The focus is more on the UK
market and the manner in which the employability in the UK have affected the rate of
graduates per year. Comparison is made between the graduates belonging to the native
country and the candidates that come from abroad to seek employment as well as jobs in the
UK market. The recruitment policies are highlighted so that the organisations can employ the
graduates every year.
General graduate labour market in the UK
Current market place for graduate employment opportunity in the UK market
As per the reports of Jowett et al. (2014), it has been see that the economy of the UK
is considered as one of the top five economies in the world. The GDP of the country amounts
to over $2.5 trillion. The majority of the UK GDP receives contribution from the service
sectors as the employability rate in these sectors are more than in any other sector. Thereby, it
can be said that the rate of unemployment graduates in the UK is stable at about 6.5% of the

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total economy. Despite the favourable results for the graduates, reports have been received
over the failure to provide over 800 graduates with proper jobs related to the field of study.
The growth of the unemployment rate is mainly due to the push received from the
economy. According to Kamerāde and Richardson (2017), the growth result has grown to
about 75% that comprises of graduates of both the genders. It has been seen that the time in
focus have seen the growth rate of the female graduates have seen a significant improvement.
During the same time, the male candidates have risen to about 81%, which has suggested that
the growth rate of genders have been high.
Therefore, the graduates in the UK have seen a steep decline in the chances of
employability. At the same time, Bolden (2016) stated that analysis suggests that only 37% of
the graduates have received jobs that pertain to the subject matter of the study. At the same
time, the rate of earning of the graduates has been less as compared with the rate of earning
of people more highly qualified. The average starting salary of the graduates irrespective of
the level of skills is about £21,145. However, there are variances in the starting salary from
one region to another that contributes to the high rate of unemployment among the graduates
in the country. People residing in the London area receive a salary starting from £23, 067; on
the other hand, people residing in the Northern side of the country receive £19,098.
The most important challenge that is faced by the local residents of UK is the fact that
the foreign students studying in the UK often beat the local people to the industry. This may
be due to the fact that the level of skills of the foreign people are more than that of the local
people. Apart from this, most organisations seek to maintain a cultural diversity so that the
business can be developed. Björklund, Jäntti and Nybom (2017) stated that the ethical
constraints that an organisation need to mitigate forces the managers to provide employment
to the foreign students ahead of the UK students. Latest survey has shown that the UK is

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considered as the country that provides a high rate of employment to the foreign graduates.
The latest technologies that are developed in the country and the ample vacancies provide the
companies with the necessity to seek employment of foreign individuals as well. Hence, the
talented individuals can get the required exposure to work in the company.
Focus on opportunities for different job positions in the UK market
After the analysis of the difference between the generations, the focus can be shifted
to identify one job position for the graduates. It can be seen that it is a tough task to find a
dream job in the UK. According to Drydakis (2015), graduates with the degree of Human
Resource Management, fall the biggest victims of job in the UK. This is mainly because of
the fact that the requirement for the post requires experience as well as a major degree on the
subject. About 1% of the graduates pursuing the subject can get a job in small-scale
organisations. Hence, it can be said that the scope of being employed as a graduate Human
resource Manager in the UK is less.
The UK market provides an advantage of employability low-paid workers. The
graduates on the other hand, seek high pay employment and thereby consider moving out of
the country. This drains the economic strength of the country and provides more vacancies
and opportunities for the foreign graduates. Therefore, the role of the human resource
departments in organisations need to be such that the brain drain can be prevented and more
opportunities can be provided to the graduates to improve. Hence, according to McCollum
and Findlay (2015), the requirement policies of the organisation need to consider providing
an internship programme so that the graduates can gain some level of experience before
completing the course. This can improve the opportunities of being employed in different
sectors.

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Human resource planning and resource required to fill the vacancy
After analysing the opportunities that the graduates possess in being recruited in the
UK market, it can be said that the organisations have certain duties to ensure that the
recruitment of the graduates are done in a proper manner. This includes, following a proper
recruitment policy that takes into account the ethical considerations of employing people
based on any ethnicity and level of educational qualification. At the same time, Millard
(2015) was of the opinion that organisations need to consider the demands of the graduates
and form policies that adhere with the employability standards. The recruitment polices can
be different in every organisation and it is needed that every employee understand the
capability and need before employing a candidate.
The younger generation have an opportunity to choose the type of job they intend to
do. The recruitment need to be such that the managers of the organisations identify the
retiring people and the talents that need to be fulfilled. According to Eysenck (2017), the
opportunities that are provided by the organisations are mainly based on the expectations they
have from an employees. It has been seen that the rate of employment of graduates are on the
decline mainly because organisations look for experienced candidates. With the passage of
time, the expectations of the generations also take a massive turn. The difference that can be
seen between generation X and generation Y provides a detailed description of the changes
and expectations from the point of view of the candidates and the organisations (Lindsay et
al. 2016).
The resources required to fill the vacancy includes proper marketing research. This is
needed so that talented candidates can be identified and use to fill the gap left by the retiring
people. According to Atkinson and Storey (2016), one such policy of recruiting candidates
can be by visiting the universities. The graduates can provide on-campus interview to the
managers and based on the interview they can be selected for the particular position. This can

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be effective because the managers of the organisation can interview candidates based on the
position that require to be filled. At the same time, the graduates pursuing a particular course
can give interview based on the subjects that are being studied. Statically, the rise of the level
of employment among the graduates pursuing a subject like Human Resource Management
can increase significantly from 1% to 5%.
It is also necessary the organisations maintain a proper recruitment window in which
they can recruit the graduates (Burrell 2016). The fresher candidates can be provided with an
opportunity to receive training from the experience candidates and based on the training can
develop themselves in the organisations. This can provide them with an opportunity to gain
experience and increase the chances of being employed in other companies with experience.
It can also increase the rate of employability of the graduates and therefore, the economic
growth of UK can improve.
Recent analysis has shown that in the recent years, labour workers have entered the
UK in abundance. Despite this the rate of employment, particularly for the graduates have
remained constant. The low rate among the native people is mainly because of the fact that
most people look for job opportunities in the country with a steady pay. They have certain
notions that need to be fulfilled while trying to get the job. Hence, as stated by Joseph and
Schmuecker (2014) it can be said that organisations looking to recruit graduates need to
employ proper recruitment method so that they provide equal opportunities of selection for
all graduate students.
The salary is also another factor that needs to be considered by the organisations. It
has been seen that people residing in the London region receives more salary than in other
cities. As stated by Morey (2015) this act as a psychological constraint for the graduates from
these areas finds it difficult to acknowledge the fact that similar efforts in terms of education

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are rewarded differently. Therefore, this can be considered as another aspect that
organisations need to implement in the recruitment policy. Although this may not be a
solution for the retaining the majority graduate members, it can act as a starting point to
ensure that the rate of non-employability among the graduates are controlled (Björklund,
Jäntti and Nybom 2017).
At the same reports from Revelle (2017) states argument can be made that the scope
of being employed as finance manager or any financial position is more for the graduates.
This is mainly because the basic financial calculations that are required predicting the budget
of a company are taught at the graduation level. This makes it easier for the graduates
pursuing financial studies to seek employment ahead of graduates pursuing other subjects.
Reports have shown that about 52% of the graduates are employed in the financial sectors to
provide an analysis of the budget and other financial transactions within the organisations
(Cheung and Phillimore 2014). The small-scale sectors provide more opportunities to the
financial graduates than the large multinational. In this regard, it can be said that the
recruitment and selection of the financial graduates need to improve based on the type of job
available in the companies.
Hence, a summary can be provided that highlight the type of job preference of the
candidates. The considered factors affect the loyalty as well as the expectations of the
candidates. The recent graduates have a high level of competition among one another due to
the rising pressure of economy. The earlier generation did not have such competition and due
to this, a severe difference between the two generations can be seen. According to Larsen et
al. (2017), the needs and expectations of sthe graduates can be used to verify the exact
requirements of the organisations. The terms and conditions that are provided to the graduates
are no always favourable. Hence, it can be said that the organisations as well as the choice

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and expectations of the graduates are responsible for the decline of employment rate of the
graduates.
Factors Generation X Generation Y
Possessed values Educated, encourages fun
and high education, devotes
to organisations
Possess self-confidence,
lacks loyalty towards the
organisations, setup high
moral standards and street
smart
Work ethics and values Prefers to provide
productivity for the success
of the organisation and to
achieve personal and
monitory goals
Prefer to contribute by
working in a team and
ensures that team goals are
attained that indirectly leads
to attain personal goals
Balance between work life
and family
Maintain proper work-life
balance
Work to gain money so that
they can spend it to enjoy
happiness with the family
Preferred work environment Efficient workers with an
aim to maintain positive
attitude in the organisation
These people enjoy creativity
and seeks to gain
achievement so that
accolades can be received
Table: Factors affecting the choices of job among employees
(Source: Created by author)
At the same time, Bonoli (2017) is of the opinion that internships can be provided to
the graduates so that they can understand the method of working in the big organisations.

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This can provide the graduates with an opportunity to seek future employment in the
organisation. The organisations need to follow a policy of recruitment wherein they can
analyse the talents of each of the applicant before judging their suitability for the
organisations. It may so happen that the talents possessed by the graduate candidates are
more than the talents of the people completing the masters. Therefore, employment
opportunities can be provided to the people that possess talents based on the knowledge as
well as the skills (Hardgrove, Rootham and McDowell 2015). This can help organisations
maintain ethnicity in the business.
Some of the ways by which employment can be increased by organisations is by
ensuring that proper recruitment techniques are followed. One such recruitment technique
that can be followed is by identifying people from social media (Ruhs and Vargas-Silva,
2014). For example, managers of organisations can scan the external environment to identify
ways by which they can improve their productivity. They can do so by using job portals to
search for potential talent in the business market. With the help of job portals, graduates and
postgraduate people can be identified and be involved in the business sectors for its
expansion. Hence, this can be considered as one of the effective ways to identify talents in the
business.
Conclusion
Therefore, it can be concluded that finding a job in the UK market may be as hard as
in any other country. The graduates in the UK market need to ensure that they follow proper
policy related to the opportunities of being employed. The organisations need to understand
the needs and expectations of the graduates and provide provisions so that the recruitment can
take place in a fair manner. At the same time, it can be said that the organisations can provide

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internship opportunities so that the graduates can get employment in the larger organisations
and improve the rate of employment in the UK economy.

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