CIOB Presidential Commission on Higher Education

Structural Survey

ISSN: 0263-080X

Article publication date: 1 September 2005

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Keywords

Citation

(2005), "CIOB Presidential Commission on Higher Education", Structural Survey, Vol. 23 No. 4. https://doi.org/10.1108/ss.2005.11023dab.008

Publisher

:

Emerald Group Publishing Limited

Copyright © 2005, Emerald Group Publishing Limited


CIOB Presidential Commission on Higher Education

CIOB Presidential Commission on Higher Education

Keywords: Higher education, Survey

The initial phase of research under the CIOB Presidential Commission on Higher Education is complete. The Institute has received a resounding response from employers, graduates and undergraduates keen to become engaged in this debate. Over 500 employers were nationally targeted, with a profile of 73 per cent construction firms, 12 per cent consultants and 15 per cent local authorities. A total of 46 undergraduates and 23 graduates were involved in focus groups to examine the academic perspective. The research has uncovered a series of issues which need to be taken forward by both academia and industry. Undergraduates expressed concerns at poor careers information and advice from schools and a general ambiguity of the functions and roles within the industry. Undergraduates believe there is little clarity and opt for construction management as a broad career venture rather than a measured objective. There were similar concerns from graduates over the relevance of course subjects delivered out of faculty and preparation of students for team-working. Industrial placements were considered to be key in delivering the skills and learning opportunities valued across the industry. The choice of university and the potential for greater recognition and qualification were significant. There is a strong call for universities to adopt a more structured and rigorous approach to the application of “soft skills” – interpersonal, team-working, leadership, project and business management and the development of practical, integrated activities with industry participation. Employers are firmly behind the need for graduates to become more proficient in generic skills which can pave the way for consolidated development in their chosen profession. Graduates are concerned at some employers’ attitudes towards recruitment and induction with some resistance to change and adaptation to suit the needs of the industry. A greater degree of university and employer liaison has been mooted to “bridge the gap” and improve the transition process. Employers are still experiencing problems in recruiting graduates to suit their requirements. There are significant differences at both local and regional level where recruitment problems vary from quantity and quality to concerns over salary and training needs. They use a variety of methods to attract new blood, with a common approach being to offer vacation work.

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