Factors Affecting Graduates’ Opportunities in Oman

1.1 Background of the study

Presently, the issue of the rate of unemployment among fresh graduates is a subject of scholarly discussion. As entrants enter the job market, a huge number of fresh graduates are unemployed. The majority of fresh graduates would like to get high-wage employment with better working conditions. This is essential for them to be successful so that they can pursue their career path. Other factors that affect the employability of fresh graduates include the professional field, prestige and reputation of the college, graduates’ starting wages, and individual economic elements. First, most employers look for graduates from reputable colleges that do not produce experts and complete individuals who are up to the task. Therefore, if some universities are not valued by employers, then the graduates from those institutions will be disadvantaged. Moreover, colleges with integrity and history have been preferred since they are believed to nurture the principles of integrity and help their students to become honest. Secondly, graduates’ professional field is a key to their employability. The labour market may demand qualifications in specific fields that graduates may not have (Pauw, Oosthuizen, & Van Der Westhuizen, 2008). For instance, if most employers are looking for graduates who pursued technical courses such as engineering, then other graduates who did not pursue such courses and may not be needed at that time may struggle in their job search. Most firms carry out efficient candidate interviews to get the best and most competent candidates to take the positions. The reason is that hiring individuals with the right skills and competence will be beneficial to the organization. An effective accounting system is important in ensuring that the organization is productive and makes a profit. An effective cost management system is important in ensuring that the organization meets its vision and goals while complying with ethical demands as well as corporate social responsibility. An effective cost management system helps create a satisfactory organizational performance that gives the company a competitive edge. An organization that is prosperous and has a competitive advantage attributes its success to competitive cost management, especially to cost management by those at the top. Therefore, top organizational leadership is expected to understand the environment as well as cost control. Thus, accountants should understand that cost management activity involves assessing the external environment while designing the organization to meet the rising needs of the customer based on unique market needs. Furthermore, accountants should focus on the use of knowledge and information as the critical resource for achieving competitive advantage in the market. Since the current study does not outline how key resources can be used to achieve competitive advantage, it is necessary for further research to focus on key capabilities and resources of organizations that guarantee strategic advantage in the market.

In the view of Pauw, Oosthuizen, and Van Der Westhuizen (2008), conducting a proper selection of candidates for a job position is essential. Most firms carry out efficient candidate interviews to get the best and most competent candidates to take the positions. The reason is that hiring individuals with the right skills and competence will be beneficial to the organization. For instance, the firm will be able to achieve profitability and productivity. A proper interview also helps eliminate incompetent candidates who cannot meet the firm’s objectives. In this sense, the organization and the management will not spend extra money on hiring other candidates because they need to offload the incompetent ones. However, the process of interviewing and hiring candidates is a detailed one that requires effective processes.

Firms always experience difficulties as well as challenges. Organizations have been facing difficulties and challenges in effectively using and balancing their costs and limited resources to offer quality services as required by their consumers and stakeholders. Going by history, most firms have operated under managers who are not very concerned about cost management or services. In addition, even to date, measurements and controls have not been approved. Notably, most hospital firms operated by physicians, who are believed to be technically prepared for complex assignments, have experienced administrative and financial issues. Presently, the adopted system of payment sources has been putting pressure on the services to ensure the sustainability of the organization (Battu, Belfield, & Sloane, 1999). The market conditions call for better effectiveness. Activity-based costing is proposed as suitable for the management of hospitals since it aims to track and clearly outline expenses within the organization. The information obtained from activity-based costing will significantly help management and planning controls.

Moreover, hospital firms over the decades have been faced with several difficulties as well as numerous challenges in balancing the limited resources available and the costs required to meet demand for products and services. Activity-based costing can help hospitals control costs, enhance the quality and efficiency of care, and manage their resources well. Just like other organizations, hospitals experience a challenging and competitive environment (Schaufeli & VanYperen, 1992). Also, the increased competition, the focus on the quality of the care given to the patient, and the high cost of embracing new technology comprise the elements that compel the organization to offer better services to clients. To control costs, the administrators of firms need cost information that is appropriate for their decision-making needs. Conventional hospital cost-accounting systems frequently do not offer information concerning the cost of various activities. The application of activity-based costing systems may play a critical role in helping to resolve these difficulties. Overall, these systems have been effectively implemented in health care and a broad variety of supplementary health care firms. Additionally, these applications have allowed these firms to enhance their business processes, precisely identify and control their costs, and offer managers various useful information, which has allowed them to enhance their operational and strategic decision-making processes.

1.2 Problem statement

The rate of unemployment among graduates in Oman is worrying and has caused a lot of debate and discussion. The factors contributing to unemployment among graduates are believed to encompass the following: the prestige and reputation of the college, the career or course pursued, the quality of education/training, the preparedness of the graduates to join the labour market as well as the imbalance between the number of graduates and the job opportunities available for the youths. Therefore, with few job vacancies, employers look for competent and skilful graduates who can perform according to the demands of the task. Also, the quality of education should match the demands of the labour market. Therefore, gaining entrance into the job market is a key breakthrough for graduates. Transitioning from education to the labour market is not an easy achievement. Employers always look for competence and employability skills in graduates before they are employed. Therefore, a lack of experience will make some graduates wait before getting any employment since most graduates would like to progress through career development, gain social networks, and have financial independence. The profile of graduates is an important factor for most employers. In this sense, both extracurricular and co-curricular activities are important in determining the employability of the graduate. Additionally, the training institutions should provide the students with skills needed in the labour market even as they prepare them for such demands. Overall, the rate of unemployment is an issue that should be tackled by all the stakeholders, including the employers, the government, and the graduates themselves.

1.3 Purpose of the study

The study sought to investigate factors affecting the employability of graduates in Oman.

1.3.1 Objectives of the study

1.3.2 Specific objectives of the research

1. To examine the perceptions of graduates over the quality of training offered in their training colleges in Oman.
2. To outline the major challenges the graduates encounter when seeking employment.
3. To offer policy recommendations to improve the labour market conditions for graduates in Oman.

1.3.3 Research Questions

1. What are the perceptions of graduates over the quality of training offered in their training colleges in Oman?
2. What are the major challenges the graduates encounter when seeking employment?
3. What are the policy recommendations for improving the labour market conditions for graduates in Oman?

1.4 justification of the study

The study is relevant since it seeks to explore the reason why many graduates are not employed in Oman. The study will offer recommendations on what should be done to fix the situation of unemployment among graduate youths. The study will enable the government and stakeholders to determine whether employment policies and programs currently in place are effectively addressing the high rate of unemployment among graduates in Oman.

1.5 Significance of the study

The study is helpful to the graduates and the government of Oman in general since they will be able to know the reason why there is a high rate of unemployment among graduates in Oman. The graduates will know their capacities and have knowledge of how to effectively prepare themselves for employment. Further, the study will be important to global leaders as well as governments since it will add to the limited scholarly literature.

1.6 Organization of Research

The study is organized into an introduction, literature review, methodology, results, discussions, and conclusion. The introduction section covers the background of the study by focusing on graduate unemployment. Other critical aspects, such as the objectives of the study and problem statement, have been provided. The literature review focuses on understanding the research problem, while the methodology section outlines the research design adopted to collect data.

1.7 Key Assumptions

The study assumes that the unemployment rate in Oman among graduates is worrying and should be addressed by all stakeholders. Other key assumptions relate to improved governance of matters concerning graduate employment.

2.0 Chapter Two: Literature Review

2.1 Introduction

The section presents the theoretical as well as conceptual framework and provides the basis for the entire study. Further, the section covers the definition of the main terms to be used in the study, the existing literature on the topic of the research, and the conclusion of the chapter.

2.2 Working concepts and definitions

2.2.1 Youth

The concept of young individuals, or rather youth, varies from one society to another, depending on traditions and customs, social activities, and location. Gonzalez (2008) points out that the standard definition of a young individual includes a person aged between 15 and 24 years. Nevertheless, in Oman, the individuals referred to as youth are people between the ages of 15 and 35 years.

2.2.2 Skills

Pauw, Oosthuizen, and Van Der Westhuizen (2008) define skills as the ability to make smooth progress in coordinated performance, which is usually moderately effective in its objectives, provided that the context in which it frequently happens is appropriate. Considering this situation, individuals, or rather youth, can engage in diverse undertakings in which they may be capable of discovering, considering, and at the same time assessing the possible transformations in the way they do things. The idea of skill is relevant to this study primarily because, without the provision of adequate and proper skills such as business and technical skills to the youth, the possibility of entering the labour market may be difficult. Moreover, this may be a hindrance to the labour supply in every labour market and to employment opportunities. Therefore, a number of opportunities may remain untapped and idle, primarily not because of the restrictions but because of a lack of required skills within the labour market.

2.2.3 Competence

The idea of competence can be defined as the defined level of standardized ability for an individual to perform a particular occupation or task in the world of work. Nonetheless, competencies are frequently judged as the combination of knowledge and skills needed for people to perform particular roles professionally and adequately. Moreover, this concept is applicable in the study since it is part of the training output attained during career training at different institutions of study. Hence, if the youths are not given the opportunity to learn some of the required competencies, which in turn will make them ready for employment, they will stay unemployed. In the view of Kahn (2010), competence is the capability of a person to perform tasks as well as fulfil the necessary roles and obligations to the required standards. It is significant to note that competence is perceived as being holistic since it comprises subject-matter knowledge, qualities, and abilities to perform an activity or work in different ways. Nevertheless, for the purpose of the research, the concept of competence may be used to refer to the ability to use knowledge and skills in practice.

2.2.4 Employment

From an economic viewpoint, employment is a form of economic activity that offers people the opportunity to advance their quality of life or discover creative entrepreneurial opportunities. Most scholars argue that employment, particularly among young individuals, is deemed to be mostly economically vulnerable, and it can be the outcome of enhanced economic strategies as well as programs that facilitate and promote employment among the youth through the provision of access to credit, business development services, networking, and other forms of support. Further, this is in line with the competencies that are attained from training and that also enable them to venture into the market and employment or entrepreneurial activities (Murphy & Topel, 1997). Moreover, there is another range of motivating factors that drive them to be employed, such as independence and the ability to express themselves. The purpose of employment as a concept in the research is to address the entire journey as well as transitions that youth make to begin their employment, which in most cases are related to their professions, competence, and skills they possess as graduates. In spite of the fact that all the graduates are trained to have the skills required for a particular occupation, several people fail to be employed as expected.

2.2.5 Wage employment

Wage employment is described as the form of employment in which an individual is given a salary as a result of selling his/her labour. Further, wage employment occurs in both the informal and formal economy in Oman. As Al-Zufairy (2008) points out, several youths begin in wage employment and switch to self-employment at some point in their lives. This often occurs because of financial constraints, at a point when entrepreneurs desire to build up funds during their first employment. The main difference between self-employment and wage employment is that wage employment entails fewer risks compared to self-employment within the labour market.

2.3 Transition from school-to-work/ labour market

Theoretically, the transition from school to work is deemed to be a new development that is associated with the transformation of life. Additionally, this period is viewed as the time when the individual leaves formal education and is expected to join the labour market or, rather, employment. Moreover, it is important to note that the transition takes place at any level of an individual’s education. Further, the school-to-work program provides the opportunity to address many longstanding problems concerning employment creation, schooling, and training schedules. These issues are addressed and perceived to be part of a distinct process as well as practice. As Kahn (2010) points out, the transition from school to work can be described as the period between the end of obligatory education and the achievement of steady opportunities for employment.

The success of the transition from school to work for youth is highly reliant on their ability to secure economic activities and other forms of gainful employment; this is one of the principal objectives for youth after they complete their education. For developing countries such as the Sultanate of Oman, the likelihood of employment opportunities is mainly entrenched within the informal sector, which is prominent in Oman’s labour market, since there are considered to be few opportunities in the formal sector of the country’s economy. Moreover, youth frequently need assistance in taking actions that help them find a way to live satisfying lives independently of their parents. On the other hand, the school-to-work transition for young individuals requires steady mentoring and apprenticeship strategies as core practices in the entire school-to-work transition process in the labour market.

On the other hand, active labour market strategies may also play a vital function in facilitating the transition from school to work. These strategies comprise formal employment as well as self-employment policies. Moreover, the relevance of such strategies is that these policies play a vital role in integrating disadvantaged youth who are not absorbed by the labour market by providing the required skills that enable young individuals to remain active. According to Fogg, Harrington, and McMahon (2010), these policies comprise individual capabilities in a particular area of work. In addition, these policies may facilitate the economic journey of graduates through programs that enable them to be productive and successful. According to Try (2005), the index of school quality has a higher influence than academic performance on the transition from school to labour in Oman. Moreover, he estimates that the gross return of individuals who attend elite institutions is as high as 10.7%. Further, Pauw, Oosthuizen, and Van Der Westhuizen (2008) assert that the college’s reputation, as distinct from the years of schooling, is directly correlated with the earnings the graduates receive since the reputation of a college can signify the higher capabilities of the student body as well as the value added.

Also, Kahn (2010) demonstrates that it is quite difficult for young graduates with degrees in computer science, law, and English to be employed in Oman. Consequently, the choice of institutional major is responsive to transformations within the skill composition of employment. Moreover, different research has shown that economics majors earn very high wages. Hence, a mismatch may result in a much lower salary for economics majors than for business majors. Li, Whalley, and Xing (2014) state that the higher unemployment rate for graduates in Oman is due to the country’s inadequate attainment of education. The research also revealed that a higher reservation wage among graduates can result in a longer job search. This, therefore, means that graduates may spend longer searching for jobs when they are from institutions with better reputations or possess higher levels of education, since they have greater salary expectations.

2.5 Social Networks

Randeree (2012) points out that social networks include the individual’s closest friends and families. On the other hand, Paul and Moser (2009) demonstrate that the family may include persons who are considered to be fictive families. This can also include individuals deemed to have relationships founded on family-like connections, as well as associations with elders and other social groups. However, it is important to note that a network can either be helpful or unhelpful depending on a person’s intentions for being involved in it. The skills and experiences of youth, in terms of employment, particularly in developing nations like Oman, are mainly shaped by the family system embedded in various communities, which constitutes a social network. Also, Kapiszewski (2000) recognized the valuable support that networks offer at various levels of informal and formal relations. They argue that having the necessary connections with individuals who are competent as well as skilled in offering the desired assistance in either private or public life is considered to be an important feature of the customs among youth who are considering their transition into employment.

2.6 Importance of employment to young people

Currently, there are a number of young individuals who are out of work. Others have ventured into the opportunities that come with self-employment. Moreover, the unemployment rate in Oman for graduates seems to be increasing in relation to the population who are deemed to be working either as self-employed or just employed in other companies and industries. Additionally, Williams, Bhanugopan, and Fish (2011) believe that over half of the youths in Oman, approximately 62%, are categorised as economically inactive. Approximately one-third of the unemployed young people in the research conducted showed an interest in working and would wish to be employed. Moreover, young people face increasing levels of discrimination in gaining and retaining jobs, which can make the youths venture into other forms of employment like self-employment, which seems to be the best option for the graduates in Oman who are prepared for self-employment. Therefore, enhancing employment opportunities for youth may reduce the increasing level of unemployment among youth; it can also assist in the prevention of social exclusion among vulnerable youth as well as narrow the widening employment-rate gap for young individuals in Oman. Overall, the employment strategies for the youths in Oman should mainly focus on liaising with employers and placing people in employment.

2.7 Employment Search Theory

In line with the ideologies of neo-classical economics and the human investment-oriented job search theory, unemployed youths in Oman search for employment to take full advantage of their utility. Further, in the search exercise, the youth selects a job-search intensity as well as a reservation wage. Job-search theory utilizes techniques of sequential statistical choice to explain workers’ difficulty in finding suitable job opportunities in a decentralised labour market. Provided that job-search information is deemed to be expensive as well as difficult to obtain, young individuals without employment frequently have to search for the most favourable policies that may maximize the present value of future returns. Additionally, because the market is considered imperfect, job opportunities are not always readily available in the labour market.

According to Al-Harthi (2011), the youths do not seek jobs simply in the areas of their residence, but they may also seek employment opportunities in regions that are distant from where they stay. Relying on this model, the idea of distance is also a vital element influencing job-search efforts and costs, specifically among youths who are considered to be vulnerable and who do not possess the resources necessary to support their movement while seeking employment across the country. On the other hand, Girgis (2002) asserts that the model he developed can help the youths of Oman in seeking employment in that the model relies on preferences regarding employment-search techniques as well as intensity, and therefore, it is useful in the process of seeking employment. Moreover, he argues that all the people who are not employed frequently take full advantage of their utility by selecting a reservation wage in the labour market. Thus, they will assess the wages that are acceptable for them to do the job.

2.8 Analytical framework

The analytical framework, presented in the structured figure below, was formed to guide the interpretation and analysis of the information presented in the fourth chapter of the study and elucidate the outcomes in line with the research questions that were presented in the first chapter.

Figure 1: The design of the analytical framework factors.

As demonstrated in the diagram, the youths in Oman may rely on personal factors, institutional and social network factors, and other factors like skills, competence, and wages in their process of employment search. Moreover, the opportunities for youths to seek employment are frequently affected by access to capital as well as the desired competence and skills that a person has before joining the labour market. Therefore, the analytical framework provides a clear picture of how the information should be interpreted and analyzed based on the factors mentioned in the diagram.

3.0 Chapter Three: Research Methodology

3.1. Introduction

This section consists of data collection, methods, research design, participants, sampling methods, data analysis techniques, data collection instruments, and ethical concerns. This section will provide the research methodology that will be adopted for the study. The chapter will begin with an introduction, the nature of the survey, the justification for taking a systematic review approach, and the collection of data.

3.2. Research design

The study mainly employed a questionnaire approach and partly relied on a quantitative approach. Research design defines how the data will be collected and analyzed. The study employed a descriptive survey. The descriptive survey described the variables and their relationships.

3.3. Data collection

The data collected will be subjected to critical analysis. Different theories will be adopted in analyzing quantitative data. The selected literature will be compared, and the information contained will be keenly read to check for relevancy. The study partly employed a literature search. This was chosen because the research is readily available in libraries as well as in online databases. The literature review will cover behavioural factors that are directly attributed to information security breaches in various organizations, with a particular interest in academic works done by previous researchers modelling such behaviours to aid the process of comprehending the impact of these factors on information security.

3.4. Sampling Method

The research will employ purposive sampling, where the researcher will look for literature that is relevant to the study.

3.4.1. Participants

The participants would include 30 graduates in Oman. They would be given a questionnaire to fill in on their views concerning graduate employability in Oman.

3.5. Data collection

The study mainly employed a quantitative research design in which both primary and secondary sources were used. The primary data were gathered through the questionnaires that were distributed to 30 graduates in Oman. The questionnaire was divided into four parts to obtain information from the respondents. The first part contained general information about the respondents; the second part gathered information about the employability of the graduates in Oman as well as about the participants. The data were analyzed using frequency-distributed tables. The second part consisted of the competence and degree of education of the graduates. Secondary sources, which include books and journals, were obtained from online and public libraries. The research was conducted using electronic databases, online libraries, peer-reviewed journals, and other materials that relate to the topic. The selection process will begin with choosing articles from distinguished scholars to ensure that the research findings are accurate. To avoid choosing irrelevant literature, the main keywords that are essential to the research were formulated.

3.6. Data analysis

The gathered data were evaluated and analysed using descriptive statistics. Dabalen, Oni, and Adekola (2001) note that descriptive statistics permit the meaningful description of the distribution of the scores. Further, descriptive statistics provide a fast image of the values of the variables. Thus, bearing in mind the quantitative nature of the information collected, the descriptive statistics describe the major features of the gathered information. The data were presented using tables. Further, the information attained was then compared to the existing literature to determine the areas of agreement as well as areas of disagreement to ascertain the facts of the study.

3.7. Ethical consideration

Ethical concerns are essential in doing research since they guide and give the rules that the researcher needs to follow. Also, the responses obtained should be confidential and should only be for academic purposes. Finally, the study will use literature that was published not later than five years ago. The respondents were not allowed to reveal their names. Pseudonyms were used.

3.8. Scope and Delimitations

This study sought to explore the factors influencing the employability of graduates in Oman. It further explored various employability styles and compared the age, competence, and degree of education of graduates in Oman.

4.0 Chapter Four: Results And Discussions

4.1 Introduction

This section presents the findings and a discussion of the research. Thirty questionnaires were duly filled out and used in the analysis and discussion of the findings of the research.

4.2 Demographic Profile of the Respondents

Table 1: Respondents Gender

The research was conducted with thirty respondents. From Table 1, 25 of the respondents were female, accounting for 83% of the total respondents in the study. The number of males in the research was 5 in total, which translates to 13% of the total respondents. Therefore, from the research, it was obtained that females covered the largest part of Oman’s total population.

Table 2: Age of the Respondents

The table presents the ages of the respondents in the study. Most of the respondents were between the ages of 25 and 30 years, which was represented by a percentage of 47% of the total population. This age is followed by the ages between 19 and 24 years, which are represented by a percentage of 33%. The lowest age in the research was represented by 3% of the population, with an age range between 37 and 42 years.

Table 3: Time Period employed

The table shows the period for which the graduates involved in the research were employed. According to the table, 90% of the respondents have been employed for one to four years since they graduated from college or other institutions. The lowest percentage from the research is represented by 3% of the total population, who have worked for between 9 and 12 years since they graduated. This shows that most of the graduates are not employed in Oman. Most of the graduates are in and out of employment, and there is no stability in the employment they get.

4.3 Factors Affecting Fresh Graduates Employ-ability

Table 4: Graduates’ Employability

Legend: 3.50 – 4.00= Strongly Agree; 2.50 – 3.49 = Agree;

1.50 – 2.49 = Disagree; 1.00 – 1.49 = Strongly Disagree

As per the information gathered from the research, all factors were evaluated as strongly disagreeing in relation to the profile of the graduates in Oman, with the summation value being 1.1. Further, the religious influence on fresh graduates’ employability was ranked the lowest, with a mean of 1.03. With regard to the age factor, as a vital measure in the hiring of graduates, it ranked highest with a mean of 1.18.

Table 5: Physical Appearance and Graduate Employability.

Legend: 3.50 – 4.00= Strongly Agree; 2.50 – 3.49 = Agree;

1.50 – 2.49 = Disagree; 1.00 – 1.49 = Strongly Disagree

The table shows the elements that affect fresh graduates’ employability in relation to their physical appearance. From the research conducted and the information gathered, the overall evaluation was 2.72, which was rated as “agree.” Therefore, from the study and information, proper grooming, which was ranked at 4.00, has a significant function in the employment of graduates, and the respondents strongly agreed with this element. In Oman, there has been an uptrend of graduates enrolling in personality enhancement schools over time; this is a major sign of the increase in graduates’ awareness of the benefits of possessing proper grooming as well as pleasant behaviour. Omani graduates are beginning to improve their appearance by ensuring that they take proper care of themselves and maintain proper hygiene. They also need to make sure they build and enhance their personalities in an effort to be noticed by employers in the labour market.

Table 6: Employability and Soft Competencies

Legend: 3.50 – 4.00= Strongly Agree; 2.50 – 3.49 = Agree;

1.50 – 2.49 = Disagree; 1.00 – 1.49 = Strongly Disagree

The table represents the elements of fresh graduates’ employability in relation to the soft competencies of individuals. From the data gathered, the overall evaluation was 3.91, which was rated as “strongly agree,” indicating that an individual’s competence is directly connected to employability. It is, therefore, clear that employers expect graduates to maintain some element of discipline and possess technical competence from training in colleges and institutions. Thus, there are a number of attributes, knowledge, and skills that are essential to employers and that graduates should have before they are employed.

Creativity to do the assigned job and effective communication skills ranked highest, each with a mean of 4.00, and were rated as “strongly agree.” This shows that above all other qualifications, graduates must possess the will to do the work as well as have effective communication skills, which are considered to be very vital in the labour market. Moreover, companies require workers who are capable of thinking on their feet and taking the necessary action without waiting for other people to inform them of what to do. Overall, this kind of flexibility, as well as courage, is what thrusts organizations and teams to revolutionize and overcome the high competition in the market. Moreover, from the table, the graduates with the capabilities to resolve conflicts appropriately ranked the least and were rated as strongly agree. In other words, the market does not require graduates who can only resolve conflicts since there are no conflicts to be resolved in the market, but they must fairly compete with other organizations.

Table 7: Employability and Work Experience

Legend: 3.50 – 4.00= Strongly Agree; 2.50 – 3.49 = Agree;

1.50 – 2.49 = Disagree; 1.00 – 1.49 = Strongly Disagree

As obtained from the information gathered, work-related experience is an added benefit to the employability of graduates, as it gives them an advantage in doing the job well and helps them adapt easily to the working environment as well as changes. This was strongly agreed upon by the research participants, with a composite mean of 3.72 from the table. For graduates entering the labour market, an internship is vital for opening employment opportunities. Further, current employers frequently demonstrate a preference for individuals who have real-life experience compared to those who do not. Moreover, employers are always keen on recruiting individuals who are already operational, as this can fast-track the training procedure.

Table 8: Employability and Education

Legend: 3.50 – 4.00= Strongly Agree; 2.50 – 3.49 = Agree;

1.50 – 2.49 = Disagree; 1.00 – 1.49 = Strongly Disagree

From the information gathered, the factors affecting employability in relation to education were rated as “agree,” with a summation mean of 2.99. Moreover, industry-related recognitions and awards are significant, as shown by a mean of 3.94, which was rated as “strongly agree.” Therefore, with recognition and awards, the graduates are then sure of their employment and can affirm that they are sure of being employed within a short while.

4.3 Summary

Therefore, sweeping demographic transformations across Oman as a country will place greater pressure on the private as well as government departments to initiate and enhance creative solutions to integrate, educate, and retain the rapidly changing and diverse working population in the country.

5.0 Chapter Five: Conclusion And Recommendation

5.1 Conclusion

Most employers in the labour market do not closely examine the demographic profiles of graduates applying for employment. Profiles such as gender, age, and religion do not influence the abilities of the graduate applying for a position in the company and do not affect the workability of the graduate. With regard to the physical appearance of the graduate, the study conducted showed that proper hygiene and grooming play an essential role, as they are integral aspects of a graduate’s presentation. Moreover, from the research done, another significant element identified as affecting employability is the soft competence of the graduate since it has a positive influence on graduate applicants. On the other hand, the work experience of the graduate is vital in hiring, as it provides the necessary information about how an applicant performs his/her work.

5.2 Recommendation

Based on the findings as well as the conclusion of the research on the factors affecting graduates’ employability in the labour market in Oman, the research, therefore, recommends that:

1. The graduates from Oman should focus on the development and enhancement of the curriculum to ensure that the students improve their professional appearance, particularly in relation to proper grooming and hygiene.
2. Moreover, the institutions must create communication seminars that would enhance the soft competencies required by employers in Oman. This should be done by colleges involving learners in industry-related organizations as well as leadership training in order to advance and raise the self-confidence of the students.
3. Finally, the students should be involved in corporate social activities, which improve their chances of employability in the labour market.

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APPENDIX 1:

Questionnaire

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Section A. Background

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