Трудоустройство выпускников вузов: проблемы, факторы и возможности | Общество и инновации

Трудоустройство выпускников вузов: проблемы, факторы и возможности

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Бакиева , И. ., & Искандарова , Д. . (2024). Трудоустройство выпускников вузов: проблемы, факторы и возможности. Общество и инновации, 5(1), 47–58. https://doi.org/10.47689/2181-1415-vol5-iss1-pp47-58
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Аннотация

В статье рассматриваются проблемы трудоустройства выпускников вузов по специальности. Авторы предлагают пути улучшения системы трудоустройства, основываясь на анализе причин этих проблем и факторов, затрудняющих процесс трудоустройства выпускников.


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Employment of graduates of higher education institutions:
problems, factors and opportunities

Iroda BAKIYEVA

1

, Dilafruz ISKANDAROVA

2


Tashkent State University of Economics

ARTICLE INFO

ABSTRACT

Article history:

Received December 2023
Received in revised form
15 December 2023
Accepted 20 January 2024
Available online
25 February 2024

The article studies the problems of employment of university

graduates in their specialty as well as makes proposals to

improve the system of graduates` employment by identifying
the reasons for their occurrence and deterrents to the

employment of graduates.

2181-

1415/©

2024 in Science LLC.

DOI:

https://doi.org/10.47689/2181-1415-vol5-iss1-pp47-58

This is an open access article under the Attribution 4.0 International

(CC BY 4.0) license (https://creativecommons.org/licenses/by/4.0/deed.ru)

Keywords:

young professionals,

labor market,

employment,

unemployment,

workplace.

Oliy

ta’lim

muassasalari

bitiruvchilarini

ishga

joylashtirish: muammolar, omillar va imkoniyatlar

ANNOTATSIYA

Kalit so‘zlar:

yosh mutaxassislar,

mehnat bozori,

bandlik,

ishsizlik,

ish joyi

Maqolada

oliy

o‘quv

yurtlari

bitiruvchilarini o‘z

mutaxassisligi bo‘yicha ishga joylashtirish muammolari
o‘rganilib, ularning paydo bo‘lish

sabablari va bitiruvchilarni

ishga joylashtirishga to‘sqinlik qiluvchi omillarni aniqlash orqali

bitiruvchilarni ish bilan ta’minlash tizimini takomillashtirish
bo‘yicha takliflar berilgan.

1

Associate Professor, Human Resources Management Department, Tashkent State University of Economics.

E-mail: i.bakiyeva@tsue.uz

2

Basic Doctoral Student, Assistant, Human Resources Management Department, Tashkent State University of

Economics. E-mail: d.iskandarova@tsue.uz


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Трудоустройство выпускников вузов: проблемы,
факторы и возможности

АННОТАЦИЯ

Ключевые слова:

молодые специалисты,

рынок труда,

занятость,

безработица,

рабочее место.

В статье рассматриваются проблемы трудоустройства

выпускников вузов по специальности. Авторы предлагают
пути улучшения системы трудоустройства, основываясь на

анализе причин этих проблем и факторов, затрудняющих
процесс трудоустройства выпускников.

INTRODUCTION

Innovative development processes carried out in the economy of the republic

affect the situation in the labor market, especially the employment of young people who
enter it for the first time in their professions or their interests. In Uzbekistan, more than

600,000 young people enter the labor market every year, making it an increasingly
urgent task to support employment, create new jobs, and train professional and highly

educated personnel based on international standards.

In the development strategy of Uzbekistan for 2022

2026 and the state program

for its implementation in 2022

"The year of human dignity and active neighborhood",

the issues of human capital development and fair social policy are defined as priority

tasks. In particular, the development of the education sector is emphasized in the main
goals set in the fourth priority task of the development strategy [1]. In this regard, in the

development of the higher education sector, the assessment of the quality of education in
our country should be adapted to international standards, the process of training highly

qualified personnel with modern knowledge and high spiritual and moral qualities, who
think independently will be raised to a new level in terms of quality, and the creation of

effective mechanisms for the implementation of innovative scientific achievements.
implementation of comprehensive work on increasing the scientific potential of

educational institutions has been started. In particular, the adoption of the new version
of the Law of the Republic of Uzbekistan "On Education", the approval of the Decree of

the President of the Republic of Uzbekistan of October 8, 2019 "On approval of the
concept of the development of the higher education system of the Republic of Uzbekistan

until 2030" No. PF-5847 is a clear proof of this.

Despite the large-scale reforms carried out, the majority of young people who have

graduated from secondary and special educational organizations try to continue their
studies in higher educational institutions, regardless of the professional field they will

occupy in the future. As a result, there is a lack of jobs for young professionals in their
professions, their proposed salary, and several reasons, such as dissatisfaction with

working conditions, incompatibility of professional training with the requirements set by
employers, make the problem of employment of highly educated young professionals in

the labor market extremely urgent.

The research within the scope of the studied topic covers the issues of ensuring the

employment of young people who graduate from higher education institutions in the
labor market, and the main opportunities and obstacles in the employment of young

professionals are studied.


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LITERATURE REVIEW

The theoretical foundations of employment provision are sufficiently reflected in

the works of famous representatives of economics, D. Keynes, A. Marshall, D. Mill,

D. Ricardo, A. Smith, M. Friedman, and F. Hayek.

However, today, not the theoretical foundations of employment, but certain

problems of ensuring the employment of young professionals remain one of the tasks
that are required to be solved in the conditions of Uzbekistan. In this regard, the

problems of ensuring the employment of graduates with higher education, effective
employment, and increasing the competitiveness of young people in the labor market

K.Kh. Abdurahmonov

[2],

Z.Ya. Khudoyberdiev

[3],

N.Q. Zokirova

[4],

G.Q. Abdurakhmonova [5], D.A. Nasimov [6], Z.M. Zikriyaev [7], S.B. Goyibnazarov [8],

L.M. Ashurzoda [9] and others.

According to K.Kh.Abdurahmanov [2], the socio-economic tasks of young people

are determined by their role in the formation of the labor potential of the country. The
number of young people entering the labor market and applying to employment

assistance centers depends on the number of vacancies. That is, the number of young
people working in this field will increase if there is more unemployment in the field.

As an important way to regulate the level of unemployment among young people,

it is emphasized that it can be achieved by increasing the number of people who receive

education in the absence of production, and by improving social assistance to their
families about young women with children of small and preschool age [2]. During the

conducted research, it was shown that vocational training of young people, whether or
not they are separated from work, does not reduce their desire to be engaged in work

and to have a permanent labor income. In this regard, the issues of ensuring youth
employment, increasing youth competitiveness, and creating decent jobs to reduce

unemployment are also reflected in the work of a group of other scientists [4].

Economists D.Nasimov and Z.Zikriyaev [6] consider the labor market category of

specialists and point out that there is little attention paid to young professionals, that is,
young people who have graduated from a higher education institution, have professional

knowledge, but cannot compete in the labor market. In their research, they pay special
attention to the category of higher education graduates

young professionals. Because,

on the one hand, graduates of higher educational institutions form the labor market of
experts, on the other hand, young people form the basis of the labor market and are

naturally influenced by their traditions.

Given the lack of sufficient skills for entrepreneurship and employment among

young people, Z.Ya. Khudoyberdiev together with a group of authors published a training
manual entitled "Fundamentals of Entrepreneurship and Employment Technology".

According to the authors, the low level of behavioral skills negatively affects the
employment of young future specialists in the labor market, and in turn, the

unemployment rate of young people increases [3].

Thus, today many scientists and experts study the issue of employment of

graduates, the main purpose of their study is to reduce the unemployment rate in this
segment. One of the ways to increase the level of employment of young professionals is to

identify the factors that can have a direct impact on it, and this is achieved through the
formation and subsequent analysis of the process of regulating the employment of

graduates of higher education institutions.


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As a result of the research, it was determined that the employment of graduates of

higher education institutions depends on the demand and supply in the labor market, the
correct conduct of career guidance, the quality of training of future young professionals

in higher education institutions, and the effectiveness of employment assistance services.

RESEARCH METHODOLOGY

When studying graduate employment problems, it is necessary to assess the

factors affecting the current situation. According to foreign experiences, the employment

of young graduates depends on economic, social, institutional, financial and several other
factors. We can see research work on these types of factors in enough published scientific

articles. All approaches were conditionally divided into two groups. The first group of
views is based on general ideas, mainly due to the presence of socio-economic conditions

in the country for young people, that is, the situation in the labor market, the creation of
new jobs for young people, the development of the infrastructure of the labor market, the

availability of financial resources and other similar factors. The second group of factors
has information about the quality of education, the correct orientation of young people to

the profession, and the vacancies of young people.

In our research, we focus on the following relationships:

correct orientation of students to the choice of profession and competitiveness of

graduates in the labor market according to the acquired profession;

development of services provided for employment of graduates of higher

educational institutions. Improving public and private employment services will have an
effective impact on graduate employability.

In order to verify our previously advanced hypothesis, our research used a

systematic approach to data analysis, quantitative and statistical comparison, sociological

survey, and abstract-logical cognitive methods.

Statistical data were obtained from international and national official electronic

statistical sites, the Ministry of Higher Education, Science and Innovation of the Republic
of Uzbekistan and the Ministry of Employment and Labor Relations of the Republic of

Uzbekistan.

ANALYSIS AND RESULTS

In Uzbekistan, the government is paying a great attention to the development of

the education system, including higher education. In particular, the number of higher

education institutions in 2021

2022 is 154 and has increased by 2.4 times compared to

the 2011/2012 academic year. The number of students studying in them is increasing

year by year, for example, in the 2011

2012 academic year, there were 86 students per

10,000 inhabitants, and in the last academic year, their number was 229 students. Is this

too much or too little for a republic with a population of 35 million? How to solve the
problem of the increasing number of students graduating from educational institutions

and getting a job in the future? According to the data of the Interstate Statistical
Committee of the CIS countries, the number of students per 10,000 inhabitants in 2020 in

Kazakhstan is 305, in Russia 277, in Belarus 282, in Armenia 269, in neighboring
Tajikistan 261 [11].

Judging from the given information, there is a sufficient need for higher education

in Uzbekistan (Table 1).


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Table 1

Data about graduates of higher educational institutions of the

Republic of Uzbekistan

*

Indicators

Academic years

2015

2016

2016

2017 2017

2018 2018

2019 2019

2020 2020

2021

Total

62461

65223

67546

69802

72424

108241

Of them:

Undergraduate level

57449

60077

64114

63865

66643

98177

Employment rate, %

90,1

85,6

81,3

77,2

78,7

Master's degree

5012

5146

3432

5937

5781

10064

Employment rate, %

90,3

85,3

82,3

79,1

81,6

*

Note:

the indicator of employment of graduates refers to the monitoring year

Source: compiled by the author based on the information of the Ministry of higher

education, science and innovation of the Republic of Uzbekistan

We will conduct an econometric analysis based on the data collected on the

number of graduates of higher education institutions and their level of employment in

2015

2021, firstly, we calculate the variation width, average, mean linear difference,

variance, mean squared difference values of the statistical set collected using the

following formulas:

min

max

x

x

R

=

,

=

=

n

i

i

X

n

X

1

1

,

f

x

x

=

,

f

x

x

2

2

)

(

=

,

f

x

x

2

)

(

=

For undergraduate graduates, R=40728;

X

=68387,5;

=9929,8;

2

=183575345;

=13548,9

For graduates of master’s degree, R=6632;

X

=5895;

=1403;

2

=4133730;

=2033,2

So, over the last 5 years, the number of undergraduate graduates and graduates of

master’s degree has increased to 40,728 and 6,632, respectively.

The average number of graduates on the bachelor's level is 68,387, and the

indicators for the years differ from the average value by 9,929.8 units. Graduates of the
master's degree make up an average of 5895, which differs from it by an average of

1403 units.

During the considered period, the number of bachelor's and master's graduates in

the republic increased by 73.3 percent. Among them, 70.8% of bachelor's graduates, the
number of master's graduates has doubled.

If we observe their employment status, we can see the opposite trend, that is, the

employment rate of graduates has decreased. This applies equally to undergraduate and

master’s graduates.

Based on the data in the above table, we will create a regression equation to

perform an econometric analysis, according to which we will get the change of the
Y-resulting factor and X-influencing factor under the influence of the time factor. In this

case, we assume that the relationship between y and x is straight line (y=a0+bx).
The straight-line regression equation takes the following form:


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y = 6374x + 46079; y = 847,71x + 2928,3

According to this equation, as a result of the change of the influencing factor-time

factor by one unit, the number of graduates of the bachelor's degree increases by 6374

units and the number of graduates of the master's degree increases by 848 units.

Discussion of research outcomes

Today, one of the most complex problems in the field is the problem of planning

the scope and profiles of professional education based on the requirements of the labor
market and social order. In addition to fundamental knowledge, it is becoming necessary

for students to acquire soft skills such as critical thinking, communication and
communication, self-presentation, teamwork, and flexibility necessary for their

professional activities. In this regard, a new stage of reforming the education system has
begun in Uzbekistan, and great importance is attached to the quality of training of highly

qualified specialists.

According to some economists, the influence of various factors on the employment

of students of higher education institutions has become a law today [10], and during our
research, as a result of studying the influence of various factors on the choice of work of

students in their specialty, it was found that there are some differences (Table 2). The
monitoring of the employment of graduates of the Tashkent State University of

Economics in the 2020-2021 academic year was conducted to achieve the most reliable
results, the activities of the university structures that help to support graduates and

ensure student employment were analyzed, and a sociological survey was conducted
among 145 graduates who chose a job in their specialty.

The general share of the factors in the formation of the motivation to employ each

of the participants of the educational process in their specialty and the share of the

influence of the factors determined as a result of the sociological survey are
comparatively presented in Table 2.

In foreign educational institutions, students' employment at the higher education

stage (85%) is achieved through scientific seminars, meetings with leading experts and

employers, internships, external evaluation and self-evaluation. Based on the results of
the survey, it was found that there is a significant difference in the influence of factors.

y = 6374x + 46079

R² = 0,636

0

20000

40000

60000

80000

100000

120000

0

5

10

y = 847,71x + 2928,3

R² = 0,507

0

2000

4000

6000

8000

10000

12000

0

5

10


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Table 2

The influence rate of various factors on the choice of work of graduates in their

specialty

Basic steps

The general state of

the level of

influence of factors*

The level of influence of

the factors identified as

a result of the survey

Pre-tertiary stage

(parents, friends, school, high school, college)

5 %

24 %

Higher education stage

(deanship, departments, tutors)

52 %

16 %

Higher education stage

(qualification practices)

20 %

25 %

Higher education stage

(marketing department, meeting with employers)

10 %

7 %

Employers, the situation in the labor market

13 %

28 %

Source:

Based on the results of a sociological survey conducted by the author

In particular, the influence of the stage of higher education on the job choices of

Uzbek students made 58 percent. It was found that parents, acquaintances, and friends

have more influence on students' choice of profession, and they choose their future

profession as a result of studying the situation in the labor market after obtaining higher

education and self-evaluation after meetings with employers.

While studying at a higher educational institution, students get to know the

various directions of their faculty's activities and participate in various activities. By

communicating with professors, students get an idea of the possibilities of the Higher

Education Institution and their future specialization.

In the higher education institutions of the Republic of Uzbekistan, in contrast to

foreign higher education institutions, the activity of employment centers has not been

sufficiently established until recently, and marketing departments in higher education

institutions do not work with potential employers, which has caused problems in the

employment of graduates in their professions. During the employment process, students

are asked to search for a job, write a resume, lack of work experience, dissatisfaction with

the offered salary, etc. To eliminate these obstacles and improve the process of

employing students, it would be appropriate to establish a "Career Center" in higher

education institutions. However, such centers have not been established in all higher

education institutions of the republic. In such a case, the "Marketing" department of the

Higher Education Institution must undertake the tasks of ensuring the employment of

students. Until now, in practice, it has been observed that tasks related to the

employment of students in marketing departments are carried out only on "paper".

At the same time, it has become a tradition to hold "Career days" for the students

of the graduate course in the HEIs of the Republic every year, to which potential

employers are invited. Guests invited to the event will inform and advise graduates about

vacancies in the field of study, the field of the study, and demand for specialists in a

certain field in the labor market, and invite those who have expressed a desire to work in

the field to an initial interview. Nevertheless, this type of event was held 1 or 2 times

during the academic year, which limited the opportunities for students to get a job at the

stage of higher education.


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If we are talking about career centers, foreign experiences of studying the activities

of such centers have been sufficiently formed. To date, in the existing foreign educational

institutions in Uzbekistan, such centers have already taken place in the organizational

structure of HEIs. Career centers are a relatively new concept for public educational

institutions of the republic, among others, the opening of the Career Center at the

Tashkent State University of Economics can be associated with the transition of the

university to the credit-module system.

The career center organizes short-term training courses for students based on

cooperation with local and international employing companies, regularly involves

industry experts in the training process, creates a database of companies' requirements

for new employees, and directly organizes training and work experience for students.

However, no higher education institution in the republic can guarantee 100%

employment of its graduates. This issue is especially complicated in HEIs, which graduate

many thousands of students per year, and it is impossible to provide all graduates with a

job in their specialty.

Of course, when planning the training of highly educated personnel, it is necessary

to study the labor market and determine the need for personnel being trained in an

educational institution. The labor market is changing, and the demand for personnel in

one or another field is significantly influenced by the social, economic, and political

situation in the country. For example, during the pandemic, the state's need for medical

personnel increased, and the issue of the need for higher education for school teachers in

the republic is being raised. Naturally, the need for personnel in the medical and

pedagogic fields is increasing several times, and the state assists in the employment of

graduates in this field.

By itself, "What about graduates of other fields?"

the question arises. Finding a

job is also the task of the graduates themselves. They should see their future and choose a

specialty that will be in demand. There is an internationally recognized indicator of

"student employment within the first six months after graduation", which is mainly done

by the students themselves.

According to the opinion of students who participated in a sociological survey

conducted at the Tashkent State University of Economics, there are several problems in

the employment of graduates, and the following are among the most frequently repeated

problems in the survey:

insufficient information about vacancies;

insufficient awareness of graduates about job vacancies and appropriate

methods of finding work;

unattractiveness of the offered jobs (low wages, unsatisfactory working

conditions, etc.);

insufficient work experience of young professionals.

The problem of access to information and its openness in the employment of

requirements has not been sufficiently resolved. Vacancies offered should be open to all,

which will gradually and significantly reduce bureaucracy in recruitment. At the same

time, there is a need to hold meetings with potential employers in several directions

aimed at finding a job for graduates at the level of HEIs.

The structure of the graduate employment regulation process structurally assumes

the existence of its main blocks

the state, university, students and graduates, business

communities (enterprises, public organizations, and associations), public and private

employment assistance services, and labor market monitoring.


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It should be noted that each bloc is a group united by its own interests and socio-

economic status. In the process of regulating the employment of graduates, using a set of

basic tools, the university is the basis for the implementation of graduate employment

promotion programs.

Among the important and necessary blocks of the employment regulation process,

it is worth noting the Centers for Assistance to Population Employment, private

employment agencies, and employment sites. Graduates looking for work often use such

methods. Employment assistance centers have a large database of job vacancies with

aggregated resumes of applicants from various organizations and enterprises. The main

goal of the centers is to reduce unemployment. In addition to the above, these centers are

engaged in the study of the demand and supply of labor in the labor market, in the future

this information can be provided to state and non-state structures upon request. Taking

into account the high level of youth unemployment in the republic, in our opinion, it

would be appropriate to connect the activities of such centers with the career centers of

higher education institutions. Figure 1 shows the scheme of employment assistance

centers of the state with young professionals.

Accounts of unemployed citizens are kept and unemployment allowances are paid

within the framework of the activities of regional employment assistance centers. Among

the main tasks of the center is to provide free assistance in the selection of vacant jobs,

assistance in finding a job, training for a new profession or training, if necessary,

participation in paid community work, temporary employment, payment of benefits and

legal assistance in all matters of labor law. It is worth noting the possibility of providing

preferential loans to those who want to be employed and the unemployed.

Figure 1. Scheme of activities of Centers for Employment Assistance for the

Employment of Students and Graduates of Higher Education Institutions

Employment

assistance centers

Monitoring of student

employment

Search

employer

Graduates

Working

students

Employer

Search

employee

Bank of vacancies

Bank of candidates

resume


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Accounts of unemployed citizens are kept and unemployment allowances are paid

within the framework of the activities of regional employment assistance centers. Among
the main tasks of the center is to provide free assistance in the selection of vacant jobs,

assistance in finding a job, training for a new profession or training if necessary,
participation in paid community work, temporary employment, payment of benefits, and

legal assistance in all matters of labor law. It is worth noting the possibility of providing
preferential loans to those who want to be employed and the unemployed.

Since the end of the 1990s, a new institution

private employment agencies

(staffing agencies)

began to form in Uzbekistan, but their activities were only regulated

by the Law "On Private Employment Agencies" of the Republic of Uzbekistan
(URQ-501 dated 10.16.2018) only by 2018. It became legal only when it was accepted.

Today, private employment agencies play a big role in finding a place in the labor

market and providing the population with decent jobs. In our current legislation, the

obligations of private employment agencies to job seekers are not fully established or
strict procedures are not established, which has caused a number of problematic

situations in practice. At the same time, the fact that the current law does not set a clear
limit on the amount of fees paid by private employment agencies for information and

consulting services provided to citizens in the field of employment caused them to set
different amounts for the provision of services of this type. Also, factors such as the lack

of a transparent mechanism for registering service contracts by private employment
agencies and monitoring their implementation hurt obtaining and analyzing accurate and

truthful information about their activities. Nevertheless, with the adoption of the new
law, about 30 private employment agencies were established, as of March 2022, a total of

114 such agencies were licensed in the republic [12], and by this time the new law "On
Private Employment Agencies" was approved (URQ dated 13.08.2020

No. 632).

When talking about private employment agencies, it should be noted that these

agencies mainly conduct activities related to the employment of Uzbek citizens abroad,

and their role in the employment of students and graduates of higher education
institutions of our republic in their specialties is not very significant. At the same time,

there are some private HR consulting firms, which, along with consulting services, are
also engaged in the employment of qualified personnel in the domestic labor market.

However, since their activities are multifaceted and come from students of employers,
they are not very noticeable in the employment of young graduates.

We should also highlight online sites, which are one of the ways students can get a

job in the job search process. Employment sites allow job seekers not only to register and

view job vacancies, but they regularly conduct online surveys and post research results.
Among the advantages of this method, the following can be distinguished: efficiency,

convenience, saving time and money, confidentiality, free access to the database of
vacancies, and the possibility of candidates sending resumes to many vacancies.

Disadvantages include the high demands of students and graduates, and the publication
of a limited number of vacancies in the field of activity. According to statistics, 5-10

percent of job seekers get a job through job sites.

Each of the sites focuses on recruiting job seekers with varying degrees of

effectiveness. The specifics of their activities differ slightly, mainly in terms of the various
means of support, as well as the level and quality of the vacancies offered.


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Жамият

ва

инновациялар

Общество

и

инновации

Society and innovations

Issue

5 № 1 (2024)

/ ISSN 2181-1415

57

Analyzing the work schemes of employment assistance centers, private

employment agencies, and employment sites, we can say that all of them act as
intermediaries between the employee and the employer, excluding their direct

communication, and take full responsibility for finding the necessary specialist or
vacancy. This greatly limits the job applicant's ability to find a suitable job, and the

employer's ability to find highly qualified personnel. In such a situation, it is more
effective for these organizations to conduct mediation activities only at the initial stage

and give more choices to their clients.

CONCLUSION

The results of the analysis of the factors affecting the employment of graduates of

higher education institutions in the republic and the available opportunities show the

need to modernize the system of ensuring the employment of graduates, because the
level of influence of the existing system is not sufficient and it should be strengthened, in

particular:

introducing into the educational process career orientation and motivational

aspects, feedback mechanisms, and mechanisms for encouraging active participants in
the process of career advancement of the future specialist;

improvement by allocating areas of responsibility to each of the participants of

the graduate employment support system;

organization of meetings by inviting people with high success in this field to the

educational process so that they can imagine their profession in a positive light in the

future;

carrying out the selection of talented students with the HR representatives of

large employing companies and providing information about the results on sites of HEI
and social networks.

Thus, a clear mechanism of interaction between the student, the employer, and

various structures of higher education institutions will be developed with the

improvement of the system of assistance to the employment of graduate students. This,
in turn, allows solving the issue of employment of graduates in their specialty more

effectively, as well as the successful advancement of graduates on the career ladder.

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background image

Жамият

ва

инновациялар

Общество

и

инновации

Society and innovations

Issue

5 № 1 (2024)

/ ISSN 2181-1415

58

7.

Абдурахманов К.Х., Зокирова Н.К. Обеспечение достойного труда для

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https://edu.uz

Website of the Ministry of Higher Education, Science and

Innovation of the Republic of Uzbekistan

Библиографические ссылки

Decree of the President of the Republic of Uzbekistan "On the Development Strategy of New Uzbekistan for 2022-2026" PF No. 60. 28.01.2022.

Q.X.Abdurahmonov. Mehnat iqtisodiyoti: nazariya va amaliyot. Darslik. -T.: “Fan” nashriyoti, 2019 -595 b.

Z.Ya.Xudoyberdiyev va b. Tadbirkorlik va ishga joylashtirish texnologiyasi asoslari. 2-nashr. O‘quv qo‘llanma. –Т.: “ILM ZIYO”, 2017y. -344 b.;

Abdurahmonova G.Q. Inson resurslarni boshqarish. Darslik. –T.: O‘zR FA “Fan” nashriyoti davlat korxonasi, 2021. – 696 b.

D.A.Nasimov va b. Iqtisodiyotning innovatsion rivojlanishi sharoitida ish bilan bandlik egiluvchanligini ta'minlash mexanizmlarini takomillashtirish. Monografiya.-T.: “Fan va texnologiya”, 2018. -260 b.

Z.Zikriyaev (2018). Xorijiy mamlakatlarning ishsiz yoshlar raqobatbardoshligini oshirish borasidagi tajribalari. Iqtisodiyot va innovatsion texnologiyalar, (4), 224–236. Retrieved from https://inlibrary.uz/index.php/economics_and_innovative/article/view/10583

Абдурахманов К.Х., Зокирова Н.К. Обеспечение достойного труда для молодежи // Экономика и современный менеджмент: теория и практика: сб. ст. по матер. LXVII междунар. науч.-практ. конф. № 11(62). – Новосибирск: СибАК, 2016. – С. 112-119.;

Abduraxmonov Q.X., G‘oyipnazarov S.B. Rekrutment. O‘quv qo‘llanma. T.: O‘zR FA “Fan” nashriyoti davlat korxonasi. 2021, 344-bet.

Ашурзода Л.М. Пути повышения конкурентоспособности молодежи на рынке труда. Автореферат дисс. доктора философии (PhD) по экономическим наукам. Т.: 2021

Божок А.С., Кольга В.В., Меркулов А.Б. Механизм содействия трудоустройству выпускников в КГПУ им. В.П. Астафьева // Международный журнал экспериментального образования. – 2014. – № 8-2. – С. 9-12;URL: https://expeducation.ru/ru/article/view?id=5856 (дата обращения: 15.07.2022)

http://new.cisstat.org/cis-stat-home - CIS Interstate Statistics Committee website

https://mehnat.uz/uz/services/hususiy-bandlik-agentliklari-reestri - Website of the Ministry of Employment and Labor Relations of the Republic of Uzbekistan

https://edu.uz - Website of the Ministry of Higher Education, Science and Innovation of the Republic of Uzbekistan

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