Abstract
Present study was aimed to investigate the effectiveness of the Diploma of Associate Engineers (DAE) Program TEVTA. The population of the study was comprised of all the employees (Civil, Mechanical and Electrical) working in public and private organizations in Punjab. Employees were selected on a convenient basis. Therefore, 143 employees were a sample of the study. A questionnaire for employees was adapted to collect the data. The reliability of the instrument was 0.847. Findings revealed that employees were satisfied with the DAE curriculum, physical facilities, and administrative facilities at their workplace. On the other hand, employees were not very satisfied with their assessment and evaluation systems and social factors affecting their workplaces. A significant mean difference was found in employees’ perceptions regarding the effectiveness of DAE regarding their locale, job type, and trade. It is recommended that DAE graduates might be trained according to the industry demand rather than conventional knowledge.
Key Words
Curriculum, Physical Facilities, Administrative Facilities, Assessment and Evaluation System, Social Factors
Introduction
In general, the term "Technical Education" (TE) refers to postsecondary courses of study and practical training aimed at preparing technicians with technical skills over a two or three year period and technicians to work as early technicians in labour markets. Additionally, TE is a prerequisite for admission to higher technical education, engineering programs, and training. The term "Vocational Training" (VT) refers to a lower level of practical education and training that prepares a population of skilled or semi-skilled workers in a variety of trades/skills but does not raise their degree of education beyond the elementary level. Thus, "Technical and Vocational Education and Training" (TVET) is an applied component of education and training with a direct connection to early and rapid labour market entry. TVET equips workers with the necessary skills to take advantage of labour market possibilities such as employment contracts, wage premiums, union membership, efficiency wages, health benefits, and improving cognitive and non-cognitive based quotients for increased earnings, among others (Herr, 2013).
A country's economic competitiveness is directly related to the capabilities of its workers. The workforce's skills and competencies, in turn, are contingent on the quality of the country's education and training systems (Mustapha, & Greeman, 2002). Additionally, (Aina, 2006) asserts that education is unquestionably the basis of any meaningful development, whereas Technical Vocational Education and Training (TVET) is the bedrock of any sustainable technical development program. Thus, TVET is seen as workforce education that, in its traditional function, aids in the adjustment of man's skills and knowledge to changing societal needs. This kind of teaching is purposefully intended to assist man in developing his abilities. It puts a premium on the development of people' skills in their chosen professions (Olaitan, 1993). Thus, TVET plays a critical role in improving the quality of work and the quality of TVET graduates, boosting job satisfaction and motivation, as well as increasing productivity (Manifred & Jennifer, 2004). Thus, TVET is anticipated to create an educated, competent, and motivated workforce in the changing economic climate.
Global socioeconomic developments are posing difficulties to the educational and industrial sectors. This tendency has resulted in economic, political, and social crises that have jeopardized certain countries' political and economic stability. According to (Giroux, 1991), increasing unemployment, a shortage of qualified employees, high dropout rates, and the changing demographic makeup of the workforce have elevated the problem of workforce education to the top of many countries' educational reform agendas. According to this perspective, (Okolocha, 2006) noted that the high rate of unemployment and changing face of the global economic, social, political, and labour markets have resulted in new education reforms/policies with a focus on TVET aimed at assisting adolescents and adults in becoming self-sufficient.
Objectives of the Study
Objectives of the study were to;
1. Find out the level of employees’ perceptions about the effectiveness of the Diploma of Associate Engineers (DAE) program at the workplace.
2. Investigate significant mean differences of employees’ perceptions about the effectiveness of the Diploma of Associate Engineers (DAE) program at the workplace regarding their selected demographic variables (locale, job type, trade, qualification, age and experience).
Research Questions
Following were the research questions of the study.
1. What is the level of employees’ perceptions about the effectiveness of the Diploma of Associate Engineers (DAE) program at the workplace?
2. Is there any significant mean difference in employees’ perceptions about the effectiveness of the Diploma of Associate Engineers (DAE) program at the workplace regarding their selected demographic variables (locale, job type, trade, qualification, age and experience)?
Methodology
The present study was quantitative in nature. The population of the study was comprised of all the employees (Civil, Mechanical and Electrical) working in public and private organizations in Punjab. Employees were selected on a convenient basis. Therefore, 143 employees were a sample of the study. A survey questionnaire for employees was adapted to find out their views about the effectiveness of the Diploma of Associate Engineers (DAE) at their job place. The reliability of the instrument was 0.847. Data were collected personally by the researcher. Descriptive and inferential statistical techniques were used to analyze data. Results in the form of tables are given below.
Results
Table 1. Employees’ Level of Perceptions about Effectiveness of Diploma of Associate Engineers (DAE) Program Proposed by TEVTA border="0" cellspacing="0" cellpadding="0" width="543">
Measures
width="55">N
width="61">Minimum
width="67">Maximum
width="49">Mean
width="87">Std. Deviation
Curriculum
width="55">143
width="61">13.00
width="67">35.00
width="49">29.09
width="87">3.37
Physical Facilities at Job Place
width="55">143
width="61">23.00
width="67">50.00
width="49">40.79
width="87">7.27
Administrative Facilities at the Job place
width="55">143
width="61">35.00
width="67">65.00
width="49">51.50
width="87">6.25
Assessment and Evaluation
width="55">143
width="61">5.00
width="67">15.00
width="49">11.84
width="87">1.87
Social Factor
width="55">143
width="61">9.00
width="67">20.00
width="49">15.09
width="87">2.62
Table 1 indicates employees’ level of perceptions about the effectiveness of the Diploma of Associate Engineers (DAE) proposed by TEVTA in different aspects. Study findings revealed that the factor administrative facilities (M=51.50, SD=6.25) and physical facilities (M= 40.79, SD= 7.27) having high mean scores, which mean employees are provided proper job facilities at their workplace. Whereas social factors have a low mean score (M=15.09, SD=2.62) which indicates that employees were a little bit anxious about social factors and kept continuing their practices. Moreover, they were also seems contented with the DAE curriculum (29.09, SD=3.37) taught to them, whereas they were not truly satisfied with the assessment and evaluation system at the workplace.
>Table 2. Comparison of Rural and Urban Employees’ Perceptions about Effectiveness of Diploma of Associate Engineers (DAE) Program at Work Place border="1" cellspacing="0" cellpadding="0" width="100%">
Variables
width="11%" valign="top">Locality
width="10%">N
width="9%">M
width="10%">SD
width="10%">df
width="11%">t- value
width="9%">Sig.
Curriculum
width="11%" valign="top">Rural>Urban
width="10%">31 align="center">112
width="9%">28.09 align="center">29.36
width="10%">2.48 align="center">3.54
width="10%">67.666
width="11%">-2.276
width="9%">0.026
Physical Facilities at Job Place
width="11%" valign="top">Rural>Urban
width="10%">31 align="center">112
width="9%">34.61 align="center">42.50
width="10%">4.79 align="center">6.91
width="10%">68.397
width="11%">-7.297
width="9%">0.000
Administrative Facilities
width="11%" valign="top">Rural>Urban
width="10%">31 align="center">112
width="9%">48.38 align="center">52.36
width="10%">4.08 align="center">6.49
width="10%">76.413
width="11%">-4.159
width="9%">0.000
Assessment and Evaluation
width="11%" valign="top">Rural>Urban
width="10%">31 align="center">112
width="9%">11.74 align="center">11.87
width="10%">1.73 align="center">1.91
width="10%">141
width="11%">-0.349
width="9%">0.728
Social Factors
width="11%" valign="top">Rural>Urban
width="10%">31 align="center">112
width="9%">16.12 align="center">14.80
width="10%">2.18 align="center">2.67
width="10%">57.312
width="11%">2.533
width="9%">0.006
An independent samples t-test was applied to find out the rural and urban employees’ perceptions about the effectiveness of the DAE program based on five factors at the workplace. Findings revealed that a significant difference between rural and urban employees’ perceptions about DAE curriculum, physical facilities, administrative facilities, and social factors was found at p?0.05 level of significance at the workplace. However, there was no significant difference between rural and urban employees’ perceptions found regarding assessment and evaluation systems at p?0.05 level of significance at the workplace.
>Table 3. Comparison of Public and Private Sector Employees’ Perceptions about Effectiveness of Diploma of Associate Engineers (DAE) Program at Work Place border="1" cellspacing="0" cellpadding="0" width="100%">
Variables
width="11%" valign="top">Job Type
width="10%">N
width="9%">M
width="10%">SD
width="10%">df
width="11%">t- value
width="9%">Sig.
Curriculum
width="11%" valign="top">Public>Private
width="10%">66 align="center">77
width="9%">28.21 align="center">29.84
width="10%">2.90 align="center">3.58
width="10%">140.549
width="11%">-3.007
width="9%">0.003
Physical Facilities at Job Place
width="11%" valign="top">Public>Private
width="10%">66 align="center">77
width="9%">37.74 align="center">43.40
width="10%">7.37 align="center">6.10
width="10%">126.432
width="11%">-4.947
width="9%">0.000
Administrative Facilities
width="11%" valign="top">Public>Private
width="10%">66 align="center">77
width="9%">49.95 align="center">52.83
width="10%">5.57 align="center">6.54
width="10%">140.996
width="11%">-2.840
width="9%">0.005
Assessment and Evaluation
width="11%" valign="top">Public>Private
width="10%">66 align="center">77
width="9%">11.95 align="center">11.75
width="10%">1.74 align="center">1.98
width="10%">140.930
width="11%">0.639
width="9%">0.520
Social Factors
width="11%" valign="top">Public>Private
width="10%">66 align="center">77
width="9%">15.72 align="center">14.54
width="10%">2.44 align="center">2.67
width="10%">140.422
width="11%">2.762
width="9%">0.007
In above table 3, the public and private sector employees’ perceptions about the effectiveness of the DAE program based on five factors at the workplace were compared by applying independent samples t-test. Findings revealed that a significant difference between public and private sector employees’ perceptions about DAE curriculum, physical facilities, administrative facilities, and social factors was found at p?0.05 level of significance at workplace. On the other hand, employees have no significant difference in assessment and evaluation systems in the organizations they were working at p?0.05 level of significance.
>Table 4. Program Wise Comparison of Employees’ Perceptions about Effectiveness of Diploma of Associate Engineers (DAE) Program border="1" cellspacing="0" cellpadding="0" width="95%">
Variables
width="20%">Sum of Square
width="18%">Mean Square
width="9%">df
width="9%">F
width="10%">Sig.
Curriculum
width="20%">46.132>1573.686>1619.818
width="18%">23.066>11.241
width="9%">2>140>142
width="9%">2.052
width="10%">0.132
Physical Facilities at Job Place
width="20%">1727.706>5782.000>7509.706
width="18%">863.853>41.300
width="9%">2>140>142
width="9%">20.917
width="10%">0.000
Administrative Facilities
width="20%">495.290>5066.458>5561.748
width="18%">247.645>36.189
width="9%">2>140>142
width="9%">6.843
width="10%">0.001
Assessment and Evaluation
width="20%">1.108>497.507>498.615
width="18%">0.554>3.554
width="9%">2>140>142
width="9%">0.156
width="10%">0.856
Social Factors
width="20%">76.069>903.749>979.818
width="18%">38.035>6.455
width="9%">2>140>142
width="9%">5.892
width="10%">0.003
In table 4 the employees’ (Civil, Electrical and Mechanical) perceptions about the effectiveness of the DAE program based on five factors at the workplace was compared by applying One-way ANOVA. Findings revealed that a significant difference between employees’ (Civil, Electrical and Mechanical) perceptions regarding physical facilities, administrative facilities, and social factors was found at p?0.05 level of significance at the workplace. On the other hand, employees (Civil, Electrical and Mechanical) have no significant difference about DAE curriculum and assessment and evaluation system in the organizations they were working at p?0.05 level of significance.
>Table 4(a). Program Wise Comparison of Employees’ Perceptions about Effectiveness of Diploma of Associate Engineers (DAE) Program (Post hoc Tukey, HSD) border="1" cellspacing="0" cellpadding="0" width="99%">
(I) Program
width="21%">(J) Program
width="24%">Mean Difference (I-J)
width="17%">Std. Error
width="16%">Sig.
Civil
width="21%">Electrical
width="24%">-11.24109*
width="17%">2.82543
width="16%">.000
Mechanical
width="24%">-12.16878*
width="17%">2.85023
width="16%">.000
Electrical
width="21%">Civil
width="24%">11.24109*
width="17%">2.82543
width="16%">.000
Mechanical
width="24%">-.92769
width="17%">2.67947
width="16%">.936
Mechanical
width="21%">Civil
width="24%">12.16878*
width="17%">2.85023
width="16%">.000
Electrical
width="24%">.92769
width="17%">2.67947
width="16%">.936
In above table 4(a), post hoc (Tukey) results were indicated that a mean difference among employees’ perceptions belongs to Civil technology was significantly different as compared to the employees’ of Electrical and Mechanical technology at p?0.05 level of significance.
>Table 5. Qualification wise Comparison of Employees’ Perceptions about Effectiveness of Diploma of Associate Engineers (DAE) Program border="1" cellspacing="0" cellpadding="0" width="100%">
Variables
width="17%">Sum of Square
width="16%">Mean Square
width="10%">df
width="11%">F
width="11%">Sig.
Curriculum
width="17%">34.215 align="center">1585.603 align="center">1619.818
width="16%">8.554 align="center">11.490
width="10%">4 align="center">138 align="center">142
width="11%">0.744
width="11%">0.563
Physical Facilities at Job Place
width="17%">720.872 align="center">6788.834 align="center">7509.706
width="16%">180.218 align="center">49.194
width="10%">4 align="center">138 align="center">142
width="11%">3.663
width="11%">0.007
Administrative Facilities
width="17%">391.638 align="center">5170.110 align="center">5561.748
width="16%">97.910 align="center">37.465
width="10%">4 align="center">138 align="center">142
width="11%">2.613
width="11%">0.038
Assessment and Evaluation
width="17%">5.738 align="center">492.878 align="center">498.615
width="16%">1.434 align="center">3.572
width="10%">4 align="center">138 align="center">142
width="11%">0.402
width="11%">0.807
Social Factors
width="17%">36.608 align="center">943.210 align="center">979.818
width="16%">9.152 align="center">6.835
width="10%">4 align="center">138 align="center">142
width="11%">1.339
width="11%">0.259
In table 5, the employees’ perceptions about the effectiveness of the DAE program based on five factors at the workplace was compared by applying One-way ANOVA in terms of their qualification. Findings revealed that significant differences between employees’ perceptions regarding physical facilities and administrative facilities were found at p?0.05 level of significance in terms of their qualification. On the other hand, employees have no significant difference of perceptions regarding DAE curriculum, assessment and evaluation system and effect of social factors in the organizations they were working at p?0.05 level of significance in terms of their qualification.
>Table 6. Age-wise Comparison of Employees’ Perceptions about Effectiveness of Diploma of Associate Engineers (DAE) Program border="1" cellspacing="0" cellpadding="0" width="96%">
Variables
width="19%">Sum of Square
width="17%">Mean Square
width="10%">df
width="9%">F
width="9%">Sig.
Curriculum
width="19%">21.989>1597.830>1619.818
width="17%">4.398>11.663
width="10%">5>137>142
width="9%">0.377
width="9%">0.864
Physical Facilities at Job Place
width="19%">921.318>6588.388>7509.706
width="17%">184.264>48.090
width="10%">5>137>142
width="9%">3.832
width="9%">0.003
Administrative Facilities
width="19%">289.681>5272.067>5561.748
width="17%">57.936>38.482
width="10%">5>137>142
width="9%">1.506
width="9%">0.192
Assessment and Evaluation
width="19%">12.622>485.993>498.615
width="17%">2.524>3.547
width="10%">5>137>142
width="9%">0.712
width="9%">0.616
Social Factors
width="19%">80.231>899.587>979.818
width="17%">16.046>6.566
width="10%">5>137>142
width="9%">2.444
width="9%">0.037
In table 6 the employees’ perceptions about the effectiveness of the DAE program based on five factors at the workplace was compared by applying One-way ANOVA in terms of their age. Findings revealed that a significant difference between employees’ perceptions regarding physical facilities and administrative facilities was found at a p?0.05 level of significance in terms of their age. On the other hand, employees have no significant difference about DAE curriculum, assessment and evaluation system and effect of social factors in the organizations they were working at p?0.05 level of significance in terms of their age.
>Table 6(a). AgeWise Comparison of Employees’ Perceptions about Effectiveness of Diploma of Associate Engineers (DAE) Program (Post hoc Tukey, HSD) border="1" cellspacing="0" cellpadding="0" width="100%">
(I) Age
width="20%">(J) Age
width="24%">Mean Difference (I-J)
width="17%">Std. Error
width="16%">Sig.
20-25 years
width="20%">26-30 years
width="24%">8.22632
width="17%">4.98693
width="16%">.567
31-35 years
width="24%">2.61667
width="17%">5.28126
width="16%">.996
36-40 years
width="24%">-2.95714
width="17%">5.03126
width="16%">.992
41-45 years
width="24%">5.75882
width="17%">5.59193
width="16%">.907
46-50 years
width="24%">6.17368
width="17%">5.48184
width="16%">.870
26-30 years
width="20%">20-25 years
width="24%">-8.22632
width="17%">4.98693
width="16%">.567
31-35 years
width="24%">-5.60965
width="17%">3.65850
width="16%">.643
36-40 years
width="24%">-11.18346*
width="17%">3.28730
width="16%">.011
41-45 years
width="24%">-2.46749
width="17%">4.09420
width="16%">.991
46-50 years
width="24%">-2.05263
width="17%">3.94251
width="16%">.995
31-35 years
width="20%">20-25 years
width="24%">-2.61667
width="17%">5.28126
width="16%">.996
26-30 years
width="24%">5.60965
width="17%">3.65850
width="16%">.643
36-40 years
width="24%">-5.57381
width="17%">3.71869
width="16%">.666
41-45 years
width="24%">3.14216
width="17%">4.44801
width="16%">.981
46-50 years
width="24%">3.55702
width="17%">4.30880
width="16%">.962
36-40 years
width="20%">20-25 years
width="24%">2.95714
width="17%">5.03126
width="16%">.992
26-30 years
width="24%">11.18346*
width="17%">3.28730
width="16%">.011
31-35 years
width="24%">5.57381
width="17%">3.71869
width="16%">.666
41-45 years
width="24%">8.71597
width="17%">4.14808
width="16%">.293
46-50 years
width="24%">9.13083
width="17%">3.99844
width="16%">.208
41-45 years
width="20%">20-25 years
width="24%">-5.75882
width="17%">5.59193
width="16%">.907
26-30 years
width="24%">2.46749
width="17%">4.09420
width="16%">.991
31-35 years
width="24%">-3.14216
width="17%">4.44801
width="16%">.981
36-40 years
width="24%">-8.71597
width="17%">4.14808
width="16%">.293
46-50 years
width="24%">.41486
width="17%">4.68440
width="16%">1.000
46-50 years
width="20%">20-25 years
width="24%">-6.17368
width="17%">5.48184
width="16%">.870
26-30 years
width="24%">2.05263
width="17%">3.94251
width="16%">.995
31-35 years
width="24%">-3.55702
width="17%">4.30880
width="16%">.962
36-40 years
width="24%">-9.13083
width="17%">3.99844
width="16%">.208
41-45 years
width="24%">-.41486
width="17%">4.68440
width="16%">1.000
In above table 6(a), post hoc (Tukey) results were indicated that mean differences among employees’ perceptions having age group 26-30 years were significantly different with the employees having age group of 36-40 years at p?0.05 level of significance in terms of their age.
>Table 7. Experience Wise Comparison of Employees’ Perceptions about Effectiveness of Diploma of Associate Engineers (DAE) Program border="1" cellspacing="0" cellpadding="0" width="95%">
Variables
width="19%">Sum of Square
width="18%">Mean Square
width="9%">df
width="9%">F
width="8%">Sig.
Curriculum
width="19%">61.933 align="center">1557.885 align="center">1619.818
width="18%">12.387 align="center">11.371
width="9%">5 align="center">137 align="center">142
width="9%">1.089
width="8%">0.369
Physical Facilities at Job Place
width="19%">535.234 align="center">6974.472 align="center">7509.706
width="18%">107.047 align="center">50.909
width="9%">5 align="center">137 align="center">142
width="9%">2.103
width="8%">0.069
Administrative Facilities
width="19%">531.138 align="center">5030.611 align="center">5561.748
width="18%">106.228 align="center">36.720
width="9%">5 align="center">137 align="center">142
width="9%">2.893
width="8%">0.016
Assessment and Evaluation
width="19%">25.537 align="center">473.078 align="center">498.615
width="18%">5.107 align="center">3.453
width="9%">5 align="center">137 align="center">142
width="9%">1.479
width="8%">0.201
Social Factors
width="19%">81.091 align="center">898.727 align="center">979.818
width="18%">16.218 align="center">6.560
width="9%">5 align="center">137 align="center">142
width="9%">2.472
width="8%">0.035
In above table 7, the employees’ perceptions about the effectiveness of the DAE program based on five factors at the workplace were compared by applying One-way ANOVA in terms of their experience. Findings revealed that a significant difference between employees’ perceptions regarding administrative facilities and social factors was found at a p?0.05 level of significance in terms of their experience. On the other hand, employees have no significant difference about DAE curriculum, physical facilities, assessment and evaluation system and effect of social factors in the organizations they were working at p?0.05 level of significance in terms of their experience.
Discussion
The study was aimed to investigate the effectiveness of the Diploma of Associate Engineers (DAE) Program based on five factors (DAE curriculum, physical facilities, administrative facilities, assessment and evaluation system and social factors). Findings of the study revealed that employees at the workplace were satisfied with the curriculum taught to DAE graduates, where the curriculum is enough to make them knowledgeable and skill-oriented. Employees at the workplace also agreed that they were provided with facilities, for example, infrastructure, laboratories, transportation, fir-fighting, residence, and equipped workshops at the workplace. On the other hand, employees were satisfied regarding administrative facilities (resource utilization, technology support, and provision of skilled employers). Employees, on the other hand, were not much satisfied with their assessment and evaluation system included compensations, promotions, opportunities for foreign training, and a professional development system at the workplace. It is further concluded that employees were not very satisfied with the feedback and assessment system at the workplace. Developing countries, including Pakistan, are relying on the development of skilled workers to contribute to their economy (Tilak, 2003). Pakistan needs to prepare a class of workers who are high-level skilled and proficient in modern technology (Amjad, Haque, & Colclough, 2005). Findings further indicated that employees belong to rural and urban areas have significant differences in perceptions regarding the effectiveness of Diploma of Associate Engineers (DAE), including curriculum, physical facilities, administrative facilities, and social factors as compared to assessment and evaluation systems in organizations. Moreover, employees working in public and private sectors have differences of perceptions regarding DAE curriculum, physical facilities, administrative facilities and social factors as compared to the assessment system at the job place. It was further indicated that civil, mechanical and electrical engineers have differences of perceptions regarding physical facilities, administrative facilities, and social factors affecting them at the workplace. However, they were not satisfied with the assessment and evaluation system at the workplace. It was further revealed that age-wise differences of opinion were found among employees regarding physical facilities and social factors, but employees have no significant difference about DAE curriculum, assessment and evaluation system and effect of social factors in the organizations they were working in terms of their age. Employees’ perceptions regarding their experience were found to be significant about administrative facilities and social factors as compared to DAE curriculum, assessment and evaluation system and effect of social factors in the organizations they were working. It was found in the literature that the employability of TVET graduates, employers in Nigeria believed that TVET graduates are not well prepared to enter the competitive workplace and do not possess technical skills in their areas of specialization (Bappah & Medugu, 2013).
Conclusion
It is concluded that employees were satisfied with the DAE curriculum, physical facilities, and administrative facilities at their workplace. On the other hand, employees were not very satisfied with their assessment and evaluation systems and social factors affecting their workplaces. A significant mean difference was found in employees’ perceptions regarding the effectiveness of (DAE) program regarding their locale, job type, and trade. Employees’ perceptions regarding their experience were found to be significant about administrative facilities and social factors as compared to DAE curriculum, assessment and evaluation system and effect of social factors in the organizations they were working. It was further revealed that age-wise differences of opinion were found among employees regarding physical facilities and social factors, but employees have no significant difference about DAE curriculum, assessment and evaluation system and effect of social factors in the organizations they were working in terms of their age.
Conclusion
It is concluded that employees were satisfied with the DAE curriculum, physical facilities, and administrative facilities at their workplace. On the other hand, employees were not very satisfied with their assessment and evaluation systems and social factors affecting their workplaces. A significant mean difference was found in employees’ perceptions regarding the effectiveness of (DAE) program regarding their locale, job type, and trade. Employees’ perceptions regarding their experience were found to be significant about administrative facilities and social factors as compared to DAE curriculum, assessment and evaluation system and effect of social factors in the organizations they were working. It was further revealed that age-wise differences of opinion were found among employees regarding physical facilities and social factors, but employees have no significant difference about DAE curriculum, assessment and evaluation system and effect of social factors in the organizations they were working in terms of their age.
Recommendations
Following are the recommendations of the study.
1. Curriculum planners and implementers should enhance skill development strategies.
2. It is recommended to hire teaching faculty who have knowledge and skills to train DAE graduates according to the industry demand.
3. Laboratories should be well equipped with apparatus to develop skills among DAE graduates.
4. It is recommended to provide On Job Training (OJT) to DAE graduates to improve the organization’s standard.
5. It is recommended that government may create job opportunities and ensure job securities for DAE graduates in Punjab.
6. It is further recommended that employees’ promotion criteria should be defined for DAE graduates at the workplace.
References
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Cite this article
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APA : Gull, M., & Ch., A. H. (2021). Effectiveness of Diploma of Associate Engineers (DAE) Program Working Under TEVTA in Punjab. Global Educational Studies Review, VI(II), 74-82. https://doi.org/10.31703/gesr.2021(VI-II).07
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CHICAGO : Gull, Mehwish, and Abid Hussain Ch.. 2021. "Effectiveness of Diploma of Associate Engineers (DAE) Program Working Under TEVTA in Punjab." Global Educational Studies Review, VI (II): 74-82 doi: 10.31703/gesr.2021(VI-II).07
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HARVARD : GULL, M. & CH., A. H. 2021. Effectiveness of Diploma of Associate Engineers (DAE) Program Working Under TEVTA in Punjab. Global Educational Studies Review, VI, 74-82.
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MHRA : Gull, Mehwish, and Abid Hussain Ch.. 2021. "Effectiveness of Diploma of Associate Engineers (DAE) Program Working Under TEVTA in Punjab." Global Educational Studies Review, VI: 74-82
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MLA : Gull, Mehwish, and Abid Hussain Ch.. "Effectiveness of Diploma of Associate Engineers (DAE) Program Working Under TEVTA in Punjab." Global Educational Studies Review, VI.II (2021): 74-82 Print.
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OXFORD : Gull, Mehwish and Ch., Abid Hussain (2021), "Effectiveness of Diploma of Associate Engineers (DAE) Program Working Under TEVTA in Punjab", Global Educational Studies Review, VI (II), 74-82
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TURABIAN : Gull, Mehwish, and Abid Hussain Ch.. "Effectiveness of Diploma of Associate Engineers (DAE) Program Working Under TEVTA in Punjab." Global Educational Studies Review VI, no. II (2021): 74-82. https://doi.org/10.31703/gesr.2021(VI-II).07