Introduction

With the growing complexity of the business environment, characterized both by competition and collaboration among businesses, social and political upheavals, and rapid change due to the scientific and technological developments, it should not only have the discipline and technical skills, but also an understanding of management from a holistic rather than a fragmented, highly specialized perspective. Career opportunity is one of the dreams of every student who are studying at college specially those who are taking up Bachelor of Science in Business Administration major in Human Resource Development Management. Formal education could not be replaced by non-formal education.

Furthermore, there is an analysis of career patterns according to Miller and Form (1951): the succession of jobs in every individual and the sequence of work periods over the course of several years. College students are faced with the need to choose an academic major at the same time to develop career goals for the future (Guerra & Braungart-

Ricker, 1999)

Business administration teaches general business practices and principles in the industry. The degree is broad enough to allow individual students to tailor their education to their interest through course electives and concentration; it also creates solid foundation for a variety of career fields. Career in human resources involves helping an organization manage its people (Bogardus, n.d).

Bachelor of Science in Business Administration is a course where students will take genial business courses providing combination of business theory and applied business as well as advanced courses for specific concentrations. There are both possible positive and negative impacts to business administration students that need to be taken into reflection when an organization decides to use these methods. The HR Department is involved in strategic planning, employment practices monitoring, staff recruiting, benefits management and safety thus, proper training of BSBA-HRDM students to develop their technical manual and managerial skills will be useful whom they will apply for a job in their preferred company or position.

This study, “Career opportunities preferences among Bachelor of Science in Business Administration major in Human Resource Development Management students after graduation” analyzed and assessed the suitability value of information relevant to a career services or career information unit and opportunities.

Statement of the Problem

The study assessed the career opportunities preferences among BSBA HRDM students after graduation. The studies specifically seek to answer the following:

1. What is the demographic profile in term of?

1.1 Age

1.2 Gender

1.3 Year level?

2. What are the preferences of HRDM students in terms of?

2.1 Nature of work;

2.2 Types of Business Organization;

2.3 Environment;

2.4 Compensation;

2.5 Other Benefits; and

2.6 Career Development?

Methodology

The descriptive survey method of the research was utilized in this study using questionnaire as the main instrument in gathering data of the study. This method is a fact finding investigation for BSBA HRDM students, based on the present condition when study was conducted.

The subject and respondents of the study were composed of first year to third year students of Surigao del Sur State University-Cantilan Campus who are taking up Bachelor of Science in Business Administration Major in Human Resources Development Management.

Research Instrument

The instrument used in data gathering was questionnaire. The questionnaire was developed accurately by the researchers in a way that the respondents may understand the questionnaire. Part 1 was about the personal information of the BSBA HRDM students of Surigao del Sur State University-Cantilan-Campus. The Second part included the preferences of human Resource Development Management students in terms of Nature of work, Type of business organization, Environment, Compensation, Other Benefits and Career Development.

Data Gathering Procedure

The researcher sent a letter of request signed by the instructor and by the adviser asking permission from the participants before they distributed the questionnaires to learn more about Career Opportunities Preference among BSBA HRDM students after graduation.

Results and Discussions

This section presents, the results and discussions of the data gathered from the study based on the survey.

The table shows the demographic profile of the respondents in term of age. It is shown that majority of the respondents belong in the 18-21 age group. Moreover, move of the respondents belong in the 26-30 age group.

The table shows that 61 or 45% of the respondents are first year while the remaining year levels both have 38 or 28%.

The table shows that 70 or 34% of the respondents prefer to work as a Human Resource staff. Meanwhile 31 or 15% or the respondents have other preferences. Human Resources staff is office personnel at the HR department of a company or a recruitment agency doing clerical work such as documents and records filling.

The table shows 75 or 37 of the respondents prefer to work As a Human Resource Analyst while only 23 or 8% of the respondents prefer to work as compensation and benefits planning officer. A Human Resource Analyst is responsible for the company’s HR database management including the time generation of reports and employee contract information.

The table shows the nature of work in Advance Position. It reveals that 68 or 30% of the respondents prefer to work in the Systems Policy and Planning Administration . On the other hand, only 5 or 2% of the respondents prefer to work as academician. The HR Systems Policy and Administration executes company department strategies and operational plans, previous periodic performance reports and performance appraisal reviews.

The table depicts that 79 or 58% of the respondents prefer government type of business organization. Meanwhile, 58 or 42% of the respondents prefer the private type of business organization.

It can be gleaned that there are 110 or 80% who prefers the office environment while 27 or 18% prefer the field environment. James Stephenson defined an office as “part of business enterprise which is devoted to the direction and co-ordination of its various activities”.

The table shows that 66 or 48% of the respondents want a high compensation ranging from 30,000- 45, 000. On the other hand, 6 or 4% of the respondents prefer a compensation of 3, 000-5, 000.

The table shows that 99 or 15% of the respondents who prefer retirement. Unlike 44 or 7% of the respondents who prefer others safety.

The table shows that 109 frequencies of the respondents prefer medical and hospitalization. On the other 49 frequency of the respondents prefer other benefits of health.

Likert Scale

4.21-5.0- Excellent

3.41-4.2- Very satisfactory

2.61-3.4- Satisfactory

1.81-2.6- Fair

1.0-1.8- poor

The table shows that among the career developments only the special Seminars got a satisfactory result with a weighted mean of .16

Conclusions

Based on the findings, the following conclusions were made:

Majority of the respondents liked the middle-level position when it comes to the nature of work. Moreover, most of the respondents want to belong in the public type of business organization and work in the office than in the fields. In terms of compensation, the majority of the respondents liked thirty to forty five thousand, and in terms of other benefits, most of the respondents prefer safety benefits over health benefits.

Recommendations

In the light of the conclusion drawn from the study. The following recommendations were made:

1. Students/Respondents should be encourage to promote the importance of career opportunities whether they are young male or female.

2. The Guidance Office should assist students to learn more things about topics that relate to their course to make them motivate to become productive in the future. This can be done by giving the students opportunities to grow and improve themselves.

3. A further study should be made to determine the level the personal and skills of the students.

REFERENCIAS

W. Bruce Walls, et. al, M. C. & Meckling, W. H. (1988),“Career Decision Making”. Laurence Erlbaum Associates Publishers, Hillside New Jersey London

Duanne Brown, et. al, (2002),“Career Choice and Development” 4th edition, Jossey Bass A Company. Copyright 2002 by John Wiley and Sons, Inc.

Miller and Form, et. al, M. C. & Meckling, W. H. (1951),“Career Decision Making. Laurence Erlbaum Associates Publishers, Hillside New Jersey London

Suzanna Rose, et. al, “Women’s Career: Pathways and Pitfalls Praeger Publishers1988

Perron, Kristine M, et. al, (2002),“Role Model Influence on the Career Decidedness of College Students” College Students Journal Volume 36 No. March 2002

Guerra & Braungart-Ricker, (1999) “Role Model Influence on the Career Decidedness of College Students” College Students Journal Volume 36 No. March 2002

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