Employment analysis of undergraduates majoring in water conservancy and hydropower engineering?

Based on the overall investigation of 845 graduates majoring in water conservancy and hydropower engineering in Kunming University of Science and Technology, this paper analyzes and studies the employment destination, career orientation, employment guidance and information, expected salary and so on. We found the trends and laws of some graduates majoring in water conservancy and hydropower engineering in these four aspects, and put forward the solutions to the corresponding problems, which can be used as an important reference for the reform of enrollment and student training in this major in the future, so as to better cultivate talents.

The employment rate of students majoring in water conservancy and hydropower engineering in Kunming University of Science and Technology has remained relatively stable in the past six years, and the initial employment rate has remained at around 90%. 1999-2009 is the golden age of hydropower development in China, and the demand for hydropower engineering and technical personnel in China far exceeds the supply. Based on this, major universities in China have set up majors related to water conservancy and hydropower engineering, which has trained a large number of students, resulting in a surplus of students. Since 2009, large and medium-sized hydropower projects have been planned, and the number of projects under construction has decreased. The Bureau of Water Resources and Hydropower Engineering has gradually shifted the market from the original hydropower construction to the construction of municipal infrastructure such as industrial and civil buildings. The number of graduates recruited by owners, major design institutes and scientific research institutes, such as Huaneng Group and Jinshajiang Middle Reaches Company, is also decreasing year by year [1].

Under this background, the employment of students majoring in water conservancy and hydropower engineering, who are mainly engaged in hydropower construction and design units, is facing severe challenges. Based on this, from 20 10 to 20 15, the employment status of graduates majoring in water conservancy and hydropower engineering in Kunming University of Science and Technology was investigated for six years in a row, and the employment status of graduates was systematically analyzed and studied in terms of employment destination, career orientation and expected salary, and problems were found, so as to propose solutions for future enrollment scale and student training and explore solutions.

1 sample study

During the period of 20 10-20 15, the research group selected undergraduate students majoring in water conservancy and hydropower engineering from Kunming University of Science and Technology (hereinafter referred to as Gongkun hydropower graduates) for investigation and research, and investigated 845 undergraduates in six years. See table 1 for sample details.

2 survey results

2. 1 Employment destination

① Work implementation rate. In order to more accurately reflect the graduation situation of Gong Kun's hydropower graduates, the employment situation of this survey in the past six years is divided into four categories: 1) signing contracts; 2) going to school and leaving the country; 3) Self-employment; 4) Not employed. From 20 10 to 20 15, the signing rate of undergraduate graduates of Kunming Institute of Technology and Hydropower showed a general downward trend, especially in the last four years, while the proportion of unemployed students increased year by year (Table 2). This shows that the overall downward trend of hydropower industry has had a huge and direct impact on the employment of hydropower graduates. Self-employment has not achieved "zero breakthrough", which shows that the consciousness and ability of self-employment of hydropower undergraduate students are weak. ② Where the contracted graduates go. First, according to the employment area. In the past six years, the employment areas of contracted undergraduate graduates have been ranked as western, eastern, central and northern regions, and the first choice is to stay in western regions such as Yunnan, Guizhou and Sichuan to meet graduates. In vertical analysis, the employment ratio of graduates in the western region showed a downward trend, from 97.66% in class 20 10 to 80.00% in class 20 15, while the employment ratio of graduates in the central, eastern and northern regions showed an upward trend. From 0.78% in 2065,438+00, 1.56%, 0.00% to 4.65,438+04% in 2065,438+05,165,438+0.03%, 4 respectively. The number of graduates from the 20th15th class who went to work in the central region declined slightly, but it also showed an overall upward trend in the past six years (Table 3).

Second, according to the place of employment. In the past six years, the employment places of undergraduate graduates who have signed contracts are provincial capital cities, municipalities directly under the Central Government and other big cities, small and medium-sized cities below the provincial capital, and towns. Employment in big cities such as provincial capitals and municipalities directly under the Central Government is still the first choice for students, but the proportion is decreasing, from 70.3 1% of 20 10 to 47.10% of 20 15; Correspondingly, the proportion of small and medium-sized cities below the provincial capital shows a rapid upward trend, from 25.00% in 20 10 to 43.15 in 20 15, with an increase of 18.5438+05%. The proportion of graduates who go to towns and villages for employment is low, with little change, especially those who go to rural areas for employment, which has experienced a process from scratch (Table 4). Third, according to the nature of the employment unit. State-owned enterprises, private enterprises and institutions are the main employment channels for hydropower graduates (Table 5). Although the ranking has changed slightly, the proportion of graduates employed in state-owned enterprises and scientific research institutions has decreased year by year, while the proportion employed in private enterprises has shown an upward trend. In addition, the proportion of institutions and further education and employment fluctuates greatly.

2.2 career orientation

① Factors to be considered when choosing a job. Based on the investigation of the factors considered by the undergraduate students majoring in hydropower, it is found that the most important factors for the six graduates are "personal suitability for the job", "salary income", "personal future development" and "industry development prospect", which have been relatively stable in the last six years. Compared with six graduates, the proportion of "wage income" and "industry development prospect" has increased year by year; The proportion of graduates considering "professional counterparts" is decreasing year by year (Table 6)② Ideal work unit. Through the investigation of the ideal work units of hydropower graduates when they choose jobs, the ranking of the ideal work units of six graduates is "government agencies", "institutions" and "state-owned enterprises" in turn, and the ranking has been relatively stable in the past six years. Compared with the six graduates, the proportion of choosing "foreign-funded enterprises" and "township enterprises" has increased year by year; The proportion of graduates who choose "scientific research institutions" is relatively stable (Table 7). ③ Willing to start their own business. Based on the investigation of the causes of self-employment of hydropower undergraduates, it is found that the proportion of 20 10-20 15 graduates who are willing to start their own businesses is increasing year by year. As for the reasons for choosing to start your own business, I feel that "entrepreneurship can realize self-worth", "freedom of working hours" and "idolatry" rank in the top three, among which "idolatry" accounts for a high proportion and is on the rise; The proportion of "unable to find a suitable job" forced to start a business has increased year by year (Table 8).

2.3 Job search guidance and information

Employment guidance. The questionnaire survey shows that, from the content of employment guidance, "employment interview skills guidance" has always been the most needed by graduates, but its proportion is decreasing year by year, from 46.09% in 20 10 to 23.97% in 20 15; However, the proportion of "industry situation development guidance" and "career planning guidance" is on the rise, and class 20 15 is higher than class 20 10 by1.86% and 10.49% respectively (Table 9). ② Employment information. "Employment departments of schools and colleges", "teacher recommendation", "job fairs and double elections" are the main channels for graduates to obtain employment information, and their rankings are relatively stable in six years. In the past six years, more than 70.00% of graduates obtained employment information through the above three channels, and the highest year was 20 10, when 82.82% of graduates obtained employment information through the above three channels (table 10).

2.4 Expected salary

Expected salary refers to a minimum "salary level" preset by job seekers when they apply for a job. When the salary given by the company is lower than the expected salary, the general job seeker will refuse to accept the position [4, 5, 6]. Through the analysis of questionnaires in recent six years, it is found that the expected salary required by undergraduates when choosing a job is on the rise, and the class of 20 15 is 47 1. 19 yuan higher than that of class of 20 10. There are differences in the minimum expected monthly salary of graduates of different genders, different employment areas and different employment locations. Boys expect higher wages than girls; Graduates who are employed in the eastern region expect higher salaries than those in the central, northern and western regions; Graduates who are employed in big cities such as provincial capitals and municipalities directly under the Central Government expect higher salaries than those in small and medium-sized cities, towns and rural areas below provincial capitals; When the expected salary can't meet personal requirements, the proportion of people who are willing to adjust the expected salary according to the actual situation is increasing year by year, showing an upward trend, which shows that most undergraduates are willing to adjust their employment expectations according to the requirements of the job market in the face of the increasingly severe employment situation. (Table 1 1)

3 Conclusion

First, the employment rate of hydropower graduates is relatively stable, but the downward trend is obvious. Colleges and universities should take the initiative to broaden the employment channels for graduates, guide graduates out of industry limitations and face employment in related emerging industries. Second, graduates are not broad-minded and have serious clusters. Students' employment is still biased towards the central and eastern regions, provincial capitals, state-owned enterprises and traditional hydropower industries, and their awareness and ability to start their own businesses are weak. Colleges and universities guide students to find jobs in different levels and categories. Strengthen vocational education through career planning courses and establish students' correct view of employment; Do a good job in the national "three supports and one support", "western plan" and "special post teachers" and solidly promote the employment of students at the grassroots level; Respond to the call of the state, actively guide, strongly support, encourage and help graduates to start their own businesses. Third, graduates pay too much attention to personal treatment, personal career orientation is too utilitarian, and the sense of being ahead is not enough. For colleges and universities, it is necessary to give reasonable guidance, warn students to treat the salary problem rationally in combination with industry development and personal development, and plan their career with a developmental perspective. Fourth, more than 70.00% of hydropower graduates need employment guidance services from schools and colleges. The guiding role of employment guidance units should continue to be strengthened, and the forms should keep up with social development and be more diversified.

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