The realm of emerging globalization urges the competitiveness in all aspects, including the education world. Whilst most universities focus on producing graduates to fill the labour market, a number of such graduates is equipping themselves with soft skills via employability program. Emphasis is on the management of their relationships with work and with learning. This requires skills such as negotiating, action planning and networking, added to qualities of self-awareness and confidence. According to Ranjit Malhi (2012) degree is no guarantee of a job and now employers are now looking for various soft skills in graduates, besides technical competence and work experience. For such reason, this paper attempts to examine whether the contents or the context of Graduates Employability Program has been successful in boosting employment potential of graduates in Malaysia. The case study in Department of Labour showed the significant results that one of the goals of the employability programs which is to enhance the marketability of respondent in the labour market was successful (M=3.10, S.D. =1.266), contents of the programs objectives were manageable (M= 2.97; S.D. =1.406) and clear (M = 2.95; S.D.=1.243) and are relevant (M=2.94; S.D.=1.085) which form the basis to enhance the graduates communication skill. This result has clearly shown that the module and components of the program are the most important for graduate employability. In conclusion, the current graduate employability program should focus on the context of the program.

—In current business scenarios, the workforce in Malaysia has often called to acquire core competencies and maintain their competitiveness in a global market. Further, with the implementation of various policies pertinent to employment including the retirement age and minimum wages, the workplace is no more a pleasant place. Workers need to be more innovative, creative and talented to sustain employment. For such reasons, this paper attempts to examine the relationship between quality of work life and organizational support in insurance industry. The results showed that satisfaction with the job (M=3.68); successful people, directed or influenced by its own commitment to achieve organizational goals (M=3.55); know and understand the policies and processes to do their job better (M=3.54). These results are important because it show the relationships between job satisfaction and organizational support are intertwined and closely related to organization performance. This paper proposed practical solutions that help management or decision-makers to highlight the most influential factors in the development of their organization.