Chapter 5

SUMMARY OF FINDING, CONCLUSIONS AND RECOMMENDATIONS

This chapter presents the summarized findings of the data obtained as answers to the problems raised in chapter following the same sequence. Conclusions based on the findings and recommendations offered are also projected in this chapter.

Summary

This study was based on the premise that career development plan is important for HRM students and graduates. This study aimed to identify career development progression for HRM college students and graduates in the Division of Quezon City, during the Academic Year 2009 2012. development plan. Specially, this study attempted to answer the following questions. 1. How may the HRM graduates can be classified in terms of; 1.1. age, 1.2. gender, 1.3. employment, Bases on drafting improve the career

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1.3.1. nature of work, 1.3.2. skills, 1.3.3. status and 1.3.4. monthly salary? 2. What is the profile of the HRM students as to; 2.1. age, 2.2. gender, 2.3. parents highest educational attainment, 2.4. parents occupation, and 2.5. parents monthly income? 3. What competencies were obtained by the HRM students when they were in; 3.1. first year HRM students, 3.2. second year HRM students, 3.3. third year HRM students and, 3.4. fourth year HRM students? 4. What problems are encountered by HRM graduates when they are applying for a job? 5. What employment were expected of by HRM students? 6. What jobs specification is set in these jobs by local and foreign employers?

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7. How may the findings be utilized in crafting career development plan for HRM students and graduates?

The descriptive method was used in this study. condition.

Kerlinger stated that

descriptive method is designed to gather information about the present

The principal aim in employing this method is to describe the nature of situation as it existed at the same time of the study and explored the causes of particular phenomena.

Questionnaires and interviews were carried out in data gathering. The statistics used was the frequency and ranking. Interpretations followed after every table since every data was placed in the table.

SUMMARY OF FINDINGS

The findings of the data gathered are the following: 1. How may the HRM graduates could be described in terms of; Profile of the HRM graduates.

1.1

According to age.

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29 respondents (65.9 percent) belong to 21-25 years bracket. 7 respondents (15.9 percent) belong to 26-30 years bracket. 6 respondents (13.6 percent) belong to 15-20 years bracket. 2 respondents (4.6 percent) belong to 31 years above bracket. The average age of the respondents is 23.43. 1.2 According to gender. 28 respondents (63.6 percent) are female. 16 respondents ( 36.4 percent) are male.
1.3

According to employment.
1.3.1.

Nature of work.

14 respondents (31.8 percent) working as a food and beverage attendant. 8 respondents (18.1 percent) working as a restaurant operations manager. 5 respondents (11.3 percent) working as a front office staff in hotel. 3 respondents (6.8 percent) working as a hotel owner, food and beverage enterprises, and executive housekeeper. 2 respondents (4.5 percent) working as a restaurant owner, and academician. 1 respondent (2.3 percent) working as a food and beverage director, restaurant operations attendant, front office

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manager in hotel, and executive housekeeping chef.

1.3.2.

Skills.

23 respondents (52.3 percent) possess housekeeping, food and beverage, and bartending skills, 22 respondents (50 percent) hold commercial cooking skills, 12 respondents (27.3 percent) answered none on the survey, 4 respondents (9 percent) acquired front office desk management skills.
1.3.3.

Status.

31 respondents (70.5 percent) possessed the regular job, 12 respondents (27.3 percent) obtained contractual job, 1 respondent (2.2 percent) hold part-time job.
1.3.4.

Monthly income.

21 respondents (47.7 percent) belong to P11,000-P20,000 bracket, 10 respondents (22.8 percent) belong to below P10,000 bracket, 7 respondents (15.9 percent) belong to P31,000 above bracket, 6 respondents (13.6 percent) belong to P21,000-P30,000 bracket.

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The majority respondents received average monthly pay is P17,272.73 of HRM graduates.

2. What is the profile of the HRM students as to;

2.1.

According to age. 102 respondents (82.9 percent) belong to 15-20 years bracket, 21 respondents (17.1 percent) belong to 21-25 years bracket. The average age of the respondents is 18.85.

2.2. According to gender. 87 respondents (70.8 percent) are female, 36respondents (29.2 percent) are male.
2.3.

According to parents highest educational attainment. 147 respondents (59.8 percent) accomplished college level, 71 respondents (28.9 percent) accomplished high school level, 22 respondents (8.9 percent) obtained vocational course, 5 respondents (2 percent) answered none on the survey, 1 respondent (0.4 percent) obtained M.A degree level.

2.4.

According to parents occupation. 89 respondents (36.2 percent) answered none on the

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survey, 33 respondents (13.4 percent) employed as an office worker, 25 respondents (10.2 percent) working as a businessman, 15 respondents (6.1 percent) working as an engineer. 13 respondents (5.3 percent) working as an academician, 11 respondents (4.5 percent) working as a driver and selfemployed, 9 respondents (3.7 percent) working as a factory worker. 8 respondents (3.3 percent) working as an OFW, 7 respondents (2.8 percent) working as a construction worker, 6 respondents (2.4 percent) working as a hospitality worker, 5 respondents (2 percent) working as a medical attendant and farmer, 3 respondents (1.2 percent) working as a police and seamen, 2 respondents (0.8 percent) working as a security guard, 1 respondent (0.4 percent) working as a technician.
2.5.

According monthly income of family. 43 respondents (35 percent) answered none on the survey, 26 respondents (21.1 percent) belong to P11,000-20,000, and P30,000 above brackets,

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15 respondents (12.2 percent) belong to below P10,000 bracket, 13 respondents (10.6 percent) belong to P21,000-P30,000 bracket. The monthly average family income is P12, 764.23

3. What competencies were obtained by the HRM students when they were in; 3.1. first year HRM students,

train the duties and responsibilities of the front office department (48 or 64 percent)

perform the duties and responsibilities of a telephone and demonstrate telephone techniques commonly applied in hotels(42 or 56 percent)

practice reservation procedure in hotels (44 or 58.67 percent)

perform registration of guests including factors relating to the payment of guests accounts (43 or 57.33 percent)

apply the principles in front office accounting and cashiering duties (43 or 57.33 percent)

perform front office duties during guest stay over (46 or 61.33 percent)

perform guest departure procedures and service (46 or

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61.33 percent)

practice the duties and responsibilities of the housekeeping (68 or 90.67 percent)

perform general housekeeping procedure incorporating OHS&W consideration in all aspects (71 or 94.67 percent)

demonstrate how to service guest rooms incorporating OHS&W practice in all aspect (69 or 92 percent)

implement

occupational

health,

safety

and

welfare

(OHS&W) (75 or 100 percent)

practice procedures within the rooms division (44 or 58.67 percent)

demonstrate fire detection and evacuation procedures (57 or 76 percent)

ensure security for guests, staff and property (42 or 56 percent)

work in team environment (37 or 49.33 percent) maintain an effective relationship with clients/customers(36 or 48 percent)

3.2

manage own performance(32 or 42.67 percent) wash and iron clothes, linen and fabric (68 or 90.67 percent)

Second year HRM students,

advise customers on basic cuisine, types of menus and service periods (69 or 75 percent)

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understand the role of food and beverage personnel within the hierarchy of international hospitality establishments (79 or 85.87 percent)

prepare for food and beverage service (89 or 96.74 percent) perform food and beverage service (91 or 98.91 percent) understand the concept and the procedures of guerdon service (92 or 100 percent)

train the duties and responsibilities of the front office department (44 or 47.83 percent)

perform the duties and responsibilities of a telephone and demonstrate telephone techniques commonly applied in hotels (46 or 50 percent)

practice reservation procedure in hotels (44 or 47.83 percent)

perform registration of guests including factors relating to the payment of guests accounts (45 or 48.91 percent)

apply the principles in front office accounting and cashiering duties (38 or 41.38 percent)

perform front office duties during guest stay over (41 or 44.57 percent)

perform guest departure procedures and service (41 or 44.57 percent)

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practice procedures within the rooms division(36 or 39.13 percent)

ensure security for guests, staff and property(40 or 43.48 percent)

apply control mechanisms within front office to prevent loss of hotel assets (39 or 42.39 percent)

supervise the working the night audit (47 or 51.09 percent) apply the purpose of the operational cycle of food and beverage system (88 or 95.65 percent)

use updated factors to be considered when planning a menu (60 or 65.22 percent)

set competitive selling prices (54 or 58.79 percent) participate in work place communication (65 or 70.65 percent)

work in team environment (46 or 50 percent) practice career professionalism (36 or 39.13 percent) maintain an effective relationship with clients/customers (41 or 44.57 percent)

manage own performance (40 or 43.48 percent)

3.2.

Third year HRM students,

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Fourth year HRM students. 50 respondents (40.6 percent) obtained or will be obtain take and process service for banquet and catering, 6 respondents (4.9 percent) have accomplished or will accomplish advise customers on basic cuisine, types of menus and service periods, 3 respondents (2.4 percent) have obtained or will obtain understand the role of food and beverage personnel within the hierarchy of international hospitality establishments, 6 respondents (4.9 percent) took or will be take prepare for food and beverage service, 6 respondents (4.9 percent) have accomplished or will accomplish perform food and beverage service, 4 respondents (3.3 percent) have obtained or will obtain understand the concept and the procedures of guerdon service, 5 respondents (4.1 percent) have taken or will be taking train the duties and responsibilities of the front office department, 5 respondents (4.1 percent) have accomplished or will accomplish perform the duties and responsibilities of a telephone and demonstrate telephone techniques commonly applied in hotels, 2 respondents (1.6 percent) have obtained or will obtain practice reservation procedure in hotels, 3 respondents (2.4 percent) have completed or will complete

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perform registration of guests including factors relating to the payment of guests accounts,

4 respondents (3.3 percent) have accomplished or will accomplish apply the principles in front office accounting and cashiering duties, 6 respondents (4.9 percent) have obtained or will obtain perform front office duties during guest stay over, 8 respondents (6.5 percent) have obtained or will obtain perform guest departure procedures and service, 3 respondents (2.4 percent) have accomplished or will accomplish practice the duties and responsibilities of the housekeeping, 4 respondents (3.3 percent) have taken or will be taking perform general housekeeping procedure incorporating OHS&W consideration in all aspects, 4 respondents (3.3 percent) have obtained or will obtain demonstrate how to service guest rooms incorporating OHS&W practice in all aspect, 11 respondents (8.9 percent) have accomplished or will accomplish implement occupational health, safety and welfare (OHS&W), 4 respondents (3.3 percent) have obtained or will obtain practice procedures within the rooms division, 13 respondents (10.6 percent) have obtained or will obtain demonstrate fire detection and evacuation procedures, 7 respondents (5.7 percent) have completed or will complete ensure security for guests, staff and property,

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12 respondents (9.7 percent) have completed or will complete apply control mechanisms within front office to prevent loss of hotel assets, 11 respondents (8.9 percent) have obtained or will obtain supervise the working the night audit, 7 respondents (5.7 percent) have obtained or will obtain apply the purpose of the operational cycle of food and beverage system, 14 respondents (11.4 percent) have obtained or will obtain use updated factors to be considered when planning a menu, 14 respondents (11.4 percent) have obtained or will obtain set competitive selling prices, 17 respondents (13.8 percent) have taken or will be taking participate in work place communication, 14 respondents (11.4 percent) have taken or will be taking work in team environment, 31 respondents (25.2 percent) have taken or will be taking practice career professionalism, 21 respondents (17.1 percent) have taken or will be taking maintain an effective relationship with clients/customers, 28 respondents (22.8 percent) done or will be do manage own performance, 7 respondents (5.7 percent) have taken or will be taking wash and iron clothes, linen and fabric.

3.3

third year

take and process service for banquet and catering (46 or

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100 percent)

advise customers on basic cuisine, types of menus and service periods(27 or 58.09 percent)

apply the principles in front office accounting and cashiering duties (45 or 82.61 percent)

practice procedures within the rooms division(39 or 84.78 percent)

ensure security for guests, staff and property(34 or 73.91 percent)

apply control mechanisms within front office to prevent loss of hotel assets (34 or 73.91 percent)

supervise the working the night audit (38 or 82.61 percent) use updated factors to be considered when planning a menu(35 or 76.09 percent)

set competitive selling prices (43 or 93.48 percent)

3.4

fourth year

take and process service for banquet and catering (50 or 40.6 percent)

practice career professionalism (31 or 62 percent) maintain an effective relationship with clients/customers(21 or 42 percent)

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manage own performance (28 or 56 percent)

4. What problems are encountered by HRM graduates in applying for a job? 23 respondents (52.3 percent) encountered financial problem, 16 respondents (36.4 percent) encountered problem of lack of experience, 12 respondents (27.3 percent) encountered difficulty of no recommendation from politician, 10 respondents (22.7 percent) encountered problem of lack of competency in the job they are applying for and others answered none on the survey, 9 respondents (20.5 percent) encountered problem of the credibility of the school graduated from, 6 respondents (13.6 percent) need for communication skills, 5 respondents (11.4 percent) necessitate the knowledge of banquet and catering management, 4 respondents (9 percent) encountered lack of knowledge for banquet function and catering services procedures and food and beverage service procedures, 3 respondents (6.8 percent) need for the knowledge of rooms division management and control system, food and beverage control system, and convention management, 2 respondents (4.5 percent) necessitate for the knowledge of housekeeping procedure, and hospitality operational management,

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1 respondent (2.3 percent) need for the knowledge of front office procedures, and Asian and western cuisine-culinary, and hospitality organizational management. What employment were expected of by HRM students?

4.

HRM students expected of the following jobs/employment

50 respondents (40.7 percent) expected the job as a food and beverage attendant, 39 respondents (31.7 percent) want to work as a restaurant owner, 26 respondents (21.1 percent) engaged the job as a cruise line staff, 25 respondents (20.3 percent) expected the jobs as a hotel owner, front office staff in hotel, and front office manager in hotel, 22 respondents (17.9 percent) want to work as a restaurant operations attendant, and entrepreneur and small business for tourism, 21 respondents (17.1 percent) expected the jobs as a restaurant operations manager, and entrepreneur and small business for hospitality, 19 respondents (15.4 percent) engaged the job as an executive

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housekeeper, 16 respondents (13 percent) expected the jobs as a food and beverage director, food cost accountant, lodging owner, and catering director, 15 respondents (12.2 percent) engaged the jobs as a food and beverage enterprises, food service consultant and others include flight attendant, event officer, convention desk staff etc. 13 respondents (10.6 percent) engaged the job as an independent caterer, 9 respondents (7.3 percent) want to work as an executive housekeeping chef, and club manager, . 8 respondents (6.5 percent) expected the jobs as a leisure and recreation consultant, 7 respondents (5.7 percent) engaged the job as an academician, 4 respondents (3.3 percent) expected the job as a conference coordinator.

6. What job specification is set in these jobs by local and foreign employers?

Requirements of hospitality jobs in local companies.

22 respondents (100 percent) enforced a degree of candidates,

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21 respondents (95.5 percent) requested a job experience, 17 respondents (77.3 percent) requested physical conditions, 14 respondents (63.6 percent) enforced recommended age, and pleasing personality, 13 respondents (59.1 percent) requested adaptability on various situations, 12 respondents (54.5 percent) enforced competencies, 10 respondents (45.5 percent) requested good communication skills, 9 respondents (40.9 percent) requested knowledge related to work, 4 respondents (18.2 percent) requested others which are computational ability, computer literate, positive attitude etc.

Requirements of hospitality jobs in foreign companies.

30 respondents (100 percent) requested competencies, 22 respondents (73.3 percent) enforced job experience, 20 respondents (66.7 percent) forced good communication skills, and adaptability on various situations, 17 respondents (56.7 percent) enforced a degree of applicant, 14 respondents (46.7 percent) requested knowledge related to

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work, 10 respondents (33.3 percent) requested others which included responsibility, ownership, computational ability, computer literate, positive attitude etc. 5 respondents (16.7 percent) requested physical condition, and pleasing personality, 3 respondents (10 percent) requested recommended age.

7. How may the findings be utilized in crafting career development plan for HRM students and graduates? For first, second and third years, Most of the students have reached their competency at 1st and 2nd years which makes them eligible to apply for the job They can work as Front Desk Clerks, Porters, Concierges, Housekeeping, Room Service, Waiter / Waitress, Kitchen Staff, and etc. in a hotel, Dishwasher, Busboy, Waiter/ Waitress, and etc. in a food and beverage industry. Many of them start on mostly low income jobs hoping of the creating their own establishments in the future. Many Filipinos are well known for creative enterprising in livelihood. For example, there are lots of small stalls or even hand drawn carts that sells grilled and

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fried meat, banana Q, kikiam, shomai, babeque, and etc. However on various advertisements many employers are looking for applicants with at least a vocational or an undergraduate degree or certification which validates their competencies on the related field.

For fourth year students Having the advantage of having a diploma and being qualified in many companies, fourth year students have more opportunity to get better job than 1st - 3rd year students, because on their 1st and 2nd semester on their 4th year, students are required to take on the jobtraining and work in various establishments. Those who are competent and lucky get hired on the establishment after their on the job-training period.

For fourth year students, they already have work experience on the related field of work, which gives them advantage compared to 1st-3rd year students when they apply for same job. And since they have been exposed to the actual work environment, they are better and expected to be good at adapting in various working environments. Forming bonds and connections during on the job-training period also plays a big role on providing better chances on landing on their dream job. Those who have made connection are likely to get recommendations and inside information from their connections.

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CONCLUSIONS

Based on the findings, the researcher came up with the following conclusions:

1.

HRM graduates, most of the respondents are in young

adolescent, female, with majority of respondents are working as a food and beverage attendant, with possess housekeeping, food and beverage, bartending, and commercial cooking skills. Majority of the respondents engaged the regular job with monthly salary of P17,272.73
2.

HRM students, most of the respondents are in teen agers,

female, with college graduate parents, unemployed with family income below the poverty level.

87 3.

Majority of HRM students, completed the competencies year:

in first

Most of HRM students, obtained the following competencies in first year; train the duties and responsibilities of the front office department, practice reservation procedure in hotels, apply the principles in front office accounting and cashiering duties, perform front office duties during guest stay over, perform guest departure procedures and service, practice the duties and responsibilities of the housekeeping , perform general housekeeping procedure incorporating OHS&W consideration in all aspects , demonstrate how to service guest rooms incorporating OHS&W practice in all aspect, implement occupational health, safety and welfare (OHS&W), practice procedures within the rooms division, demonstrate fire detection and evacuation procedures, ensure security for guests, staff and property, set competitive selling prices, work in team environment, and wash and iron clothes, linen and fabric. Most of HRM students, obtained the following competencies in second year; advise customers on basic cuisine, types of menus and service periods, understand the role of food and beverage personnel within the hierarchy of international hospitality establishments, prepare for food and beverage service, perform food and beverage service,

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understand the concept and the procedures of guerdon service, perform the duties and responsibilities of a telephone and demonstrate telephone techniques commonly applied in hotels, practice reservation procedure in hotels, perform registration of guests including factors relating to the payment of guests accounts, apply control mechanisms within front office to prevent loss of hotel assets, supervise the working the night audit, apply the purpose of the operational cycle of food and beverage system, use updated factors to be considered when planning a menu, participate in work place communication, practice career professionalism, maintain an effective relationship with clients/ customers, and manage own performance. Majority of third year HRM students have obtained or will obtain the following competencies; take and process service for banquet and catering, advise customers on basic cuisine, types of menus and service periods, apply the principles in front office accounting and cashiering duties, practice procedures within the rooms division, ensure security for guests, staff and property, apply control mechanisms within front office to prevent loss of hotel assets, supervise the working the night audit, use updated factors to be considered when planning a menu. and set competitive selling prices.

Majority of fourth year HRM students have obtained or will obtain the following competencies take and process service for banquet and catering, practice career professionalism, maintain an effective relationship with clients/customers manage own performance in first

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semester and take the On the Job-Training in second semester. HRM graduates encountered financial problems and lack of

4.

experience in applying for a job. Most of HRM students are expected the job as a food and According to majority attribute of HRM students

5.

beverage attendant.

and graduate are same from each other.

6.

All of local companies require a college degree from applicants

and job experience in the related field, and all of foreign companies enforced competencies and job experience in the related field as their requirement. 7. A career development plan is needed to address unemployment

problem caused by mismatch.

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RECONMMENDATION

Based on the findings, conclusions of the study, the researcher came up with the following recommendations:

Majority of HRM industry request new employees competencies and working experience in the related field. to achieve global competitiveness which focus high quality of education and skills development on the changing demands for quality of human capital that will devote satisfaction and fulfillment of contribution of productivity and growth in individual and national development and progress.

Students
1.

To exert serious effort for finding ones strengthens and

weakness, and gathering career information.

2.

To be aware of the facts and try to obtain a new or additional

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knowledge and skills for their personal aims and career development, and
3.

To pay attention on given opportunity and information to interview

for new employees doing the work related to their interest by companies and a guidance of school, so that they can make the appropriate choices on their careers.

Graduates

4.

To consider and plan his career actively through constantly

improved and training and continuous learning for professional and personal life constantly provides successful career progression..
5.

To attain advance in knowledge and skills which can achieve

opportunities in their areas of specialization and more qualified job position.

6.

To possess the competencies to be correlated and matched with

the professional ones and the environmental and economical change and needs.
7.

To gather new information and opportunities to work related.

School
8.

To promote the quality education and skills development

programs or curriculums to attain global competitiveness cooperate with

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industries.
9. 10.

To develop the entrepreneurship education and research. To develop the guidance program for the status of career

guidance, counseling and information services.

11.

To prepare print materials and equipments for a career

exploration by presenting the key issues and challenges those are faced by students.
12. 13.

To equip teachers as an element of career education. To develop more actively the On the Job-Training with

international linkages in secondary and higher education institutions to achieve the changing demands for quality of human capital.

Industry 14. To provide a training and development program for employees

who have potential ability in the related the current job.

15.

To promote expert for recruitment for accomplished goals and

needs of business and employees, more successful career advantage and better results of company.
16. 17.

To encourage their employees learning the next level skills. To invest for career development of employees as the main source of competitiveness.

Further Researcher

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To conduct studies regarding career development plan for HRM

students and graduates in some areas not covered in this study is highly recommended.