Problems met by Our Lady of Fatima University
BS-HRM students in finding a hotel establishment for
Practicum 2 SY 2012-2013

A Thesis Proposal
Presented to the Faculty of the
College of Hospitality and Institutional Management
Our Lady of Fatima University

In Partial Fulfillment of the Requirements for the
Degree of Bachelor of Science
In Hotel and Restaurant Management

Binlayo, Jhasper G.
Adel, John Christian R.
Sarmiento, Jeffrey P.\
Manzano, Adrian Rome
Taoingan, Jan Iam Guido

March 2013
CHAPTER I

The Problem and Its Background
1.1 Introduction
Early times were all on the job training. It would usually take an entire village to learn how to construct a shelter, when one moved one, he taught his skills to others. It can be an effective training method or it can cause many problems by not providing the skills and knowledge needed by the workers.
On-the-job training program is a requirement of a student in every university. This is a stepping stone to serve as an experience for their chosen careers. The focus of this field problem is to know what problems are encountered by HRM students when finding an establishment for their practicum 2 as part of their curriculum.

1.2 Background
The researchers came up with the idea of researching about the problems met by Hotel and Restaurant Management students from Our Lady of Fatima University when finding an establishment so that we, as a student who doesn’t have any experiences about field training will know how to deal with these future problems.

2. Statement of the Problem The Demographic of the respondents according to: 1. Year 2. Gender 3. Age
Problems met by Our Lady of Fatima University

BS-HRM students in finding a hotel establishment

for Practicum 2 according to:

1. Skills 2. Knowledge 3. School Status
Is there a significant problem met by Our Lady of

Fatima University BS-HRM students in finding a

hotel establishment for Practicum 2?

3. Hypothesis
On-the-job training students encounter problems in finding a hotel establishment for their practicum 2 and even fail the interview.
4. Significance of the Study
Student - students learn discipline, organization, and people skills while they train out in the workforce. Since on-the-job training is supervised by real employees in real-life work situations, anything can happen, and students must learn "on their feet". Sometimes, this sink or swim method of learning can be quite beneficial. Students will adjust to working, and they will gain invaluable experience that they can take with them as they move forward with future careers and education.

Teacher- professors knows best when it comes to these things because they already experienced it before us. However, they also learn new things from our experiences and they continue to pass it on to future students.
School – students carry their name that is why if a student fails the training, it reflects on the school also.
Researcher – we gain extra knowledge from this research because we are the ones doing the field study.
5. Scope and Limitations of the Study The scope and limitation of the study will roam at Our Lady of Fatima University Valenzuela Campus - Hotel and Restaurant Management students.

CHAPTER II
REVIEW OF THE RELATED STUDIES AND LITERATURE
Foreign Literature
Job Prospects and the Value of Graduate Education in the Hospitality Industry
Written by: Sophia Foster
As today’s students enter college and select a degree program, many employment outlook analysts are urging them to consider a career in hospitality management, citing both projected industry growth and a widespread lack of skilled job candidates.
The hospitality management industry can be divided into several subcategories. Food and beverage managers handle food service operations for hotels, restaurants and other establishments that serve meals to the public, for instance. Hotel, casino and spa managers oversee matters related to budget/finances, customer service, inventory logistics and marketing/sales that affect their respective establishments. Travel and tourism managers handle booking, budgeting and other logistical concerns for cruises, tour groups and travel agencies. Event planners help customers plan weddings, fundraisers, theatrical productions and other large-scale gatherings. Finally, human resources managers oversee staff training, employee relations and other inter-company matters for hotels, casinos, spas and other hospitality-related establishments. Wages and salaries vary between these subcategories. Food and beverage managers typically earn an annual salary between $29,000 and $68,000, while casino managers can earn as much as $339,000 per year.
Industry Growth
According to the 2012 Manpower Employment Outlook Survey, the field of “Leisure & Hospitality” is expected to grow by 15 percent by January 2013 – four percentage points ahead of the net employment average. According to the U.S. Department of Labor, hospitality management is considered a “high growth industry,”with 17-percent projected wage and salary employment growth between 2004 and 2014.
The industry is not without its challenges, however. Employee recruitment and retention is one of the most notable. The hospitality industry has recently faced a shortage of skilled workers to fill desirable positions, and the sector’s somewhat negative image (stemming from a high number of low-wage jobs with little chance of advancement) has led to high turnover rates throughout the industry. Relatively high unemployment rates are another concern. According to the Bureau of Labor Statistics, unemployment in the hospitality sector averaged 9.85 percent between July and October 2012. In addition, the average employee in this industry earned roughly $13.37 per hour during this same period.
Education
According to Chron.com, individuals who wish to enter the hospitality industry should have a certain set of relevant skills. In addition to “soft skills” such as effective communication and customer service, career hopefuls should be proficient at operating computers and managing technology-based systems. Other desired skills are specific to the type of hiring establishment. Hotel employees should understand the importance of safety and security measures, for example, while casino employees must have a working knowledge of applicable gaming laws; similarly, restaurant employees should follow government-mandated regulations pertaining to food preparation, service and storage.
If one wishes to successfully advance in the hospitality industry, a master’s degree in business management may prove very effective. Many MBA programs expose students to finance/accounting, human resources, information systems and other facets of management that are valuable to hospitality employers, and certain programs educate students in matters pertaining to a specific sub-sector (such as hotel or restaurant management). Advanced college degrees are also considered preferable to in-house training programs offered by many hospitality-oriented companies.
“The hospitality industry as a whole lacks consistency and portability in training models and skill certifications,” notes the U.S. Department of Labor. “Many employers provide internal training programs for entry-level workers, which makes it difficult to monitor the content of training and the skills acquired.” MBA degrees, in many cases, allow employees to bypass these programs and advance without earning in-house certification. These credentials are also much more universal.
Today’s applicants are encouraged to practice effective job-seeking strategies in order to land a desirable position within the hospitality industry. First, applicants should proactively search for positions by networking with co-workers and other hospitality employees, consulting employment web sites, and keeping an eye on specific industry trends. Job seekers would also be wise to build a strong resume highlighting skills that are not only relevant to the hospitality industry as a whole, but also to the niche sector they wish to pursue (hotels, restaurants, casinos, etc.) Finally, applicants should focus their search on establishments with a good track record for employee advancement and satisfaction.
The hospitality industry is expected to grow considerably in coming years, and many skilled employees — especially those with an advanced degree in hospitality management — will greatly benefit from this growth. While the industry has long been regarded as a low-paying field for young people, experts say hospitality management and services will be a promising career choice for MBA graduates in the coming years.

Source: http://blog.hftp.org/job-prospects-and-the-value-of-graduate-education-in-the-hospitality-industry/

Local Literature
“The lack of management skills may decide the fate of this hotel.”
Reviewed March 27, 2012
By pantherpceople * Having stayed at this hotel 3 times before and been satisfied it was disappointing to find the new owners had little or no experience of running a hotel. Staff numbers in the dining room were inadequate with just two waitresses who were not visible most of the time at breakfast, but hidden in the room behind the screen. The buffet was kept reasonable filled but the tables were not cleared and with the hotel being full it was difficult to find a table that was clear of dirty dishes. Although the waitresses did show there faces a couple of times they made no attempt to clear the tables. It was a mess staff were sloppy and with hair hanging Down to the waist and chewing gum it was unacceptable.. The reception staff were inefficient and the lady was abrupt and not very approachable and the young member of staff was clueless. I believe the manager/owner was present in the mornings but appeared flustered and although pleasant needs to get his act together if the place is to succeed. We had a number of rooms booked and the bookings although confirmed were not correct. We were allocated a room in an annex on the top floor it smelt so strongly of smoke it was choking and we asked to be moved. The room we were re allocated too was very clean but as previously mentioned so noisy with the window open you had to keep it closed making it extremely hot during the night. It was a bit small not like the rooms we had previously been allocated on previous visits. Being there for 7nights one would have thought a room overlooking the rear of the building which by the way is in need of some attention would have been more appropriate. To the Management I would say get some more staff and get your act together. In the dining room there were a string of complaints being voiced by other guests having two young girls with no one supervising is not going to save you money just loose business. I do hope they manage to improve the running of the hotel as it is convenient for us and others when visiting the Exhibition center in Essen being just a train ride away. We will I think book again next year but if service has not improved we will not return. Overall the rooms were clean and well presented and the chamber maids good the restaurant (breakfast only available) were understaffed . The reception staff need training and to smile might help. Management well they must learn to manage.

http://www.tripadvisor.com/ShowUserReviews-g187375-d234651-r126791996-Hotel_Astoria-Essen_North_Rhine_Westphalia.html
2. Conceptual framework

Problems met by Our Lady of Fatima University BS-HRM students in finding a hotel establishment for
Practicum 2

This study focuses on the common problems why OLFU BS-HRM students can’t find a establishment as the independent variable and the effect of it as dependent variable. This also includes their skills and knowledge to the given task. Likewise, the relationship between respondents’ socio-demographic characteristics and How they feel about it was assessed. Socio-demographic characteristics include the respondents’ year level, sex and age. Socio-demographic characteristics are the independent variable and how they feel about it are the dependent variables.

Conceptual Framework

Independent variables Dependent variables
Problems met by OLFU BS-HRM students in finding a hotel establishment
Lack of skills training
The hotel establishment standards are high

Effect of not passing the interview for their chosen hotel establishments
Students became tired of searching new establishments resulting of unemployment
Sometimes being too short is a great factor why students don’t pass
Lack of skills and knowledge to the course

Socio-Demographic Characteristics
Age
Gender
Year level
Skills
Knowledge

3. Research Paradigm

The Demographic of the respondents according to:
Year Gender Age Problems met by the HRM student of Our Lady of Fatima University while there on the job training program according to
Skills Knowledge
Is there a significant problem met by the Our Lady of Fatima University BS-HRM students in finding a hotel establishment for Practicum 2?
INPUT

1. First, we considered our demographics to limit our field study. 2. Then we let our professors check our sample questionnaires so we can conduct our research about the said topic. 3. After our professor checked and approved us with our survey questions, we let some 3rd year students whose on their on-the-job training programs answer our questions so we can tally and find out the answer for our research topic. PROCESSING

OUTPUT Students are having a hard time to find hotel establishments for their practicum 2 because of the reason of skills lacking and sometimes the establishments standards are high.

4. Definition of Terms Independent variable - represent the inputs or causes, or are tested to see if they are the cause. Dependent variables - represents the output or effect, or is tested to see if it is the effect. Paradigm - describes distinct concepts or thought patterns. Demographic - are statistical characteristics of a population. These types of data are used widely in public opinion polling and marketing. Commonly examined demographics include gender, age, ethnicity, knowledge of languages, disabilities, mobility, home ownership, employment status, and even location.

CHAPTER III
Research Methodology
Research Methods
This chapter included the research design, locale of the study, population and sample of the study, research instrument, data gathering procedures and statistical treatment.
Research Designs
We did surveys, one of the most popular methods favoured by the numbers crunchers, allows a limited number of bits of information for a potentially large number of respondents.
It requires determining methods of sampling, and well designed, unambivalent questions, perhaps a pilot test, and a list of questions that is short as possible to ensure respondent consistency; that all questions are answered by every respondent. It is not a good approach for in-depth questions.

Locale and Population of the Study
Questionnaire will be given to 20 3rd year students who are studying at our lady of Fatima university Valenzuela campus – college of hospitality and institutional management.
Description of the respondents
The respondents were 3rd year BS-HRM students of Our Lady of Fatima University-valenzuela campus, male or female, regarding of their age to know their experiences while at their on-the-job training.
Sampling Techniques
The researchers used random sampling technique in getting the respondents. In this method we approached some 3rd year students to let them answer our questionnaires to conduct a possible outcome. This process and technique is known as simple random technique.

Research Instruments
The instruments used in the study was internet, books, article, survey questionnaires and then the group have tabulated and analyze what are the common problems of 3rd year students on finding a hotel establishments for their practicum 2.
Statistical Treatment used in the study
The questionnaires were individually scored followed by the tabulation of responses. Descriptive data like the frequencies were converted into percentages and presented and analyzed.
The statistical treatment used in the study is based on the following:
Percentage – this was used in descriptive statistics to describe the relationship of the part of the whole.
P=F x 100
Where in:
P= Percent of the answer
F= Total number of the tally
N= total number of respondents
Formula:
P= (F/N) x 100
Weighted mean – this computation was used to determine the group’s responses to each item.
Formula:
X = Fx / N
Where:
X = mean Fx = total score N = sample