Training is a process of learning that takes place in a normal working station using different tools, materials, and documents for acquiring new ideas and skills. Training also is the execution of the things they have learned inside the four corners of the classroom, but not only execution, also the enhancement of the knowledge that they had acquired.
Hotel practicum is one of the most effective training grounds for them students. In hotel practicum, they can showcase all the skills and knowledge they earned/gained in their school. The Practicum trainee will also meet new people and build good rapport with them; they will handle different guest complaints and different experiences while learning new things that are not inside the four corners of their classroom.
*As the Practicum trainee finished the Hotel Practicum, the evaluation form will be given to the supervisors to rate the Practicum trainee on how well they perform during the Hotel Practicum. In the evaluation sheet, there is a part of it that is spaced for the comments and suggestions. Supervisors may state there about how students may improve their performance and they can also write there what factors that are not stated in the evaluation sheet but need to be evaluated. This study entitled “PUP BSHRM Hotel Practicum Evaluation Sheet of BATCH 2013-2014: A Proposal Intervention of Hotel Practicum Evaluation Sheet” aims to prove recommendations and actions for the improvement of the Hotel Practicum Evaluation Sheet. It also aims to provide further enhancement in the criteria that need such.
*BACKGROUND OF THE STUDY (kailangang irevise kaso hindi ko maconnect)
The students of Polytechnic University of the Philippines who took the course of Bachelor of Science in Hotel and Restaurant Management were well developed and acquainted with the knowledge, skills and trends in the Hospitality Industry not only by classroom discussion and lectures but also by letting them, experience hands-on activities and several trainings inside and outside the university through seminars and immersions. The continuous engagement required by the Department of Hotel and Restaurant Management to Polytechnic University of The Philippines’ Bachelor of Science in Hotel and Restaurant Management students in Hotel Practicum is enough bases to assume that their over-all performance after undergoing such is enhanced. The most important training they are to accomplish is their Hotel Practicum.
As stated, students are required to undergo Hotel Practicum completing 400 hours as required in the revised curriculum of Polytechnic University of the Philippines’ Bachelor of Science in Hotel and Restaurant Management students 2009 CHMO No. 30, ‘HRM students should undergo 400 hours in a Hotel Institutions under the course code HORE 4024 Hotel Practicum with 6 units.
This study focuses on the effects and the results of the hotel practicum evaluation that determines how the students that underwent hotel practicum performed during the said training.
THEORETICAL FRAMEWORK
Practicum is a unit of work done by students that involves practical application of what they have learned in the four corners of their classroom. At the Conrad N. Hilton College of Hotel and Restaurant Management, students undergoing a practicum must have a good attendance in his/her assigned job area or department, good discipline, good grades that indicate adequate understanding of theories thus a good probability of acceptable practical application of it; lastly, interest in a career in the hospitality industry. These are some of the criteria that a student trainee should obtain for them to have a good performance in during their training.
Performance Evaluation, just like the appraisal of the performance of the job employees of a company or establishment, the student practicum performance is also evaluated as he/she is given duties and responsibilities to perform during the period he/she is assigned in a department. Job performance evaluation is defined as the appraisal of the workers’ accomplishment or performance in the organization. It is the assessment if the organization’s objectives and goal are achieved. It aims to provide feedback on employee performance and a basis for personnel actions such as those laid-off or discharged.
The theory functional learning through relative immersion activities by Warin Wonghanchao (2004, 2006) can be strengthened and enriched by a continuous and regular assessment in order to achieve a synergic benefit to the academe and the industry. The Hospitality Industry operates in a system. The academe, which is the producer of the future employees, performs a vital role of producing qualified and competent graduates. The industry needs qualified employees in order to provide quality service to their customers. If one of them is weak, the other will be affected. The extent of learning of the Hotel and Restaurant Management Students is a product of concerned efforts of the Academe and the Industry. This means that what the students learned in their school defines what kind of performance they can give or offer in the industry.
These theories as applied to this study take cognizance of the relationship between the Academe and Industry. The students are the product produced by the academe that is used by the Industry. The Academe must be able to process the product according to the standards of the industry. Hence, learning activities in school must be related to the activities and Industry and one important learning process is the practicum training for this exposes the students in the real world, experiencing the real situation and learning through the experience. Functional Learning can be attained by immensity of the students to do the critical work activity either in a simulated or real work situation.
CONCEPTUAL FRAMEWORK
The conceptual framework shows the different variables to be observed in this study. The concepts defined the operation of the variables, concepts and the scheme of measuring the variables. INPUT * Performance evaluation of Batch 2012-2013 in terms of: * PERSONAL TRAITS * SKILLS AND TECHNIQUES
PROCESS * DISTRIBUTION OF QUESTIONNAIRES * DATA GATHERING * TALLYING * DATA ANALYSIS AND INTERPRETATION
OUTPUT * TO PRODUCE/ PROVIDE MUCH MORE EFFECTIVE EVALUATION SHEET TO GAUGE PRACTICUM STUDENTS PERFORMANCE BETTER * TO PRODUCE GLOBALLY COMPETITIVE GRADUATE
Continuous learning of students in improving their performances in their practicum
Table1. conceptual framework
This table shows that in order to evaluate the performance of the students during their practicum, the Department of Hotel and Restaurant Management gives out the practicum evaluation form for the immediate supervisors to answer. Inside the evaluation form, there are the criteria mainly the personal traits and skills and techniques along with the comments and suggestions that the immediate supervisor wants to give. After the stay of the student in the establishment where they had their practicum, they let the supervisors answer the said form as one of the completion requirement to pass the practicum. Afterwards, the data is gathered to know their performance in their practicum. The data is then analyzed and interpreted by tallying the results of each evaluation form of each student. By this, we can produce and provide a much more effective evaluation sheet to gauge the practicum students’ performance better, and in line with demand of the industry, to produce a globally competitive graduate.
statement of the problem
This study aims to determine the performance of the students during their hotel practicum as a result of the self-assessment of themselves and the assessment of the supervisors to the students.
1. How do the students assess themselves as well as the supervisors assess their performance as to: 2.1. Personal Traits 2.2. Skills and Techniques 2.3. Over-all Rating 2. Do significant differences exist between their assessments? 3. Based on the assessment, what are the identified problems encountered by the respondents? 4. What intervention may be proposed to improve the program?
HYPOTHESIS
This study hypothesizes that there is a significant difference between the performance of the students and the results of the evaluation.
SIGNICANCE OF THE STUDY
This research study extends to its significance; to the students taking their Hotel practicum, to the Faculty members of the Department of Hotel and Restaurant Management, to the hotel institutions that hires students as student trainee and to the readers that can apply what they can learn on the said research study.
Hospitality Management Students This study will benefit the Polytechnic University of the Philippines’ Bachelor of Science in Hospitality Management students for they will be able to know the importance of Hotel practicum as part of their course. Through this research the future Hotel practicum trainees can easily deal with the difficulties that they will encounter and find ways that can improve their performance.
Faculty of Hospitality Management in Polytechnic University of the Philippines The results of the study can be beneficial to the Faculty of the Department of Hospitality Management in the said university in terms of providing standards for improvement. In doing so, the said department can send a well competitive practicum trainees to different hotel establishments.
Hotel Industry
The results of this study will be a basis for assessing the students on practicum as objectively as possible. The hotel establishments can have an idea about the possible factors that can affect the performance of the student during their practicum. They could be aware about the problems that the students encountered in taking their practicum.
SCOPE AND LIMITATIONS
This research covered all about the criteria affecting personal traits and skills and techniques indicated in the evaluation form of the student practicum trainees along with the criteria needed to improve the hotel practicum evaluation form and lastly is the strength and weaknesses of the hotel practicum evaluation of the batch 2012-2013 This study was only limited to the data gathered by the researchers from the summary of the results of the evaluation form which were provided to the 4th year PUP BSHRM students batch 2012-2013 In terms of its quality and its competitiveness to the other practicum evaluation.
DEFINITION OF TERMS
EVALUATION - to determine the significance, worth, or condition of usually by careful appraisal and study.
HOTEL - an establishment that provides lodging and usually meals, entertainment, and various personal services for the public.
KSA – referred as Knowledge, Skills and Attitude.
PRACTICUM – on-the-job training on application of theories and skills into the actual work set-up.
PRACTICUMER – students taking Hotel and Restaurant Management who is taking HORE 4024 and taking their training in the lodging/ accommodation establishment.
TRAINEE – refers to the students who undergo practicum training in a lodging/ accommodation establishment.
TRAINING – hotel/ lodging/ accommodation establishment training. – On-the-job training of the HORE 4024 of the students who underwent the practicum.
CHAPTER 2
Review of the Related Literature
This chapter presents literature and studies related to the study.
Local Literature
(Sison, 2009) stated in his book entitled: Personnel and Human Resource Management
The evaluation of employee’s performance on the job training is one of the oldest and the most universal practices of management in employee relations. Good employees generally want to know how they are doing, what is expected from the, how well they are meeting those expectations, how they can improve and what their supervisors think about the way they are doing their work. Workers conscious and unconsciously evaluate themselves and their co workers and compare themselves with their colleagues.
Evaluation of work performance is also of great value to management on keeping track the employee progress and development. This is of vital importance because the results of employees’ evaluation directly affect the employee’s present and future standing on the firm.
Foreign Literature
Training
Training can be identified as activities that ‘help an individual acquire competence in a specific task, process or role’ (Within the hospitality industry training focus is often on the development of specific skills related to the behavior and performance that will ultimately have an impact on guest satisfaction. In developing training to address these areas organizations will use a process often referred to as the training cycle. This is a continuous process involving the following activities: * Identification and analysis of training needs; * Planning and design of training interventions; * Delivery of training interventions; and * Monitoring and evaluation of outcomes.
The first stage in the process is training needs analysis. At this point the organization identifies the key skills, knowledge, attitudes and behaviors that are required for effective performance.
There are many ways to identify these such as assessment methods, interviewing staff about their job, observing staff while carrying out specific tasks, or viewing the results of performance appraisals. Other sources of information are guest feedback and analysis of business volumes.
The delivery of the training interventions can be through a variety of means. On-the-job training can be a mix of one or all of the following: instruction, counseling, coaching, delegation from a manager, secondment, or guide processes
The final part of the training cycle is evaluation of training outcomes. Although evaluation to test knowledge can take place throughout the training session, E.G., through the question and answer sessions of tests at the end of each section by moving to the next section, the evaluation of training is carried out on completion of the training intervention.
Evaluative attributes
Consumer use three types of attributes to evaluate the quality of goods and services: search qualities, experience qualities, and credence qualities. Search qualities are more tangible attributes that a consumer cans easily evaluate before purchasing a product such as color, style, price, fit, feel and quire resell. Products high in search qualities include clothing, jewelry and furniture.
Experience qualities are attributes that cannot be judged until after purchase or during consumption such as taste or durability. Restaurant meals and haircuts are examples of experience qualities. The third category of evaluative attributes credence qualities includes characteristics that the consumer may not be able to evaluate even after purchase and consumption due to their complexity for example few consumers have sufficient knowledge in medical services or mechanical services to be able a medical diagnosis or an engine repair.
Consumers can evaluate most products by using a combination of search and experience qualities due to their tangible nature, while most hospitality and other services require consumers to focus on experience and credence qualities. Goods high in search qualities are the easiest for consumers’ to evaluate. Goods and services high in experience qualities are more difficult to judge and therefore most consumers exercise greater caution before purchasing them. Services high in credence qualities the most difficult to judge and require different decision-making process when deciding on services high in credence qualities.
Form of Evaluation
Imagine how William Shakespeare would have felt when he was writing some of his masterpieces if a supervisor had been critiquing scenes or bits of dialogue that didn’t sound quite right (‘‘A hero who believes in ghosts, talks to himself a lot and kills his girlfriend’s father? I don’t think so, Will.’’) and criticizing him when he took too long to a play. In all like hood, these kinds of actions would have hampered some of Shakespeare’s creativity.
Creative people and decision makers like to know how they are doing and to receive feedback and encouragement. But overly evaluate feedback and criticism can hamper creativity because it can make decision afraid to take risks. If there is a strong likelihood that your boss will criticize the far out idea you come up with, you may not risk expressing it. However, if you boss is interested in your ideas and provides constructive comments about how they may be improved and point outs some of their pros and cons, you may be encouraged to come up with an even and better idea.
Strengths and Limitations of OJT On the job is clearly a useful method for skill enhancement. Trainees learn their KSAs in the actual job situation; thus, transfer of training occurs naturally. An additional benefit is that the OJT process will provide new employees with a rapid orientation to how the company operates. It also has the potential to develop a more positive relationship among older and newer employees and between supervisors and their subordinates.
A major concern in OJT is the competency of the trainer. The trainer must possess the technical competence, training competence, and motivation to train. Without all these characteristics, training is not likely to be successful. In addition, the organization must provide the trainer with enough time away from her regular job to do the training. This accommodation not only leads to better training but also demonstrates the organization’s commitment to its OJT program. (Nick, 2010)
How can poor performance be described diplomatically? Most supervisors find it easy to describe performance when the performance meets or exceeds the expectations. When the performance does not meet expectations. It is harder to be specific and clear. Here is a formula that will help you describe not so great performance in a way that is positive and offers an opportunity for improvement to the employee. (Green, 2010) Local Studies
A thesis work form the Lyceum of the Philippines University Manila (Estacio, 2010) discussed some ideas regarding practicum. It is said that school has provided knowledge, ideas, information; while practicum provides familiarity. The factors affecting successful students are social, behavioral, intellectual, emotional, personal factors to achieve desired goal. Social is interpersonal, the way how someone interacts with others. Intellectual, the awareness of oneself on what he/she should learn. Emotional is how someone should feel to create a more agreeable environment to produce a balanced workplace, while personal factors are more on the way a person carries himself/ herself. It is in the physical outlook (hygiene, clothing) or the portrayal of one’s self.
The said factors are much more enhanced during their practicum. As they go through their practicum training, enrichment of their knowledge and factors affecting their practicum will happen.
Foreign Study
Daniel T. Davies and ken Wachsberger stated in their book entitled Hospitality Operations.
Stated the two basic types of training on-the-job and off-the-job
1. On-the-job-training is conducted at work site. There are two types of on-the-job training.
a.) Team Training – conducted by the supervisors or a qualified employee for a number of employees at the same time. This training generally takes place before or after a shift and allows the employee team to learn a procedure in the actual workplace.
b.)Buddy system – conducted by the supervisor or a qualified employee for one employee at a time. It can take place before, during or after a shift and gives the trainee individual attention and immediate feedback.
2. Off-the-job-training is conducted away from the work site. There are two types of off the job training.
a.) Independent learning – employees read and study course material alone and their own time. They complete examinations and send them to the organization offering the course for feedback and final credit.
b.) Group learning – used when employers want to give the same information or skills to a number of employees at the same time. This training is generally conducted through the human resources department by experienced supervisors or managers.
SYNTHESIS
Job evaluation is practiced universally either it is on the job training or off the job training. It is a part of management for employee relations. Evaluation is always a part of every job; evaluation will serve as a mirror of an employee, not just the employee but also the management to provide a better view of their performance. Performance always has a great impact on guest satisfaction and evaluating an employee will help them improve their performance thoroughly. Performance evaluation will greatly help the employee for developing their work performance physically, emotionally and mentally. Performance evaluation will also help the management seek every necessary and unnecessary traits and factors of the employee. And as for students that will undergo an internship or on the job training, performance evaluation is essential. Social, behavioral, intellectual, emotional and personal factors are the factors that can be enhanced during their training or practicum. As they go through their practicum training, enrichment of their knowledge and factors affecting their practicum will happen if they are evaluated well by the management. The management will also seek every evaluative attributes that a student possess and will use it to develop the performance of the student. Practicum, internship or on the job training evaluation will also serve as a mirror that reflects what the student had learned from his or her learning ground and how the students execute and practice it on their daily work of their training span.
Chapter 3
Methods and Procedures
Methodology This chapter includes the design and methods used in the study, the description of the respondents, the instruments used and the data gathering procedure. These enables the researchers to present, analyze and interpret the gathered information and data.
Research Data The Researchers used the descriptive method of research in the study. Descriptive method emphasizes the discovery of ideas and insights, analyzing data and accurate interpretation of the findings. The research designs’ seeks to find an answer through the analysis of variable perception. The type of research also attempts to determine the impact of the Hotel Practicum evaluation among the Bachelor of Science in Hotel and Restaurant Management Hotel Practicum Trainee of Polytechnic University of the Philippines.
Population and Sampling
Table 1
Distribution of Respondents by Section Section | Population | Percentage | BSHRM 4-1D | 40 | 21.5% | BSHRM 4-2D | 42 | 22.58%% | BSHRM 4-3D | 28 | 15.05% | BSHRM 4-4D | 29 | 15.59% | BSHRM 4-1N | 47 | 25.26% | TOTAL | 186 | 100% |
In this table, we can see that the researchers used the 100% of the population as their respondents and the equivalent percentage of the population per section to the total percentage of the total population. The total number of the respondents is 186 Hotel Practicum Students of the Bachelor of Science in Hotel Restaurant Management of Batch 2012-2013.
Respondents This chapter provides a description of the results of the Hotel Practicum evaluation of Hotel and Restaurant Management students Batch 2012-2013. The variables are presented in terms of gender and age. The analysis of these variables may provide a profile of the hotel practicum students of batch 2012-2013 as the respondents of this study. The total population of the PUP BSHRM Hotel Practicum students is 186 considering both male with a total number of 83 students (44.62%) and female with a total number of 103 students (55.38%). Their ages range from 18-23 years old. All of the respondents are Hotel Practicum Students.
*Instrumentation The instrument used in the study is a tallied Hotel Practicum evaluation sheet of Bachelor of Science in Hotel and Restaurant Management Batch 2013-2014 Hotel Practicum Trainees. It consists of two parts, personal traits and skills and techniques. The given comments and evaluation of the supervisors regarding to the hotel practicum trainees’ performance were also used as a basis of evaluation and assessment in the study. *Also, the given comments about factors that is needed to evaluate but not included in the evaluation sheet.
Statistical Treatment of Data The researchers used the frequency distribution in summarizing their data. Frequency distribution is a tabular arrangement of data whereby the data is grouped into different intervals. Frequency distribution also shows a summarized grouped of data that is also used for both qualitative and quantitative data. This is very useful since they have different set of questions for the respondents of study. The data were summarized into a frequency distribution to make the presentation meaningful and to facilitate the analysis.
The formula that the researchers will use is as follows: P = percentage f = frequency P = f/n = 100% n = number of students
