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INTRODUCTION

Significance of the Study

The responsibilities of entry-level managers in the hospitality industry are continuously changing. Obtaining and keeping a management job in a restaurant or hotel requires that a person have the ability to change. Successful managers have the enthusiasm to respond to the changing needs and challenges of their organization (Woods & King, 2002). Some of these challenges are due to the changes affecting the hospitality industry today, Consequently, the curriculum and the methods used to prepare entry level managers in this field should also be design to fit the demands of todays industry. Hospitality managers should be able to provide effective leadership to employees which indicated that employers like to hire potential leaders who are skilled at stimulating people to take rational initiatives. Leadership skills are not the only skills needed by employers. In fact, leadership skills are some of the employability skills most desired by employers. Objectives of the Study

The general objective of the study is to assess employability skills and self- perceived competence for careers in the hospitality industry of graduating students major in HRM at USM. Furthermore, this study aims to: 1. describe demographic characteristics of senior students major in Hotel and Restaurant Management at the University of Southern Mindanao including: age, sex and academic performance; 2. determine the students self-perceived level of competence at performing employability skills necessary for careers in the hospitality industry; 3. identify the source of developed competence in employability skills needed for careers in the hospitality industry; and 4. evaluate relationships between HRM student characteristics and self perceived competence in employability skills needed in the hospitality industry.

OBJECTIVES OF EVALUATION FOR DEVOLOPMENT The strategies what I had chosen are very clear and realistic, I have evaluated development plan for getting my dram job, HR executive with accurate goal and effective ways for reaching that. Communication also plays a major role in career development. We have to awake, arise, and know our strengths and weaknesses to grow in our career. The development criteria should be effective for improving skills to reach the goal effectively. The main objective for evaluating development plan is for understanding the requirements and for analyzing personal strengths and weakness.

OUTCOME: In the above discussion I have evaluated my personal and career development plan for checking whether I need to change objectives or not.

2. INTERPERSONAL AND TRANSFERABLE BUSINESS SKILLS A. RANGE OF WORK BASED PROBLEMS There are different types of problems will occur in work, because any work is involved with different persons and different organizations. In my selected job also there are of so many problems in working with different types of persons at different levels. The HR executive should have positive attitude and patience. Four work based problems what I have observed in my dream job are:

MANAGING CHANGE: As the organizations are going global this one problem the hr executive needs to handle the change in the organization. The hr executive needs to make the employees acquainted changes.

STRESS AND CONFLICT: Stress and conflict will occur with target pressures and long work hours. In this competitive world we should work hard for completing the tasks with in the dead line. It is the duty of HR executive to introduce good retention strategies.

WORK CULTURE: Due to acquisition and merging taking place in the organizations it is the main responsibility of the Human Resource executive to develop work culture in an effective way. .

BALANCING WORK AND PERSONAL LIFE: Balancing work and personal life is very important for every employee to be successful in life. Huge responsibility is on the shoulder of an HR executive to create a balance between the work life and personal life. There are some flexi work hours, paternity leaves and vacations are some of the options for balancing between work and personal life.

OUTCOME: In the above discussion I have identified work based problems and I specified some solutions to overcome those problems.
Teamwork: According to Natalie Gold (2004) Teamwork is considered in different ways, but there is as till no widespread theory of teams. But teamwork is not even intellectual or imaginative participation. It is a constructive approach in our daily lives. Teamwork is basically can be seen where people are undertaken in any type of joint activity. The intelligent determination application models taking of decisions and like all illustration. Since the teamwork is applied a team so each player has his own chosen strategy and their results depend on the conjunction. The Payoffs describes the gratifying of the score to the players. The student who is fresher is if applied for a job then the employer firstly want that the person he is recruited must have teamwork skill, since he is not required to work alone but in a team so as to have an ability to make himself according to the environment and act as a team rather than as a separate or individual part. For this task, each member of the team was assigned and allocated a job role with each member having individual responsibilities. Team work in this assignment was vital in the organisation of the event as we not only needed to ensure that the event was successful, and that we provided and enjoyable experience for the pupils, but also we needed to make

sure that we communicated well within the organisation. In order to ensure the event was a success, we also needed to work well with each other, which would create an enjoyable atmosphere for those attending the event.

B. VARIETY OF STYLES IN COMMUNICATION

Communication is very important in HR executive and every human life for interacting with others; there are different types of communication styles from culture to culture are assertive communication, aggressive communication, passive communication, passive-aggressive communication.

ASSERTIVE COMMUNICATION: This is best communication style and normal form of communication style with full confidence. In this type of communication we can communicate with our needs clearly. In assertive communication style the communication happens with out any manipulation.

AGGRESSIVE COMMUNICATION: Unlike assertive communication style, aggressive communication always involves manipulation, this communication will never help in relationship, this type of communication is used in wars, sports, etc...

PASSIVE COMMUNICATION: Passive communication is based on agreement and hope for avoiding disagreement at all costs.

PASSIVE-AGGRESSIVE COMMUNICATION: This is the combination of both passive and aggressive communication styles, this type of communication style leads to office politics.

OUTCOME: In the above discussion I have mentioned various styles in communication.

C. RANGE OF EFFECTIVE TIME MANAGEMENT STRATEGIES Time management has some different factors. Time is the most precious thing, we should identify good habits regarding time management and to prepare myself for the heavy work load, I studied time-management techniques and I applied immediately what I learned. Everyone knows that time is very precious and unable to get back even a second if it was wasted, so everyone have to keep in mind and have to plan the time according to our schedule. Managing the time is not an easy thing for everyone, but planning is important in time management. Our work should be scheduled according to the priority, what we have to do first and what next. Planning and preparation is important for time management. Reminders are most helpful in time management. They remind us that what we have planned to do in time. Discipline is most important for time management; discipline teaches us to be punctual and achieve our goals or complete our work in time. For example, we planned to complete our assignments in certain time, but just planning and leaving is not useful at all, in this we are planning to complete it but not putting efforts till the last minute, it will disturb us a lot and effects on whole time management. It causes stress on our mind, anxiety arises from stress and unable to do the things what we have planned. There are of so many strategies provided for managing time in an effective manner with proper planning. Time is similar to money we spend time, we save time, and we invest time. When we spent time is when there is no improvement in particular task then we needs spend on that hour and hours, we should remember that the time will go without any return. We should utilize time properly according to our planned activities. We save time when we perform our tasks in less time. We invest time when we take time now and we save time later. Delegation is very important and valuable investment for

time management in personal point of view. While training process take time now but the investment pays off later.

RANGE OF STRATEGIES:

COSTING OUR TIME: We should find how much of our time is worth. When we are deciding whether to do or not to take is based on costing factor of our time based on some priority.

DECIDING WORK PRIORITIES: Understanding strengths and weaknesses are very crucial for deciding prioritizing our work activities, working both what is our job and what constitute excellent performance is very important. It is very important for own quality of our life that we should enjoy our job. If we know broadly what are our likes and dislikes then it will be help full for deciding on some work and able to move towards job. It is very important to know our talents and weaknesses and by concentrating on the right priorities we will ensure that we are working always as effectively as possible. Action plans: this is a list of tasks that we have to carry out for achieving an objective. Whenever we want to achieve something we should draw up an action plan. This will allows us to concentrate on stages of our achievement and monitor towards the progress of achievement according to our plan. This is the activity of listing of things that we need to carry out to achieve goal, this is simple but still useful.

PREPARING TO-DO LIST: To-Do lists are very simple but they are extremely power full. In this we needs to write down tasks that we needs to face, if they are large break down them in to component elements. In this we have to list everything what we have to do.

PERSONAL GOAL SETTING: goal setting is very power full in personal planning, by setting goals on every task is very important based on this only we should decide what we wants to achieve. By knowing preciously what we want to achieve, then we know on what we needs to concentrate to achieve that.

EFFECTIVE SCHEDULING: Scheduling is the process by which only we look at time available to use and based on this we will plan how we will use this time to achieve goals that we have identified.

ACTIVITY LOGS: An activity log helps us in identifying and for analyzing how actually we spend our time on a particular task. Keeping activity logs helps us for understanding how we spent time, and when we perform at our best.

REVIEWS: Reviews are very important for analyzing each activity in a manner that whether that was preformed accurately according our plans and schedules or not.

OUTCOME: In this discussion I devised and evaluated some time management strategies.

3. SELF MANAGED LEARNING IN A PROFESSIONAL CONTEXT A. IDENTIFICATION OF SUITABLE METHODS FOR DEVOLOPMENT Generally development in any activity is crucial, to develop anything we should identify some methods and strategies for improving skill set related to that particular development criteria. People should learn those methods effectively for applying all those in a manner that they should understand the methods thoroughly and they should apply those methods for their needs. For identifying suitable methods they should have some knowledge regarding what they needs to

develop in certain environment. There are some learning techniques for identifying and analyzing some suitable methods for development. The techniques are listed below. 1. There should be a better understanding regarding particular method that was using for development. 2. First we needs to identify what are key aspects involved in that particular method is very important for understanding and for applying that in realistic environment. 3. The method using for development should be understandable. Above three are some of the techniques followed by different persons, my own method is identification of goal and best paths to reach that goal. OUTCOME: In the above discussion I have identified different development methods and I found my own method.

B. WAYS FOR LIFE LONG LEARNING Lifelong learning is a measureless domain, this is differentiated from all types of learning, second chance education, recurrent education, retraining and further education. Lifelong learning has social and economical goals and purposes, for lifelong learning there are so many ways. INDIVIDUAL LEARNING: This is also called as a self directed learning, and is important for development. This is the process of self directed learning. This learning is initiated and developed by the adults and learning individually is not an effective than group learning. We can define individual learning as a change of skills and knowledge through self-study. Self directed learning allows learner to take increasing responsibility for their learning. It requires the learner to travel some important links to achieve their learning effectively. WORKPLACE LEARNING: By viewing some dominant paradigms existed in the workplace are useful for observing what changes are needed to help improve the learning and performance. Organizational learning is differentiated from individual learning; individual learning should be ideally integrated with team and organizational learning intended for change in work performance.

Applying change models.

A model is a simplified version of reality; it is a useful tool when dealing with complex issues. There are two approaches to understanding change models in a business that are developed by Kurt Lewin. They are as follows:

1. Force field analysis Any organisational change program will experience two types of force that govern the effectiveness of the change. These are driving forces (forces for change) and restraining forces (forces resisting change). Driving forces are those forces that initiate, foster, encourage and support the change. Restraining forces are those that work against the change, creating resistance.

Mangers who are trying to implement a change use strategic thinking skills and decision making skills to analyse and balance the driving and restraining forces by conducting a force field analyses. The manager must first identify the driving forces and make full use of them to help overcome any obstacles to the change, as well as identifying the restraining forces and develop strategies to minimise the impact.

Force field analysis for introducing Jetstar International. From Qantas case study.

Driving forces Forces for change. | Restraining forces Forces against change | * Allow Qantas to profitably share in the growth of leisure market segment within which its full service cost structures would operate marginally at best. * Help reduce the risk of other low frills airline emerging * Use the development of a low cost platform to negotiate industrial agreements with unions to match other airlines lower cost structures. * Success of jet star in stemming virgin blues market share. * Jet star international will have fewer restrictions than Australian airlines it will be able

to fly to leisure based destinations of its choosing. |

* Start up costs in establishing

Jet star international * Historically few full service airlines have been able to manage a discount carrier without damaging its core operations. * Cannibalisation of Qantas principal routes (i.e. may compete for the same passengers) and erode its profitability. * Industrial conflict with unions. |

2. The unfreeze/change/refreeze model. Step one in unfreezing includes preparing the business and employees for change; outlining reasons for change and reducing resistance to change.

Step two in change includes implementing change; developing a vision for the change and communicating the vision.

Step three in refreezing includes re-enforcing the changes once they are implemented and promoting rewards and recognition of employees.

Skills required to be able to successfully manage change in this area of the business are strategic thinking and vision skills where they look beyond day to day issues. Also decision making skills supported by problem solving skills to help overcome any future problems that may incur.

Unfreeze/change/refreeze model for introducing a new organisational structure. From Qantas case study.

By Qantas implementing the change models: * Force field analysis and * Unfreeze/change/refreeze model, They were able to identify the changes needed in their business organisational

structure and so therefore they had to change their structure allowing them to have achieved flexibility as they were able to adapt to the changes made that would benefit Qantas. The changes made had increased Qantas productivity which also led to an increase in profitability.

Conclusion.

In conclusion, change is important to be constant in a business in order to sustain competitive advantage as the market and consumer needs are constantly changing. Change is done by business management which requires many skills in order to be effective. These skills include technical skills, interpersonal/people skills, strategic thinking, vision skills, flexibility and adaptability to change, teamwork skills, problem-solving skills, decision making skills, self managing skills, and being ethical and possessing high personal standards.

Businesses often fail to manage change well as records tend to be poor as they fail to compromise with change in the business environment effectively. Therefore change is highly imperative in a business. There is a four step process to manage change effectively. They are identifying the need for change, setting achievable goals, creating a culture of change and applying change models.

Qantas is a great example of a successful business in response to all areas of change that have occurred in their business. They were able to identify the need for change well before it was required and therefore maintaining their competitive advantage. The goals they set were Specific, Measurable, Achievable, Realistic and within a Time span. They were SMART set goals. They created a culture of change by taking on the role of being change agents and they were able to use the Change models [force field analysis and unfreeze/change/refreeze model] to implement the changes

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