CHAPTER 44

CHAPTER
TRAINING
TRAINING AND
AND
PROFESSIONAL
PROFESSIONAL
CONTINUOUS
CONTINUOUS
EDUCATION:
EDUCATION:
COMPETENCY-BUILDING STRATEGIES
COMPETENCY-BUILDING STRATEGIES
GROUP 4
VITAL COMPETENCIES AND SKILLS SET

-is a set of employment skills that a

tourism and hospitality management
student must possess or develop.

01
THREE MAIN CATEGORIES
OF WORK COMPETENCIES

02
1.
SOCIAL AND COMMUNICATIVE COMPETENCIES

-It’s the ability of a person to

cooperate and interact positively
and productively with fellow
employees, superiors, customers or
guests, members of the community
and media, government agencies,
and other stakeholders.
01
 [Link] COMPETENCIES
-It refers to the ability of a person
to be critical of self-to one's
values, attitudes, and ideals. This
stance aims at working towards
self-improvement by being fully
aware of one's strengths that
must be sustained, as well as
weaknesses that are meant to be
improved.
01
3.
PROFESSIONAL AND METHODOLOGICAL COMPETENCIES

-The ability of a person to translate

all concepts, experiences, and
techniques learned through
education, work exposures, and
developmental activities into
effective strategies to attain
specific work objectives.

01
 EMPLOYEE TRAINING PROGRAM

- is the process of strategically investing

time, energy, and resources into the
improvement of company personnel. It is all
about learning (i.e., skills necessary to
perform tasks in a particular job, ability to
operate specific machines and gadgets,
familiarity with policies, procedures, and
standards, and understanding of updates
and developments in the operation of the
organization)
 TRAINING

- refers to teaching, educating,

guiding, molding, coaching,
mentoring, and inculcating in an
employee new competencies,
skills, concepts, and techniques to
help improve job performance and
carry out work more efficiently.
EXAMPLES OF EMPLOYEE TRAINING:
Biometric payroll system orientation
Knife skills for culinarians
Laws on serving alcoholic beverages
Operation on the point of sale system
Conducting sales blitzes and sales calls
Orientation of waiters on the new menu
Familiarization with various taxes for
cashiers
04
 DEVELOPMENT

- refers to activities that contribute

or lead to the Improvement of
existing skills, knowledge, and
attitudes of an employee. .
VARIOUS MODALITIES COMPANIES HAVE
INVESTED IN EMPLOYEE DEVELOPMENT:
Scholarship for a master's degree Observation tour of
properties abroad
Appointing a team leader as officer-in-charge in a
department
Participation in interdepartmental committees
Hiring a consultant to conduct personalized executive
coaching for supervisors and manager
Attendance in national and international conferences
Designing a comprehensive management development
program for high-performing employees
TOURISM AND HOSPITALITY ESTABLISHMENTS HAVE
ALWAYS PRIORITIZED EMPLOYEE TRAINING AND
DEVELOPMENT ACTIVITIES AS THEY CONTRIBUTE TO:

Attracting and retaining talent

Growing profits
Maximizing performance
Fending off stagnation
Improving productivity and engagement
PERSONALITY ENHANCEMENT COURSES

-These are training courses that

primarily aim to improve the
behavior and work attitudes of
employees. They also hope to raise
the effectiveness of employees in
the performance of their duties and
assigned tasks.
 COURSE TITLES
Social Skills and Business Etiquette
Smart Power Dressing
Basic Makeup Techniques
Personal Branding
Basic English Proficiency
Building Effective and Sustainable Teams
Stress Management
Cultural Sensitivity
Gender and Development Strategies
Advanced Telephone Techniques
Effective Communication Techniques
Creativity and Innovation
TECHNICAL AND PRODUCTIVITY COURSES.

-These training courses are

designed to primarily prepare the
employee or trainee to perform his
or her job-specific tasks and duties
at work. Hence, ascribed to each
job position title is a distinct set of
skills to be learned from technical
courses.
 COURSE TITLES

Guest Registration
Settlement of Guest Checks
Room Reservations Procedure and Policy
Conducting a Guest Showroom
Handling Guest Messages and Parcels
Concierge Operations
Butler Services
Food Styling and Plating Techniques
Procurement Procedures and Techniques
Storage Procedures and Techniques
Hazard Analysis Critical Control Point
Wine Appreciation and Wine Service
Cocktails and Mocktails Coffee and Barista Skills
Dining Service Standards and Procedures
Banquet Service Table Setting Techniques
Aromatherapy Massage Techniques
Basic Spa Treatments
Special Spa Treatments
Room Preventive
Maintenance Energy Conservation Techniques
Facilities Punch Listing
Safety Deposit Boxes Customer Relationship
 SUCCESSION PLANNING AND
MANAGEMENT DEVELOPMENT PLANNING
a n d h is o r
y e e l e a v e s a n
r a n e m p lo n t , t h e H u m
v e
Whene ion becomes vac ally a
he r p o s it r t m e n t u s u ly
rc e s D e p a g in t e r n a l
Re s o u jo b o p e n in a y
e r t is e s t h e p re n ti c e m
ad v im e s , a n a p o y e e m a y
o m e t e m p l
first. S apply or another r. If no
w a n t t o r a l t r a n s f e n
e k in g a la te ila b l e , th e
b e s e id a t e is av a on s o c ial
c an d m a d e
suitable advertisement is ) and job
another .e., crowdsourcing itional media
media (i websites or in trad nt bulletin
h u n ti n g s , p la c e m e s) .
e w s p a p e r e n t b u r e a u 02
(e.g. , n u s p l ac e m
, c a m p
boards
 r v is o r y l e v e l
c y is a s u p e ( a ) p r o m o te
a c a n
If the v the three options a r e :
, r a q u a lif ie d
posi t io n f , ( b ) t r a n s fe b e
e s t - f it s t a f r s e e k in g t o
the b n t s u p e r v i s o l
o m p e t e e x t e r n a
and c d , o r ( c ) hir e a n
a l w a y s b e tte r
transfe r r e n t e r n a lly i s a d i ly
t e . H ir i n g i e y w o u l d r e
candida yees' morale as th r e c o g n iz e s
p lo
for em eel that the com p a n y
see a n d f g ro w t h a n d
d f o r c a r e e r l w a y s h i re s
th e ir n e e c o m p a n y a n
lo p m e n t . If a e lie v e it s o w
de v e d d o e s n o t b
a lly a n r is e t h e
extern s a r e c a p a b le t o
s b a d l y o n it s
emplo y e e e r , i t r e f l e c t
m e n t l a d d lo p m e nt
manage training and deve
e m p l o y e e 02
pro g ra m s .
 ag e r ia l le v e l
n c y is a m a n r t o
a c a
If the v the options are si m i l a
n , s it i o ns ,
positio pervisory level po
th a t o f s u e r le v e l o f
t t h at a h ig h q u i r e d .
excep w o u ld b e r e
p e t e n c ie s
com e
g d a t e o f t h
o th e s t a rt in ir e d
Prio r t d o r n e w ly h
w l y p r o m o t e a n t
n e h r e e i m p o r t r e-
e e , t
employ ry steps transpire: b) pre- ( a ) p
pr e li m in a e n t a t io n , (
m e n t d o c u m )
de p lo y in in g , a n d ( b
e n t t r a
deploym ary employment.
pr o b a t io n 02
 e p r o m o te d
o rt an t fo r t h re -
It is im p m p le te h is p
y e e t o c o s u c h a s
emplo e n t d o c u m e n ts
t ; m e d ic al
app o i n t m r o r c o n tr a c
t m e n t l e t t e ra in in g , a n d
ap p o in e d u c a t io n , t ; a n d
u ir e m e n t s ; w o r k p e r m it
req e n t i a l s ; lo c a l
e n t w o r k
w o r k c r e d s , g o v e rn m
e ig n w o r k e r n d lo d g in g
f o r f o r n d b o a r d , a
it , t r a v e l a
perm e n t s .
arrangem s u c c e s s ion
a n ie s h a v e a
la r g e c o m p m e d i u m a n d
M a n y w h il e m o s t t h is
la n i n p l a c e t o n e g l e ct
p p a n ie s t e n d
small c o m io n .
R in te r v e n t
vital H 02
 N N IN G
N P L A
CESSIO ic al
SUC The proc e ss of id entify
iz
in
at
g
io
im
n
p
an
or
d
ta
cr
nt
ea
a
t
n
in
d
g
cr
a
it
ta le n t
s in the orga n vacancies in
position p a r in g e m p lo y e e s t o f il l
in t h e ir
pipeline b y p r e r e t ir e s o r m o v e o n
n iz a ti o n a s o t h e r s p l o y e e ,
the ir o r g a a n i n c u m b e n t e m
. A s u c c e s s o r is w i t h t h e r ig h t
careers t h e s a m e d e p a r t m e n t ,
p o s it io n
possibly w it h in d e t o f il l a v a c a n t
e , s k ills , a n d a t t it u e n ti f i e d
know le d g a c e m e n t c a n b e i d
a p e rm a n e n t re p l
until f f ic e r - i n c h a r g e ) .
(a c tin g a s i n o
e h o ld e r e v e n t u a lly
h e t e m p o r a r y p l a c n
In m a n y c a s e s t c e ss o r . S u c c e s s io
h e p e r m a n e n t s u c a n d
bec o m e s t u s in e s s c o n t i n u it y
in g h e lp s e n s u r e b e s o f s h i f t in g
plan n i c u la r ly d u r in g t im
p er f o r m a n c e , p a r t e n t h e re is n o
d c h a n g e . E v e n w h c c e s s io n
leadershi p a n in o r g a n i z a ti o n , s u
b l e s u c c e s so r w i t h e s k il ls a n d
identif ia n t if y t h e k n o w le d g
n n in g c a n h e lp id e l c a n d id a t e .
pla in a f u t u r e e x t e rn a
trai n in g n e e d e d
 o m p a n y c a n h e lp
r k fo r c e d a t a in a c m p le,
Leverag i n g w o s it u a t io n . Fo r e x a
z e y o u r w o r k fo r c e fe c t i ve
yo u v is u a l i o r c e is a h ig h ly e f
u c h o f t h e w o r k f n t e re s t in
h o w m i n g s u p p o r t a n d i
a te g y f o r g a r n e r
str a n n in g
success io n p l
e t h a t m a y n e v e r
c r it ic a l k n o w le d g
• Lost mi s s io n -
r d e d h o l a c k s t h e
be reco r n a m in g a s u c c e s s o r w
in in g
• Iden t if y in g o n t , k n o w le d g e t ra
l d r iv e , c o m m i t m e c c e s s f u l ly
pers o n a e rf o rm t h e jo b s u
i ll s n e e d e d t o p n g a n e w
and sk o ss o f tim e s p e n t g e t t i
• S ig n i f i c a n t l
es s o r u p t o s p e e d p r o c e s s e s ,
suc c io n s t o w o r k p la c e
• Pote n t i a l d is r u p t
a n d p r o t o c o ls
workflows, 02
 o u t le t s ,
e r t i e s o r
ip le p r o p g
it h m u lt t h e e x i t in
p an ie s w e s w h e n
For c o m u m s t a n c n o t h i re d
t ig h t c ir c e n t h a s
e r y a r t m
under v ly o r t h e H R d e p
m a y b e o n e
s u d d e n e n t i s a n
p lo y e e e c o n d m w h e r e in
em n d id a t e . S
r ve n t io n
it a b l e c a e n t in t e
a s u S e c o n d m n s a n d
o n s id e r. a li fi c a t io
o n t o c i la r q u s
opti y e e w it h s im
y o r o u t le t i
lo e r t
an emp o a n o th e r p r o p
is tr e s s e d
t e n c i e s t t o t h e d
com p e ` o n lo a n n g
a s s ig n e d h e lo a n i
r re d o r e d t h a t t t
tran s fe i t a s s u m m p e t e n
r o u t le t . d a n d c o
t y o a li f ie
proper a s e n o u g h q u
e t e m p o ra r ily
r o u tl e t h t o r e p la c
e rt y o i e d o n
prop o c a n b e r e l
y e e s w h m p lo y e e
m p lo in g e
e depart
 e n t l e v e l
a n a g e m
e o r t o p m t o f in d a
e x e c u t iv d if fi c u l t
n i o r m o r e
For se m e ti m e s b e
e r t i m e to
it m a y so ir e a lo n g
n s , r e q u
positio id a t e . It m a y
o m e c a s e s ,
b le c a n d le c t , In s
sui ta i t a n d s e o s e r v e a
s e , r e c r u s u l ta n t t
ad v e r t i ir e a c o n h e y
o r a ri l y h c u t iv e . T
ie s t e m p r a n d e x e
compa n m a n a g e T h e s e
e x c it in g o n t ra c t .
s s o rs t o b a s e d - c d
succe e d o r p r o je c t
lly s k il l e d a n
v e n a f i x te c h n ic a r k
are gi u s u a lly v e r y
to v a r y in g w o
t a n ts a r e o a d a p t
c o n su l n g a b le t w o rk o r
a ti le , b e i n e s o m e
e l y v e r s h a ve d o a t
ex tr em m a y a l s o a lr e a d y
e n t . T h e y th e y a re
n m a n d
enviro t h e c o m p a n y
d e m p lo ye e s .
t s w it h e m s , a n
projec c u lt u r e , s y s t
w i th t h e
home
 COMPETENCY AND PROFICIENCY
CERTIFICATIONS
ti a ls o f jo b
a n t c re d e n m p e t e n cy
t h e im p o r t r s e t o f c o
f
One o ts is a portfolio ions. Assessing a wo o
applicanficiency certificat proficiency are t
an d p r o e t e n c y a n d
ke r' s c o m p
wor t t h i n g s .
dif fe r e n a tt e r n o f
a s u r ab le p n d
n c y is a m e h a v io r s , a
m p e te l it ie s , b e l n ee d s
A co g e , s k il l s , a b i
a n in d i v i d u a
e d
knowl aracteristics th ccupational a t
oth e r c h o le s o r o ie s s p e cif y
o r m w o r k r o m p e t e n c t h e
to p e r f e s sf u ll y . C k s , o r w ha t
o n s s u cc jo b t a s
functi " o f p e r f o r m i n g
b s u c c e s s f ul ly .
th e "h o w o d o t h e jo
o n n e e d s t
pers
 COMPETENCY AND PROFICIENCY
CERTIFICATIONS
ti a ls o f jo b
a n t c re d e n m p e t e n cy
t h e im p o r t r s e t o f c o
f
One o ts is a portfolio ions. Assessing a wo o
applicanficiency certificat proficiency are t
an d p r o e t e n c y a n d
ke r' s c o m p
wor t t h i n g s .
dif fe r e n a tt e r n o f
a s u r ab le p n d
n c y is a m e h a v io r s , a
m p e te l it ie s , b e l n ee d s
A co g e , s k il l s , a b i
a n in d i v i d u a
e d
knowl aracteristics th ccupational a t
oth e r c h o le s o r o ie s s p e cif y
o r m w o r k r o m p e t e n c t h e
to p e r f e s sf u ll y . C k s , o r w ha t
o n s s u cc jo b t a s
functi " o f p e r f o r m i n g
b s u c c e s s f ul ly .
th e "h o w o d o t h e jo
o n n e e d s t
pers
 U S E D FO R :
N C IE S A R E
COM PE T E
S E LE C T IN G
S S IN G A N D B
A S SE S F O R A JO
D ID A T E AG IN G
CAN N G A N D M A N
I N
ASSE S S I O R M A N C E
O Y E E P E RF
EM PL P L A N N IN G
R K F O R C E A N D
WO E E T R A IN IN G
EMP L O Y
L O P M EN T
DEVE
 o o k s a t th e
u ir e m e n t l f e c t i v e
b as ic r e q a m o r e e f
A m o r e o d e l w h ile y m o d e l. A
e te n c y m p r o f ic ie n c
comp h refers to the d it io n a l w a y t o
a l
app r o a c d e l i s a tr a in a t y p ic
e t e n c y m o e i n c l u d e d
c o m p n e e d s t o b y m o d e l
n t i f y w h a t o m p e t e n c i ll s ,
id e o g r a m . A c e p a r t s : s k
trai n in g p r n in t o t h r e p le , a n
t h in g s d o w . F o r e x a m g
b re a k s d a t t it u d e s d l is t e n in
le d g e , a n t r a t e s g o o u r e s
kno w o d e m o n s s th e f e a t
p lo y e e w h w h o k n o w p le s o f
em e m p lo y e e s a r e e x a m
sk ills o r a n r p r o d u c t m p e t e n c y
e f it s o f o u b u ild a c o o
a n d b e n W h e n y o u o f i te m s t
e t e n c ie s . a lo n g lis t
comp ou end up with
m o d e l, y n g .
e in t r ain i
includ
 h i s th a t it
is a p p r o a c k
n s id e o f t h e n c ie s w o r
Th e d o w w c o m p e t s t o
m is s e s h o m b i n a t io n
o ft e n if fe r e n t c o e x a m p le ,
e th e r in d r es u lt . F o r
tog t h e d e s i re d
b e n e f it s o f a
e
produc the features and ow a
kn o w in g is p a rt o f h ,
p r o d u c t s e s e n t a t io n
set o f a k e s a p r l s o u t a n
e s p e rs o n m n d e v e n f il
sa l e st io n s , a
r s q u
answe
order.
 e l lo o k s at
ie n c y m o d t
ile , a p ro fi c ly d if f e r e n
M e a n w h c o m p le te
o r ld f ro m a y is b o t h a
the w . P r o f ic ie n c s e t o f
in t o f v ie w an c e a n d a at
p o f p e r fo r m e s c r ib e w h
u r e o
meas ble behaviors t h a t d h o w
d u c e s a n d
obse r v a p lo y e e p r o v e
fic i e n t e m rk t o a c h ie
a pro lo y e e m u s t w o
f i cie n c y a s a
th e e m p h i n k o f p r o k e o n
r e s u lt s . T s s lo o k s li
th o s e h a t s u c c e
p s h o t o f w
sn a
th e jo b .
 e l , y o u c an
te n c y m o d d n ot
c o m p e c i e s a n
With a ll the competen s on the job.
m a s te r a ir e d re s u l t n d
c e th e d e s i t io n , th e e
produ roficiency defin d out and
W it h a p t e ly s pe ll e lo yee
t is c om p le t il t he e m p
re s u l n ' t e n d u n
in in g d o es
t ra p r of ic i en t.
be c o m e s
 f e s sio n a ls
p it a li ty p r o o r
m a n d h o s i f ic a t io n s f
Touris ays sought cer t he y h a v e
e a lw o w le d g e t s
ha v k ills a n d k n in g c o u r s e
a t e v e r s i o u s t r a in -
wh in t h e ir v a r
n l in e o r fa c e
acq u ir e d w h e t h e r o u ris m
o r k s h o p s , s in t h e t o
an d w e m p lo y e e b u t t h e re
a c e . M a n y r a d u a t e s
to-f a r e c o l le g e g
o n - c o lle g e
indus t r y u m b e r o f n p r is e s
o a la r g e n g r o u p c o m
is a ls h is s e c o n d s c h o o l
ad u a t e s . T e it h e r h ig h
gr s w h o a r e e c h n ic a l-
y e e
emplo es or graduates o f t
g ra d u a t s es .
t io n a l c ou r
v o c a
 t e r a lo t a s
a t io n s m a t s e
m c e r t if ic lo o k a t t h e
Fo r t he r s te n d t o to a
m p lo y e e rn a t iv e
some e nts as a good alt xample of
do c u m e T a k e th e e r a g e
e d e g r e e . a n d b e v e
c o ll e g t s f o r fo o d t a t th e
o a p p lic a n t re s t a u ra n
tw n t in a b u f f e
s s h o w n
atte n d a a s a y C ity a t te r
A si a in P h a s a b e
Mall of ho do you think t based on
be lo w . W g h ir e d ju s
e o f g e tt in
ch a n c i a ls ?
re d e n t
their c
 o s t v a lu e d
n e o f t h e m
i li p p i n e s , o v e n b y t h e n
In th e P h th e o n e g i a l E d u c a t io
i c a t io n s i s e T e c h n i c ) .
certif e n t t h r o u g h t h
t h o r it y (T E S D A
gov e r n m o p m e n t A u i t h a
k i lls D e v e l g r a d u a t e w S D A
an d S w h e t h e r a p l y w it h T E
e r s o n , a y a p
Any p degree or not, m ion. A TESDA
co lle g e c e rt ific a t s e s s m e n t
m p e t e n c y ri e t y o f a s i o n ,
for c o d u c t s a v a l e x a m in a t
o r c o n s t , o ra
assess s(e.g., written te rtain the
m e th o d s t) to a s c e e s k ill
r a c t ic a l t e te n c y i n t h n t
an d p r u e c o m p e a s s e s s m e
p lic a n t' s t u rs u e s th e o f t h e
ap r . T E S D A p p e t e n c ie s
d f o
applie ification of the c o m h t h e
r t e rs t h ro u g t
a n d c e k i ll e d w o r k s s e s s m e n
d le - le v e l s p e te n c y A
mi d T V E T C o m T C A C S ) .
p i n e
Philip tification Syste m (P
an d C e r
 a p r e m iu m
t io n s h a v e y
c e rt if i c a e is s u e d b
n y o t h e r h a s t h o s s io n a l
Ma d u s tr y s u c n s , p r o f e s
in th e i n r g a n iz a tio tio n s . In
n a t io n a l o n a l in s ti t u
inte r e d u c a ti o m a n y
d i e s , a n d t h e r e a r e S t a t es
bo n a r y f ie ld , h e U n it e d
the c u li s s u e d in t n s a r o u n d
ic a t io n s i c u lin a r i a h e
c e rt if v a ile d b y a n d li n g , t
a y b e a f o o d h
but m ld. In terms of vSafe
th e w o r n t a r e S e r n a ly s i s
t p r o m i n e H a z a r d A
mos n a n d t h e f ic a t io n .
r t i f ic a ti o i n t C e r t i
Ce C o n t r o l P o
C r it ic a l
 r e c o g n iz e d
o m e o f t he e v e r ag e
a n w hi le , s fo o d a n d b
Me t io n s in t h e f e ss io n a l
ic a
certif are granted by p ro . I n
e v e rn m e nt
servic ions and the go ited States,
as so c ia t li k e t h e U n n d e r.
c o u n tr i e s b e a b a r t e
so m e li c e n s e to
n e n e e d s a u st
o rte n d e r m
a it e r o r b a h ol
s t r a l ia , a w ic e o f A lc o
In Au s ib le S e rv
e s p o n
have R rtificate.
(R S A ) c e
 t a t e s h a v e
tr ie s a n d s liz e d
Som e c o u n e r y s p e c ia ic
t io n s f o r v e r s , g e n e r
c ert if i c a s o m e o th
o n t it l e s . I n o o d a n d
p o sit i w a it e r o r f a nt , h ave
ti o n s lik e n g a t t e n d
posi e s ta f f, o r d in i
g iv en b y
bev e r a g t if ic a ti o n s s o f
lim it e d c e r s . E x a m p le
ve r y e n t e n t i t ie
ov e r n m
nong e a s f o l lo w s :
the s e a r
 t to o m a n y
e re ar e n o h e m a r e in
k e e p i n g , t h m o s t o f t s
In h o us e a t io n s a n d e rt if ic a ti o n
b le c e rt if i c a r e a l s o c s io n
av a ila a t es . T h e re o o m s d i v i
n it e d S t n s (e .g ., r u n d r y
the U s e n io r p o sit io
ke e p e r, a n d la
y
for m o r e ti v e h o u se n s g i ve n b
e r , ex e c u e rt ifi c a ti o
manag r). Examples of c ing are:
m a n a g e h o u se k e e p
ci a tio n s in
asso
 c t or , th er e
el t ra d e s e
In th e t r a v le ct e d
m b e r o f s e u it o n e's
are a n u at w o uld s
c a tio n s th s o m e
certifi ation. These are
sp e cia li z
exam p le s :
 p os it io ns,
r o th e r jo b f
a n w h ile , f o n u m b e r o
M e ls o a g o o d r
the re a re a ic a tio n s fo
io n a l c e rt if
pr of e ss s s u c h as :
s e p os i tio n
div e r
INDUSTRIAL OR APPLIED RESEARCH

One of the most rewarding exposures

for an employee or manager is being
part of a team assigned to research a
specific phenomenon, topic, or
problem relevant to the organization.
It may be a feasibility study, a project
plan, a business plan, an
environmental impact assessment, or
merely action research. 05
 The main purpose of research is to
solve a problem or improve a current
situation in an organization. Research
is useful in practically all sectors of the
tourism industry, and a professional
who is skillful in research may well
develop a future in consultancy and
entrepreneurship.

05
Examples of applied research conducted in the
tourism industry are:
Feasibility study for a new F&B outlet in the resort
Market research on the price sensitivity of airline
passengers
Computerization of the entire hotel operations
Selection and procurement of the best-fit central
reservations system
Investigation on an alleged massive systemic
pilferage in the outlets
Streamlining and revising the menu of the
restaurant
05
 Assessment of the direct competitors in several
territories
Selection of the employee, supervisor, and
manager of the year
Identifying the main root causes for the rise in
food costs
Evaluating the effectiveness of the new
biometric payroll system
Benchmarking on best practices in credit and
collection
Studying and correlating the utility consumption
with revenues
05
 CONTINUOUS PROFESSIONAL
EDUCATION STRATEGIES

There are numerous opportunities for

tourism and hospitality professionals to seek
continuous professional education. The three
main purposes for pursuing continuous
professional education are: (a) to remain
abreast of industry trends and developments
to remain relevant in the organization, (b) to
be able to broaden one's perspective and
perform better or more productively in one's
current job by applying learned techniques
and strategies, and (c) to spearhead
innovations in the organization.
The following are ways by which one may pursue
continuous professional education:
Higher education (master's degree, doctorate
degree)
Executive programs (in-campus, modular, or online)
Specialized and highly technical training
Professional and industry events (conferences,
seminars, webinars, symposia, industry dialogues,
high-profile lectures, etc.)
Internship, apprenticeship, cross-training, or
secondment
Pursuing continuous professional education provides
many benefits to the employee, such as:
Additional credentials and boosts qualifications and
skill set
Enhances morale and motivation
Enhances prospects for greater specialization or
multitasking
Develops a more mature perspective and critical
thinking
Enables one to leave his comfort zone and switch to
more challenging roles
Increase in self-efficacy
Broadens network and affiliations
Raises the level of aspirations and career goals
Potential career promotion and advancement
Opens new opportunities in other organizations,
industries, and territories