WELCOME

KABRGY-
CHTM!
PROFESSION
AL
DEVELOPME
NT
 WHERE DO YOU
SEE YOURSELF IN
5 YEARS?
WHY IS PROFESSIONAL
DEVELOPMENT IS
IMPORTANT?
• It can make you a better employee.
• help you receive more opportunities for career
advancement, such as promotions or lateral
transfers.
• can make you a more desirable candidate because
of your knowledge and level of expertise in your field
• improves your skill set and knowledge, but your
company also benefits from your growth as an
employee
 BENEFITS OF
PROFESSIONAL
DEVELOPMENT
 IMPROVES
CONFIDENCE
Professional development can increase
your confidence as an employee. Learning
new skills and abilities may make you more
confident and could help you feel more
comfortable in your position as your
knowledge expands.
ENHANCES HIRING
POTENTIAL
Professional development can enhance your hiring
potential because you increase your knowledge, skills and
competencies. Because of the skill advancement that
results from professional development, employers may be
more likely to view you as a desirable candidate. If
employers see you as a qualified candidate, they may be
more likely to hire you over the competition.
DEVELOPS SKILLS
Through professional development, you may
increase both hard and soft skills within the
workplace. Hard skills refer to job-specific
knowledge you receive through training or
education, while soft skills are personal habits that
define how you work, such as communication.
Developing your skills can help you become an
expert in your field, share your knowledge with new
employees or discover opportunities for career
advancement.
 HOW TO DEVELOP
YOUR SKILLS SET TO
AN ADVANCE
CAREER?
NCREASES JOB OPPORTUNITIES
Professional development can increase job
opportunities, such as receiving raises or
promotions, within your current role. If your
employer sees that you're putting in the effort to
improve yourself, they may be more likely to
consider your for advancement opportunities. They
could see how you're becoming more
knowledgeable and skilled but also that you're an
independent learner. This can help with job
opportunities because your employers might
 EXPANDS NETWORKING
OPPORTUNITIES
Professional development can also increase your
ability to network through events that many
professionals attend, such as:
• Seminars
• Webinars
• Conferences
• Workshops
• Volunteer events
• Classes or programs
 EXPANDS NETWORKING
OPPORTUNITIES
These events typically welcome professionals
from within your industry, making them valuable
ways to meet experts and influencers in your
field. Networking can help your career by meeting
colleagues, mentors or hiring managers. Mentors
may provide career guidance, while colleagues
and hiring managers might tell you about job
opportunities.
needs.
 3 WAYS TO IMPROVE
PROFESSIONAL
DEVELOPMENT

Here are THREE ways to improve

your professional development:
1. CREATE A SCHEDULE OF GOALS
To begin your professional development, create a list of
goals and a schedule. Having a schedule for your goals
can help you create a timeline for your growth. This can
track your progress, which can help you increase your
productivity.
• Learning a new skill
• Completing a training program
• Attending conferences
• Reading a developmental book
2. ATTEND TRAINING PROGRAMS
You can attend training programs, such as
webinars and seminars, conferences or
workshops to improve your professional
development:
• A webinar or seminar is an instructional event
where a speaker teaches the attendees a new
skill or educates them on a topic.
3. TAKE NEW ROLES OR RESPONSIBILITIES
You can also improve your professional development by
taking on new roles or responsibilities in your position. You
could do this by asking your manager if you can do some
tasks that a different position normally does. Having more
responsibilities shows your managers that you can take
initiative and that you can successfully complete tasks
outside of your usual responsibilities. Learning how to do
new tasks and increasing your company knowledge
contributes to your professional development by showing
that you can learn new tasks and accept additional
responsibilities.
SO, NOW ARE
YOU READY?
ARE YOU GOING TO
CREATE YOUR
RESUME/CV.
 NEXT TOPIC:
PERSONALITY
DEVELOPMENT
AM I READY TO CHANGE?
WHAT FEARS YOU MOST?
WHAT ARE MY BIGGEST
ACCOMPLISHMENTS?
HAVE I DONE ENOUGH
FOR MYSELF?
DO I LIKE WHO I AM?
HOW DO I FIND PEACE?

What motivates me?

WHAT IS PERSONALITY?
-is mostly consistent. In different situations,
you’ll act or think in a similar way because of your personality.
However, certain personality traits and behavior patterns
can change over time.

Your personality involves:

• traits, like loyalty, perfectionism, and extroversion

• character, which includes your core beliefs and ethical code
• temperament, which you were born with and involves
your predisposition to act and feel in certain ways
WHAT IS PERSONALITY
DEVELOPMENT?
 development refers to the process by
which the organized thought and behavior
patterns that make up a person's unique
personality emerge over time.
Many factors influence personality,
including genetics and environment,
how we were parented, and societal variables.
SO, NOW ANALYZE YOUR S-W-O
T.

STRENGTH-WEAKNESSES-
OPPORTUNITIES-
THREATS
SWOT CHECK
RESPONSIBLE
LESS CONFIDENT
FLIGHT ATTENDANT
RECESSION
 Create
RESUME/CV
SETTING EXPECTATIONS:
THE WORK ENVIRONMENT
IN THE TOURISM INDUSTRY
ATURE OF WORK IN THE VARIOUS
SECTORS OF THE TOURISM
INDUSTRY
 Bachelor of Sciences in Tourism
Management and Bachelor of Science in
Hospitality Management as well as allied
programs started to become very popular in the
mid-2000s due to the unprecedented growth in the
global tourism industry and the desire of many
young Filipinos to seek greener pastures abroad.
Many high school graduates have this common
notion that jobs in the tourism and hospitality
industry are glamorous, lucrative, exciting.
 However, once they set foot into a tourism-
oriented establishment either as an apprentice
or a new hire, part of their journey and
expectations is unmasking of the true working
conditions, a departure from their-fabled prior
impression.
 >>Stakeholders in the Tourism
Industry and Hospitality Sectors

The tourism industry and its hospitality sector have

several stakeholders that are interested in the
development of all players and establishments,
particularly the labor sector. These are as follows:

• Business sectors
• Labor Sectors
• Market Segments
• Government and regulators
• Academe
• Intermediaries and consolidators
• Suppliers and service providers
• Media and advocacy groups
>>Business Sector

Based on statistics reported by the Department

of Tourism. A total of 1,760 accredited
accommodation establishments ( with an equivalent
of 289,649 rooms were inventoried in 2017 with an
additional of 2,700 rooms in 2018 and 2,300 in 2019
including international brands like Grand Hyatt,
Hilton, Sheraton, and Holiday inn express and
domestic players like Seda, Savoy and Aruga. It is
estimated that this development could generate
direct and indirect employment equivalent to 11,000
+ jobs.
>>Labor Sector

Based on the Philippine Tourism Satellite

Accounts report by the Philippine Statistics
Authority, jobs in the tourism industry are
distributed across sectors as follows: passenger
transportation(38.3%), accommodation and
food & (33.6%), miscellaneous ( spa, personal
care, etc.) (14.0%) recreation and entertainment
and cultural (6.9%), retail trade ( 6.5%), and
travel agency and tour operators (0.7%)
>>Market Segments

The paying customers of various tourism

and hospitality establishments are a major
force to reckon with. True to adage “customer is
king”, they are regarded as probably the most
significant among all industry stakeholders. With
out customers, tourism establishments will not
survive and stay in business. They thrive on the
loyalty and patronage of guests, customers and
buyers.
>>Government and Regulators

One of the most important stakeholders in

the tourism industry is the government and
regulators as they formulate or implement laws,
policies and rules to be observed both by the
business and labor sectors.
>>Government Agencies

• Department of Tourism (DOT)

• Tourism Infrastructure and Enterprise Zone
Authority (TIEZA)
• Tourism Promotions Board(TPB)
• Intramuros Administration (IA)
>> Academe

Schools are considered a major source of feeder of

the labor force of the tourism industry. Colleges and
universities produce graduates who have earned
bachelor’s and associate degrees while technical-
vocational school produces graduates with national
certificates competency in specific functions or job skills.
The value of incoming tourism and hospitality workers
depends largely on the quality of the educational system
of the country.
>> Intermediaries and Consolidators

These are organizations that act as middlemen or

agents of key players in the industry.

For instance,
Uber, Grab and Taxi.
>> Suppliers and Service Providers

Hotels, resorts, restuarants, bars, event venues,

spas, theme parks, cinemas, shopping, museums and
other tourism-oriented establishments rely on reputable
suppliers and service providers for their operational
needs.
>> Media and Advocacy Groups

New organizations, publication, members of the

press, social media influencers, and advocacy groups
comprise the final group of stakeholders. They contribute
to shaping the opinion and perception of brands of
tourism establishments.
EMPLOYMENT PROSPECTS
FOR NEW GRADUARTES
AND
JOBSEEKERS
Degree? Yes. Job?
Maybe not yet.
The labor market’s cooldown is hitting new
college graduates hard, four years after the
pandemic derailed their schooling.
-Washington Times
By Abha Bhattarai
 Millions of new college graduates are entering the
workforce just as entry-level job prospects are fizzling.

Despite the strong labor market, it’s becoming

tougher for newcomers to break in. Hiring is slowing,
especially for recent graduates, with coveted white-collar
employers pulling back on new postings. Just 13 percent
of entry-level job seekers found work in the past six
months, down from a 2022 peak of 20 percent, according
to a Goldman Sachs analysis of Commerce Department
data.
TOP 10 EXPECTATIONS
OF EMPLOYERS IN THE
TOURISM INDUSTRY
 Employers in the tourism industry hire
fresh graduates as well as experienced
staff with a set of expectation from them.
In most cases, such as expectations are
also embodied in their employment
contracts.
>> First
New hires are expected to possess
basic competencies in the jobs they
applied for.
>> 2 nd

New employees are expected to

get along with fellow employees.
>> 3
rd

New employees are expected

to contribute toward the
achievement.
>> 4 th

Most tourism oriented

establishments are customer
focused.
>> 5th

Loyalty to the company and

protection of the brand.
>> 6
th

Important to have a good

matching process.
>> 7th

New employees expected to

be obedient and compliant with
company rules, procedures,
policies and standards.
>> 8th

New employees expected to

learn fast and to continuously
embrace a culture of lifelong
learning
>> 9th

New employees expected to

demonstrate the ability to adapt
changes, trends and
development.
>> 10th

New employees expected to

level up quickly and adapt more
challenging roles at the soonest
time.
UNMASKING
YOURSELF
PERSONALITY DEVELOPMENT:
SELF-MANAGEMENT STRATEGIES
• IQ- EQ-AQ in the Tourism Industry
• Focus on Social Skills
• Personal Branding and Image Enhancement
• Communication Skills
• Etiquette and Decorum
• Interviewing Skills
Q- EQ-AQ in the Tourism Industry
The tourism industry
characteristically has a high
turnover of employees, especially
in sectors and companies where
work burnout is common. The IQ.
EQ and AQ of both managers and
employees are constantly put to a
test.
 Intelligence Quotient (IQ) is a
normal measure of the capacity of
a person’s brain to think in a
variety of domains (numeracy,
creativity, abstract reasoning,
communication skills, memory and
general knowledge).
 This essentially pertains to our
cognitive abilities- our ability to
think, process, express ourselves
and make decisions.
 For many decades, an above-average
to high IQ is valued in the tourism industry.
It will be difficult to comprehend how a
bartender would be able to perform well at
work if he has inadequate of
measurements and F&B cost control; or a
cook who has difficulty remembering
standard recipes for various dishes and
entrees may be problematic. An account
executive with faulty communication may
also trigger a number of complaints from
clients.
 In a brief history, the concept of
quantifying intelligence dates back to the
late 19 to early 20 century when the first
th th

test to measure one’s intelligence was

developed by the French psychologist
Alfred Binet in 1905.

The idea was to quantify the level of

intelligence of an individual by evaluating
one’s mathematical abilities, word
comprehension and logical reasoning
capabilities.
 In 1912, German psychologist William
Stern came up with the idea of calculating
the ratio, the quotient between one’s
mental age (measured by a test) and
chronological age multiplied by a hundred
percent it as a score to measure one’s
level intelligence. This score is known as
the IQ of the individual, which is being
used as measure one’s mental potential
and academic abilities.
 There are three (3) globally recognized
standards IQ tests, namely

1. Stanford- Binet Intelloigence Scale

2. Wechsler Intelligence Scale
3. Woodcock-Johnson Test of Cognitive
Abilities used in evaluating one’s mental age.
 The Human Resources Department of
tourism companies administers either
standardized or improvised and
customized IQ tests when selecting the
employees to be hired.
 Emotional Intelligence (EI)
Emotional Quotient (EQ) is the
ability to monitor one’s own as well
as other people’s emotions and
label them properly and use
emotional information to guide
thinking and behavior.
 Managing emotions is especially
important in situation when people are
under pressure, like when one is;
• Giving and receiving feedback
• Meeting tight deadlines
• Dealing with challenging relationships
• Not having enough resources
• Navigating change
• Working through setbacks and failure
 Studies reveal that people with high EQ
have better mental health, job
performance and leadership
competencies.
 Adversity or Attitude Quotient
(EQ)- this refers to person’s
capacity to deal with problems and
adversities in his life. It is often
referred to the scene of human
resilience.
 Enhancing AQ can result in
gains in productivity, capacity,
performance, innovation, and
morale. Proponents believe that it
takes more than just IQ and EQ to
succeed in life (career, family,
community, personal life).
Focus on Social Skills
 The excellent social skills, also
referred as soft skills of a tourism
professional or worker will be
advantage in the long term. Social
skills are the essence of a
person’s EI or EQ.
 While management “hard skills”
like accounting, financial analysis,
and marketing are essential skill
sets for hospitality and tourism
managers and employees, soft
skills are of paramount importance
for succeeding in what is first and
foremost a “ people business.”
 These hospitality soft skills
involve not only direct interaction
with clients, but also the
management of teams whose goal
is to satisfy customers in what is
regarded as a labor intensive
industry.
 Social skills have been taught
as early as preschool, wherein
young kids are taught to play and
mingle with other kids.
 In elementary, pupils are
encouraged to do projects in
teams. And in high school and
college, student organization
provide venues for teenagers to
practice leadership as well as
teamwork. In college are all
preparation for the world of work.
TOP 10 SOFT SKILLS
expected of future tourism
and hospitality professionals
 Customer Service

Every employee and manager

should always instill in their hearts
and minds that the single most
significant person who walks into
their establishments is the
customer, guest or client.
 Customer Service

The customers are the main

reason why the organization
continues to exist and grow. They
are the source of funds that pay
for employees salaries, utility bills,
rent and other business expenses.
 Essential parts of Customer
Service

• Personalized welcome greeting

• Language and courtesy by staff
• Responsive to needs of customers
• Honesty of employees and
advertisement promise.
 Networking

One of the key skills needed in

the tourism and hospitality industry
is to be able to network effectively.
• Building a loyal clientele
 Communication

It is highly valued in the industry

and the higher one gets in the
hierarchy, the more important they
become. Each day involved contact
with people of varied background,
ages, nationalities, religions and
temperaments.
 Flexibility

Compared to other professions,

hospitality and tourism jobs often
demand that employees work odd
hours like nights and weekends. This
skills is an essential attribute to
succeed in the hospitality and tourism
sector.
 Organizational Skills

It is premium skill. In this industry

are expected to do numerous
multitasking assignments. As they
need to respond to spur-of-the-
moment requests- done without
planning in advance.
 Organizational Skills

It is necessary to maintain an
organizational structure to be able to
accomplish daily tasks in am efficient
manner. One piece of advice: plan
each day ahead and keep a checklist
of thing that need to be done.
 Languages

Knowing and being able to speak a

third or fourth language to increase
the value as an employee.
 Commitment

It may sound trite to mention this

one, but it can be noted that many
young people start in the tourism and
hospitality industry with an
enthusiastic outlook, but don’t realize
how demanding the work is and
consequently get either burn out or
bored quickly.
 Self- efficacy

Tourism and Hospitality

professionals be prepared to accept
challenges in the workplace no matter
how difficult the task may appear.

Can-do attitude is important during

difficult time.
 Multi-tasking

Being able to fulfill multiple roles in

a hospitality or tourism enterprise is a
way for employees to render
themselves indispensable to their
employees.
 Cultural Awareness

Hospitality and tourism employees

are more likely than most to deal with
customers of various nationalities and
cultural backgrounds.