https://hdl.handle.net/20.500.12852/1384 2026-04-13T19:12:13Z 2026-04-13T19:12:13Z Moreno, Raymund B. https://hdl.handle.net/20.500.12852/1544 2021-10-13T02:00:13Z 2010-01-01T00:00:00Z

Effectiveness of the competency standards of food and beverage services NC II training in the performance of certified passers in Western Visayas Moreno, Raymund B. According to the Philippine Department of Tourism (2003), industry practitioners complain of the hospitality graduates whose knowledge and skills are inadequate that six month industry immersion is necessary industry knowledge to immediately fill the rank and file positions of the industry. There are large discrepancies between formal training and employer demands in the hospitality industry and underscores the direct link to education in the fact it was discussed in the 2004 Annual COHREP Convention, that the problem of the Bachelor of Science in the Hotel and Restaurant Management (BSHRM) graduates nowadays is that they lack competencies needed for the profession. According to the Philippines Department of Tourism(2003), industry practitioners complain of the hospitality graduates whose knowledge and skills are inadequate that six month industry immersion is necessary industry knowledge to immediately fill the rank and file positions of the industry. Hospitality education must now redefine their curricular focus to meet the perceived needs of the industry. Hospitality education needs to research and then formalize a curricular response to the dynamic nature of today’s hospitality industry. Thus, an industry based research focusing on a demand driven system to be able to produce competent industry recognized graduates ready for the workplace. To answer the concern and issues between what is taught in the school and what is needed in the industry/workplace, President Gloria Macapagal Arroyo has launched, through Executive Order No. 358 entitled, “To Institutionalize a Ladderized Interface Between Technical-Vocational Educational and Training (TVET) and higher Education (HE) in September 15, 2004 which mandates TESDA and CHED to develop and implement a unified national qualifications framework that establishes equivalency pathways and access ramps for easier transitions and progression between TVET and higher education. The Philippine National Qualifications Framework (PNQF) qualifications will be consistent nationally benchmarked to ensure confidence from national and international stakeholders. The competency standards in the CMO No. 30, 2006, include (1) skill, competencies and the personal qualities and (2) professional and specific competencies. The specific profession upon the completion of the program includes, entry-level jobs and advance office positions, which are supervisory in the nature. The curriculum outline for the BSHRM comprises fifty-one (51) units of General Educations Courses, twenty one (21) units business Core, twenty-two (22) units Tourism Core, thirty-six (36) units Specialized Subjects which are further broken down to required major subjects and free professional subjects, and seven (7) units of Practicum. The required major subjects are banquet function catering services procedures, housekeeping procedure, food and beverage control systems. TESDA has already developed Training Regulations (TR) for the procedural subjects however; TESDA has no existing TR’s for the management and control subjects which are generally offered on the third year of schooling considering that it falls under the Higher Education. It is on this premise that the researcher chose to determine the effectiveness of the competency standards of Food and Beverage Services NC II training in the performance of certified passers and enhance policy inputs in the existing Food and beverage Services NC II Training. Research Locale The locale of the study was focused on the Western Visayas Region 6 which composed of five provinces like, Aklan Antique, Capiz, Iloilo and Negros Occidental. Each Province has TESDA training centers and TESDA provincial office that caters the trainees for different qualifications in respected area of competency. The TESDA provides Training Regulations (TR) for the competency standards of the industry workforce. Through the years, the implementation of TESDA Ladderized program is the word of mouth of the Industry and private and public Institutions. Essentially, the Ladderized System caters to the multitude of Filipinos who can not afford a College Education, or complete Technical-Vocational Education and Training courses, and enter Job Platforms that will provide ladders of competencies, allowing them to rise to College Degree Programs or up to the optimum levels of individual achievement. The Philippine Government believes that through the assessment of industry practitioner, the quality of services of the employee wills maintain. The Oversight Commissioner on Ladderized Education, Dr. Nona S. Ricafort, further mentioned that, the revised programs objective is (1) to produce graduates that will manage to survive in the borderless economy. (2) to develop a curriculum that is market-driven in terms of content and structure rather than supply-driven. (3) to develop a curriculum that is responsive to the needs of the industry with the emphasis on the competencies. And (4) to produce a curriculum that complies with the international standards and practices particularly the general Agreement on Trades and Services (GATS) of the World Trade Organization. Statement of the Problem This study was conducted to determine the effectiveness of the competency standards of food and beverage services NC II in the performance of certified passers in Western Visayas. Specifically, this study sought to answer the following questions: 1. What is the profile of the certified Food and Beverage Services NC II passers and their employers in terms of: 1.1 Educational Attainment; 1.2 Employer; 1.3 Job Position/Rank; 1.4 Monthly Salary; 1.5 Place of Employment; and 1.6 Length of Service. 2. How effective is the competency standards of Food and Beverage NC II as rated by the certified passers and their employers in terms of : 2. 1 Basic Competencies; 2. 2 Common Competencies; and 2. 3 Core Competencies 3. Is there a significant difference between the ratings of the certified passers and their employers? 4. What are the issues and concerns on the Food and Beverage Services NC II training? 5. What are the issues and concerns on the conduct of competency assessment? 6. Based on the findings, what policy inputs can be proposed to strengthen the existing competency standards of Food and Beverage Services NC II training? Introduction and statement of the problem

2010-01-01T00:00:00Z Moreno, Raymund B. https://hdl.handle.net/20.500.12852/1469 2021-10-04T03:00:13Z 2010-01-01T00:00:00Z

Level of competence of Food & Beverage Services NC-II passers: Basis for strengthening the training program in Western Visayas Moreno, Raymund B. Purpose of the Study This study was conducted to assess the level of competence of Food and Beverage Services NC II passers in Western Visayas as part of ensuring that what industry wants (stated as a competency standard) comes back in outcomes of training (represented by a credential issued to a learner). Thus, the result of the study serves as the basis for designing a proposed training plan in strengthening the Food and Beverage Services NC II Training Program in Western Visayas. The research was conducted last December 2009 - January 2010 with 50 certified passers and 8 supervisors assigned in different hotel establishments in Region 6 as participants of the study, the levels of competence were determined and classified as to basic, common and core competencies. The study likewise examined issues and concerns of the trainees on the conduct of the Food and Beverage Services NC II training and competency assessment. Methodology This study utilized the descriptive research design. The purpose of which was to investigate the level of competence of Food and Beverage Services NC II passers in Western Visayas in their workplace as rated by themselves and their supervisors. The researcher used the survey questionnaire to collect relevant data from the population in this study. The researcher-made questionnaire-checklist which is based from TESDA’s training regulations for Food and Beverage Services NC II and subjected to face and content validation by a panel of experts. Frequency count, means, standard deviation, ranks and SPSS software were the statistical tools utilized in the study. Summary of Findings 1. Ratings of Participants on the Level of Competence of Food and Beverage NC II passers 1.1 Basic Competencies combined ratings of the NC II passers rated themselves as “highly competent” with an average mean of 4.38 while supervisors rated NC II passers as “competent” with an average mean of 4.12 on the level of competence. This means that passers are fully aware of the basic competencies required by the industry in their workplace. Moreover, the supervisors’ ratings on the basic competencies which were rated mostly as “competent” show that the NC II passers were not able to meet the expectations of the supervisors in applying basic competencies in the workplace; 1.2 Common Competencies, grand mean ratings of the NC II passers rated themselves as “highly competent”, with an average mean of 4.43 while supervisors rated NC II passers as “competent” with an average mean of 4.13 on the level of competence; 1.3 Core Competencies in provide link between kitchen and service area, most NC II passers rated themselves as “highly competent”, obtained a mean of 4.52. However, the supervisors rated NC II passers “competent”, obtained a mean of 4.00. It shows that the perceptions of the supervisors to the NC II passers are as not that highly competent worker in applying common competencies in their workplace. In provide food and beverage services to guests, NC II passers themselves rated “highly competent”, obtained a mean of 4.56 which means they are fully aware and practice in consonance with the standards required by the industry. However, in viewpoints of their supervisors, they rated NC II passers as “competent”, obtained a mean of 4.26. In provide room service competency, both respondents rated “highly competent”, obtained a mean of 4.59 and 4.25 respectively. This means that they know the proper procedures in performing tasks in providing room service to guests. In develop and update food and beverage knowledge competency, both respondents rated “highly competent”. This means most of them were knowledgeable on how to develop and update their knowledge in food and beverage services. 2. Statistical Findings on the significant difference between the ratings of the Participants. The results of the t-test on all competency standards for Food and Beverage Services NC II Training, namely; basic, common and core competencies show that there are significant differences among the responses of participating NC II passers and their respective supervisors working in different hotels in Western Visayas. The obtained p value of .008, .006 and .000 for t-test paired differences was less than .05 alpha levels on basic, common and core competencies. 3. Issues and concerns on the conduct of Food and Beverage Services NC II training and Competency Assessment. 3.1 Study revealed that five (5) common issues and concerns on the conduct of Food and Services NC II Training are identified as follows according to its ranking: (1) Qualification of the Trainer/Instructor; (2) Methodology/ Strategies of Teaching; (3) Qualification of the trainees (4) Training facilities, tools, equipment and materials; (5) and lastly Training duration; 3.2 On issues and concerns among Food and Beverage Services NC II passers on the conduct of the competency assessment, the following are identified, (1) Issuance of COC/NC certificate” because the timeline for the issuance of COC/NC certificate is not released by TESDA after one week; (2) Conduct of the competency assessment; (3) Assessment venue (4) Assessment methodology and procedures; (5) Preparation for the assessment; and lastly (6) Competence of the assessor. Conclusions Based on the findings of the study, the following conclusions were drawn: 1. There is a varying degree of responses on the perceived level of competence of Food and Beverage Services NC II passers in Western Visayas in terms of basic competencies as rated by the NC II passers’ themselves compared to the ratings of their respective supervisors wherein it can be concluded that despite of the competency in the field of communication, teamwork, problem solving and planning, the F&B NC II passers need more training to improve their knowledge and skills of basic competencies; 2. Likewise, in terms of common competencies on the level of competence of Food and Beverage Services NC II passers in Western Visayas, the findings resulted to a clear manifestation that F&B NC II passers need to ensure that education and training are directly linked to the expressed needs of industry. The application of competency standards at the individual level requires both workers and managers to develop an appreciation of their uses; 3. Generally, on the perceived level of competence based on core competencies, both respondents are in agreement in the importance of executive bodies of national systems that work in the field of competencies standardization and/or certification applied to meet the required standards of industry; 4. Results of hypothesis testing revealed that the three areas of basic, common and core competencies rated by participants are significant, thus hypotheses are rejected; 5. Despite of the mandated standards of Food and Beverage NC II Trainings and Competency Assessment, participants are in agreement that there are major issues and concerns to be accounted for further improvements. Recommendations In view of the findings of the study, the following recommendations are offered: 1. The training institutions offering Food and Beverage Services NC II qualification must hire qualified, efficient, knowledgeable and competent trainers; 2. Formulation of a proposed training plan to strengthen the Food and Beverage Services NC II Training Program in Western Visayas to meet the required standards of the industry. This proposal inputs may be submitted to TESDA for evaluation and for immediate action. (refer to page 84 on the draft of the training plan); 3. The Philippine Women’s University can spearhead seminar-workshop for enhancing teaching methodologies and updating knowledge and skills among trainers of Food and Beverage Services NC II trainers/instructors; 4. Further research should be conducted in the other areas of the hotels and restaurants that require the application of the mandated competency standards in education and training such as housekeeping, front office etc. Abstract only

2010-01-01T00:00:00Z Somosierra, Grace Joy L. https://hdl.handle.net/20.500.12852/1468 2021-10-04T03:00:12Z 2014-01-01T00:00:00Z

A competency-based training plan in food production for practicum program of Central Philippine University Somosierra, Grace Joy L. Purpose of the Study This study aimed to have a closer analysis of the extent of training needs which affect the Food Production Management. The respondents were twenty- four (24) selected Practicum HRM Students, four (4) Supervisors and two (2) Managers. Methodology The main instrument used by the researcher in gathering data were the Questionnaires in reference with the TESDA's Commercial Cooking Competency standards. These were the Basic, Common and Core Competencies. Statistical tools such as the mean, frequency, percentage and ANOVA were used to describe and analyze the data. Summary of Findings Findings showed that The Basic, Common and Core Competencies were rated by the students, supervisors and managers as “Very Relevant” and that there is no significant difference between and among the ratings of the group of respondents on the extent of training needs of the of the Central Philippine University Hotel and Restaurant & Management students in the area of Food production/Kitchen. It was concluded that despite the positive ratings of the respondents on the extent of the training needs of Central Philippine University's HRM students there is still a need to improve the CPU-HRM Practicum Program on Food Production. It is recommended that the Proposed Training plan for Central Philippine University Hotel and Restaurant Management Practicum Program in the area of Food Production or Commercial Cooking be implemented required by TESDA and the industry.

2014-01-01T00:00:00Z