Factors Affect Chef Acquisition Essay

CAROL L. CRISTOBAL. . “FACTORS AFFECTING CHEF ACQUISITION IN SELECTED HOSPITALITY INDUSTRY IN LEGAZPI CITY” . ( Undergraduate Thesis. Mariners’ Polytechnic Colleges Foundation. Rawis Legazpi City. April 2012 )

This descriptive survey determines the factors impacting chef acquisition in selected cordial reception industry in Legazpi City. The making demands include the educational attainment. figure of old ages of experience and accomplishments. Problems encountered and possible solutions by the respondents were discussed in footings of work force supply. makings of appliers and place. A sum of 30 ( 30 ) cordial reception industry directors served as respondents of the survey. The survey showed a statistical information presentation of the surveyed respondents.

This survey was conducted in 20 three ( 23 ) eating houses viz. : Alibar Restaurant. Boklan Food Center. Brent’s Bar and Grill. Colonial Grill. Delica Restaurant. Gasthof Grill. Gerry’s Grill. Golden Boat Bar and Restaurant. Harbor Work. Kanzo Hall and Restaurant. Kim’s Bowl Restaurant. La Roca Veranda. Max’s Restaurant. Mr. Crab Restaurant. Round the Clock Restaurant. Sibid-Sibid Restaurant. Sikatuna Grill. Small Talk Café . South Ocean Villa. Swaisi Bar and Restaurant. Valentino Bar and Grill. Waway’s Restaurant. 7 grades Bar and Grill and seven ( 7 ) hotels viz. : Alicia Hotel. Casablanca Hotel. Casablanca Suites. Hotel St. Ellis. Hotel Venezia. Pepperland Hotel. Tanchuling Hotel.

All of the cited literature and surveies in this survey discussed the relevancy and similarities which give the thoughts to the research workers to explicate the procedure in the behavior of the present research survey. The theoretical and conceptual model. the synthesis of the art and the spread span of the survey were presented to ease apprehension of this work. Likewise. this survey presented the possible solutions to decide certain jobs encountered by the respondents.

Findingss

The followers are the important findings of this survey:

1. Requirements for the Chef Position
A. Educational Attainment

The most of import standards in the choice of employees is educational attainment. therefore. the respondents choose the bachelor’s / college grade and vocational sheepskin / short class certification who rank as first ( 1st ) with a frequence of 30. Second in rank ( 2nd ) is the Culinary Course Certificate with a frequence of seven ( 7 ) . With the frequence of two ( 2 ) . the nutrient and drink services direction rank as 3rd ( 3rd ) .

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B. Number of Years of Experience

In the rank of 30 ( 30 ) . 14 ( 14 ) rank as first ( 1st ) who have 2 – 4 old ages of experience. Next in rank is the 5 – 6 old ages with the frequence of nine ( 9 ) and in conclusion with a frequence of seven ( 7 ) with a 7 – 8 old ages of experience.

C. Skills

It showed that in footings of accomplishments. the first ( 1st ) in rank are the knowing in HACCP and other sanitation criterion. holding first-class communicating accomplishments and being computing machine literate with a frequence of 30 ( 30 ) . The 2nd ( 2nd ) in rank is the Advance cookery accomplishments and techniques with a frequence of 20 eight ( 28 ) . The following in rank is holding first-class organisational accomplishments with a frequence of 10 ( 10 ) . The Forth ( 4th ) in rank is holding knowledge in assorted culinary arts with a frequence of seven ( 7 ) . Last. the Knowledge in bing ranked as last with a frequence of six ( 6 ) .

2. Problems Encountered by the Respondents
A. Manpower Supply

In footings of work force supply. the limited applier due to international chances has the highest leaden mean of 2. 76 which consequence to an adjectival evaluation of frequently encountered. The 2nd in evaluation fell on deficiency of qualified appliers with a leaden mean of 2. 26 or interpreted as seldom encountered. In footings of low pay it got the lowest leaden mean evaluation of 1. 79 or interpreted as seldom encountered. The general leaden mean is 2. 27 or interpreted as seldom encountered.

B. Qualification of Applicant

The highest leaden mean of 1. 20 and interpreted as ne’er encountered is shown on deficiency of preparations. The following in evaluation fell on deficiency of accomplishments and competences with a leaden mean of 1. 10 and interpreted as ne’er encountered. Not physically fit got the lowest leaden mean of 1. 06 or interpreted as ne’er encountered. The general leaden mean is 2. 27 or interpreted as ne’er encountered. The making of appliers is non a job to the respondents for a ground that they will non engage a certain applier if it is non suited for their demands.

C. Position

In footings of place. it is noted that the highest leaden mean which is 2. 49 or interpreted as seldom encountered fell on unable to fit decently the individual to suit in the place. Trouble to make full up higher place got a 2. 46 evaluation or interpreted as seldom encountered. The lowest leaden mean of 1. 06 or interpreted as ne’er encountered is the extremely demandable place. The general leaden mean is 2. 00 or interpreted as seldom encountered. It implied that place is really of import in every constitution to decently circulate the undertakings of every staff.

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3. Possible Solutions that can be suggested to Solve the Problems Encountered by Respondents

A. Manpower Supply

In footings of work force supply. supplying competitory bundle to pull chefs got the highest leaden mean with the evaluation of 3. 86 or interpreted as strongly agree. Following is should hold a proper pay who got a evaluation of 3. 13 or interpreted as agree. The lowest leaden mean of 2. 40 fell on supplying necessary preparations or interpreted as reasonably agree. Training can much give acquaintance and understanding with the venture of work that they have. The general leaden mean is 3. 13 or interpreted as agree.

B. Qualifications of Applicants

Along making of appliers. the highest leaden mean is 3. 26 or interpreted as agree showed up on supplying necessary on the occupation preparation to seek potencies among trainees. Determining the accomplishments and competences got a evaluation of 3. 13 or interpreted as agree. The lowest leaden mean of 2. 67 and interpreted as agree is on necessitating a recent ( w/in 1 month ) consequences of standard pre – employment physical test. As the chef is ever in the kitchen to make the culinary arts that the client should wish. the sanitation and hygiene of the cooks is much really of import. The general leaden mean is 3. 02 or interpreted as agree.

C. Position

In footings of making more comprehensive placement was rated with the highest leaden mean of 3. 23 or interpreted as agree. Supplying support among employees in footings of preparations. seminars. conferences and other nutrient show activities came 2nd in evaluation and has a leaden mean of 3. 00 or interpreted as agree. Planing a well versed and good trained hierarchy of chef got the lowest leaden mean of 2. 93 or interpreted as agree. The general leaden mean is 3. 05 or interpreted as agree.

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Decisions

On the footing of these findings. the undermentioned decisions were derived: 1. The demands for the chef place in selected cordial reception industry in footings of educational attainment. figure of old ages of experience and accomplishments as a whole. it showed that the selected hotels in Legazpi City are engaging an employee who has experienced in their occupation. matured with delighting personalities. talented and adept. sympathetic and congenial to the clients of the constitutions. 2. The jobs encountered by the respondents are rarely come across in footings of work force supply. making of the appliers and place. 3. Respondents agree on the possible solutions that can be suggested to work out the jobs encountered by the respondents in footings of work force supply. making of appliers and place.

Recommendations

In the visible radiation of the findings and decisions drawn from the survey. the research workers offer the undermentioned recommendations: 1. The directors of the selected cordial reception industry must sporadically measure the public presentation of their employees to properly show if the employees meet the satisfaction of the directors. 2. The chefs or cooks are encouraged to undergo upgrading through seminars and workshops to derive more cognition and accomplishments. It is of import to hike all their endowments and accomplishments in cooking procedure. 3. The directors of selected eating houses and hotels are encouraged to maintain themselves abreast with tendencies in footings of interviewing and staff choice procedure. They must keep and go on a positive relationship among employees to foster make their ends and aims.

Areas for Further Study

The undermentioned countries for farther survey are similarly recommended: 1. Personnel Management of Restaurants and Hotels in Legazpi City 2. The Managerial Practices of Hotels in Legazpi City

3. Human Relationships Practices of Restaurants in Legazpi City 4. Invention in Hotel Management for Curriculum Improvement in College