1

CHAPTER 1

Problem and its Background

Introduction

Skill is an ability and capacity acquired through

deliberate, systematic and sustained effort to smoothly and

adoptively carry out complex activities or job functions

involving cognitive skills, technical skills, and/or

interpersonal skill. And also skills performance, it really

develops them.

A strong desire to work on a cruise ship, then its a

good idea to think carefully about which positions on board

that would be ideal for. There are certain types of jobs

that do require specific qualifications and skills. All

jobs on board require a high level of customer service

skills, tact and diplomacy, the ability to deal with

difficult situations and complaints, the ability to work

under pressure, a methodical approach to work and attention

to detail.

When applying for a cruise ship, Cruise employers,

consider the age. Although the most cruise line and

agencies will tell their applicants that the minimum age to

work on board ship is 21, there are crew members that have

been able to get hired at the age of 18, 19 and 20. For the
 2

most part it depends on which department that you will work

for. But for positions within the Food and Beverage and

within the Casino Department this is mainly due the minimum

age to serve alcoholic drinks and to gamble. It has been

known that cruise line make exceptions for some applicants

for some applicants in select departments base on maturity

and responsibility.

It is also important that the applicant has a working

knowledge skill in English language. As it is the language

used by major cruise lines, as well as their passengers.

This is especially important for guest relations positions.

Work on social skills, it is important to be trustworthy

friendly and personable. Building relationships is an

important aspect of the job.

Mostly certain on-shore experience for a related job

and working with a public is always requiring. The most

common background experience is in the Hospitality

Industry. Restaurants and hotel are perfect for learning

customer service and guest experience. They are expected to

demonstrate commendable human resources skills where they

can be effective communicator, team player and leader

through professionalism with the blend of practice and

hands on experience.
 3

Most people fail to land work on cruise ships not

because of their lack of experience but because of their

lack of know-how. Make sure that the job and position is

best suited to your abilities and skills and most

importantly of all, is learning the knack of selling

yourself. Knowing how to do it correctly and easily land

ypu the job you desire.

The researchers have chosen this study because the

skills requirements have a huge relevance on our course.

This study helps to understand and value the much needed

skill in the industry.

Conceptual Framework

The conceptual framework which guided the research of

this study is shown in Figure 1.

The conceptual model illustrated in figure 1, presents

the input, process, and output.

The Input (I) consist of reading books, journals, and

internet, skills requirements of accredited manpower

recruitment agencies for International Cruise Line and the

problems encountered
 4

The Process (P) of the data gathering survey

questionnaire, statistical treatment of data and analysis

and interpretation of data in textual and tabular form.

The Output (O) of the study is highly required skills of

accredited manpower agency for International Cruise Line.

 5

INPUT PROCESS OUTPUT

INPUT PROCESS OUTPUT

o Survey on the Gathering of data
skills through
requirements of
accredited o Survey
manpower questionnaire
Highly required
recruitment skills of
agency for manpower agency
International o statistical for International
Cruise line. treatment of Cruise Line
data
o Problems
encountered by
the respondents o Analysis and
interpretatio
ZZ n of data in
textual and
tabular form.

Feedback

Figure 1. Conceptual Paradigm of the study

 6

Statement of the Problem

This study aimed to assess the skills requirements of

manpower agency for International Cruise Line. It seeks to

answer the following problems:

1. What are the skills requirements of the accredited

manpower recruitment agency for International Cruise Line?

2. How do the respondent asses the skills requirements of

manpower recruitment agency for International Cruise Line

in terms of:

2.1 Food and Beverage

2.2 Housekeeping?

3. Is there a significant difference on the skills

requirements of the accredited manpower recruitment

agency for International Cruise Line as to the

aforementioned variables?

4. What are the problems Encountered by the respondents on

the skills requirements of accredited manpower

recruitment agency for selected International cruise

lines?
 7

Hypothesis

The researchers hypothesized that there is no

significant difference on the assessment of the respondents

as to skills requirements of accredited manpower

recruitment agency of the selected International Cruise

line as to the aforementioned variables.

Scope and Limitation

The study is limited to the following scope:

This study focused on the Skills Requirements of

Accredited Manpower Recruitment Agency for International

Cruise Line and the problems encountered.

The respondent of the study was composed of Employees

and Applicants from C Sharp (25), United Philippine Lines

INC. (28) and Asia World Crew Management INC. (22).

The researchers considered working on this study to

find out if the cruise line students are qualified for the

skills requirements on the job employment on board. The

duration of the study was from June 2016 to March 2017.

 8

Significance of the Study

The following will benefit from the study:

Researchers To accomplished the requirements in

hospitality research and to be prepared on OJT.

CO OJT Students. This research will help CO students

to identify their shortcomings so they would be able to

improve such weaknesses then turn them to be their

strengths.

CO Students. They can use this research as a guideline

or basis when they are going to conduct their own research.

CHM Faculty. It will be used as an alternative

reference for instruction especially on related topics and

also in formulating policies.

Other Researcher. This will supply the or give them

necessary information relevant to their study.

 9

Definition of Terms

The following terms were conceptually and

operationally defined for better understanding of the

study.

Accredited give authority or sanction to when

recognized standards have been met.

(https://www.google.com.ph/Accredited)

Agency is a business that serves as a representative,

acting on behalf of another.

(https://en.wikipedia.org/wiki/Agency)

Casino is a facility which houses and accommodates

certain types of gambling activities. The industry that

deals in casinos is called the gaming industry.

(https://en.wikipedia.org/wiki/Casino)

Cognitive skills are the core skills your brain uses

to think, read, learn, remember, reason, and pay attention.

(https://www.google.com.ph/ cognitive skill)

Cruise Line is a company that operates cruise ships

and markets cruises to the public Cruise lines are distinct

from passenger lines which are primarily concerned with

transportation of their passengers.

(https://en.wikipedia.org/wiki/Cruise_line)

Cruise ship a cruise ship or cruise liner is a

passenger ship used for pleasure voyages, where the voyage

 10

itself and the ship's amenities are a part of the

experience, as well as the different destinations, ports of

call, along the way.

(https://en.wikipedia.org/wiki/Cruise_ship)

Customer service is the act of taking care of the

customers needs by providing and delivering professional,

helpful, high quality service and assistance before,

during, and after the customers requirements are met.

(https://www.google.com.ph/ customer service)

Hospitality Industry is a broad category of fields

within service industry that includes lodging, event

planning, theme parks, transportation, cruise line, and

additional fields within the tourism industry.

(https://www.google.com.ph/ hospitality industry)

Hotel is an establishment that provides paid lodging on

a short-term basis. (https://en.wikipedia.org/wiki/Hotel)

Human resources are the people who make up the

workforce of an organization, business sector, or economy.

"Human capital" is sometimes used synonymously with "human

resources", although human capital typically refers to a

more narrow view.

(https://en.wikipedia.org/wiki/Human Resources)

Interpersonal skills are the skills used by a person

to interact with others properly. In the business domain,

 11

the term generally refers to an employee's ability to get

along with others while getting the job done.

(https://en.wikipedia.org/wiki/Human Resources)

Job is an activity, often regular and performed in

exchange for payment. (https://en.wikipedia.org/wiki/Job)

Manpower is the number of people working or available

for work or service.

(https://www.google.com.ph/ manpower)

Qualification is a quality or accomplishment that

makes someone suitable for a particular job or activity.

(https://www.google.com.ph/ Qualification)

Requirement is a thing that is needed or wanted.

(https://www.google.com.ph/Requirement)

Restaurant is a business which prepares and serves

food and drinks to customers in exchange for money.

(https://en.wikipedia.org/wiki/Restaurant

Skill is the ability to do something well; expertise.

(https://www.google.com.ph/Skill)

Technical skills are abilities and knowledge needed to

perform specific tasks. They are practical, and often

relate to mechanical, IT, mathematical, or scientific

tasks. Some examples include knowledge of programming

languages, mechanical equipment, or tools.

(https://www.google.com.ph/Technical Skills)
 12

CHAPTER 2

Review of Related Literature and Studies

Local Literature

This was also underscored in the book of Rey

Bould and Wilkins (2006) which stated that there is a need

to ensure not only educational expectations but also

industry expectations regarding skill sets needed in the

workplace. Though there were several researches that

emphasized the need to meet the employer expectations in

terms of skills, there is still a growing mismatch of

workers skills and the need of the industry that makes the

issue more difficult to deal with. In research by Whitelaw,

et al. (2009), they stated that to reflect the need of the

industry, it is important to define the skills and

competencies.

In the article of Aguba (2015) he refers to providing

opportunities to acquire relevant skills through

experience. Hands on activities can be a tool to measure

competencies and outcomes skills development. Since

experience is one of the approaches to hospitality, balance

of theory and practice through experimental learning can be

fully utilized. Practicum internship is an excellence

approach to create the balance.

 13

According to the World Bank (2010) the Skill

Requirements of New Hires beyond formal education and

qualifications, what matters are the actual functional

skills that workers possess to be employable and

productive? The firm skills survey also looked at more

direct measures of skills, such as employers assessments

workers generic and job specific skills. The 2008

Philippines Skills Survey asked employers to separately

rank the five most important generic skill and job specific

skills for two broad groups of employees, managers and

directors; and production, administration, and sales as

well as the three most important generic skills and job

specific skills for which gaps (compared with job

requirements) were most noticeable.

John Walker (2008) emphasize that once workers know

what to do and how to do they can concentrate on improving

their skills. Improved skills and knowledge, coupled with

goals to be met, encourage people to work more

independently. If a reward system is related to achievement

as it should be people will respond with better and

better work, Better and better work means better

productivity, better customer service, more sales, and

higher profits.
 14

Morale benefits greatly. People feel secure when they

know what to do and how to do it, and when their work is

judged on the basis of job content and job performance. If

they have participated in developing the objectives, they

have a sense of pride and a commitment to seeing that the

objectives work. Participation also contributes to their

sense of belonging and their loyalty company.

Foreign Literature

In the book of Gregoire (2013) he defined skills as an

ability that can develop and that is manifested in

performance. Such skill requires specialized knowledge,

analytical ability, and expertise in the use of tools and

procedures. Indicated human skill cannot be a sometime

thing. Such skillfulness must be a natural, continuous

activity that involves being sensitive to the needs and

motivations of others in the organization.

According to Cousins et al. (2014) the hospitality

industry provides many opportunities to learn because of

its complexity and diversity. There are many different

sectors, trends and themes, and there are new developments

in training all the time.

Qualifications show that a person has studied a

subject successfully and a certified is usually awarded as

 15

proof of the qualification. Successfully achieving a

qualification usually involves some sort of assessment,

either in the form of examinations, coursework or

observation by an assessor, or a combination of these

things. The assessor decides whether the student had

learned what they were supposed to and whether they have

performed the skills to the required standard. Courses

without assessment are not viewed very highly by potential

employers

Qualifications inform employers of what you should be

able to do. They indicate to the employer whether have the

skills required to do the job. Qualifications differ all

over the world and it is often difficult to make

comparisons between qualifications in different countries.

In the book of Wood (2013) the argument is that whilst

a small core of skilled and committed staff may be

managed using softer HRM practices, most staff are poorly

paid and poorly skilled peripheral workers.

Hughes (2002) if they are uninterested and untrained,

it is customer satisfaction and ultimately the companys

bottom-line that will suffer. Some authors argue therefore

that organizational performance would be better if there

was more emphasis on soft HRM practices of engaging and

training staff so they become more committed to the

 16

organization and empowered to find ways of delivering

better service.

Lashley (2001) where jobs can be simplified and

scripted so they require little training or skill.

Vineet Taing (2014) it is significant to mention that

work experience requires a triangular partnership, and

industry occupies one side of that triangle.

HCTC (2014) believe that, based on their research,

there is a strong correlation between employers

satisfaction with employees and the extent of employees

qualifications. Keep concludes by commenting that

international competitive advantage is likely to turn upon

the skill, knowledge and commitment of an enterprises

employees, and points out that the economic consequences of

a failure to invest in the human resources are deemed to

be dire.

Local Studies

The study shows that placing graduates of branded

universities to industry was easy regardless of the

knowledge and skill they acquired. The discrimination

happening in the industry affects different universities.

According to Magbuhos et al. (2014) research the Big

Four Universities; Universities of the Philippines, Ateneo

 17

de Manila University, De La Salle University, University of

Santo Tomas, which had established trademark and well known

to different sectors of the industry are the most

prioritized among other universities. Even if the graduates

of an unknown university are more qualified than those from

the Big Four, the employers will definitely not hire them.

Magbuhos et al. (2014) Asia Pacific of Education Art and

Sciences vol. 1 No. 4

Job and skill mismatch. Due to inadequate employment

opportunities in the formal economy, limited labor market

information and inadequate academic preparation, the

mismatch between jobs and skills compounds the problem of

high unemployment levels among the youth educated.

TESDA (2011),. Based on a survey of the Bureau of

Labor and Employment Statistics (BLES), covering a period

of January 2007 to January 2008 despite unemployment

affecting more than two million Filipinos, employers had

difficulty filling up their vacancies because of shortage

of applicants with the right competencies and qualification

for the job. TESDA (2011), Investing in the 21st Century

Skilled Filipino Workforce.

Assessment of the job requirement (skills and

competencies) is imperative in the final selection of

employees or training candidates. Every effort is made to

 18

objectively formulate exactly what the requirements in

terms of skills and competencies are. Employees should be

allowed to broaden their vision and understanding of the

business and also help them accept more responsibility.

When employees achieve these qualities the organization can

grow, increase its profits and be more effective in the

industry.

Foreign Studies

According to Raybould and Wilkins (2006), for

students to be successful, hospitality management programs

must the needs of both students and industry, developing

skill sets needed in the industry while achieving the

academic rigor demanded by institution. Students may be

encouraged to obtain industry based skills beyond an

internship by holding a part time job while completing

their studies; students and graduates who do not gain extra

experience may be inadequately prepared for the work and

demands of the hospitality industry (Alosso & ONeil, 2011;

Tesone, 2002). However, students engaged in employment face

challenges such as demanding time commitments, stress, and

other issues affecting academic performance (Curtis, 2007;

Holmes, 2 2008; Robotham, 2009). Chen and Gurosy (2007)

contended new graduates must possess diverse skill sets and

 19

behavioral traits to competitively take advantage of career

opportunities. The more prepared graduates are, the better

their chances will be of entering the job market and

appreciating long lasting success.

According to Gursoy and Swanger (2004) studies

hospitality is deeply rooted in action management, the

industry does require maintaining certain requisite skill

in the curriculum. Although academics tend to promote the

insertion of general management skills in the curriculum,

the industry does not show particular interest in the

development of high order cognitive skills (Baum 1990).

However, more recently Baum (2006) has noted some changes

in this perspective. As such, changes or at least

evolutions occur. All studies do not use similar subject

area names, which make comparisons more difficult but a

comparison of studies made over the time demonstrates some

discrepancies. Such results prove that skills determined as

important change and are not clear obvious any more.

Expectations also vary according to the area of the

hospitality industry respondents work in but there are some

universal skills like ethics leadership, preparation for

industry employment, internships/industry experience, and

hospitality management organization becoming apparent

(Gursoy and Swanger 2004, p. 142).

 20

Inui, wheeler and Lankford (2006), they reflect the

four state models of Tribe (2002), propose developing a

curriculum that would have as its main objective

employability skills and would include philosophical and

sociological foundation to support decision-making

strategies. The argument is that students need to

understand their industry, society and themselves to work

successfully and independently in complex and changing

environments. Critical and a learning styles approach teach

students how to learn and use experience and knowledge in

the learning process (Lashley 1999; Lashley 2002;). The

point is not to erase all forms of traditional practical

learning but instead to review them in terms of type and

role (Go 1990; Breiter 1992; Zapalska, Rudd and Flanegin,

2002).

Synthesis

The review related literature and studies were

relevant to the present study because this provide ideas,

and background of information that were useful in the

conceptualization of the study through the review of the

relevance of the study.

According to (Rey Bould and Wilkins 2006), Aguba

(2015), World Bank (2010), John Walker (2008), Gregoire

 21

(2013) and HTTC (2014) that there is a need to meet the

employer expectations in terms of skills, there is still a

growing mismatch of workers skills and the need of the

industry that makes the issue more difficult to deal with.

But what matters are the actual functional skills that

workers possess to be employable and productive. So for

them to ensure they usually involves some sort of

assessment either in the form of examinations, coursework

or observation by an assessor, whether if they have

performed the skills to the required standard.

According to Cawthorn (2014), Tesda (2011), (Beggs et

al 2008), (Ray Bould and Wilkins 2006), (Wheeler and

Lankford 2006) that Industry require maintaining certain

requisite skill and competencies are imperative in the

final selection of employees or training candidates. There

are also a need to understand the industry, society and

themselves to work successfully and independently in

complex and changing environment in their work place.

 22

CHAPTER 3

Methodology

Research Design

The researchers used the descriptive, research method

which highlights its purpose and methods and other facts

regarding the study. The descriptive (research) is

considered appropriate using the process that will seek to

gather describe, analyze and interpret data. The researchers

will use survey method with the use of questionnaire.

Through this method the researchers gathered information

through the respondents about the study (Rangarjan, 2013)

Population and Sampling

The respondents were the applicants and employees of

the selected International Cruise line. There were seventy

five (75) total respondents all in all.

Purposive sampling technique was used to determine the

sample size of the population.

Purposive sampling is a sampling technique in which

researcher relies on his own judgment when choosing members

of population to participate in the study. Purposive

sampling is a non-probability sampling method and it occurs

when elements selected for the sample are chosen by the

judgment of the research.(Black 2010

 23

Respondents of the Study

The study composed of Applicants, and Employees of the

Selected International Cruise Line. There were seventy five

(75) in total respondents.

Table 1 shows the respondents of the study

Table 1
Population of the Study

Respondents f %
C.F Sharp 25 33
United Philippines 28 37
Lines Inc.
Asia World Crew 22 30
Management Inc.
Total 75 100

As shown in the table there is 25 or 33 percent

respondents from C.F Sharp, 28 or 37 percent from United
Philippines Lines Inc. and 22 or 30 percent from Asia World
Crew Management Inc. a grand total of 75 or 100 percent.

Table 2 Shows the Profile of the Respondents as to sex

Table 2
Respondents as to Sex

Asia World
Sex C.F Sharp U.P.L Inc. Crew Mngt. TOTAL
Inc.
f % f % f % f %
Male 20 80 15 54 13 59 48 64

Female 5 20 13 46 9 41 27 36

Total 25 100 28 100 22 100 75 100

 24

As shown in the table, from C.F Sharp has 20 or 80

percent female respondent.
United Philippine Lines Inc. has 15 or 54 percent male
while there were 13 or 46 percent female.
Asia World Crew Management Inc., there were 13 or 59
percents male and about 9 or 41 percent female
In general, there were 48 or 64 percent male against 27
or 36 percent female respondents for a total of 75 or 100
percent.

Table 3 presents the Profile of Respondents as to Age

Table 3
Respondents as to Age

Asia World
Age C.F Sharp U.P.L Inc. Crew Mngt. TOTAL
Inc
f % F % F % f %
20 25 10 40 1 4 0 0 11 15

26 30 6 24 2 7 0 0 8 11
31 35 0 0 3 11 6 27 9 12
36 40 7 28 5 18 10 46 22 29
41 and above 2 8 17 60 6 27 25 33

Total 25 100 28 100 22 100 75 100

As Presented in the table, C.F Sharp got 10 or 40

percent belong to the age of above 41 years old, there were
6 or 24 percent belonging to ages 36-40 years old; others
were 7 or 28 percent belong to 26-30 years old; there was 2-
8 percents were 20-25 years old.
In the respondents for United Philippine Line has 1 or
4 percents belong to above 40 years old; 2 or 7 percents are
 25

36-40 years old; 3 or 11 percent are 31-35 years old; there

were also 5 or 18 percents belong to 26-30 years old; there
was 17 or 60 percents were 20-25 years old.
Asia World Crew Management Inc. has 6 or 27 percents
who belong to 31-35 years old; there were also 10 or 46
percent belong to 20-25 years old; there was 6 or 27 percent
were 20-25 years old.
As a whole, majority of the respondents belong to the
young generation with 25 or 33 percent belong to 20-25 years
old; followed by 22 or 29 percent with ages belong to 26-30
years old, there were 11 or 15 percent belong to above 41
years old; about 9 or 12 percent were 31-35 years old and
only 8 or 11 percent belong to 36-40 years old.

Table 4 manifests the educational attainment of the

respondents
Table 4

Respondents as to Educational Attainment

Educational Asia World

Attainment C.F Sharp U.P.L Inc. Crew Mngt. TOTAL
Inc
f % F % f % f %
Bachelors 16 64 22 79 12 55 50 66
Degree

Undergraduate 9 36 6 21 8 36 23 31
from College

High School 0 0 2 9 2 3
Graduate

Total 25 100 28 100 22 100 75 100

 26

As Manifested in the table, the C.F Sharp with 16 or 64

percent respondents with bachelors degree; undergraduate

from college there were 9 or 36 percent.

United Philippine Lines Inc. get 22 or 79 percent

bachelors degree holders; 6 or 21 percent were

undergraduate from college.

Asia World Crew Management Inc. get 12 or 55 percent

bachelors degree holders; 8 or 36 percent from college; 2

or 9 percent were high school graduates.

In sum, 50 or 66 percent get bachelor degree holders;

23 or 21 percent were undergraduate from college and 2 or 3

percent were high school graduates for total of 75 or 100

percent.

Table 5 Denotes the Profile of Respondents as to Civil

Status

Table 5
Respondents as to Civil Status

Asia World
Age C.F Sharp U.P.L Inc. Crew Mngt. TOTAL
Inc
f % F % F %
Single 11 44 22 79 14 47 63

Married 14 56 6 21 8 28 37

Total 25 100 28 100 22 75 100

 27

As denotes in the table, from C.F Sharp, there were 11

or 44 percent who are single, 14 or 56 percent who are

married. Likewise the United Philippine Lines Inc., about 22

79 percent who are single, 6 or 21 percent who are married.

Asia World Crew Management Inc. has 14 or 47 percent single,

8 or 28 percent who are married.

In general, 47 or 63 percent are single, 28 or 37

percent are married for a total of 75 or 100 percent.

Research Instrument

The instrument used to gather the needed data was:

The Survey Questionnaire was the main instrument used in

this study, consisted of (4) parts:

Part I. Profile of the Respondents in terms of Age,

Sex, Educational Attainment and Civil Status

Part II. Skills Requirements of the accredited manpower

recruitment agency for selected International Cruise Lines.

Part III. Assessment on the skills requirements

Part IV. Problems Encountered by the respondents on

the skills requirements of accredited manpower recruitment
agency for selected International cruise lines.
 28

Data Gathering Procedures

The following procedures were undertaken in gathering

of data relative to the conduct of the study.

1. Sought permission and approval from the dean to

conduct the study.

2. Presented the survey instrument to the thesis

adviser for comments and suggestions.

3. Incorporated all comments, suggestions and

recommendations after validating the instrument.

4. Reproduced the survey questionnaire.

5. Requested approval from the manager, employee, and

supervisor of to conduct the study.

6. Administered the instrument to the respondents.

7. Collated, sorted, tabulated the data for

statistical treatment by the statistician.

8. Presented, analyzed and interpreted the data in

textual and tabular forms.

Statistical Treatment of Data

The data gather were compiled, collated and

summarized separately by group. The responses for each item

will be categorized base on the specific problem raised. The

following tools will be used in the treatment of the data.

 29

Frequency is the actual responses to a specific

item\question in the questionnaire where the respondent will

make choices.

Formula:
X=fx/n

Where:

x = weighted mean

fx = Sum of all scope of variable x

n = number of respondents

Percentage will be used as descriptive statistics or

something that describes a part of a whole. This will be

utilized to compute the demographic profile of the

respondents.

Formula:
%=f/N x 100

Where:
% = percentage

F = frequency

N = total no. of respondents

Weighted mean will be used to measure the

respondents assessments. Each value in the group will be

multiplied by the appropriate weight factor does it and the

products are sum and divide by the total number of

respondents.
 30

Formula:

WM = (f5x5) (f4x4) (f3x3) (f2x2) (f1x1

N
Where:

WM = weighted mean

(f5x5) = the frequency count

N = Number of respondents by group

The responses on the assessment of will be scaled

using the Five-Point Likert scale as follows:

Range Scale Verbal Interpretation Symbol

4.20-5.00 5 5 Highly Required (HR)

3.40-4.19 4 4 Required (R)

2.60-3.19 3 3 Fairly Required (FR)

1.80-2.59 2 2 Least Required (LR)

1.00-1.79 1 1 Not required (NR)

Z-TEST this is used to determine the significant

difference in the assessment of the two groups of number of

applicants and employee of selected International Cruise

Line.
 31

The formula will be

1 2
21 + 22

Where:

1 = Average of the first group

2 = Average of the other group

21 = Standard deviation squared or variance

of first group

22 = Standard deviation squared or variance

of the other group

n1 = number of ease for each group

 32

BIBLIOGRAPHY

A. BOOKS

Mary B. Gregoire (2013) Food Service Organization A

Managerial and System Approach, Pearson Education
Inc., United States of America, Page 277-278

Roy C. Wood (2013) Key Concepts in Hospitality, Sage

Publications Ltd, London, Page 87

Cousins, Lillicrap, Weekes (2014) Food and Beverage Service,

British Library, Book point Ltd., Page 28

Vineet Taing (2014) Global Hospitality Industry and Service

Quality Management, Random Publications, India, Page
106-107

3G Learning FZ LLC (2015) Resort Management, Sage

Publications Ltd, London, Page 10 156

Walker (2008) Introduction to Hospitality, Pearson Education

South Asia PTE. LTD, Page

B. JOURNAL

Aguba (2014) Competency Requirements for entry level

positions of selected deluxe hotels in Metro
Manila:Guide for effective education program, training
and skills enhancement, Philippines Page 185

Asia Pacific Journal of Education, Arts and Sciences (2014)

Skills Competition as Perceived by the Tourism and
Hospitality Management Students, Lyceum of the
Philippines University, Page 12
 33

C. THESES

Balbaboco, Joe Darlyn D., Castro, Melissa M., Cayanan,

Ela Mae T., Molo, Marilyn M. (2013) Service offered
by Mont Albo Massage Clinic in Malate, Manila an
assessment, EARIST Manila.

Basillo, Levi N., Cambaya, Kevin M., Torremcuha, Joevee S.,

Young, Charmaine C. (2013) Services offered by Sonyas
Garden in Alfonso, Cavite, EARIST Manila.

Enclona Jr. Renato E., Generao, Jerimy E., Valera Wrickson

S. (2013) Effectiveness of guest services provided by
selected Boutique Hotels in Makati City, EARIST
Manila.

Sianon, Anabelle R., Celis, Hennah Mae A., Catoltol, James

Patrick B. (2015) Services Quality of selected Family
Restaurants in Pasay City, EARIST Manila

Pernis, Mica M., Macarubbo, Romnick P., Collado, Jane Wiltes

S. (2014) Effectiveness of concierge in service in
selected Hotel Casino Resorts in Metro Manila, EARIST
Manila.

C. ONLINE SOURCES

Whitelaw, Paul A. Baron, Paul Buultjens, Jeremy (2006)

Training Needs of the Hospitality Industry.

http://www.sustainabletourismonline.com/awms/Upload/Re
source/80093%20%20Training%20Needs%20WEB.pdf
August, 29 2016

Wood, Daniel (2005) Hospitality Management Skills: An

Educational and Workplace Comparative Analysis

http://www2.uwstout.edu/content/lib/thesis/2003/2003wo
odd.pdf

August 29, 2016

 34

Schoffstall, Donald G. (2013) the benefits and

challenges management students experience by working in
conjunction with completing their studies hospitality

http://lib.dr.iastate.edu/cgi/viewcontent.cgi?article=4036&
context=etd&sei-
redir=1&referer=https%3A%2F%2Fround-lake.dustinice.workers.dev%3A443%2Fhttp%2Fwww.google.com.ph%2Fsearch%3Fq
%3Dthe%2Bbenefits%2Band%2Bchallenges%2Bhospitality%2Bmanage
ment%2Bstudents%26oq%3Dthe%2Bbenefits%2Band%2Bchallenges%2B
hospitality%2Bmanagement%2Bstudents%26gs_l%3Dmobile-
heirloom

serp.12...19910.56478.0.57243.96.73.11.5.9.5.4351.45867.11j
13j7j3j5j6j7j2j1j8.63.0....0...1c.1.34.mobile-heirloom-
serp..63.33.6609.RPVa7zqEDW4#search=%22benefits%20challenge
s%20hospitality%20management%20students%22

August 29, 2016

Gropello, Emamuela (2010) Skills for the Labor Market in z

the Philippines

http://elibrary.worldbank.org/doi/abs/10.1596/978-0-8213-
8489-3

August 29, 2016

Technical Education and Skills Development Authority (2011)

Investing in the 21st Century Skilled Filipino Workforce

http://www.tesda.gov.ph/uploads/File/LMIR2011/nov/NTESDPFin
al%20asofSept29_1_pg1-40.pdf

August 29, 2016

Asian Academic Research Associates (2013) Asian Academic

Research Journal of Social Sciences & Humanities.

http://globalimpactfactor.com/asian-academic-research-
journal-of-social-science-and-humanities/
 35

August 29, 2016

Aguba, Roy G. (2014) Competency Requirements for entry

level positions of selected deluxe hotels in Metro
Manila: A guide for effective education program,
training and skills enhancement

http://www.dlsl.edu.ph/pdf/research_journal/10.page%20184-
237.pdf

August 29, 2016

 36

Profile of the Respondents

NAME OF RESEARCHER:
Address : #58-K Sct. Rallos St. Brgy
Laging Handa Q.C
Contact Number : 09274748291
E-mail Address : [email protected]

PERSONAL INFORMATION:

Birth Date : June 5, 1998

Birth Place : Pangasinan
Gender : Male
Fathers name : Jessie Rombaoa
Mothers name : Josephine Mejia - Rombaoa
Religion : Roman Catholic
Height : 56
Weight : 132 lbs

EDUCATION:

College
School : EULOGIO AMANG RODRIGUEZ INSTITUTE OF
SCIENCE AND TECHNOLOGY
Degree : BSHM major in Cruise Line Operations
(Year) : 2014

High School
School : Quezon City High School
Degree : High School Graduate
(Year) : 2013

Elementary
School : Carino Adventist School
Degree : Elementary Graduate
(Year) : 2009
 37

Profile of the Respondents

NAME OF RESEARCHER:
Address : 1448 int. 5 San Lorenzo St. Old Sta.
Mesa Manila
Contact Number : 09169081889
E-mail Address : [email protected]

PERSONAL INFORMATION:

Birth Date : November 19, 1998

Birth Place : Manila
Gender : Male
Fathers name : Arnold E. Moselina
Mothers name : Jay Ann Catherine V. Jorolan
Religion : Roman Catholic
Height : 58
Weight : 140 lbs

EDUCATION:

College
School : EULOGIO AMANG RODRIGUEZ INSTITUTE OF
SCIENCE AND TECHNOLOGY
Degree : BSHM major in Cruise Line Operations
(Year) : 2014

High School
School : Jose Abad Santos High School
Degree : High School Graduate
(Year) : 2013

Elementary
School : Gen. Maximino Elementary School
Degree : Elementary Graduate
(Year) : 2009
 38

Profile of the Respondents

NAME OF RESEARCHER:
Address : Blk. 22 Lot 14 Purok 3 Central
Bicutan, Taguig City
Contact Number : 09355760721
E-mail Address : [email protected]

PERSONAL INFORMATION:

Birth Date : July 6, 1998

Birth Place : Pasig City
Gender : Female
Fathers name : Rey Osano
Mothers name : Alicia Osano
Religion : Roman Catholic
Height : 54
Weight : 53 kg

EDUCATION:

College
School : EULOGIO AMANG RODRIGUEZ INSTITUTE OF
SCIENCE AND TECHNOLOGY
Degree : BSHM major in Cruise Line Operations
(Year) : 2014

High School
School : Maria Asuncion Rodriguez Tinga High School
Degree : High School Graduate
(Year) : 2013

Elementary
School : Silangan Elementary School
Degree : Elementary Graduate
(Year) : 2009