Practice Career Professionalis PDF

COMPETENCY BASED LEARNING
MATERIAL
Sector: TOURISM
Qualification: FOOD & BEVERAGE SERVICES (NC II)
Unit of Competency: PRACTICE CAREER PROFESSIONALISM
Module Title: PRACTICING CAREER PROFESSIONALISM
Technical Education and Skills Development Authority

Cagayan de Oro (Bugo) School of Arts & Trades (COBSAT)
Bugo, Cagayan de Oro City
Code No. Module Title Date Developed Date Revised Page #
500311107 Practicing Career Professionalism June 12, 2010 June 12, 2010 1
Unit of Competency: Practice Career Professionalism
Module Title: Practicing Career Professionalism
Prepared by:
ROGELINE A. MABAO
Cagayan de Oro (Bugo) School of Arts and Trades (COBSAT)
Bugo, Cagayan de Oro City

How to use this Competency Based Learning Material
Welcome to the learning guide for the module Practicing Career
Professionalism. This learning material contains training materials and activities for
you to complete.
The unit of competency Practicing Career Professionalism" contains the

knowledge, skills and attitudes required for Tourism Industry. It is one of the required
subjects in Basic Competency for National Certificate Level II (NC II).
You are required to go through a series of learning activities in order to complete

each learning outcomes of the module. In each learning outcome there are Information
Sheets and Resource Sheets (Reference Materials for further reading to help you
better understand the required activities). Follow these activities on your own and
answer the self-check at the end of each learning outcome. If you have some questions,
dont hesitate to ask your facilitator for assistance.
Instruction Sheets:
Information Sheet This will provide you with information on
concepts, principles, and other relevant information needed in performing
certain activities.
Self-Check Sheet This is designed to evaluate you on your

comprehension on what to do in organizing an effective team that will
contribute to the attainment of the learning outcome.
Recognition of Prior Learning (RPL)
You may already have some or most of the knowledge and skills covered in this
learning material because you have been working for some time and already completed
training in this area.
If you can demonstrate to your trainer that you are competent in a particular
outcome, you don't have to do the same training again.
Talk to your trainer about having them formally recognized. If you have a
qualification or Certificate of Competence from previous training, show it to your trainer.
If the skills you acquired are still current and relevant to the unit/s of competency they
may become part of the evidence you can present for RPL. If you are not sure about the
currency of your skills, discuss this with your trainer.

This learning material was prepared to help achieve the required competency in
Practice Career Professionalism. This will be the source of information for you to
acquire the knowledge and skills in this particular trade independently and at your own
pace with minimum supervision or help from your trainer.
In doing the activities to complete the requirements of this module, please be

guided by the following:
Talk to your trainer and agree on how you both will organize the
training under this module. Read this module carefully which cover all the
knowledge and skills needed to practice career professionalism.
Work through all information and complete the activities in each
learning outcome. Answer the Self-Check at the end of every learning
outcome.
Ask help from your trainer. He could be your supervisor or manager to
show you the correct way to do things.
The trainer will tell you about the important things that you need to
consider as you do the activities so listen attentively and take notes.
Talk to more experienced professionals for guidance and additional
knowledge.
As you work through the activities, ask for written feedback on your
progress. Your trainer keeps feedback or assessment report.
After completing this module, ask your trainer to assess your
competency. Result of your assessment will be recorded in your progress
chart. All the learning activities are designed for you to complete at your own
pace.
TABLE OF CONTENTS
I. How to Use this Competency-Based Learning Material
II. Introduction
III. LO1 Information Sheet
IV. LO1 Self-Check
V. LO2 Information Sheet
VI. LO2 Self-Check
VII. LO3 Information Sheet
VIII. LO3 Self-Check

QUALIFICATION : NC II
UNIT OF COMPETENCY : Practice Career Professionalism
MODULE TITLE : Practicing Career Professionalism
INTRODUCTION:
This unit covers the knowledge, skills and attitudes required to practice career
professionalism.
LEARNING OUTCOMES:
At the end of this module, you MUST be able to:
1. Integrate personal objectives with organizational goals;
2. Set and meet work priorities;
3. Maintain professional growth and development.
PERFORMANCE CRITERIA:
LO1. Integrate personal objectives with organizational goals:
1.1 Personal growth and work plans are pursued towards improving the
qualifications set for the profession.
1.2 Intra- and interpersonal relationships are maintained in the course of
managing oneself based on performance evaluation.
1.3 Commitment to the organization and its goal is demonstrated in the
performance of duties.
LO2. Set and meet work priorities:
2.1 Competing demands are prioritized to achieve personal, team and

organizational goals and objectives.
2.2 Resources are utilized efficiently and effectively to manage work
priorities and commitments.
2.3 Practices along economic use and maintenance of equipment and
facilities are followed as per established procedures.
LO3. Maintain professional growth and development:
3.1 Trainings and career opportunities are identified and availed of based on
job requirements
3.2 Recognitions are sought/received and demonstrated as proof of career
advancement
3.3 Licenses and/or certifications relevant to job and career are obtained
and renewed
ASSESMENT METHOD:
Competency in this unit shall be assessed through:
1. Observation
2. Oral questioning
3. Written test
RESOURCES:
National Service Training Program (NSTP)

By: Sergio J. Lee
Pages 17-43
Ethics and the Filipino People

By: Ramon B. Agapay
INFORMATION SHEET
PRACTICE CAREER PROFESSIONALISM
Learning Outcome I
Integrate Personal Objectives with Organizational Goals
SELF AWARENESS AND SELF MANAGEMENT
Lets begin to know yourself, since the essential formula for achievement is self-
analysis. Theres a need for you to know:
The difference between your biological or inherited traits and your

environment or acquired traits;
Self-Awareness : an awareness of ones own personality or individuality.
a. Self - oneself / himself / herself / myself

- belonging to oneself-own
- a person in prime condition
- entire person as an individual
b. Awareness having or showing realization, perception or knowledge.
A. You as You
1. Be your own best friend and believe in yourself, so that you can
become the person you want to be.
2. You are you and what you think. You are unique in your own way.
3. Only you can control your destiny and make a difference in your life.
4. You are endowed with moral sense, such as:
You are able to distinguish between good and evil, right and
wrong, moral and immoral.
You feel within yourself an obligation to do what is good and to
avoid what is evil.
You feel accountable for your actions, expecting reward or
punishment for them.
B. You as a Filipino
1. Being aware of and remaining constantly on guard against Filipino

tendency towards negativism, you can eventually propel yourself into positivism.
2. Use your lakas at tibay ng loob (courage and strength) to move away
from the fatalistic gulong ng palad (wheel of fortune) and bahala na (come
what may) attitude.
3. Begin by getting involved with your life. Makialam Ka sa Buhay Mo!
Cooperate, makisama ka by first initiating a change in your self.
4. Begin without expecting instant miracles, youve got only one real
friend and one worst enemy and that is yourself.
5. Believe in your abilities and work unyieldingly to reach your objective.
6. Practice the Core Values:
Truth, Love, and Faith theres a need for intellectual

conversion, moral conversion in love, and have faith in the Almighty God who
holds us in the palm of his hand.
Integrity this is the essence of self-respect; one should love
himself and keep his dignity.
Hard work naturally hard working but theres a need to be
educated in the wise use of money.
Social Justice theres a need to share our talents and
material possessions with those who are unfortunate and poor.
C. You and Your Faith
Filipino worship is directed towards God as a Father-figure who takes care of all
(Bahala na ang Diyos). Signifying that Divine Providence is responsible for our
destinies. Thus, whenever problems confront us, they tend to turn against God and
blame Him for all the misfortune.
Worship of God as a duty involves the following:
1. The Duty to Know God
Man has a natural tendency to worship God. This implies that he has a
natural capacity to know God. We say natural because man, by his own
intellectual powers, discovers the presence of God as Creator and Supreme
Lawgiver. It is said that we accept Gods existence as a matter of faith.
2. The Duty to Love God
Loving God in a religious sense, means being attached to Him. Thus, love
of God is a personal response to His presence. It is not a mere emotional
reaction, a sort of physical infatuation or pious sentiment. It is the submission of
our mind and heart to what God is and to what He is saying to us.
3. The Duty to Serve God
If to love God is to obey Gods will, then our moral acts sum up our
services to God. We cannot offer God anything else, but our life made clean
and worthy of Gods infinite goodness. It is in this sense, that religion is
concerned with the sanctification of souls, with self-perfection.
THE SELF MANAGEMENT SEQUENCE
Life is not a matter of luck or fortune. If we leave our lives up to chance, chances
are we fail. Success in self-management is always the result of something that leads up
to it. Most of what seems to happen to you, happens because of something you
created, directed, influenced, or allowed to happen.
The Self-Management Sequence: The Five Steps that control our success or
failure:
1. Behavior
The step that directly controls our success or failure is our behavior what
we do or do not do. Behavior means our actions. How we act, what we do, each
moment of each day will determine whether or not we will be successful that
moment or that day in everything that we do.
2. Feelings
Every action we take is first filtered through our feelings. How we feel
about something will always determine or affect what we do and how we will do
it. If we feel good or positive about something we will behave more positively
about it. Our feelings will directly influence our actions, your feelings are created,
controlled, determined, or influenced by your attitudes.
3. Attitudes
Your attitudes are the perspective from which you view your life. Some
people seem to have a good attitude about most things. Some seem to have a
bad attitude about everything. But when you look closer, you will find that most of
us have a combination of attitude, some good, some not so good. Our attitudes
play a very important part in helping us become successful. Good attitudes are
created, controlled, or influenced entirely by our beliefs.
4. Beliefs
What we believe about anything will determine our attitudes about it,
create our feelings, direct our actions, and help us to do well or poorly, succeed
or fail. The belief that we have about anything is so powerful that it can even
make something appear to be something different than what it really is. Belief
doesnt require that something be the way we see it to be. It only requires us to
believe that it is. Belief doesnt require something to be true. It only requires us to
believe that its true.
5. Programming
We believe that we are programmed to believe. Our conditioning from the

day we were born has created, reinforced, and nearly permanently cemented
most of what we believe about ourselves and what we believe about most of
what goes on around us. Whether the programming was right or wrong, true or
false, the result of it is what we believe. It is our programming that sets up our
beliefs, and the chain reaction begins. What we believe determines our attitudes,
affects our behavior, and determines our success or failure:
Programming creates beliefs

Beliefs create attitudes
Attitudes create feelings
Feelings determine actions
Actions create results
CAREER PATHS AND CAREER PLANS
Personal growth and work plans are pursued towards improving the qualifications
set for the profession. The guided career paths and career plans have to be sorted out
by the individual, the direct supervisor, and the vision of the company. These are
important because it takes the profession of the individual in his own hands to
determine how he or she wishes to progress in their discipline or line of work. As being
defined:
Career Paths a guided stepladder for any employee in an organization for the
purpose of career progression within the organization.
- allow the employee to view their growth within the company and
creates a vision and sense of belonging.
Management Career Path (MCP) a path that eventually leads to the
management pathway because the more of an authority you
become in that field, you eventually will end up in management.
Corporate Career Paths a guided career path of progressive companies, built
into their HR Model to determine succession planning and
performance evaluation for the betterment of their companies.
SELECTING THE RIGHT CAREER PATH
Selecting the right career path can be difficult, so you need to be proactive
about your decision. Do you affect change in your life, or are you at the whim of
change?
Partly, your approach to choosing the right career path is systematic. You need
to consider different parts of the process, and conduct thorough research along the way.
That way you will be in the best position to make the best decision.
SELF CHECK
LEARNING OUTCOME 1
Activity 1: Self-Assessment
A. WHO AM I?
Direction: Check your self-estimate on the following Personality Dimensions. Choose
only one per group of descriptions.
Personality Put Check
Who am I, Self-estimate of Your Characteristics Feature
Dimensions Marks
A Brilliant, creative, a thinker, highly-informed
B Bright, studious, school minded, well-informed
INTELLECTUAL
C Average, conscientious, adequately informed
D Below average, indifferent, easy-going, hardly informed
A High achiever, outgoing, very active leader
B Above average achiever, independent, moderately active leader
LEADERSHIP
C Average achiever, conventional, active follower
D Below average achiever, conforming, indifferent follower
Strongly law-abiding, strongly disturbed with misdeeds committed, strictly
A conventional
Somewhat law-abiding, somewhat disturbed with misdeeds committed,
CONSCIENCE B somewhat conventional
May disobey rules or law as long as no one else sees, not disturbed
C misdeeds, indifferent to conventional
D Delights in misdeeds that flaunt-rules and law, does not care about
A Performing outstandingly in school; recipient of awards and honors
B Performing well in school; better than most students
ACHIEVEMENT
C Performing satisfactorily; as good as half the class
D Performing barely satisfactorily; among the poorest in the class
A Very physically active, athlete-minded, energetic
B Somewhat physically active, takes to athletics regularly
PHYSICAL
C Physically inactive, shuns athletics, too weak to do physical exercise
D Hardly physically active, joins athletics only when required, lacking in
Highly artistic, connoseur of art; avid consumer of artistic commodity like
A records and tapes, art exhibits, plays, concerts, etc.
Somewhat appreciative of art; has some artistic talent, regular consuler of
AESTHETIC
B artistic commodity
C Likes certain forms of art; attends artistic performances if there is time
D Don't care about art; don't understand art
Personality Put Check
Who am I, Self-estimate of Your Characteristics Feature
Dimensions Marks
A Very lively, cheerful, very enthusiastic, fun to be with
EMOTIONAL B Somewhat lively, pleasant, somewhat enthusiastic, relaxing to be with
WARMTH C Hardly lively, occasionally pleasant, with little enthusiasm, quiescent
D Grouchy, irretable, unenthusiastic, excitable, tense
A Very accommodating, empathetic, adaptable, affiliates with others
PERSONAL B Somewhat accommodating, considerate, cooperative
RELATIONS C Hardly accommodating, somewhat self-directed
D Stand-offish, hostile, insensitive to others, wishing harm done to others
A Very enduring, responsible, enterprising, persevering, planful
Somewhat enduring, prefers to execute ready-made plans accepts but
B does not seek responsibility
WORK
Hardly enduring, short lived effort; seldom makes plans; if possible no
C responsibility
D Unenduring, does not work up to completion of task; irresponsible, adverse
A Eloquent, forceful, assertive, persuasive, effective in communication
COMMUNI- B Somewhat eloquent, somewhat assertive, somewhat effective
CATING C Hardly skillful and effective in communication
D Faltering, awkward, ineffective in communicative
Very religious, gives much time to church work, contemplative, very
A benevolent
Somewhat religious, gives some time to church work, somewhat
B benevolent
RELIGIOUS
Hardly religious, seldom engages in church work, hardly performs
C benevolent acts
Irreligious, does not perform church work, performs no benevolent acts or
D work
Very ambitious, very highly aspiring, very optimistic, and hopeful of the
A future
OUTLOOK IN Somewhat ambitious, somewhat highly aspiring, quite hopeful of the future
LIFE B
C Hardly ambitious, uncertain about life goals and vague as to the future
D Lacking in ambition, makes no projection about the future lives by the day
Very loving and worthy of love; in dispensable peer attainment of goals,
A most highly regarded by family, recognized as leader in civic/social work
Somewhat loving and lovable; seen by peers as cooperative, appreciative
B by community for civic/social work
SELFWORTH
Hardly loving and lovable; seen by peers as passive follower; unnoticeable
C in civic/social work
How to Score the Self-Assessment:
Score A x 10 = 130 points

Score B x 8 = 104 points
Score C x 6 = 78 points
Score D x 4 = 52 points
Summation of all points = ______ points

Refer to the table below for your rating score:
PERSONALITY
SCORES (PTS.) GRADES
DIMENSIONS
110-130 Excellent 90%
89-109 Above Average 85%
68-88 Average 80%
47-67 Below Average 75%
28-48 Poor 60%
Activity 2: Written Test
I. Identification. Write your answers on the space provided.
_______________ 1. The person in authority to help build up your career.
_______________ 2. The path were you perform your duties in the organization.
_______________ 3. MCP stands for.
_______________ 4. The guided career path in companies are built in _______ model.
_______________ 5. A guide or stepladder for any individual to determine how he or

she wishes to progress in line of discipline and in work.
II. Essay. Please answer all questions briefly.
When you were a child, what did you want to be when you grow up? Is it entirely
different from what you are doing right now? Why? Or why not? (minimum of 5
sentences)
INFORMATION SHEET
Learning Outcome II
Set and Meet Work Priorities
HUMAN PERSON AND VALUES DEVELOPMENT
A. Important Realities of the Human Person
1. The Self-Image a persons understanding of himself.

- is responsible in influencing peoples way of living.
- its formation is derived from two sources: others and the
experiences of the self.
- Three (3) kinds of self-image:
a. Negative Self-Image delves on limitations and

differences rather than assets.
b. Overrated Self-Image stresses on the positive traits.
c. Realistic Self-Image based on the real self.
2. The Others refers to persons or groups considered important and given the
right to influence ones self.
3. The Being - the mainspring, or a motivating force in the human person.
- the wellspring, a foundation-head of ones identity, ones essential
course of action, ones essential bonds.
4. The I has three (3) different aspects: the intellect, the freedom, and
the will.
5. The Sensibility and the Body the important realities of the human
person.
B. Values Development
Value is derived from Latin word, valere, to be worth, be strong-

something intrinsically valuable or desirable. A thing has value when it is
perceived as good and desirable. Develop is to acquire gradually, by successive
changes to move from the original position to one providing more opportunity for
effective use. Thus, Values Development is the act, process, or result of
developing the values for Human Dignity. Moreover, values are the bases of
judging what attitudes and behavior are correct and desirable and what are not.
Behavior the manner of conducting oneself.

- response of an individual, group or species to its environment.
- a manner in which a person behaves.
Attitude a position assumed for a specific purpose.

- an organismic state of readiness to respond in a characteristics way to
a stimulus (as an object, concept or situation)
Habit interaction of knowledge (what to do), skill (how to do), and desire (want
to do.
DECISION MAKING
Deciding something means making a choice or coming to conclusion and neither

of those things is easy. It is a choice between two or more options/alternatives. It is the
act or process of deciding, a determination of either to win or to lose. Decisions involve
a commitment to action; and the hardest step in achieving anything is making a true
commitment. The decisions are important because they have the power to trigger the
process of forming aspiration and goals into reality.
A. Key Steps in Decision Making by Systematic Approach
1. Setting Objectives define the purpose of the decision and consider what
outcomes or objectives it will achieve.
2. Collecting Information have sufficient information for the choices you need to
make.
3. Identifying Alternative Solution look at all possible options: some are obvious,
others have to be logically deduced, others require a
more creative approach.
4. Evaluating Options involves determining the extent to which the decision
options meet the decision objectives.
5. Selecting the Best Option after the evaluation, the best option is selected
using anyone of a number of techniques or approaches.
B. Factors which Help in Decision Making
1. Clear goal.
2. Clear understanding of who has responsibility for the decision.
3. Good means of stimulating and sharing ideas (e.g. a code, film, or diagram)
4. Effective leadership and structures to deal with the size of the group.
5. Effective way of testing different suggestions offered.
6. Commitment of the leader to genuine group involvement in making the decision.
7. Agreement beforehand on what procedures will be the most appropriate (e.g.
consensus, majority vote, secret ballot, etc.)
C. The Professionals Suggests
1. Know yourself.
a. Conduct good old self examination
In this, you could identify your:
Talents the things that you are naturally good at.
Skills these are how you do something.
Character Traits e.g. whether you like physical work, how you handle
stress and other emotions, what sort of environment
you would like to work in.
b. Ask your friends and family what they think as well.
2. Look at what sorts of roles, industries, or areas that interest you.

3. Look at careers that you could be suited to.
4. Remember when considering your options, your choice will determine your
income, status in society, the location you work, satisfaction of your needs, and
even your circle of friends.
D. Finalizing your Career Choice
1. Get a taste for what you might be in for.

2. Meeting someone in the shoes you one day hope to fill also provides you with
opportunity to ask specific questions about the role you wont be able to find
anywhere else.
3. If the role is within our current organizations, you may be able to spend some
work experience with them.
E. Deciding on the Right Path
1. After examining your talents, skills, interests; youve looks at the careers that suit
those; youve conducted research to find out more about relevant careers, theres
a need for you to choose your career path.
2. Identify what you need to do in order to have the qualifications and knowledge to
begin your career.
3. Draw up a plan outlining what you would like to achieve, the time-frame you have
and what you need to do to achieve your goals.
SELF CHECK
LEARNING OUTCOME 2
Activity 1: Personal Growth and Reflection
A. Self-Image/Self-Inventory
1. How do I see myself?
POSITIVE NEGATIVE LIMITATIONS
2. What do people say of me?
DO I EXPERIENCE MYSELF
WHO? SAYS WHAT?
TO BE LIKE THAT?
3. What can I say about myself in the following?
CATEGORIES EXPLANATION
My Heart
My Sensibility/Emotion
My Intelligence
My Will
Action
Interpersonal
Relationship
Relationship with God
4. Influence of certain person or groups in my life.
INFLUENCE
PERSONS/GROUP
POSITIVE NEGATIVE
1. Parents
2. Spouse/Children
3. Friends/Neighbors
4. Church
5. Co-worker
5. Severe trials encountered in my life.
HOW DID IT AFFECT YOU? WHAT DID

TRIALS
YOU DO TO OVERCOME IT?
Activity 2: Interview
Choose your preferred group mates (2-3 persons per group).

2. Prepare some questions that you want to ask regarding the success of
a persons career.
Meet someone whos in a role you would like to move into someday.
Schedule an interview with that person.
Share your experience with the other groups.
INFORMATION SHEET
Learning Outcome III
Maintain Professional Growth and Development
DEVELOPING GOOD HABITS FOR EFFECTIVENESS
Our character is a composite of our habits. Habits are powerful factors in our
lives. They are consistent, often unconscious patterns and constantly daily express our
character and produce our effectiveness or ineffectiveness.
Habit is defined as the interaction of knowledge, skill, and desire. All these
three are necessary to make something a habit in our lives. These are defined as
follows:
Knowledge the theoretical paradigm, the what to do? and why?
Skill the how to do?
Desire the motivation, the want to do
Effectiveness is defined as the basis of a persons character, creating an

empowering center of correct maps from which an individual can effectively solve
problems, maximize opportunities, continually learn and integrate principles in an
upward growth.
PROFESSIONAL CONDUCT
Professional conduct is really a way of life. It starts before you enter the
employer's door. It starts before you begin to look for a job. It starts with you your
attitude. Understanding professionalism can alter your career path. It can make the
difference between you getting a raise or getting nothing at all. It can lead to promotions
when your peers are still languishing in their old positions. The way you act and behave
influences the way you are approached, how you are treated and the way you are given
opportunities to excel. Professional conduct is essential.
As an employee, your conduct will be looked at from many different

perspectives. The people who work in positions at levels above your own will be
watching you for clues as to your promote-ability. The individuals you work with will see
how you treat others and how well you do your job. The people who are in positions at a
level below yours will be checking to see if you are consistent, courteous and honest.
There are many ways to express what an employee should or should not do.
Be nice. Show respect. Mostly, it boils down to the Golden Rule: Treat others the way
you would like to be treated.
If you want to succeed, below are some suggestions:
Follow the rules, do everything that is expected of you (and more) and help
others achieve their goals, especially those people in positions above yours and you will
find that those actions are recognized and remembered.
Are they always formally recognized with plaques and rewards? No, for the
most part, they are not. When it is time to promote someone, though, who do you think
the supervisors are going to think of? Are they going to consider the employee who is
late to work, leaves tasks undone and loses his/her temper all the time? Or, are they
going to look to you the professional who consistently does more than what is
expected, causes little or no trouble and pays attention to details? If you want to make
an impact on your supervisor(s), get things done, cooperate with others and learn how
to solve problems. Those are some of the most sought-after traits in EVERY industry.
Professional conduct can mean many things, but to most people, it is a sign
of dignity, class, integrity and maturity. A professional handles him or herself with pride
and finesse. Employers are looking for people who can handle the day-to-day activities
of their organization without losing their temper, bickering with others or lying and
cheating to climb the corporate ladder.
Consider these aspects of a professional employee:
One aspect of being an outstanding employee is to continue to learn once you

have secured the job you want. Remaining as you are is not acceptable. You
have within you so much that can be explored, challenged and achieved. NEVER
SETTLE FOR MEDIOCRITY.
Another aspect is to inject enthusiasm wherever you go. When you are filled
with energy and excitement, it flows to everyone around you. People will want to
be around you. It becomes contagious and each person you spend time with will
wish they had what you have.
No matter where you go or what you do, being successful is almost entirely
up to you. So many people have overcome horrible childhoods, poverty, abusive
relationships and inadequate educations to change their personal histories so that they
reflect honor, success and wealth. Professional conduct is essential to your future. What
you do and what you say defines who you are. Choose wisely. Your future is at stake.
CORPORATE PERFORMANCE MANAGEMENT
This is the process of assessing progress toward achieving predetermined

goals. It involves building on that process, adding the relevant communication and
action on the progress achieved against these predetermined goals helping
organizations achieve their strategic goals.
The main purpose of this is to link individual objectives and organizational

objectives and bring about that individuals obey important worth for the enterprise.
Additionally, this tries to develop skills of people to achieve their capability to satisfy
their ambitiousness and also increase profit of a firm.
PERFORMANCE REVIEW
a. Definition
The Annual Performance Review enables you to receive feedback on your

performance relative to the goals you set on the current fiscal year. Feedback is a
critical component in the process of achieving both personal and company goals.
Performance Review also provides an opportunity to recognize personal
accomplishment and ensure success for individuals and for the company. The annual
review should be completed at the end of the fiscal year.
b. What is Reviewed?
This provides the basis for merit and incentive compensation decisions as
well as give you feedback critical to your future performance. To arrive at an
assessment for the year, consider all performance period, as well as other
indicators/input regarding your contributions like the goals set at the beginning of the
year.
c. Performance Review Process
Individual Professional Services members complete the performance review

document and submit the draft to their performance manager for review and input prior
to the review meeting. During that meeting, the performance manager finalizes the
evaluation and sends a copy to the appropriate team leader for review, and the original
to the Human Resource Department for filing in the individual Professional Services
members file. Both the Professional Services member and the performance manager
should also retain a copy.
HOW TO ACHIEVE YOUR CAREER GOALS?
1. Doing average everyday tasks
Its not the big goals that count most its the smaller goals that can be
achieved more reasonably and effectively. It is the smaller goals that lead us on the
path toward our eventual rendezvous with the larger goal. Reaching the summit of a
mountain is not accomplished by a single step. Primarily to reaching any goal is
breaking it down into simple, attainable steps.
2. Prioritization
Everyday we are at work, our organizational skills are tested by the

number of tasks we have to complete in that day. We practice prioritization everyday
by completing the most critical tasks and that of our team members. How we
prioritize our work affects the nature by which we complete our work. Learn to
prioritize to give yourself ample time to complete your tasks well.
3. Doing your job
If you cant do something the right way, then at least have the heart to give
it your best. This way you can learn to improve. Prioritization is the first step. You
need to be able to give the dedication and commitment to your everyday work
activities to truly be effective within the organization. Each task you do is a step
towards your career goals.
4. Constant improvement
The Japanese have a term for this called Kaizen. Even the slightest
improvement to something that is so random and routine; albeit seemingly
insignificant is always better for you and the organization. This way you become a
part of the company and the company becomes a part of you. Ask for criticism and
feedback on your work regularly so as to know what to improve.
5. Resource Management
It does not matter in what level you operate within the corporation.
Everyone has a responsibility to manage company resources. Most resources
entrusted to you have something to do with your jobs; read the manuals for the
proper operation and use of these tools or resources. That one most important
resource is YOU. Manage yourself well.
RECOGNITION AND INCENTIVE
An incentive program is a formal scheme used to promote or encourage

specific actions or behavior by a specific group of people during a defined period of
time. This is particularly used in business management to motivate employees, and in
sales in order to attract and retain customers. The scientific literature also refers to this
concept as Pay for Performance.
Employee incentive programs are programs used to increase overall

employee performance. These are often used to reduce turnover, boost morale and
loyalty, improve employee wellness, increase retention, and drive daily employee
performance.
TRAINING AND CERTIFICATION
Improve yourself by continued education related to your job or advancement

to a higher position within the industry. Find certifying bodies that are respectable and
considered by the industry as authorities to further your knowledge and your career.
Join organizations and apply for memberships to institutions that are recognized in your
industry and in your line of work.
SELF CHECK
LEARNING OUTCOME 3
Activity 1: Written Test
Essay. Please answer the following questions briefly.
1. How can you achieve your career goals?

2. Why is there a need for a continued education?
3. Can we consider recognition as proof of career advancement? Why?
4. Why is professional conduct important?
5. How is performance review conducted?
Activity 2: Role Playing
1. Come up with a group of 5-8 members.

2. Perform by role playing a working environment showing the proper way
of practicing career professionalism.

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COMPETENCY BASED LEARNING

Qualification: FOOD & BEVERAGE SERVICES (NC II)

Unit of Competency: PRACTICE CAREER PROFESSIONALISM

Module Title: PRACTICING CAREER PROFESSIONALISM

Technical Education and Skills Development Authority

Module Title: Practicing Career Professionalism

Code No. Module Title Date Developed Date Revised Page #

The unit of competency Practicing Career Professionalism" contains the

You are required to go through a series of learning activities in order to complete

Self-Check Sheet This is designed to evaluate you on your

Recognition of Prior Learning (RPL)

Code No. Module Title Date Developed Date Revised Page #

In doing the activities to complete the requirements of this module, please be

I. How to Use this Competency-Based Learning Material

III. LO1 Information Sheet

IV. LO1 Self-Check

V. LO2 Information Sheet

VI. LO2 Self-Check

VII. LO3 Information Sheet

VIII. LO3 Self-Check

UNIT OF COMPETENCY : Practice Career Professionalism

MODULE TITLE : Practicing Career Professionalism

At the end of this module, you MUST be able to:

1. Integrate personal objectives with organizational goals;

2. Set and meet work priorities;

3. Maintain professional growth and development.

LO1. Integrate personal objectives with organizational goals:

LO2. Set and meet work priorities:

2.1 Competing demands are prioritized to achieve personal, team and

LO3. Maintain professional growth and development:

Competency in this unit shall be assessed through:

National Service Training Program (NSTP)

Ethics and the Filipino People

Integrate Personal Objectives with Organizational Goals

SELF AWARENESS AND SELF MANAGEMENT

The difference between your biological or inherited traits and your

Self-Awareness : an awareness of ones own personality or individuality.

a. Self - oneself / himself / herself / myself

b. Awareness having or showing realization, perception or knowledge.

1. Being aware of and remaining constantly on guard against Filipino

Truth, Love, and Faith theres a need for intellectual

C. You and Your Faith

Worship of God as a duty involves the following:

1. The Duty to Know God

2. The Duty to Love God

3. The Duty to Serve God

THE SELF MANAGEMENT SEQUENCE

We believe that we are programmed to believe. Our conditioning from the

Programming creates beliefs

CAREER PATHS AND CAREER PLANS

SELECTING THE RIGHT CAREER PATH

How to Score the Self-Assessment:

Score A x 10 = 130 points

Summation of all points = ______ points

Activity 2: Written Test

I. Identification. Write your answers on the space provided.

_______________ 1. The person in authority to help build up your career.

_______________ 3. MCP stands for.

_______________ 5. A guide or stepladder for any individual to determine how he or

II. Essay. Please answer all questions briefly.

Set and Meet Work Priorities

HUMAN PERSON AND VALUES DEVELOPMENT