Employability Rate of Bachelor of Science in Hotel and Restaurant Management Graduates:

Basis for Program Enhancement

Mr. Crystial Abram P. Parrilla

Faculty, College of Hospitality and Tourism Management

Abstract
With the fast growing industry of tourism and hospitality, many educational institutions offer the
Bachelor of Science in Hotel and Restaurant Management program. This also aid the needs for the
labor force in the industry. However, many of graduates face challenges in finding a job after their
academic years and these challenges now became a problem and graduates wants to find the answer
that can result to much better chances of getting employed after graduation that could elevate their
confidence in work and in life. Using descriptive research design, the researcher determined the
profile, current employment situation including their employment rate and the factors that affect the
employment of the graduates of Bachelor of Science in Hotel and Restaurant Management from A.Y
2014-2015, 2015-2016 and 2016-2017. This study also aids as a basis for the program enhancement
through the recommendations of the respondents. Frequency and percentage are used as statistical tool
to evaluate all the data gathered from the respondents through an online survey. Based on the result of
the study, majority of the respondents are female between 21-23 years old from academic year 2015-
2016 which most of them currently works as a cook/chef. They had their first job within average span
of 2-12 months of waiting time and a maximum of 1-2 years. In addition, most of the respondents tend
to land a job as a waiter/server for their first employment with compensation or salary ranges from
PHP 10,000-15,000. However, majority of them tend to leave their first job because the salary offered
to them was not that competitive. In addition, work experience and internship training are the most
important factors that affect the employability of the respondents after graduation.
The respondents recommends that an assistance program should be provided to help the
students land a job after graduation such an additional employer related to tourism and hospitality
industry during job fair. It was also recommended to increase the number of student’s exposure and
trainings that were focused on the skill enhancement of the students.

Keywords: employability rate, hotel and restaurant management, tourism and hospitality industry

Introduction
One of the fastest growing sectors of the economy of our time is the hospitality industry. The
industry alone is a multi-billion dollar enterprise (Carino, Beltran, 2013). Moreover, hospitality
industry had different scopes. This includes the following segments: lodging, food and beverage,
entertainment and recreational, travel and tourism (Carino, et al., 2008). The Bachelor of Science in
Hotel and Restaurant Management is one of the in-demand courses nowadays because of
the increased number of industries in tourism, accommodation, restaurant, etc (De Castro, 2017).
Tourism has been one of the world's most consistent growing industries for many years. Increase in
leisure time, cheaper travel, and rising curiosity about lands, peoples, and ways of life promise a bright
future for the tourism industry in the twenty-first century (Cruz, 2013). The Philippines has placed
tourism as a priority industry because of its potential to boost the Philippine economy and it serves as a
powerful economic growth engine (Solis, 2013 as cited in Salatan, 2016).
According to the World Travel and Tourism Council, the total contribution of travel and tourism
in the Philippine gross domestic product (GDP) was PHP 1,288.9bn (or 11.3% of GDP) in 2013. It was
forecast to rise by 3.8% in 2014 and to rise by PHP 2,299.1bn (or 11.8% of GDP) in 2024.
Furthermore, the total contribution of travel and tourism in the Philippine employment was 11.3% or
4,295,000 jobs. It was expected to rise by 1.3% (or 4,349,500 jobs) in 2014 and to rise by 2.4% (or
5,491,000 jobs) in 2024 (WTTC, 2014). The share of tourism direct gross value added (TDGVA) to
total gross domestic product (GDP), the contribution of tourism to the economy was estimated at 8.6
percent in 2016 (Philippine Statistics Authority, 2017). From the data gathered as of May 2011 of
Department of Tourism, there are about 467 registered establishments in the Hotel and Restaurant
Industry. Out of this number, there are 153 hotels 104 restaurants, 89 resorts, 38 pension houses, 16
homestays, 10 apartelles and 54 tourist inns (Department of Labor and Employment, 2012). It has been
one of the world's most consistent growing industries for many years.
With past many years, the Philippines has been producing a large number of graduates in line
with the hospitality industry and it has been a struggle for the graduates of BSHRM or any related
program to compete with many supply of such graduates. Ironically, the graduates still had a
struggle or difficulty in finding a job because of few job vacancies or lack of position or item.
Most of them are working in the hotels and fast food stores. Most of them also have their jobs
relevant to their field of expertise and are regular employees. Majority of them receive a gross
monthly salary of ₱5,000 to less than ₱10,000 which may not be really and practically enough,
especially for those who have family dependents and other special responsibilities (De Castro, 2017).
Hospitality educators have begun to focus on bridging the gap between the skills of hospitality
graduates and the expectations of the industry, few studies have dealt with attributes for the overall
employability of graduates from the perspectives of senior students and managers (Wang, Tsai, 2014).
Work experience is also perceived as being more important than a qualification, as the skills learnt are
viewed as being more valuable than those learnt on a degree. Work experience is very significant for a
graduates' employability, relevance in hospitality is most desirable to employers (Archer, 2010).
According to Fronda (2015), The Department of Labor and Employment statistics show that
unemployment rate for Metro Manila alone increased from 15% in 2003 to 18% in 2004. The figures
continue to rise every year. College students who graduate every year are addition to the nation's
unemployment problem, so observers say. Schools, although aware, can only hope for good. The
situation does not stop them in their task of providing the labor force that industries need
locally and abroad. Ambitious colleges and universities, inspired by globalization, are aiming to
supply the global labor market with the manpower they require. With this, students tend to also try
to consider working outside the country and according to De Castro (2017), those who work
internationally receive more than those who work locally or in the Philippines.
With the growing number of aspiring applicants, fresh graduates today are undoubtedly facing
severe competitions and obstacles to get a new job (Caiyod et al., 2015). Employability of the fresh
graduates in the hospitality industry has been a challenge almost for all of the graduates. Students tend
to get rejected during application without knowing the factors. Fresh graduates want to find the
answers with this problem. With this, much better chances of getting employed after graduation that
could result for the graduates of the program to pride in their education, achievements, and sacrifices
and could elevate their confidence in work and in life. Moreover, this study is done to find out the
employability rate of Hotel and Restaurant Management graduates of Imus Institute of Science and
Technology and the factors that affect them upon landing their first job.

Conceptual Framework
Figure 1 shows the conceptual framework of the study in which the input includes the profile of
the respondents and their employability situation. The process involves the distribution of the survey
materials and the output includes the employability rate of the graduates of BSHRM program, the
similarity factors of the employability rates of the graduates and the recommendations for the
improvement of the hospitality program.
 Figure 1
Conceptual Framework

Input Process Output

Profile of the Survey of the Employability rate of

Respondents respondents' profile, the graduates of
 Sex their employment BSHRM
 Gender situation after
 Year of graduation and the Similarity factors of
graduation factors that affect the the employability rate
student's of the graduates.
Employment employability
Situation of the Recommendations
respondents after for the improvement
graduation. of the hospitality
program of the
institution.

Statement of the Problem

This research study sought to answer the question: What is the employability rate of Hotel and
Restaurant Management graduates?

The following sub-questions guided this research study:

1. What is the profile of the BSHRM graduates on the following criteria:

a. sex;
b. age; and
c. year of graduation?

2. What is the employment situation after the graduation of the respondents in terms of:
a. present job;
b. waiting time before landing on the first job;
c. job position;
d. how respondents found their first job;
e. length of stay in the first job;
f. reason for leaving the first job; and
g. monthly gross income?

3. What are the factors that affect the students' employability after graduation?

4. What are the employability rates of the graduates from academic years 2014-2015, 2015-
2016 and 2016-2017?

5. What are the graduates’ recommendations to improve the hospitality program of Imus
Institute of Science and Technology?
Significance of the Study
This study is done for the benefit of the following.
The College of Hospitality and Tourism Management. It is beneficial for the CHRTM
department of Imus Institute of Science and Technology for continuous improvement by strengthening
its Hospitality program.
Hospitality industries. It can be beneficial for the hospitality industries that can serve as data
for recruitment and employment.
Students. This can be beneficial for the students especially the incoming practicum 1 and 2
students in setting their expectations about the practicum programs. It will also help them to understand
more about the program itself.
Researchers. Is beneficial for the researchers in making this study as a reference material. This
study can serve as a contribution and added knowledge for future study.

Scope and Delimitation

Focused on the Bachelor of Science in Hotel and Restaurant Management graduates of Imus
Institute of Science and Technology for A.Y 2014-2015, 2015-2016 and 2016-2017.

Methodology

Research Design
Descriptive research design was used in this study since it seeks to describe the current status of
a variable or phenomenon (Center for Innovation in Research and Teaching, n.d.). Survey method was
used to get the responses of the sample population under study.

Respondents
The graduates of Bachelor of Science in Hotel and Restaurant Management of Imus Institute of
Science and Technology are the primary respondents of this study. However, there is a total of 13
respondents who participated in the study out of 16 graduates from A.Y 2014-2015, 2015-2016 and
2016-2017.

Data-gathering Instrument
A survey questionnaire was used as a primary data collection method. Since it is the most
popular method to gather quantitative data (Salatan, 2015). The researcher used Google form an online
survey application as the medium to make the survey instrument. Part 1 of the questionnaire determines
the profile and employment situation of the respondents while part II includes the factors that affect a
student's employability after graduation.

Data Gathering
The researcher sent a link of the survey instrument to the respondents through email and
Facebook messenger. The accomplished survey instrument was sent to the researcher's personal
electronic mail account. With this, the researcher easily gathered data. Online surveys are appropriate
for researchers who need quick results and on a restricted budget as it can save time and money without
sacrificing the quality of the data (Denscombe, 2010 cited in Salatan 2015).

Statistical Treatment
The data were gathered, computed, analysed and interpreted according to the needs of the study. The
following statistical tools were used in analysing and evaluating the data collected from the
respondents.
 1. Frequency Count was used to tally the number of the respondents on the item they answered on
the questionnaire.
2. Percentage was used to express the relative frequency of survey responses and other data.

Results and Discussion

1. Profile of the Respondents
Table 1 present the profile of the respondents which includes the gender, age and the year of
graduation.

Table 1. Profile of the Respondents

Gender Frequency Percentage

Male 5 38.5%
Female 8 61.5%
Total 13 100%

Age
18-20 1 7.7%
21-23 7 53.8%
24-27 4 30.8%
28-30 1 7.7%
Total 13 100%

Year of Graduation
A.Y 2014-2015 3 23.1%
A.Y 2015-2016 5 38.5%
A.Y 2016-2017 4 30.1%
Total 13 100%

The respondents who participated in this study were 13 graduates of the BSHRM program.
Males accounted for five (38.5%) and female accounted for eight (61.5%) of the total population. One
(7.7%) was within the age of 18-20, seven (53.8%) were within 21-23 years of age, four (30.8%) were
24-27 years of age, and one (7.7%) was 28-30 years of age. Three (23.1%) respondents were graduates
from A.Y 2014-2015, 7 (38.5%) respondents were from A.Y 2015-2016, 3 (30.1%) were from A.Y
2016-2017

The data show that most of the respondents were females and the majority of the respondents
were around 24-27 years old with the least number of respondents aging from 18-20 and 28-30 years
old. Moreover, a large number of the respondents comes from A.Y 2015-2016 followed by an equal
tally from A.Y 2014-2015 and 2016-2017.
2. Employment Situation of the Respondents
Tables 2 – 8 present the current employment of the respondents which includes the present job
title, waiting time before landing the their first job, industry category in relation to the first job of the
BSHRM graduates, job titles for the BSHRM graduates for their first job, monthly gross income of the
respondents, how the respondents found their first job, current employment status of the BSHRM
graduates of their first job and their reasons for leaving their first job.

Table 2. Employment Status of the Respondents

Current Employment Frequency Percentage

Status
Not Currently 3 23.1%
Employed
Currently Employed 10 76.9%
Total 13 100%

Present Job Title

Barista 1 10.0%
Bartender 2 20.0%
Cook or Chef 4 40.0%
Waiter (F&B) 2 20.0%
Office Staff 1 10.0%
Total 10 100%

Table 2 shows the current employment status of the respondents. Three (23.1%) of the
respondents are not employed, and ten (76.9%) were currently employed. This show that the
majority of the graduates of the program are currently employed within their respective field.
Moreover, high percentage of the graduates tend to land a job as a cook or chef with a tally of four
(40%) while the least job of the respondents lands on as an office staff, and a barista with an equal
tally of 2 (20%).

Table 3. Waiting Time Before Landing the First Job

Waiting Time Frequency Percentage

Less than 1 month 2 15.4%
2-6 months 4 30.8%
7-12 months 4 30.8%
1 – 2 years 1 7.7%
More than 2 years 2 15.4%
Total 13 100%
 Table 3 presents that most of the respondents were able to land their first job within the span of
2-6 months and 7-12 months with an equal tally of 4 (30.8%). Also, the data show that the least
waiting time for the graduates to land their first job is within the range of 1-2 years with only 1
(7.7%) respondents. This also show that all of the respondents were able to land a job after
graduation.

Table 4. Industry Category in Relation to the First Job of the BSHRM Graduates

Industry Frequency Percentage

Tourism and Hospitality 12 92.3%
E-Commerce 1 7.7%
Total 13 100%

Table 4 shows the industry category in relation to the first job of the BSHRM graduates. Twelve
(92.3%) responded that their first job is related to the tourism and hospitality industry and 1 (7.7%)
responded that it is related to e-commerce. Moreover, electronic commerce or e-commerce is the
sharing of business information, maintaining business relationships and conducting business
transactions by means of telecommunications networks (Reyport 2017). In relation to this, majority of
the respondents were able to align their degree in the tourism and hospitality industry while a very
small percentage are not and was given an opportunity in the e-commerce industry.

Table 5. Job Title of the BSHRM Graduates for their First Job

Job Titles Frequency Percentage

Barista 2 15.4%
Banquet Sales Assistant 1 7.7%
Server/Waiter 6 46.2%
Commis/Line Cook 3 23.1%
Call Center Agent 1 7.7%
Total 13 100%

Table 5 presents the job titles of the BSHRM graduates had during their first job employment.
Majority of the job title of the respondents for their first job was a Server/Waiter with a tally of six
(23.1%) followed only by commis/line cook with three (23.1%) respondents. In addition, the least
job title given is call center agent with only one (7.7%) respondent.
Table 6. Monthly Gross Income of the Respondents

Monthly Income Frequency Percentage

Below PHP 10,000 3 23.1%
PHP 10,000-15,000 6 46.2%
PHP 15,000-20,000 2 15.4%
above PHP 25,000 2 15.4%
Total 13 100%

Table 6 reveals the monthly gross income of the respondents during their first job employment.
Six (46.2%) of the respondents answered that their starting monthly income ranges from PHP
10,000-15,000. However, the least salary offered with an equal tally of two (15.4%), is from PHP
15,000-20,000 and above PHP 25,000. This is in contradiction with the research of De Castro, 2017
stating that the monthly income of the graduates only ranges from PHP 5,000-10,000.

Table 7. How the respondents found their first job

Variables Frequency Percentage

Walk-In Application 3 23.1%
Online Application 5 38.5%
Referrals 4 30.8%
Job Fairs 1 7.7%
Total 13 100%

The data on Table 7 present that most of the respondents tend to get their first job through
online application (5 or 38.5%) and the least effective way for them is through job fairs with only 1
(7.7%) respondent.

Table 8: Current Employment Status of the BSHRM Graduates of their first job.

Employment Status Frequency Percentage

Employed 5 38.8%
Not Employed 8 61.5%
Total 13 100%
 Reason for Leaving their Frequency Percentage
first job
End of Contract 2 25%
Not Competitive Salary 3 37.5%
Termination 1 12.5%
New Job Offer 1 12.5%
Training/Studies 1 12.5%
Total 8 100%

Table 8 reveals the current employment status of the respondents from their first job. Five
(38.8%) respondents indicated that they were currently still employed and eight (61.5%) responded
that they were no longer employed from their first job. This only shows for those respondents who
said that they already left their first job, two (25%) answered that it is because they already ended
their contract, three (37.5%) said that the salary was not that competitive, one (12.5%) responded
that it is because of termination, one (12.5%) answered that he/she had another new job offer and one
(12.5%) it is because she/he wants to pursue another degree.

3. Factors that Affect the Employability

Table 9 presents the factors that affect the employability of the respondents once they graduated.
It will also help the institution for the improvement of the BSHRM program.

Table 9. Factors that Affect Employability of the Respondents

Factors Frequency Percentage

Physical Appearance 4 30.8%
Work Experience / 10 76.9%
Internship Training
Academic Achievements 2 15.4%
School Reputation 2 15.4%
Skills and Knowledge 5 38.5%
Total 13 100%

From the total of thirteen responses most of the respondents answered with a frequency of ten
(76.9%) that work experience/internship training are the greatest factor that affects the employment of
the respondents followed by five (38.5%) respondents who answered skills and knowledge. However,
the least factors are school reputation and academic achievements with an equal frequency of two
(15.4%).
4. Employability Rate of the Graduates
Table 10 reveals the employability rate of the respondents based on the different waiting time
and classified according to the year where the respondents graduated.

Table 10. Employability Rate of the Graduates

Year Freque Emplo % Emplo % Emplo % Emplo % Emplo %
of ncy yed in yed yed yed yed
Gradu less within within within after 2
ation than a 2-6 7-12 1-2 years
1 months months years and
month above
A.Y 3 1 33.3 0 - 1 33.3 - - 1 33.3
2014 % % %
-
2015
A.Y 6 1 16.7 2 33.3 2 33.3 - - 1 16.7
2015 % % % %
-
2016
A.Y 4 - - 2 50% 1 25% 1 25% - -
2016
-
2017

Total 13 2 15.4 4 30.8 4 30.8 1 7.7 2 15.4

% % % % %

The data show one graduate of A.Y 2014-2015 was able to get land a job in less than a month,
one (33.3%) respondent was able to be employed within the span of 7-12 months and one (33.3%) of
the respondents are able to be employed after 2 years of waiting time. For A.Y. 2015-2016 one (16.7%)
respondent are able to be employed in less than a month, two (33.3%) was able to get a job within the
span of 2 – 6 months, two (33.3%) are able to get a job within 7-12 months of waiting and one (16.7%)
was only able to get a job after 2 years and beyond of waiting time. For A.Y 2016-2017, 2 (50%) of the
respondents was able to land a job within the span of 2-6 months waiting time, one (25%) was within
7-12 months, and lastly, one (25%) responded within 1-2 years of waiting time.

The data also show that the A.Y 2014-2015 was equally tallied of landing a job in less than a
month, 7-12 months and after 2 years of graduation. The A.Y 2015-2016 was equally tallied in finding
a job within the span of 2-6 months and 7-12 months followed by less than a month and 2 year and
above. Lastly the majority of the graduates of A.Y 2016 – 2017 was able to land a job within the 2-6
months time frame followed only by 7-12 months and 1-2 years of waiting time.

In addition, the overall graduates of the program tend to get hired between the span of 2-12
months of waiting time and the least expected time to get hired for the graduates is between 1-2 years.
5. Recommendations for the improvement of BSHRM Program
Table 11 presents the recommendation of the respondents for the improvement of BSHRM
program. The answers were collated and re-phrased for the purpose of tallying the frequency.

Table 11. Recommendations of the BSHRM Graduates for the improvement of BSHRM Program

Recommendation Frequency Percentage

Conduct more training 2 15.4%
Help students in landing 6 46.2%
their first job after
graduation
Focus on communication 1 7.7%
skills and the ability of
the students to
interact with different
people
Be more hands on with 2 15.4%
the students when it
comes to the skills
enhancement
of the students.
Increase the number of 2 15.4%
students exposure
Total 13 100%

There are two (15.4%) respondents who answered that the program has to conduct more
training, six (46.2%) said that the program should help students in landing their first job after
graduation, one (7.7%) answered that the program should focus on communication skills and the ability
to interact with different people, two (15.4%) said that the program should focus on being more hands-
on when it comes to the skills enhancement of the students and two (15.4%) said that the program
should increase the number of students exposure.

The data show that the majority of the respondents answered that the program should help the
graduates of the BSHRM program in landing their job after graduation. In addition, the least
recommendation is to focus on communication skills and the ability of the students to interact with
different people.

Conclusions:
Based on the findings presented, the following conclusions were derived:
1. Majority of the respondents who participated in this study are females between 21-23 years
old from the academic year 2015-2016.
2. Most of the respondents are currently employed and most of them work as a Cook/Chef.
They landed on their first job within the span of 2-12 months and design to their degree. In addition,
most of the respondents were able to work as a waiter/server as for their first employment. Also, a high
percentage of the respondents received a salary range bracket of PHP 10,000-15,000 as a starting
salary. However, the least number of the respondents tend to stay in their first job and majority leave
because the salary offered to the respondents was not that competitive for them to remain with their
employer, end of contract, termination, having a better job offer and pursuant of higher studies or
training.
3. Work experience and internship training are the greatest factors that affect employment
followed by skills and knowledge, physical appearance, academic achievements and school reputation.
4. All of the respondents were able to get a job after graduation were able to be employed within
the maximum waiting time of 2 years.
5. The respondents suggested that the BSHRM program should have an assistance program in
helping them to get a hired after graduation. It was also recommended that during school job fairs,
hospitality and tourism related job should be included. The number of student exposures to the industry
should be increased as well. Additional training focused on the skill enhancement of the students
should be conducted.

Recommendations
In light of the findings and conclusions of the study, the following are recommended:
1. Strengthen the internship training in the BSHRM program by increasing the number of
industry partners that provide a quality extensive training program.
2. Focus more on the skill-based competencies of the courses offered within the BSHRM
program, followed by personality development for the graduates to have more advantage upon finding
their first job.
3. Provide assistance for the graduates to land their job after graduation by providing industry
partners during job-fairs conducted by the institutions.

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