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A critical analysis of IHM students behaviour towards their training industrial

Introduction

Hotel Management in India: The growth and development in hotel industry is the direct result of tourism growth in India. Today, the hospitality industry offers a promising career to the youth. Being a service industry, the objective of the hotel management lies in providing the best services to its guests. The hotel management course provides in-depth laboratory work for students to acquire the requisite knowledge and skill standards in the operational areas of Food and Beverage Service, Front Office Operation, Food Production, Catering and Housekeeping. Apart from these, it also impart substantial managerial training in the areas of Sales and Marketing, Financial Management, Human Resource Management, Hotel and Catering Law, Property Management, Entrepreneurship Development and facility planning. (V.A.Ponmelil)

Hospitality education today has become a popular career option and the National Council for Hotel Management Catering Technology and Applied Nutrition (NCHMCTAN) receives four times more applications than its fixed intake. India has almost 150 institutes in the approved category, including both public and private sector. There are 09 food craft institutes, which offer short term courses. These hospitality institutes generate 14,000 graduates, of which 4,000 are diploma and certificate holders. A survey by the Tourism Ministry indicates that there is a demand for 2.03 lakh skilled hospitality professionals every year of which 66 % is at skill level and 34 % at managerial level.

The Ministry of Tourism has developed a master plan to increase intake in existing institutes. More craft and skill-level programmes have been introduced, while hospitality education has been broad based to include hospitality vocational courses at ITIs, polytechnics, at 10+2 level of CBSE and introduction of specific tailor-made skill testing and certification programmes. 

In addition to this, the Certified Hospitality Trainer Programme aims to provide employment to meritorious students at IHMs from within its system and honouring them with the best of wages the industry has to offer. By the end of the 11th five-year plan, the target is to have 49 Institutes of Hotel Management and 31 Food Craft Institutes, plus a tourism management centre in the south. But there’s a need to standardize the quality of hospitality education. And, students must be cautious of some of the hospitality institutions in the private sector before seeking admissions in them. (N.S. Bhuie)  

 Objectives

  • To study about the behavior of students towards studies before and after industrial training.
  • To analyze about the percentage of “students leaving turnover”
  • To know about the cause of leaving.
  • To give the valuable suggestions. 

Research Methodology: In this research article the data collection took place at the Institute of Hotel Management, Dehradun and sample of 100 students were taken through a  distributed questionnaire about their training in hotels and analyzed. Different tools of methodology like Likert scale is used for questionnaire and there are certain open ended questions which provide a reality check of students towards Industrial Training. A study of behavior of students, with respect to Industrial Training and the feelings after training, which would allow the use of following research design

 Sampling

Questionnaire Filling

Secondary data

The questionnaire was highly structured, designed to be easily understood and completed in approximately five minutes, there are certain questions which are open-ended which illustrates the feelings of the students after and before training in Hotels of India. 

Curriculum in NCHMCT

 The course is divided into 6 semesters in NCHMCT where students are subjected to get the industrial exposure in either 3rd or 4th semester  for  6 Months in Hotels. This Industrial Training becomes the deciding factor for the students about joining the industry or not. This research article enables us to find out the positive and negative aspect which makes students to take hotel management as their career after training.

Training Procedure in IHM

Training is actually the Industry exposure imparted to the students during the curriculum of three year or four years degrees awarded by NCHMCT  so that the students get the live exposure of the industry and keep themselves up to date on job requirements after completion of degree. There are two types of training, i.e.

On Job Training and Industrial Training.

On Job Training is the first assignment given to the students after completion of their course. It prepares them for the job. During on the job training, trainees are paid lump sum amount for certain period. After the student gets fully trained, they are put on rolls by the company and treated as full time employees.

Industrial Training is the part of curriculum in which the students are subjected to the industrial exposure for duration of 6 months in which they work as an ancillary staff along with the regular employees of the hotel. Students are paid a stipend for their daily expenses.

Behavior of students before and after industrial training

During the admission procedure it has been found that 95% students are unaware about hotel management. After getting inducted into the course through entrance tests, the selected students have great expectations from the course as well as curriculum. Once the students embark on industrial training in the 2nd year, they feel very enthusiastic. They feel proud in taking training from world class hotels as has been taught to them in their classes. Keeping this point in view, students take high level of interest in getting placed for the industrial training in reputed hotels. But it is unfortunate that the industry is unable to meet the expectation of students during training, which becomes a deciding factor for them about their career.  After returning from industrial training, it is analyzed that 80 % students think of quitting this profession after completion of degree course. During this research, the questionnaire contained almost 20 questions regarding behavior of hotel employees, management, working culture, organization behavior, time schedule, inter department communication and stress management. The analysis part of this paper illustrates that 83% of students have complaints about the difference of what is being taught and what is being faced. In all 90% students indicated that the working hours are odd i.e. in descriptive answers of certain questions students have clearly defined that the entry time of the shift was known to them but exit time was never known. As far as working culture is considered 93% students stated that the food quality in the cafeteria is normal, while 95% students complained of abusive and derogatory language from the side of seniors.  In addition to this, maximum number of students exhibit stress while on work as on training; they were treated as full time employees, rather than trainees in terms of work pressure. In certain hotels there were seperate learning and development departments meant for scheduling and training of trainees, while in others hotels it was no-existent.

Data Analysis

Suggestions and Conclusion

In consideration with the data analysis and interaction with students there is a need of certain strategies and suggestions which needs to be implemented for the betterment of curriculum and upliftment of moral of students. These are:

Hotel employees should be briefed and trained in dealing with the students who have come for their industrial training as well as on the job training as it acts as corner stone of their career.

The training schedule should be designed in such a way so that all the areas are covered by the trainees.

The training mangers of the hotels should conduct spot training classes for these trainees.

As far as the institutes and universities are considered, they should also frame an industrial training questionnaire to be filled by the students during their training regarding the in-depth knowledge of hotel.

The human resource and personal department of the hotel should frame strict working hour schedule for these trainees.

There should be moral support to the students from the HR side in the form of appraisals, which in turn let them to get the best trainee award.

The stipend of the trainees should be dispersed to them after every month.

There should be no excessive work load on the trainees.

The colleges and universities should frame curriculum as per the industry needs and demand so that the student’s expectations will be clearly defined at initiation of their degree.

References:

Autor, D. (2008) The Economics of Labour Market Intermediation: An Analytic Framework, NBER Working Paper #14348.

Heckman et al. (1999), “The Economics and Econometrics of Active Labour Market Programs”; Dar and Tzannatos (1999) “Active Labour Market Programs: A Review of the Evidence from Evaluations”; Greenberg et al. (2003) “A Meta-Analysis of Government-Sponsored Training Programs.

Martin, J. P. (2000) What Works among Active Labour Market Policies: Evidence from OECD Countries’ Experiences. OECD Economic Studies, No. 30, 2000/I

Ministry of Tourism .Government of India  tourism.gov.in/TourismDivisionb/AboutDivision.aspx?Name=  Human%20Resource%20Development

NCHMCT.Ministry of Tourism www.nchmct.org/    

(N.S. Bhuie), www.careers360.com/news_3769-Hospitality-education-in-India-and-abroad

 V.A.Ponmelil ,Hotel Management Education education.newkerala.com/india-education/Hotel-Management-education.html)


Publish Date : 06-August-2013

Submitted by : Priya Singh, Teacher, Teaching Associate, Institute of Hotel Management, Dehradun

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