My Academic Blog
11 November 2022

Contemporary Career Value of Hospitality Education In India

A brief Idea

The IHMs established by the Central government don’t get any revenue grants from the Government of India. The entire revenue expenditure of the IHMs are only met through the students’ admission fees. It means if the IHM admits its full students’ intake capacity it can run the institute. The capital grants are provided by the Central Govt when required. The present total cost of pursuing a 3yyears hospitality education in a central Govt IHM is Rs (3.75lakhs Tuition fees + 1.30lakhs Hostel + 0.75lakh for IT) = Rs. 5.80lakhs. This is the amount one spends to complete the 03 years programme on BSc in Hospitality course on time. After completion of this course, the students get a Job in hotel / in food retail / non-food retails / other sectors. The average salary that one gets is around Rs. 18000/ month. It’s a generally accepted observation regarding the placements that the students get promotion after two years with a maximum increase of Rs. 2000/ month in the salary. In a way we can say that after five years of graduating, if they continue jobs in hotels, candidates on average get the maximum of Rs. 25,000/ month.

I would put it like that, after 05 years of regular service in hospitality sector, the average qualified hospitality Graduate gets a salary of Rs 25,000/ month. Means the average salary of a candidate is Rs (18,000 +25,000) / 2 = Rs. 21,500/- month for the 05 years of service. Assuming that the candidate takes admission in Hospitality after 12th class, at the age max 20 years, by the time he completes the 3 years course and 05 years of Job, he attains the age approximately 27 years. Just Imagine an average hospitality qualified person at the age, 27 years draws the average salary of Rs. 21,500/ month for 7 years in the core hospitality sector. Few of the central IHMs are having specialisation in hospitality courses. But that specialisation is not really recognised by the Industry.

 

If one pursues other professional courses, regarding their salary after 5 years of service? Would it be higher or lower? A brief view was taken and the following were observed concerning other professional education. The number of students participating the JEE (engineering) admission test is very high and the amount of fees charged by IIT/NIT/IIIT& other reputed engineering colleges are definitely higher than IHMs though these educational Institutes are fully funded by the Government. The total admission fees are around Rs. (12-15) lakhs for the entire 04 years. Hostel fees are separately charged. The Engineering colleges have different specialised branches for advanced study and the students are recruited accordingly. The engineering courses have Master’s Programme and PhD programme too.

What is the average salary of the engineering graduates after 5 years of job experience? Is there any attrition among the engineering graduates?

If we take the case of the BSc Nursing students (04 year programme), we find a small degree of attrition among the nursing students in job.

What would be the average salary of a nurse in a hospital after 5years of job experience?

If we check, the fashion designing course, the attrition is acceptable and it leads to entrepreneurships too.

If we check the undergraduate Journalism and mass communication programme, there is less attrition too.

If we check Undergraduate Physiotherapy course, we find the course fees is around Rs 4lakhs to Rs 6lakhs.What would be the average salary of a BPT graduate with 05 years Job experience?

One finds the undergraduate degree course in agriculture too does not see large degree of attrition as the students join the agriculture course by design not by default.

If we make a comparative study on the investment cost on the professional courses and the return on the investment there in, we will find it will be tough for the aspiring students in hospitality courses. The salary, the attrition and the career growth and social safety will be a big debate point. As such during the last two years the attrition rate in the Hotel and restaurant business is more than 75%. So the stake holders of the hospitality need to think and act fast in redesigning the curriculum with multidisciplinary approach and flexibility. The Hospitality industry too need to take some real tough decisions to attract the young people into industry with good paying standard, ideal working hours and job security.

The 1st five years in service is referred as this period sees the maximum attrition among the hospitality graduates. The Medical course of MBBS/Architecture was not considered as these are 05 years programme.

 

Jagatmangaraj.in

 
Hits: 69
19 October 2021

Team Building In A Hospitality Management Institute

Few Challenges

Background of the article: I have been working in the Institutes of Hotel Management for more than 34 years and still continuing to work. Whatever observed and felt, I have tried to sum it up in this article which may be referred by others to realise. The observations are solely of mine while working as the teaching member and as a principal in administrative capacity.

The Institutes of hotel Management in India were set up very early and are the oldest professional education institutes. These institutes are primarily skill education dominant. The skill of cooking, baking, serving food and housekeeping should be an integral part of the teachers/professors, as they pass on these skills to the students pursuing the course. In general, there are four core departments and those departments are headed by the professors who are expert in their concerned subject skills. Over the period, the professors/teachers feel possessive and focus only on their department. By this process, an individualistic approach develops within the educational institute which is not ideal for an organisation. The departmental professor become less interested about other departments and their progress. The hotel Management institute prepares a student primarily with all the four core area knowledge and skills to become a future hospitality manager. The primary requirement for all the departments is to work with coordination and with common objectives otherwise the Educational institute fails to produce good trained students.

 
Hits: 404

Read More

Few Challenges

Background of the article: I have been working in the Institutes of Hotel Management for more than 34 years and still continuing to work. Whatever observed and felt, I have tried to sum it up in this article which may be referred by others to realise. The observations are solely of mine while working as the teaching member and as a principal in administrative capacity.

The Institutes of hotel Management in India were set up very early and are the oldest professional education institutes. These institutes are primarily skill education dominant. The skill of cooking, baking, serving food and housekeeping should be an integral part of the teachers/professors, as they pass on these skills to the students pursuing the course. In general, there are four core departments and those departments are headed by the professors who are expert in their concerned subject skills. Over the period, the professors/teachers feel possessive and focus only on their department. By this process, an individualistic approach develops within the educational institute which is not ideal for an organisation. The departmental professor become less interested about other departments and their progress. The hotel Management institute prepares a student primarily with all the four core area knowledge and skills to become a future hospitality manager. The primary requirement for all the departments is to work with coordination and with common objectives otherwise the Educational institute fails to produce good trained students.

 

Purpose of Team building in an educational Institute: The aim of team building is to create a strong unit of employees. It should promotean atmosphere of trust, motivation and clarity among the employees.Further the clear communication among the employees must be ventilated from the top leadership for a fair team building. Team Building is a term generally used frequently in a professional education organisation. The head or the leader in the professional Institute is responsible to lead the organisation towards its academic excellence, financial sustainability and its disciplined growth. But in many IHMs this aspect is found missing. The reasons are plenty for such deviations.

 

Probable hindrance to Team building-

I have tried to analyse those points and present them.The following points may be a possible disconnect to the ideal team building in IHMs.
• Qualifications of the faculty members and their selection method to IHMs.

Right from the beginning, the selection/recruitment of the teaching members is not ideal. The qualification of the faculty members is so basic that the teacher concentrates only think skill component.Knowledge component upgradation needs lot to desired. The basic qualification of the faculty members must be post-graduation so that the thinking process of the faculty should be innovative and focused towards the institutional goals.
• Absence of up-to-date, regular& adequate Industry exposure for teaching staff

The actual interdepartmental coordination is practiced in the commercial hotels. Unless the faculty works under that circumstances then it would be difficult to practise it in the Hotel Management Institutes. Otherwise it only remains as a self-centred approach for their own department.
• Absence of accountability of the teaching staff for quality education

The accountability of the faculty is never seriously questioned even if a number of students fail in the exams. Also no one questions the faculty if the placement of the students are not good. This sense of mind set makes the faculty carefree in imparting quality education.
• The Heterogeneity of the Hotel management course content

The subjects covered during the 03 years of study in HospitalityManagement is diverse though there are 04 core subjects. The other subsidiary subjects are generally taught by the internal faculty members. Incidentally the internal faculty are less competent to handle such subjects. Sixty percent of the course hours are skill content.
• Inadequate number of the skill faculty in the Institute

Majority of the Hotel management education Institutes have comparatively less number of skilled faculty. In other words, the student teacher ratio is very high. It’s not an ideal situation for professional learning. Further the workload on each faculty member is high, which does not promote quality education.
• Scanty opportunities for faculty future growth

In spite of less number of faculty, the promotional opportunities for the teaching members are very less. Faculty struggle long to get promotion. Sometimes they remain stagnant in the same position for 10 to15 years which is frustrating.
• No scope for innovative academic approach and persisting with obsolete curriculum

Few of the faculty who even try to work with an innovative approach in academic field are not encouraged. No autonomy for academic tie up with other university.

Above are the prevailing circumstances in the Hotel Management Institutes which throw challenges in building a facultyteam. Apart from those, there are few things which are pertinent to understand in the organisational context of IHMs which too pose threat to the team building. These are as below,

• Individualistic approach of the departmental in charges. The in- charge over emphasise the performance of his own department side-lining the other departments. This approach too does not facilitate the team building.

• The professional jealousy is another damaging aspect among the senior faculty members which is a hindrance for team building.

• Formation of invisible groups of faculty within the educational Institute. This is again a negative mind-set among the faculty members.Generally, such developments take place due to in appropriate and lethargic thinking within the faculty group.

• Trust deficit among the faculty members

• Poor communication among the team members.

• Confusion in understanding their own academic and administrative roles

 
 

Probable Suggestions for team building in IHMs.

A leader’s perspective

• Communicate always to eliminate confusion.

• Define roles and responsibilities of the employees and remind them regularly

• Set up a relationship with the team

• Keep the communication channel open one to one too.

• Make the decisions together.

• Celebrate the success together.

• Be an academic leader.