英澳餐旅人員職能建構比較研究

A Comparative Study on Competency Construction of Hospitality Staff among

林玥含

指導教授 ： 洪久賢

國立臺灣師範大學/運動與休閒學院/餐旅管理與教育研究所/碩士(2011年)

摘要

隨知識經歷來臨，許多先進國家紛紛發展國家資歷架構及職能標準，建構符合產業界及教育訓練界所需人力培育制度，以提升國家競爭力。英澳兩國為各國引以為典範並作為制度建置之參考。故本研究旨在比較英澳兩國餐旅從業人員職能建構，提出建議供我國發展餐旅業從業人員職能建構參考。
本研究採用文件分析法，以貝瑞岱比較教育研究取向進行比較分析，所獲結論如下：
(一)英澳施行統整性的全國資歷架構，連結餐旅業所需初階至高階人力，建構終身學習體制並強化勞動力市場。
(二)企業共同協力制定健全的職業資歷制度，以確保實用性、確切性及專業性。
(三)賦予餐旅業人員多元職涯發展徑路。
(四)職業資歷及學經歷作為納入勞動力市場重要憑證，引導社會大眾對證照資歷的重視以及作為業界聘任依據，達促進產業水準之功效。
(五)會展產業蓬勃發展，產業界人力需求正向成長。
(六)培育國際化及多元文化觀，為邁向國際化、多元化發展的餐旅業職場中尤以重視之面項。
本文根據上述研究結論，提出四項建議如后:
(一)觀光、餐旅及會展產業之職業模組之建構。
(二)餐旅產業人力朝多元化培育，以符應未來市場趨勢。
(三)建構可反應餐旅業勞力市場、產業結構及對應國家職業資歷之職業標準分類。
(四)餐旅業證照制度落實於職場。

關鍵字

國家資歷架構 ； 職能

並列摘要

As the emergence of knowledge and experience era, many developed countries began to construct their own national qualification framework and competency standard to accommodate the needs of an established career development system for the industries and training institutions. For instance, United Kingdom and Australia have been well-known for their outstanding training and qualification systems in the hospitality industry. This thesis presents a comparative study on competency construction of British and Australian hospitality personnel. The outcome of this study provides a number of propositions on the competency construction of hospitality personnel in Taiwan. The methodology used in this research is based on document analysis and adopts G.Z.F Bereday’s comparative method in education for the further comparative analysis. The analysis has concluded a number of important observations:
1.United Kingdom and Australia carry out a unified national qualification framework that provides comprehensive human resources from all skill levels for hospitality industry. Moreover, this system promotes life-long learning and consolidates the labor market.
2.The government collaborates with private corporations to develop a professional qualification system that is practical, precise, and specialized.
3.The framework offers diverse career development pathway for hospitality personnel.
4.Professional experience and education should be considered as important metrics for entering the labor market. The public should learn to value the importance of qualifications and experience for the employment, thereby leveraging overall labor quality of the industry.
5.The proliferation of meeting, incentives conventions and events industry provides positive growth for the hospitality industry.
6.Emphasize on the multi-national and multi-culture viewpoint is the key to diversify career development.

Based on the observations above, this study offers five propositions on the competency construction of hospitality personnel in Taiwan
1.Develop occupational modules for the tourism, hospitality and convention industries.
2.Diverse career development programs for hostility staff
3.Establish standard occupational classification that reflects on hospitality labor market, industry structure and national vocational qualifications.
4.Execution of hospitality qualification system in the workplace.

參考文獻

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