What It Takes to Be a Manager

nd nd 2 international group ON vocation AND sparing search (2 ICBER 2011) operation WHAT IT TAKES TO BE A MANAGER THE CASE OF MALAYSIAN FIVESTAR RESORT HOTELS Rozila Ahmad (email&160protected edu. my) Noor Azimin Zainol (email&160protected edu. my) Universiti Utara Malaysia Sintok, 06010 Kedah sneak This article analyses the awaitment for managerial posts in five-star resort hotels in Malaysia. disrespect the growth of hotel assiduity in Malaysia, academician writings especially soft empirical bailiwick foc utilise on the compassionate capital carry h one(a)sty of the effort in the country is scarce. several(predicate) from otherwise industries, in the hotel application a Bachelors Degree b arly undertakes the strainment of vigilance bureau. ground on inter looks with 42 hotel employees including 19 managers from six hotels, this article proposes that gather in attend and draws learning is crucial for hotel managers to perform their job. Other requir ements atomic number 18 know leadge, teaching method and frame improvement. This apprizeion is supported by the employees compose. The implications atomic number 18 discussed, emphasizing the request to consider increasing hotel students contribute acquaintance in the industry and enhancing their leaders skill.Keywords human resource trouble, hotel industry, c arer, leaders, grooming, communication INTRODUCTION There is a deficit of accomplished lap upers in Malaysia receivable to its rapidly growing economy ( business organisation observe transnational Ltd. , 2010). Tourism is among the main contri exclusivelyor for the economic growth and its fusion with hotel industry has created many job opportunities to the local anesthetic population. Based on the statistics by Malayan Association of Hotels (2011a) from 2007 to 2010 the number of tourist arrival has improverd from 20. 9 million to 23. million and this was followed by the increment in the number of hotel s and motels from 1567 to 2005. This has led to the continuous growth of man and private institutions offering hotel prudence courses to subscribe the manpower postulate of these hotels. Despite the increasing number of hotel graduates, hotels are n iodineffervescent facing grower shortages ( Malayan Association of Hotels, 2011b). As in veritable countries, Malaysian hotels are having problems in captivateing and booking consummate and associationable workers (Patah, Zain, Abdullah & international vitamin Aereere Radzi, 2009 Cheng & group A Brown, 1998).On one hand, the shortage of skilled workers in Malaysian hotels is ca apply by the unattr stand forive work atmosphere of the industry. On the other hand it is caused by Malaysian workforce inferiority to attain counsel position. Similar to the civiliseed countries, Hotels in Malaysia are facing problems in attracting and retaining skilled and friendshipable workers due to low salary, dictated job traits and conve ntional style of top-down operation (Ahmad, Solnet &type A Scott, 2010 Yamashita & antiophthalmic factor Uenoyama, 2006 Davidson, Guilding & Timo, 2006).However, such problem is less prevalent in Multi home(a) Corporation (MNC) due to their strategic human resource centering radiation diagrams that managed to attract and retain skilled workers from competing hotels (Ahmad et al. , 2010). MNC are necessitate to involved more locals in middle and top management position. However, after three decades of growth international international hotel managers still dominate the Malaysian hotel industry and this could be due to the decreased aim of human capital among the Malaysian workforce (Lazzeretti & Petrillo, 2006).Numerous academic bookss in Malaysia direct a crap discussed on how the industry fanny retain their skilled employees. However, literature on how academicians stool increase their students employ efficiency for 2040 nd nd 2 INTERNATIONAL assemblage ON bypla y AND ECONOMIC RESEARCH (2 ICBER 2011) PROCEEDING management position is scarce despite the indication of Malaysian workforce inferiority to attain management position. This deficiency in the literature gives rise to the question question of this article. The research question of this article is, What are the requirements for managerial post in Malaysian five-star hotels? Although articles on required skills for managerial post or similar articles from other countries can serve as a contract, such articles based on empirical direct in Malaysia is beneficial to fork over a more specific information. Furthermore, to maximize the unlike exchange revenue and the vocation of the local population, local colleges and universities need to increase their graduates employability. Prior to that, the students must(prenominal) be equipped with the knowledge, skills and abilities required for managerial post.The excogitation of this article is to investigate and highlight what are the kno wledge, skills and abilities required by the local graduates to attain management position in Malaysia. This article makes theoretical and practicable contribution. It increases the number of academic literatures concerning human resource adds in the Malaysian hotels. It investigates the practitioners detection of what is required for management post. By including non-management employees perception, it wins comprehensive information of the requirements.This article ordain benefit the hotel industry in the long term. With the aim to reduce skilled workers shortage and hotel graduates unemployment, it coordinates industry demand with academic institutions supply. LITERATURE REVIEW clever Workers Shortages Since 1970 on that point has been a rapid growth of tourism industry in Malaysia (Goldsmith & Zahari, 1994). To cater tourists needs the supply of hotel and motel rooms has been increased to 158,480 in 2010 (Malaysian Association of Hotels, 2011). The rapid expansion of t he hotel industry has exaggerated the demand for employment of competent bulk.This resulted in skilled workers shortages (Malaysian Association of Hotels, 2011 Business Monitor International Ltd. , 2010). Based on Malaysian Association of Hotels Workforce Survey reports, in 2008 there was a shortage of 2113 workers in the hotel industry. To mitigate the problem hotels diligent opposed workers to work in all the discussion sections except finance and human resources. This has reduced workforce shortages to 1146 in year 2009. In both long clip Food and Beverage (restaurant) department take cared the highest worker shortages while the hold department employed the highest number of contrasted workers.The high percentage of foreign employees in housekeeping (10%), stewarding (9%), and food and drunkenness (restaurant) (5%) is understandable because Malaysian could build more doing other jobs such as rubber tapping. Furthermore, the Malaysian Muslims are forbidden from serving l iquor and this makes occupation in food and beverage (restaurant) department less favourable to them. However, the employment of foreign workers for top management posts (6%), executives (3%), and other posts in sports and recreation (5%) and front office and reservation (2%) is disturbing.It suggests that Malaysian workforce (including hotel management graduates) is non skilled enough for these posts. Existing literature lends around support to this suggestion. Hospitality Education in Malaysia The employment of foreign workers to mitigate skilled workforce shortages is acceptable in the past but now it is a dilemma. Such practice whitethorn lessen the benefits (such as employment opportunities for the locals and foreign exchange revenue) gained from tourism activities.In 1994 colleges did non ca-ca the expertness to produce qualified number of graduates to meet the increasing demand for skilled workers because there were scarce ten private schools and colleges and two publ ic institutions (Goldsmith & Zahari, 1994). To date, there is at least 61 private colleges and universities, five public universities, five polytechnics and six community 2041 nd nd 2 INTERNATIONAL crowd ON worry AND ECONOMIC RESEARCH (2 ICBER 2011) PROCEEDING colleges (Ministry of higher(prenominal) Education, 2011). Some of these colleges and universities take over a number of branches.Despite the rapid growth in the hotel education sector, shortage of skilled workers in the industry still persists. In Malaysia, local graduates Bachelors Degree in Hotel forethought hardly guarantees the attainment of management position. This is different from other countries. Besides recruiting management employees internally, hotels similarly recruit graduates full-strength from the university (Mullen, 2007 Yamashita & Uenoyama, 2006). Therefore, the attainment of a managerial position is either with hard work by aiming from an launching level position or by a fast bilk through h aving an academic qualification (Mullen, 2007).Hence, there are managers who have never graduated from the university. They started their line of achievement as non-managerial employees and by being among the best performers they have been promoted to a managerial position. magic spell internal promotion is common in Malaysia, direct recruitment from the local university for management posts is rare. Hotels, especially MNC prefers to recruit by advertising through the internet, newspaper and words of mouth in supplement to establishing links with government agencies and related associations (Ahmad, 2010).Fresh graduates are sensed to be incapable(p) of handling management duties. Reduced human resource capital in Malaysia is among the reasons for skilled workers shortage in the hotel industry. Human resource capital is at a lower standard than the 1980s because the level of face technique and service orientation is lower among the young workforce (Lazzeretti & Petrillo, 200 6). Different from their juniors, the senior workforce early education was in English (Lazzeretti & Petrillo, 2006 Hanapiah, 2002). Thus, their English proficiency is better. They are looked upon as those who can e constitute the agreement because of their ability to communicate and deal in English verbiage (Hanapiah, 2002). The greatness of English proficiency is more obvious in MNC hotels whose customers and managers usually communicate in English. Besides English proficiency, other requirement for hotel management post is education, skills and knowledge (technical, human resources, finance and marketing), personality (dedication, creativity, sociability, adaptability and ambitious), leading spirit and work invite (Jayawardena, 2000 Hanapiah, 2002).However, recent academic literature on these skills within the setting of Malaysian hotel industry is scarce. There are a number of hotel management literatures from developed countries which discussed most management skills with implications for educational institutions. Kay and Moncarz (2004) stressed on the importance of knowledge in financial management and human resource management competencies. They suggest educational institutions provide proper coverage of financial management course. Likewise, they advance the industry to recruit graduates from hospitality programs with strong financial management curriculum.Their effect has deviated from earlier research on management skills that suggested leadership and interpersonal skill as the most significant skills for hotel managers. However, the significance of leadership skill has continuously been supported by recent academic literatures (Boone & Peborde, 2008 Brownell, 2006). According to Boone and Peborde (2008), there are five fundamental leadership skills and these are establishing credibility, managing time, being proactive, empowering others to act and networks.Based on their article, credibility concerns on constituents trust and confide nce of their manager, being proactive is knowing and executing what needs to be takee for the organizations benefit, empowerment includes enabling egotism leadership, providing choice, developing competence and confidence and elevation accountability and net working is developing personal contacts to get valuable support, feedback, insight, information and resources. They argued that leadership is not a charisma that one may or may not possess it consists of attitudes, behaviours and skill that can be adopted, learned and mproved through practice. Therefore, they 2042 nd nd 2 INTERNATIONAL CONFERENCE ON blood line AND ECONOMIC RESEARCH (2 ICBER 2011) PROCEEDING suggest college students and early career workers to subordinate the fundamental leadership skills to build a strong leadership base. Hotel management students should be properly tooled with the knowledge, skills and abilities necessary to attain management position and then, face and handle the industrys challenges (Kay & Moncarz, 2004 Boone & Peborde, 2008 Brownell, 2006).Prior to that, it is beneficial to investigate what are the knowledge, skills and abilities required to attain management position within the context of the local hotel industry. With the aim to equip Malaysian students with the necessary knowledge, skills and abilities, the skills required for management position in Malaysian five-star hotels are assessed in detail. METHODOLOGY The methodological approach used in this theater of operations is framed within qualitative research. Respondents were contacted through e-mails and phone calls to request for an interview.A personal interview method was used for data collection which was carried out in May and June 2008. Interviews were conducted according to the respondents scroll and availability and at their preferred location. It is grave to provide a relaxed purlieu during the interview to encourage the respondents to openly and fully discuss the topics (Cooper & Schin dler, 2003). The interviews were amorphous to give respondents the opportunity to provide more information. The interview started with informing respondents the take aim of the research and their right to withdraw from the research at any time to consider they were comfortable.To ensure confidentiality, develop trust and encourage the respondents to provide full information, names were coded. M1 refers to the first managerial employee interviewed while NM2 refers to the second non-managerial employee interviewed. Interviews were recorded on tape with the respondents permission. Taping the interview allows the researcher to concentrate on the countersign and harken to the interview as often as needed. Repeatedly listen to a taped interview enables the researcher to capture the essence and meanings of words, which facilitates graphic symbol summary of data. ANALYSISThe data collected was analysed using satiate analysis. To capture the emotion, content analysis of transcripts w as conducted manually and respondents answers were quoted in the findings. A software program was not used to analyse the data because relying on computers can run the essay of trivializing the meaning of texts (Krippendorff, 2004). Content analysis is a research technique for qualification replicable and valid inferences from texts (or other meaningful matter) to the contexts of their use (Krippendorff, 2004, p. 18). Qualitative content analysis allows a researcher to discover what the text reveals.All interviews were transcribed. The transcripts were read multiple generation to understand the context of each statement and to enable the researchers to run immersed in the data The sample size for the study was 42 respondents, 19 managerial employees and 23 non-managerial employees. All respondents were from six Malaysian five-star resort hotels that employ more than 300 fulltime employees and have been in business for at least 12 long time. All respondents had more than one year s working buzz off with the hotel industry to ensure that they had the capability to provide the in-depth information required.Twenty-one respondents were employees of three MNC hotels. quatern of the hotels employed expatriates for general manager post. Foreign workers were employed for management and nonmanagement post. The respondents profile is described in Table 1. An exploration of respondents views on requirement for managerial post was sought. 2043 nd nd 2 INTERNATIONAL CONFERENCE ON BUSINESS AND ECONOMIC RESEARCH (2 ICBER 2011) PROCEEDING Table 1 Respondents profile Respondents Post Work fancy Education MNC M1 HR Director 20 old age Non Hotel Diploma v M2 Chief Security 16 long time Non Hotel Diploma v M3 HR military officer 17 old age SPM M4 HR Manager 18 historic period Hotel Diploma M5 Senior Security Officer 19 days STPM M6 Security Officer 11 eld SPM M7 garter Front Office Manager 10 days Non-Hotel Diploma M8 readying Manager 10 years Hotel Diploma M9 Lan dscape decision maker 9 years Primary School M10 HR Officer 15 years Hotel Diploma v M11 Assistant Pastry Chef 20 years A Level v M12 Assistant Chief Engineer 17 years Non Hotel Certificate v M13 Executive Housekeeper 19 years SPM v M14 Executive Housekeeper 16 years Hotel Certificate v M15 Executive Chef 15 years SPM v M16 HR Manager 20 years Non Hotel Degree v M17 Executive Housekeeper 18 yearsHotel Certificate M18 Food and Beverage Manager 21 years SPM M19 Personnel Manager 10 years Non Hotel Diploma NM1 housekeeping supervisor 17 years SRP v NM2 F Captain 12 years Non Hotel Certificate v NM3 F Captain 9 years SPM v NM4 F Cashier 8 years SPM v NM5 deflection Coordinator 14 years SPM NM6 Senior life guard 18 years SPM NM7 Account Clerk 18 years SPM NM8 Driver 15 years SPM NM9 Accounts Supervisor 12 years STPM NM10 Hostess 6 years SPM NM11 Commis/ circumvent 14 years SPM NM12 Laundry Supervisor 13 years SPM NM13 Receptionist 12 years Hotel Diploma v NM14 Public commonwealth Sup ervisor 8 years Islamic School NM15 Laundry Supervisor 5 years SPM v NM16 Driver 11 years Primary School v NM17 Room Attendant 9 years STPM v NM18 Housekeeping Coordinator 15 years SPM v NM19 Technician 13 years SPM v NM20 Public Area Supervisor 14 years Primary School NM21 Landscape Supervisor 9 years Non Hotel Certificate NM22 Housekeeping Supervisor 15 years SRP 2044 nd nd 2 INTERNATIONAL CONFERENCE ON BUSINESS AND ECONOMIC RESEARCH (2 ICBER 2011) PROCEEDING NM23 Food and Beverage Supervisor 7 years Islamic School FINDINGS To answer the research question, respondents were asked to describe the requirements for a hotel managerial post.The requirements mentioned by respondents were positivistic attitude, leadership skill, communication skill, interpersonal skill, self-motivation, determination, stimulated intelligence, knowledge, have it off, education and English proficiency. Experience was most frequently mentioned followed by leadership skills, knowledge and education. Table 2 summarised respondents views of the requirements for a managerial post in the hotel industry. Work experience was the most frequently mentioned measuring stick. Majority of the respondents perceived it to be the most key criterion to attain managerial post.Unlike other industries, those people with education but without experience are least likely to be in managerial positions. This assertion is supported by the examples below In the hotel industry, an applicant for a managerial position requires more than a degree. or so of the university send students here for three to six months industrial learn. But that isnt enough. That is not right(a) enough. You can be a manager in some hotel, but how are you going to make decision If you dont have enough experience and you make the wrong decision, youll be come in the laughing stock to your staff. You have pioneer staff in the hotel.You have supervisors who exit question you back. If you work in the government sector or any other se ctors, thats a different story. In hotel industry, you truly need the experience. (M7) The importance of having work experience in the hotel industry was mentioned by most of the respondents. According to the respondents, even those with a diploma must start from the entry-level position, and from there it depends on their performance. While M17 clearly tell that work experience is more serious than education, NM4 gave example of problems faced by new managers without working experience.Even the managers started at the entry-level like us. Then, they learned and learned. High education without work experience is not good enough (for managerial position). From what Ive seen, fresh graduates who started at management level have difficulty to organise things. (NM4) The next criterion most frequently mentioned was leadership. Some managerial respondents highlighted the importance of leadership qualities. The managerial respondents verbalise that managers who seek excellence from emp loyees should have leadership qualities. Those with leadership qualities are respected by their subordinates.They are able to make subordinates embrace the organizations culture and they manage to get things done and obtain good results. 2045 nd nd 2 INTERNATIONAL CONFERENCE ON BUSINESS AND ECONOMIC RESEARCH (2 ICBER 2011) PROCEEDING Table 2 Requirement for managerial Position Respondents Leadership M1 v Knowledge Experience Education English Proficiency v v v v v v v M5 v v M6 v M7 v M8 v M9 v M2 M3 v v M4 M10 v M11 v M12 v v v v v v v v M13 M14 v v v v v v v M15 M16 v M17 v M18 v NM1 v v v v v v v v NM2 v v v M19 v v v NM3 v v NM4 v v NM5 v v NM6 v v NM7 v v v v NM8 NM9 v v v NM11 v NM13 v NM14 v v NM15 v v NM16 v v v NM12 v v NM10 v v v NM17 NM18 v NM19 v NM20 v NM21 v v v NM22 v v v NM23 v v v 2046 v v nd nd 2 INTERNATIONAL CONFERENCE ON BUSINESS AND ECONOMIC RESEARCH (2 ICBER 2011) PROCEEDING A leaders personal characteristics mentioned by respondents were determination, positi ve attitude, selfmotivation, emotional intelligence and efficiency. In gain, they felt that managers should be smart, creative and credible. M1 stated the followings 1. A leader has positive attitude, emotional intelligence, self motivation and determination. . Managers must have leadership timbre to spread the organizations culture to all their subordinates. 3. Leaders talent scout their subordinates and makes them realised the importance of satisfying guests which leads to customer loyalty in plus to employees loyalty. Therefore, the organization will attain long term profitability. 4. We train them, we guide them, we coach them, and if theres derailment, we put them back on the drag. The influence of a great leader is evident in some of the non-managerial employees and given below is an example.I enjoy my work because I got the chance to meet the guests My former general manager used to say You must take good care of the guest because if you dont, they will go to other hotel s. When this hotel is out of business where can you work? He advised us to make the guests happy and to do what we should do. It is not difficult at all. When the guests come, I open the door for them, greet them they are like kings and we must transact them well. (NM8) The importance of knowledge was also frequently mentioned by the respondents. Knowledge is gained from experience, education and gentilityWe must be knowledgeable in all aspects the department that were handling and the departments that are related to us. We must at least have the basic knowledge of the functions of front office, maintenance, food and beverage and kitchen. some other(prenominal) thing is how to manage human. This is important. If you want to be a good manager, you must know how to manage your subordinates. (M18) According to M11, those who have worked in many places, including overseas, are knowledgeable and they bring in new ideas. M15 stated that it is also important that managers know the curr ent issues in the hotel industry.Other knowledge listed by the respondents as important included how to do paper works (NM21) and how to communicate with colleagues (NM15). Although education is not the most important requirement for a hotel managerial post, it is compulsory in order to be promoted to a higher-level management position. In some five-star hotels, employees are required to have at least a university certificate in order to be promoted to a management position in addition to other requirements. In other five-star hotels having a university diploma is a necessity.Now we require at least a diploma. In the past there were not many hotel schools. Only those who are rich can afford to study overseas to learn about hotel management and hotel industry. But now, even Malaysia has Hotel Management School. However, for me, education is secondary because in hotel industry you need experienced people. Experience comes first. (M18) Of the 19 managerial employees interviewed, five m anagers had a certificate (including STPM and A Level) heptad managers had a diploma and one manager had a degree. Seven of these managers were MNC hotel employees.Based on the respondents profile, even those without college or university certificate had the opportunity to be managers in MNC hotels. At present, only those with certificates are appointed as managers. 2047 nd nd 2 INTERNATIONAL CONFERENCE ON BUSINESS AND ECONOMIC RESEARCH (2 ICBER 2011) PROCEEDING Another requirement mentioned by respondents was English proficiency. Out of 42 respondents, only eight mention about the importance of English proficiency. According to the respondents, to be a manager they must be able to communicate in English.While the inability to communicate in English will disqualify them for managerial positions, fluency in English is an advantage for them to further develop their careers. M18 stated that English proficiency is important because majority of their guests are foreigners. Interest to w ork in the industry is another important criterion that is rarely mentioned in the literature. According to a managerial respondent, students absorb to work in the industry is important because it might affect the quality of their work.Whenever students come and work in the hotel industry, I ask them are you here because of your gravel, or you yourself want to come here. If individual says, I dont like hotel work, my father asks me to come here, I will say, Pack up your bags and go home. Seriously, if you want to work in hotel industry, you must have the bet. If not, you will waste money, time and effort to do something that you dont like. So you better dont do it. Make your decision now, do you want to be a hotelman or not? Honestly, the quality of workers now is very different compared to the last fifteen years. Now there are so many opportunities.So the quality is not there anymore. (M18) intercourse skill and interpersonal skill was also listed by the respondents as one of the necessary skills. However, it was mentioned by very few respondents and not much was express about the two skills. Majority of the respondents mentioned about the importance of having work experience. Although it is clear that work experience is more important compared to education, this finding does not suggest that work experience is more important compared to other skills such as leadership and interpersonal skill. The objective of this study was to investigate what are the equirements for managerial post and not to crop the skills importance. DISCUSSION Based on the literature review and the findings of this study, the requirement for managerial post in Malaysian five-star hotels is work experience, leadership skill, knowledge, education, English language proficiency, communication skill, interpersonal skill and interest group to be a hotelier. The significance of most of these skills for managerial success has been mentioned in existing literature. However, the signific ance of work experience and English language proficiency is more pronounced in the Malaysian context.This study found that having work experience is a necessity for graduates employment for managerial post. Knowledge and leadership skill are developed through education and work experience. While management theories and basic technical skills can be taught by academic institutions, leadership skills such as analytical and conceptual thinking, relationship building, and self control requires experience in the field (Brownell, 2006). Furthermore, work experience compound students technical skill. Technical skill efficiency is important for the first level managers due to their proximity with the non-managerial employees (Daft, 1998).Therefore, a partnership with the industry through industrial training is crucial to develop students leadership skill which is necessary to harbor high-performing organisation (Brownell, 2006). Sending students for industrial training is a normal practic e for hotel schools. However, it was perceived insufficient by the hotel managers. Therefore, it is beneficial to lengthen the industrial training period and to encourage students to do part-time at hotels. Part-time employees are employed during peak season when there is abundant of task to be completed.Therefore, besides earning some money, students can gain experience and enhanced the required skills. 2048 nd nd 2 INTERNATIONAL CONFERENCE ON BUSINESS AND ECONOMIC RESEARCH (2 ICBER 2011) PROCEEDING Different from developed countries, education is perceived as secondary to work experience in Malaysian five-star hotels. However, the importance of education keeps increasing due to the increasing number of hotel management schools and hotel management graduates. The findings of this study reveal that currently even those without higher education could attain management position in MNC five-star hotels.However, these managers have had many years of working experience and have gone thro ugh a number of supervisory and management trainings conducted by the hotels. Even the local independent and chain hotels provide continuous training to their employees (Ahmad et al. , 2010). Due to the social and demographic changes, at present more educated individual is required for management post. Thus, only those with sufficient work experience and academic qualification could attain management position while others have to start from entrylevel position.To encourage hotels to recruit management candidates straight from the university like in the developed countries, local universities need to produce graduates who have sufficient work experience and are capable to handle management duties. The importance of English proficiency for graduates employment and career development especially in the hotel industry is prevalent in Malaysia (Hanapiah, 2002). Although English proficiency was mentioned by few respondents, it does not suggest that it is not as important as other skills. F urthermore, none of the respondents stated that it is less important compared to other skills.In fact, they stated that it is significant for the labour market employability and workforce advancement. The importance of English language proficiency has been highlighted in existing academic literatures (Lazzeretti & Petrillo, 2006 Hanapiah, 2002 Brownell, 2006). Due to the importance, Malaysian five-star resort hotels have been providing English language training to their employees (Ahmad et al. , 2010). Academic institutions can produce graduates who are fluent in English by using the language as the medium of instruction.Other than that, it is beneficial to interview students during their admission act upon to assess their personal characteristics and English proficiency (Brownell, 2006). Selecting the right candidates for the industry can make producing quality graduates easier for the academic institutions. Interest in the field is another factor to qualify candidates for mana gement post. Unlike other professions such as architecture and engineering, it is difficult to find students whose ambition is to be a hotelier or hotel employees. Academic institutions play an important role to develop students interest.Such interest can be developed by inviting successful guest speakers from the industry to share their experience and provide information of their job and how much they earn. However, the interest built can be destroyed overnight if the students encounter forbid experience such as workplace bullying during their industrial training or part-time employment in the industry (Patah, Abdullah, Naba, Zahari and Radzi, 2010). Therefore, practitioners have to ensure that their employees can be a role model to the students and not someone they want to avoid.On the other hand, students should be groomed to face the challenges at the workplace. terminus ad quem AND CONTRIBUTION OF THE RESEARCH This study lists the requirements for managerial posts but it does not rank the requirements based on their importance. Although it states that work experience is more important compared to education, such statement is made based on respondents words. The qualitative nature of this study does not allow for ranking. Skills listed in the findings came from respondents mind. Respondents were not given any list of skills for them to rate and rank.Therefore it is imprecise to suggest that work experience is more important compared to leadership skill just because more respondents mentioned work experience as the requirement for managerial position. This article contributes to the hotel management literature by explaining about the requirements for the attainment of management post in Malaysian five-star hotels and provides suggestions on how to develop and enhance the skills needed in the industry. The suggestion is based on practitioners view that is supported by 2049 nd nd 2 INTERNATIONAL CONFERENCE ON BUSINESS AND ECONOMIC RESEARCH (2 ICBER 2011) PR OCEEDING he preliminary literature. This article can serve as a guide to the academicians, the university and colleges students and to those in early career positions in the hotel industry. CONCLUSION It is essential for the industry and the academic institutions to have a partnership and unity of effort to mitigate the issue of skilled employees shortages. The academicians need to realize the importance of producing skilled workforce compatible with the industry human capital needs and the industry need to provide a more favourable workplace that graduates may perceived as an avenue to build their career.Increased unemployment of hotel management graduates coupled with increased dependency on foreign workers does not benefit the country, the industry and the academic institutions. Parents will lastly stop sending their children for hotel management programme when they realized that it does not guarantee a good future for their children. To be in business, academic institutions nee d to produce quality graduates rather than merely high quantity of baffled graduates. REFERENCES Ahmad, R. , Solnet, D. , & Scott, N. (2010). Human resource practices system differentiation A hotel industry study.journal of Hospitality and Tourism Management. 17, 72-82. Business Monitor International Ltd. (2010). Chapter 5 Business environment. 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