“Graduate Employability and Career Pathways: A Tracer Study of Hospitality and Tourism Management Graduates in the Philippines (2015–2021)”

“Graduate Employability and Career Pathways: A Tracer Study of Hospitality and Tourism Management Graduates in the Philippines (2015–2021)”

Madonna P. Melchor*,Rhea B. De Guzman, Zernan R. Maling

Mindoro State University- Bongabong, Philippines

*Corresponding Author

DOI: https://dx.doi.org/10.47772/IJRISS.2025.909000472

Received: 10 September 2025; Accepted: 16 September 2025; Published: 15 October 2025

ABSTRACT

This tracer study assessed the employability and career outcomes of Bachelor of Science in Hospitality Management (BSHM) and Bachelor of Science in Tourism Management (BSTM) graduates of Mindoro State University–Bongabong Campus from 2015 to 2021. Using a descriptive design, data were collected from 89 respondents through a modified CHED Graduate Tracer Survey. Results showed that most graduates were female, single, and holders of national skills certifications, with few pursuing advanced studies. A majority obtained jobs after graduation, though many were in contractual positions with entry salaries ranging from ₱10,000–₱15,000. Graduates were employed both in tourism-related establishments and other sectors such as retail, BPOs, and academe. The COVID-19 pandemic increased unemployment but also encouraged entrepreneurial ventures. Core competencies in management, communication, and service were considered useful, while ICT and financial skills emerged as areas for improvement. Findings support curriculum enhancement, stronger industry linkages, and improved graduate support systems to advance employability and sustainable career development.

Keywords: employability, tracer study, hospitality, tourism, curriculum enhancement

INTRODUCTION

The performance of a higher education can be measured through the employment status of its graduates. Educational institutions’ main goal is to produce competent and highly efficient graduates relevant to the needs of the industry. School management and employees employ strategies to achieve this goal through curriculum enhancement, faculty and staff development programs, improvement of instructional materials and facilities, and providing relevant student support services.

Employment status in the Philippines has been considered one of the major concerns in the country. This emphasized the importance of conducting a tracer study of the graduates of a certain education institution. As mentioned by de Ocampo et al. in 2012, unemployment and underemployment are major concerns in the Philippines. The country has faced these issues for many years now. This problem has grown as higher education institutions produce more graduates in the different fields like commerce, engineering, health, and agriculture. However, jobs are not being created at the same pace as universities issue college diplomas.

In support of this, Ramirez et al. (2014) emphasized that it is no longer enough for new graduates to be knowledgeable in their fields, because most industries today need applicants who can perform the job. Companies need graduates with strong skills to remain competitive. This means universities must change their teaching methods and other strategies to train students focused on outcomes-based education. This way, students can succeed in their chosen careers.

Furthermore, some studies have shown that there have been serious issues arising from having a curriculum that is not suitable for providing employment opportunities for the graduates. As mentioned by Celis, et.al. (2013), it is to be noted that in one million college graduates annually, only five to ten percent are employed in jobs related to their course, only 30-40 percent will find any employment in any fields.

The graduate tracer study can be considered as one of the effective ways on monitoring the performance of the graduates and the efficiency and relevance of the curriculum. In the Philippines, graduate tracer studies are considered as required by the Commission on Higher Education (CHED) as part of the definition of a center of excellence and center of development of a degree programs. The other higher education accrediting body also look on the graduate profile particularly on the employment status of the students. Locally, there are few colleges and universities conducting the said graduate tracer study.

The Mindoro State University- Bongabong Campus located in Oriental Mindoro, Philippines has been producing graduates in different degree programs. One of the Colleges which comprises high number of graduates is the College of Business and Management. Two of the courses offered were Bachelor of Science in Hospitality Management and Bachelor of Science in Tourism Management. These two courses were guided by the Commission on Higher Education Memorandum Order (CHED CMO) Number 62, series of 2017.

It is the aim of this research to track the employment endeavors of the graduates of the said courses. In the light of the mandate of university to produce quality graduates, it is imperative for the BSTM and BSHM programs to examine its curriculum and other programs in order to respond to the needs of the Tourism and Hospitality industry.

This study is also significant in attaining the United Nations Sustainable Development Goals, particularly SDG 4 (Quality Education) and SDG 8 (Decent Work and Economic Growth). By tracing the profile, employment status, and competencies of Hospitality and Tourism Management graduates, the findings provided inputs for improving curriculum, strengthening industry-academe linkages, and supporting employability of the graduates. Moreover, the results highlighted the role of higher education in equipping graduates with relevant skills, fostering entrepreneurship, and contributing to sustainable economic growth in the hospitality and tourism sector.

Based on the above-mentioned premises, the researchers had prompted to conduct a tracer study that will follow-up the employment status of the graduates which can be very useful in the field of academic improvement and quality assurance.

Aim of the Study

Generally, the research had traced the employment circumstances and activities of the College of Business and Management graduates of the Mindoro State University -Bongabong Campus from 2015 up to 2021 which were very useful for the improvement of the student support services and the enhancement of the existing curriculum and academic programs and facilities.

Specific Objectives

– To determine the profile of the Mindoro State University- Bongabong Hospitality and Tourism Management graduates (2015-2021);

– To examine the first employment status and experiences of the graduates:

– To trace the current employment status of the graduates; and

– To determine the learning’s acquired by the graduates in the university which were very useful in the first and current job.

LITERATURE REVIEW

Hospitality and Tourism Graduates Profile

Graduates’ demographic and academic profile are critical in tracer studies since they inform employability results and career progression. Some of the research studies have revealed that graduates of Tourism and Hospitality Management degrees are female, single, and early in their careers. The results of the Enverga University Foundation’s tracer survey (2020) for BS Tourism Management graduates reported that the majority of respondents were female, aged 21 to 25 years, and employed locally. This relates with the gender composition of workers in the tourism and hospitality industry, in which women comprise a higher number of workers. Also, Maraña et al. (2024), reported that the BSHRM graduates of LSPU Siniloan were mostly female, unmarried, and seeking their first employment. This is proof of the high inclination of women to pursue courses related to hospitality.

The majority of graduates, particularly in Hospitality and Tourism Management, complete their studies within the normal period in the college and most delays are because of financial problems or work-study (Quario II et al., 2020). Internship and practicum experiences are common among graduates in this industry. These prepare students for the workplace and expose them to their profession (Sundo et al., 2025). Global studies emphasize the role played by these course backgrounds. They indicate that education, gender, and age tend to correlate with career development, mobility at work, and flexibility in the international hospitality sector (Dhaliwal & Misra, 2020).

Graduate Tracer Study

Graduate tracer studies are critical for assessing the employability and career progression of university graduates. They provide higher education institutions with feedback on the applicability of their curriculum, the alignment with industry, and the efficiency of their programs in preparing their graduates for employment. In the Philippines, tracer studies are used as accountability instruments that measure the performance of graduates and enhance linkages to the labor market (Quario II et al., 2020).

A number of local studies indicate the importance of tracer studies on hospitality and tourism courses. Maraña et al. (2024) indicated that LSPU Siniloan BSHRM graduates benefited from academic education and TESDA training, which enhanced their employment opportunities both at home and abroad. Likewise, Enverga University Foundation (2020) concluded that BS Tourism Management graduates were predominantly employable but recommended more intense immersion and hands-on training. These findings concur with Sundo et al. (2025), who emphasized the requirement of managerial and intercultural skills to enhance employability of HRM graduates.

Internationally, tracer studies reinforce the dynamic skill demands of the tourism and hospitality sectors. Dhaliwal and Misra (2020) named teamwork, communication, and customer service as key skills, and El Sawy (2022) emphasized the post-pandemic demand for adaptability and digital competency in Saudi Arabia’s hospitality industry. Likewise, Stylianou and Pericleous (2025) emphasized the increasing relevance of digital preparedness among graduates in the European context. These researches all attest that tracer studies are not only tools for monitoring but also important tools in matching education to industry requirements.

Learnings and Competencies Acquired

The academic preparation of graduates, particularly in tourism and hospitality management, provides a foundation for employability and career growth. Tracer studies often highlight that the most useful learnings during college are those that combine theoretical knowledge with practical experiences. According to Quario II et al. (2020), Hospitality and Tourism Management graduates considered classroom learning in management, communication, and service operations highly relevant in their first employment. These were further reinforced by internships, which exposed them to real-world industry practices.

Moreover, studies show that transferable skills gained during college—such as problem-solving, interpersonal communication, and teamwork—are just as valuable as technical skills. Sundo et al. (2025) stressed that intercultural and managerial competencies acquired during academic training strongly influenced graduates’ employability in the hospitality sector. On a global scale, El Sawy (2022) and Stylianou and Pericleous (2025) pointed out the growing importance of digital competencies and adaptability, suggesting that higher education institutions must continuously evolve their programs to ensure that graduates acquire skills responsive to changing industry demands.

Thus, the learnings acquired during college serve not only as academic milestones but also as practical tools for professional integration. Whether through technical know-how, soft skills, or digital readiness, these competencies are instrumental in bridging the gap between higher education and the tourism and hospitality labor market.

Theoretical Framework

This study is in line with the Human Capital Theory (Becker, 1964), which emphasized that education is an investment in knowledge and skills that enhance the productivity and employability of individuals. The hospitality and tourism education competencies, experiences, and training acquired in college serve as forms of human capital that increase graduates’ chances of securing meaningful employment. The tracer study examines how these learnings—such as communication, customer service, managerial, and digital skills—translate into employability outcomes and career progression.

Complementing this is the theory of Yorke and Knight (2004), on employability, which emphasizes that it is not merely securing jobs but about possessing the attributes, skills, and knowledge necessary for sustaining a career. This framework highlights the relevance of both “hard skills” (technical and operational competencies) and “soft skills” (adaptability, teamwork, and problem-solving) acquired during college. For graduates of Hospitality and Tourism Management programs, these competencies are particularly vital given the service-driven nature of the industry.

Lastly, the study also draws from the theory on the Person–Environment Fit (Kristof-Brown, Zimmerman, & Johnson, 2005), which suggests that employment outcomes depend on the alignment between individual attributes and workplace demands. By assessing the profile, first employment experiences, current employment status, and useful learnings acquired in college, the study provides insights into how well the graduates’ competencies match the expectations of the tourism and hospitality industry, both locally and globally.

METHODOLOGY

The descriptive method of research utilized to know the employment status of the Hospitality and Tourism Management graduates of MinSU- Bongabong from 2015 up to 2021.

The participants of the study were 89 Hospitality and Tourism Management graduates with Fifty-two (52) percent of the total number of graduates.

A questionnaire was patterned from the standardized questionnaire from Commission on Higher Education (CHED). It was modified and the questionnaire consists of four parts: respondent’s profile, first employment status, current employment status  and the learning’s acquired by the graduates in the college which were very useful in the first job and current job.

The researchers administered the questionnaires through the messenger and mail of the graduates. It was spearheaded by the Student Affairs and Services Coordinator and Hospitality and Tourism Management Program Chairs through Google-form questionnaires.

The data gathered were sorted and tabulated in Excel format. The statistical tools used by the researchers were percentage, rank, and weighted mean.

The study strictly observed ethical standards in conducting research with graduates of the Hospitality and Tourism Management program. Respondents were informed of the study’s objectives and procedures through a consent form, and participation was voluntary with the option to withdraw anytime. Confidentiality and anonymity were ensured by coding responses and presenting results in aggregate form, while personal information was protected in compliance with the regulations on data privacy. All data were securely stored and used solely for research purposes, with the researcher upholding integrity, respect, and transparency throughout the process.

RESULTS AND DISCUSSIONS

Profile of the Grdauates

The profile of the graduates have shown that majority of them (57 or 64.04%) were female compared to male with a total of 27 or 33.34 percent of the total number of respondents. Based on the results, other gender revealed were Gay and Lesbian (1 or 1.12%) and Bisexual (3 or 3.37%) respectively. Based on the Civil Status of the graduates, most of them were Single (70 or 78.65%), married (13 or 14.61%), and born a child but not married (4 or 4.49%) It is interesting that there was a data of graduates as single parents and married but not living with partners both with one participant or 1.12% of the total respondents.

The results have shown that majority of the respondents were Hospitality Management graduates for a total of 51 or 57.30%, while Tourism Management graduates were 38 with 42.70%. It was manifested that 6.74 % of the graduates acquired Professional Examinations after graduation while majority of them for a total of 93.26 % did not acquire government examinations. Career Service Examinations and National Police Commission are the two professional examinations rendered by some of the graduates. Some of the graduates were holder of National Skills Certification particularly, Housekeeping NC II, Front Office NC II and Care giving NC II  for a total of 37 or 47.57%. Consequently, 52% of them does not have certifications.

Lastly, it was manifested that a low percentage of graduates have advance studies and training after graduation with a total number of 3 or 3.37%, compared to 96.63% of them with no advance training and studies. Two of them had Master’s Degree while some of them had training in Security, Seafarers and Catering Services NC I.

Nature of Work After Graduation

The results showed that a majority of the respondents (75 or 84.27%) were employed after graduation, while 11 (12.36%) were not employed and 3 (3.37%) were self-employed. The main reasons cited for unemployment were family responsibilities, lack of job opportunities, and health-related concerns. Similar to this finding, Enverga University Foundation (2020) reported that employability among Tourism graduates was generally high, though family obligations and limited opportunities sometimes delayed initial employment.

With regard to employment status, 47 graduates (52.80%) started as contractual workers, 15 (16.85%) obtained permanent positions, while 12 (13.48%) held temporary jobs. This reflects the highly competitive nature of securing permanent roles in the hospitality and tourism industry, a trend also noted by Sundo et al. (2025), who emphasized the prevalence of contractual arrangements for fresh graduates due to employers’ demand for flexibility and cost-efficiency.

The diversity of positions held by graduates further supports the industry’s wide-ranging opportunities, with respondents employed as waiters, receptionists, chefs, baristas, instructors, and even in roles outside their field such as administrative staff, production operators, and BPO employees. This aligns with Maraña et al. (2024), who observed that HRM graduates often explore cross-sectoral employment opportunities, particularly when immediate hospitality positions are limited.

The nature of companies employing graduates included restaurants, hotels, resorts, fast food chains, academe, and tourism offices, though many found work in unrelated sectors such as telecommunications, banking, retail, and BPOs. Regionally and nationally, 44 graduates (49.44%) secured employment, 30 were employed at the local level, and four were employed abroad. This supports the claim of Dhaliwal and Misra (2020) that international hospitality employment often requires prior experience, making local or regional employment the first step for many graduates.

In terms of compensation, most graduates earned between ₱10,000–₱15,000 in their first jobs, followed by those earning ₱5,000–₱10,000, while only a few reached ₱15,000–₱20,000. The majority stayed in their first employment for one to six months, reflecting the contractual nature of many initial jobs. Recruitment methods were also varied, with nearly half (47.19%) securing employment through walk-in applications, followed by referrals from family and friends (20.22%), recommendations (13.48%), and online job fairs (11.24%). These findings are consistent with Quario II et al. (2020), who reported that networking and direct applications remain the most common avenues for graduate employment in the Philippine context.

Finally, most graduates (88.76%) did not receive awards or recognition during their first job, while 10 were recognized through distinctions such as Employee of the Month, High Achiever Awards, and promotions to supervisory roles. This suggests that while recognition is not immediate for the majority, some graduates demonstrate high performance early in their careers, a trend echoed by Stylianou and Pericleous (2025) who noted that hospitality graduates with strong interpersonal and managerial skills are often fast-tracked for promotions.

Current Employment of the Graduates

The results have shown that a majority of the respondents (61 or 68.54%) were currently employed, while 12 (13.48%) were self-employed and 16 (17.98%) were not employed. Compared to their first employment, unemployment rates had increased due to the negative impact of the COVID-19 pandemic, which severely affected the industry. Interestingly, some graduates ventured into entrepreneurial activities such as establishing food chains and milk tea businesses. In terms of employment status, 33 (37.08%) were contractual, 23 (25.84%) were permanent, while 10 (11.24%) held temporary positions. This finding is consistent with Sundo et al. (2025), who noted that contractualization remains prevalent in the sector, especially during times of economic instability.

Graduates reported diverse positions, with 39 (48.82%) handling roles not directly related to their field, such as administrative staff, contact tracers, vocational trainers, factory workers, and marketing assistants. This indicates the disruptive effect of the pandemic, which forced many graduates to accept jobs outside the industry due to closures of tourism establishments and restrictions on travel. Still, some respondents held industry-related positions such as food attendants, receptionists, front desk clerks, chefs, ticketing officers, baristas, and instructors. This is in consonant with findings by Maraña et al. (2024), who emphasized that while graduates are equipped for hospitality roles, external factors such as global crises influence job alignment.

The nature of companies where graduates worked was also diverse. Nearly half (49.43%) were employed in sectors not listed in the survey, including transportation, electronics, BPOs, banking, retail, and online selling ventures. Others were employed in traditional tourism-related businesses such as restaurants, hotels, resorts, milk tea houses, and tourism offices. Online selling emerged as a significant trend, reflecting consumer behavior shifts during the pandemic, which Stylianou and Pericleous (2025) noted as part of the digital transition shaping graduate employability.

Employment distribution showed that 41.94% were employed locally, 25.84% regionally or nationally, and 11.24% internationally—higher than in their first employment. Income distribution also varied, with the majority earning ₱5,000–₱10,000 (26.97%), followed by ₱10,000–₱15,000, ₱15,000–₱20,000, and a small percentage (10.11%) earning ₱30,000 and above. Job search strategies highlighted walk-in applications (32.58%), referrals from friends and relatives (21.35%), and online job fairs (17.98%), underscoring the increasing role of digital platforms in human resource recruitment (Quario II et al., 2020).

There was also improvement in job stability compared to first employment. The majority (25.84%) had been with their current job for one to two years, followed by those employed for six months to one year, and two to three years. A smaller proportion (8.99%) had remained in their positions for four years or more, indicating improved retention and career growth. Recognition in the workplace was still limited, with most graduates not receiving awards, although 10 were recognized with honors such as Employee of the Month and Employee of the Year. This affirms that while opportunities for recognition exist, they remain selective and are often performance-driven (Dhaliwal & Misra, 2020).

Learning Acquired by the Graduates

The findings revealed that most of the graduates strongly agreed that they acquired knowledge and skills during their stay at the university (overall mean = 3.41). The core management competencies including planning, organizing, leading, and controlling (M = 3.72), as well as functional areas of business like marketing, finance, human resources, and operations (M = 3.63), were highly rated as very useful to their employment. Similarly, the knowledge of the tourism industry, including local and international tourism products and services (M = 3.56), was considered highly relevant. These results affirm previous tracer studies that emphasized the role of business and tourism education in equipping graduates with transferable competencies for diverse career paths (Prikshat et al., 2019; Fieger, Villano, & Rice, 2025).

Other important skills—such as decision-making tools (M = 3.34), ICT application (M = 3.29), knowledge of tourism laws (M = 3.39), health and safety management (M = 3.35), and research and planning (M = 3.36)—were rated as “Agree.” Technical competencies, particularly in food and beverage, accommodation, tour operations, MICE activities, and tourism promotion (means ranging from 3.38 to 3.44), were also rated positively. However, skills in financial transactions (M = 3.28) and ICT (M = 3.29) received the lowest scores, indicating areas for curriculum enhancement. This supports the observations of Joshi and Sathe (2021), who highlighted the growing importance of ICT integration in hospitality programs, especially in adapting to digitalization during the pandemic.

Interestingly, the On-the-Job Training (OJT) program received a relatively low score (M = 3.30), suggesting that practical exposure did not fully meet graduates’ expectations. Graduates recommended enhancing OJT opportunities, particularly by introducing international training programs and industry partnerships. This aligns with Ngotngamwong’s (2022) findings in Thailand, where global exposure and updated practical training were identified as crucial in improving employability in the post-pandemic hospitality industry. Furthermore, graduates recommended curricular improvements such as upgrading laboratory facilities, establishing an alumni office for job placement support, offering exchange programs, providing stress and time management activities, and updating faculty competencies. These suggestions underscore the need for continuous curriculum development responsive to industry changes and student needs.

CONCLUSION

Based on the results, the majority of the graduates were female and single. Respondents from Hospitality Management is higher than graduates from Tourism Management, mostly graduated on the year 2019. Majority of these graduates did not pursue advanced studies and trainings, and professional examinations. Almost half of the respondents have acquired National Skills Certification.

Majority of the traced graduates had their first and current employment on a contractual basis with a monthly salary of ₱10,000.00 to less than ₱15,000.00. Most of them were in the different nature of company for their first and current employment that includes LGU, Supermarket, PSA, electronics, casino, BPO, banking,motorcycle shops, real estate, manufacturing, academe and hospitality and tourism related businesses such as restaurants, hotel, resort, food chains, and tourism offices. Results had revealed the position’s handled by the graduates were waiter, cashier, receptionist, food attendant, front desk clerk, manager, owner, instructor with administrative position, barista, chef. Other response were administrative aide staff, contact tracer, card dealer, production operator, online seller, collector, trainer, factory worker, machine operator and others. For those who were not employed, their primary reason was family responsibilities.

Furthermore, majority of the graduates had their first and current employment outside and within the province. They have acquired their first and current job through walk-in application, recommendations from someone, information from family and friends and online job fair. Majority of them has length of their service for one to three years and some of them from one to six months due to their contractual status of employment.

They have agreed that the learning’s acquired in the university were very helpful for their first and current employment. They further recommended to to improve the facilities and equipment of the laboratory areas, create an exchange students program and international On-the-Job training program, develop an Alumni office to assist the Job Placement of the graduates, increase financial assistance program, conduct more time management and stress management activities, provide more actual training and a training site, update the faculty and the curriculum, and lastly, conduct face to face activities for the students during the pandemic.

The following key recommendations and intervention activities were proposed by the researchers such as:

1. Enhancement activities related to the development of financial and information, and communication skills of the students.
2. Intensify actual training for the students to enhance tourism and hospitality skills, update the faculty and facilities, review and revise the curriculum and propose extensive OJT locally and internationally.
3. There is a need to institutionalize career guidance program to student before taking up their course and initiate an employment forum, including requirements and skills for acquiring job, the importance of further studies and training related to the hospitality and tourism industry and entrepreneurial seminars and training.
4. Development of Alumni office that will assist in the graduates’ employability endeavours and intensify linkages for them to acquire employment related to their field of specialization.
5. The number of scholarship program of government and other sponsors should be increased and be made available to the students.
6. The college may provide an enhancement program for its alumni as part of the Community Extension Services.

ACKNOWLEDGEMENT

The researchers sincerely extends gratitude to all those who made this study possible. Deep appreciation is given to the graduates of the Bachelor of Science in Hospitality Management and Bachelor of Science in Tourism Management (2015–2021) who generously shared their time and experiences in answering the survey questionnaire. Their valuable input served as the foundation of this research.

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