ASEAN MUTUAL RECOGNITION ARRANGEMENT ON TOURISM ...
ASEAN MUTUAL RECOGNITION ARRANGEMENT ON TOURISM ... ASEAN MUTUAL RECOGNITION ARRANGEMENT ON TOURISM ...
StrategicDirection 2Strategic Action2.1Strategic Action2.2Strategic Action2.3• Strategically increase the quality of servicesand human resources in the Region• Develop a set of ASEAN tourism standardswith a certification process• Implement the MRA on ASEAN TourismProfessionals and its requirements• Provide opportunities for inceased knowledgeand skill development2.4 Basis of the ACCSTPFigure 2-1: Vision & Strategic Direction for ASEAN TourismAt the eleventh meeting of the ASEAN Task Force on Tourism ManpowerDevelopment, a set of minimum competency standards within a qualificationsframework for professionals in retail and wholesale travel companies,housekeeping, front office, and food & beverage service was presented. Thestandards were based upon the competencies required to perform a set ofcommonly agreed job titles in retail and wholesale travel companies,housekeeping, front office, and food & beverage service.2.4.1 Parameters for ACCSTP FrameworkIn the development of the ACCSTP Framework (2004-2005), ATFTMD helped toidentify the minimum competency standards essential for each job title within thefollowing parameters:-• The ACCSTP Framework common competency standards matrix must becompatible with best practice to be recognised internationally;• The ACCSTP Framework is the best available common denominator orcommon language to advance the interests of the ASEAN community;• The ACCSTP Framework would only include competencies that were current,relevant and applicable to member countries. A ‘mainstream approach’ hasbeen used in cross-matching the common competencies (among membercountries);• Given an agreed ACCSTP Framework, each member country or industry maychoose to add (at a later date) additional competencies that may benecessary to suit local requirements.P a g e | 16
2.5 The Importance of a Competency FrameworkThe ACCSTP are based on the concept of competency – the knowledge, skillsattitudes (KSA) that individuals must have, or must acquire, to perform effectivelyat work. Competence is all about demonstrable performance outputs and in thecase of ACCSTP relates to a system or set of minimum standards required foreffective performance at work. A ‘competency framework’ is a structure that setsout and defines each individual competency (such as problem-solving, checking inhotel guests or managing people) required by individuals working in a tourismorganisation or part of an organisation.2.6 Structure of the Competency StandardsCompetency standards set down the specific knowledge and skills required forsuccessful performance in the workplace and the required standard ofperformance. They are organised into units, each with a code and title. Thestandards for hospitality and tourism cover both general areas common to allsectors (e.g. communication, leadership and occupational health and safety), andsector-specific areas.The ACCSTP Framework lists the minimum common competency standards thatshould be widely used in the region to allow the skills, knowledge and attitudes(competence) of tourism professionals to be assessed, recognised and equated tocomparable qualifications in other ASEAN countries in order for an MRA tofunction.2.7 Common Labour DivisionsThe ACCSTP are arranged as sets of competencies required by qualifiedprofessionals who seek to work in the various divisions of labour that are commonacross various sectors of tourism in ASEAN Member States.2.7.1 Minimal CompetenciesCompliance with these “minimal” competencies will be an essential reference orbenchmark for anyone wishing to apply for a position in another ASEAN MemberState. The terms minimum or minimal simply refer to the essential basic skillsrequired for a particular job description. It is useful in setting a basic benchmarkor standard in professional performance. In the ACCSTP Framework, the minimalcompetencies required are arranged on a framework using common divisions oflabour as illustrated in Table 2.1:Table 2-1: 32 Job Titles & Six Common Labour DivisionsP a g e | 17
- Page 6: Table of FiguresFigure 1-1 ASEAN To
- Page 11 and 12: Executive summaryIn 2015, the ASEAN
- Page 13 and 14: downloaded from the ASEAN website.
- Page 15 and 16: satisfaction of tourists visiting t
- Page 17 and 18: a) Facilitate mobility of Tourism P
- Page 19 and 20: f) The ASEAN Common Competency Stan
- Page 21 and 22: 1.10 The ASEAN-Australia Developmen
- Page 23 and 24: “Member States shall cooperate in
- Page 25: to operate. The proposed developmen
- Page 29 and 30: In the ACCSTP Framework, the Compet
- Page 31 and 32: 3. Common ASEAN Tourism CurriculumT
- Page 33 and 34: qualifications in each of the labou
- Page 35 and 36: 1. A student enters the Tour Operat
- Page 37 and 38: 3.8.1 Recognition of AttainmentIt w
- Page 39 and 40: 3.11.4 Credit Transfer ProcessNTOs
- Page 41 and 42: Figure 4-1: A Competent WorkerCompe
- Page 43 and 44: Figure 4-2: Competency Standards ve
- Page 45 and 46: 4.3.5 Alternative Assessment ToolsT
- Page 47 and 48: collect appropriate evidence and ma
- Page 49 and 50: If the participant is unable to ans
- Page 51 and 52: Assessment GuideThe following skill
- Page 53 and 54: d) The ASEAN Tourism Professionals
- Page 55 and 56: 5.4.1 ATPMC ResponsibilitiesThe com
- Page 57 and 58: Equipped to maintain a profile of a
- Page 59 and 60: 6.3 Conformity AssessmentAccording
- Page 61 and 62: check their details and after this
- Page 63: 6.8 How ATQEM will workThe ATQEM is
- Page 66 and 67: A Skills Passbook may be designed a
- Page 68 and 69: 7. Conclusions and Implementation R
- Page 70 and 71: 5 Feasibility Study for development
- Page 72 and 73: 7.5 ConclusionsThe MRA on Tourism P
- Page 74 and 75: and to create favourable conditions
2.5 The Importance of a Competency FrameworkThe ACCSTP are based on the concept of competency – the knowledge, skillsattitudes (KSA) that individuals must have, or must acquire, to perform effectivelyat work. Competence is all about demonstrable performance outputs and in thecase of ACCSTP relates to a system or set of minimum standards required foreffective performance at work. A ‘competency framework’ is a structure that setsout and defines each individual competency (such as problem-solving, checking inhotel guests or managing people) required by individuals working in a tourismorganisation or part of an organisation.2.6 Structure of the Competency StandardsCompetency standards set down the specific knowledge and skills required forsuccessful performance in the workplace and the required standard ofperformance. They are organised into units, each with a code and title. Thestandards for hospitality and tourism cover both general areas common to allsectors (e.g. communication, leadership and occupational health and safety), andsector-specific areas.The ACCSTP Framework lists the minimum common competency standards thatshould be widely used in the region to allow the skills, knowledge and attitudes(competence) of tourism professionals to be assessed, recognised and equated tocomparable qualifications in other <strong>ASEAN</strong> countries in order for an MRA tofunction.2.7 Common Labour DivisionsThe ACCSTP are arranged as sets of competencies required by qualifiedprofessionals who seek to work in the various divisions of labour that are commonacross various sectors of tourism in <strong>ASEAN</strong> Member States.2.7.1 Minimal CompetenciesCompliance with these “minimal” competencies will be an essential reference orbenchmark for anyone wishing to apply for a position in another <strong>ASEAN</strong> MemberState. The terms minimum or minimal simply refer to the essential basic skillsrequired for a particular job description. It is useful in setting a basic benchmarkor standard in professional performance. In the ACCSTP Framework, the minimalcompetencies required are arranged on a framework using common divisions oflabour as illustrated in Table 2.1:Table 2-1: 32 Job Titles & Six Common Labour DivisionsP a g e | 17
Change language