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Human capital is the most important determinant of the Hospitality industry’s success. Executive chefs should be skilled in both management and culinary arts, in addition to ensuring the success of the entire hospitality division. The study aims to understand the competencies of executive chefs in international tourist hotels in Taiwan.

Literature review and behavioral event interviews were conducted with ten executive chefs and executive sous chefs. The modified Delphi method verified the results using 15 experts.

A competency framework was created, with four quadrants – managerial, operational, behaviors and skills – to classify executive chefs’ competencies. Each competency was further divided into sub-competencies – culinary research, emotional control, negotiation skills, job guidance and proactive thinking ability – for 25 items. Quadrants I and II are hard competencies that can be improved through education and training, whereas the third and fourth are soft competencies that require more time for development in workers.

The two-step study developed a competency framework with a practical reference value. The study results could be utilized by human resources managers during their companies’ training, recruitment, selection and promotion.

Besides the Delphi method, a deep behavioral event interview that enabled determining critical competencies was also used to collect data. The results obtained could be used to structure schools’ curricula. Collaborations between the hospitality industry and schools could help develop better curricula and training plans to maximize the availability of educational resources.

This study aims to make government usage of technology research grants more efficient and to evaluate how to use university–industry–research cooperation to promote industrial innovation in Taiwan.

This case study aims to use the triple helix model and other references to develop indicators which can estimate the performance of university–industry–research cooperation in Taiwan. The study selects three facets: “(prior) mechanisms,” “(in-progress) regulations” and “(post-hoc) operations” to find out the critical indicators contributing the final outcome. The study found that a successful university–industry–research cooperation requires the following factors: strengthening review methods for the mechanisms; its relationships of rights and obligations; policy needs in regulations; and plan incentives in operations.

It is recommended that, to promote university–industry–research cooperation in Taiwan, resource distributors and program management units should not only continue program application incentives and strengthen interdepartmental resource integration, they should also consider the establishment of a fair, just and open review mechanisms, and they should enhance the relationship between the rights and obligations of university–industry–research cooperation.

The study of this program includes application review before, during and after the program, management examination and performance evaluation to formulate recommendations as reference points for resource distributors and grant recipients. And because of industry–university cooperation being the main way of research and technology development, the findings and suggestions of this study may also be helpful for other grant systems in the world.