MID TERM REPORT sustainable tourism topic developing human resources for sustainable tourism

HCM, ngày 25 tháng 02 năm 2022 Contents chapter 1: Concept...3 Sustainable Tourism Concepts...3 Human resource concept...3 The relationship between human resources and sustainable touris

Vietnam General Confederation of Labor TON DUC THANG UNIVERSITY SOCIAL SCIENCE & HUMANITIES



MID-TERM REPORT Sustainable Tourism Topic:

Developing

human

resources

for

sustainable

tourism

Giảng viên hướng dẫn: Gv Hoàng Thị Vân

Nhóm: N08 Nhóm sinh viên thực hiện:

1 Nguyễn Hoàng Trúc My 319H0237

2 Huỳnh Đỗ Chiêu Đan 319H0203

3 Nguyễn Thị Hoài Nhi 319H0068

4 Nguyễn Lê Diễm Trinh 319H0119

TP HCM, ngày 25 tháng 02 năm 2022 Contents

chapter 1: Concept 3

Sustainable Tourism Concepts 3

Human resource concept 3

The relationship between human resources and sustainable tourism: 4

Chapter 2: Research content 5

The current situation of human resources for tourism in Vietnam 5

Number and structure of employees: 7

Quality of human resources 9

Solution 11

General solution 12

Solution group for education and training 12

Solutions to raise awareness and quality of life for tourism workers 12

Group of solutions to solve jobs 13

Chapter 3 Conclusion 13

Source 14

Chapter 1: Concept

1 Sustainable Tourism Concepts

Sustainable tourism is tourism that minimizes costs and maximizes the benefits of tourism for the natural environment and local communities

According to the Global Code of Ethics for Tourism (UNWTO), sustainable tourism is “Tourism that takes into account current and future economic, social and environmental impacts, addresses needs of visitors, the industry, the environment and the host community”

Sustainable tourism provides important economic incentives for habitat protection Revenue from tourism activities is often contributed to nature conservation programs or capacity building of local communities to manage protected areas Furthermore, sustainable tourism can be an important means of raising awareness and promoting positive behavior change for biodiversity conservation among the millions of people who travel globally each year

2 Human resource concept

Up to now, due to different approaches, there are still many different understandings when discussing the concept of human resources

According to the United Nations, “Human resources are all the knowledge, skills, experiences, abilities and creativity of people that are related to the development of each individual and the country” Thus, here human resources are considered as a source of capital besides other types of physical capital: monetary capital, technology, natural resources

In a broad sense, human resources are the source of labor power for social production and human resources for development Therefore, human resources including the entire population can develop normally

In a narrow sense, human resource is the labor capacity of society, a resource for socio-economic development, including the working-age population, capable of participating in labor, Social production, that is, all specific individuals involved in the labor process, is the sum total of their physical and mental factors mobilized in the labor process

3 The relationship between human resources and sustainable tourism:

Human resources - the key to sustainable tourism development

Understanding that the biggest success factor of tourism services is people, in the context of innovation in labor mobility in the community, tourism businesses and related businesses have quickly grasped information sources information and tourism policies

of Vietnam as well as of the ASEAN community to initially make changes in human resource management and training Ms Dung (Vingroup) said that Vingroup has shared the difficulties of human resources in the tourism industry with the market through recruitment, training, and skills appraisal activities Not only Vingroup, tourism businesses are also transforming to find solutions in human resource management

According to the calculation data of the Vietnam Tourism Human Resource Development Program, it is forecasted that by 2015, the total number of direct workers in the tourism industry will be nearly 505,000 people, of which labor is in the field of state management is about 5,200 people The above information shows that the need for

training and fostering human resources is quite large Faced with those practical requirements, businesses that prioritize tourism vocational training, tourism development consulting as well as business strategy building have also been born Mr Nguyen Duc Hoa Cuong, Vice Chairman of the Scientific Advisory Council, Vietnam Institute of Sustainable Tourism - a tourism vocational training unit - consulting on construction and planning of tourism projects said: When businesses When they came to ART VIETNAM, they encountered 2 main problems Group of people: those who have been trained, hold some key positions in the enterprise and those who have just graduated from university, have not had much experience Work In general, most businesses only train employees at

a basic level, which can meet the requirements of the job position, but do not comply with the general standards of the tourism industry

Chapter 2: Research content

1 The current situation of human resources for tourism in Vietnam

In recent years, along with the rapid increase of tourists and the development of the infrastructure system of the tourism industry, the workforce is engaged in tourism business in Vietnam increasing also growing rapidly in both quantity and quality

If in 1992, only in state-owned enterprises and tourism in Vietnam had more than 35,000 direct employees, by 1994, it increased to over 51,000 employees, the average growth rate was 20.7%/year In the period 1995-2000, direct labor in Vietnam's tourism industry increased by 1.96 times (in 2000 there were about 180,000 employees) Up to now, the number of direct employees is 250,000 Corresponding with the increase of the direct labor force, the number of indirect laborers serving tourism has also increased significantly (over 700,000 people) Although the number of tourism human resources is not much compared to the total number of employees, accounting for 1.94% of the total number of employees in the country, it can be seen the continuous increase of this force along with the growth momentum of the tourism industry As a specific industry, products are mainly services, so the proportion of female employees in the industry is higher than that of male workers (accounting for 55.6%) The labor force in the industry

is mostly young workers: workers under 30 years old account for 40%: from 30-40 years old: 36%; 41-50 years old: 21% and workers over 50 years old account for a very small number of 3% of the total number of employees This is a relatively reasonable labor structure between ages Obviously, the tourism industry has an adjacent workforce and the workforce is mature enough to shoulder the task of developing the industry However, although tourism is being paid attention and emphasized by the State as a spearhead economic sector, in fact, the scale of human resources of the industry is not enough in quantity and quality to meet development needs in the coming period The basic human resources for tourism are not highly professional, and there is a shortage of skilled workers The proportion of workers with expertise in tourism (trained and fostered in tourism) is still low, accounting for only about 42.5% of the total, the rest is due to shifting from other industries (accounting for 38.3%) and 19.2% without training or retraining In terms of training level, workers with elementary to intermediate degrees accounted for 47.3% and 19.8% had college degrees, the number of workers with university and postgraduate training in tourism accounted for only 3.11% : number of workers trained in tourism knowledge (below elementary) accounts for 19.4% of the total Considering the qualifications of indirect tourism workers, workers with university degrees account for only 0.21%; universities and colleges 12.75%: intermediate: 15.36%: elementary: 18% and the highest percentage is below elementary level: 53.59% Thus, in general, human resources in the tourism industry are still limited in many aspects, especially foreign language ability As an economic industry with high externality, the job requirements of many fields in the industry must often be in contact with international tourists, but currently, the percentage of workers who use foreign languages only accounts for about 45% of the total total Most of them know English (about 40.87% of the total number of employees); Chinese, French and other foreign languages are evenly distributed due to the unique requirements of each type of customer market and different regions, with corresponding figures of 4.59%: 4.09% and 4.18% In addition, tourism human resources are distributed throughout the country, and there are unequalities among tourist regions Tourism workers are concentrated mainly in two major tourist centers in

the North (43.93%) and the South (46.97%), while the Central region has only 9.1% The imbalance of tourism human resources is very evident among localities With the advantage of being the cultural - economic - social center of the country, the capital of Hanoi and Ho Chi Minh City Ho Chi Minh City has attracted a large number of tourism workers in the country (38.55%) In which, Hanoi is 14.14% and TP Ho Chi Minh City 24.41% For the remaining provinces and cities, tourism workers only account for 61.45% of the total number of tourism workers in the country, with an average of only 1% per province The situation of distribution of tourism labor as above causes great difficulties for the tourism industry with a partial surplus and shortage of labor among localities Like other occupations in the country, labor in the tourism industry is distributed according to the areas of state management and non-business According to statistics, the number of employees in the state management sector and non-business units accounts for about 1.88%, (of which, only 0.74% employees work at state management agencies, I.14% employees working in tourism non-business units) The rest, the number of employees in enterprises accounts for 98.12% of the total number of employees in the industry With the proportion of management workers less than 1% of the total number of employees in the industry, it is too low, while compared with countries with a developed tourism industry, the appropriate rate must be about 5% of the total number of employees in the industry branch This fact shows that the management and supervision of the industry is not effective because the amount is too thin Especially

in localities with underdeveloped tourism industry In addition, labor in non-business units accounting for only 1.14% of the total number of employees in the industry is also a challenge for the tourism industry, because these units need to concentrate the number of knowledge workers compared to the number of employees in the tourism industry other areas of the industry and carry out major tasks such as training, research, and tourism development projects To meet the development needs of the country, Vietnam's tourism requires a richer, more diverse and comprehensive knowledge workforce in terms of expertise as well as qualifications and skills at work

1.1 Number and structure of employees:

1.1.1 Number of employees:

In 2003, the number of employees in the whole industry (including private enterprises) reached over 830,000 employees, including about 230,000 direct employees According to the Report at the National Workshop "Training human resources for tourism according to social needs" taking place in Ho Chi Minh City on March 7, 2008, the whole country now has more than 1 million employees working in the tourism industry tourism,

in which there are about 285,000 direct employees and 750,000 indirect employees, accounting for nearly 3% of the total number of employees in the country, the average annual growth rate is about 4.3% According to the general assessment of Vietnam's tourism industry, the above number of human resources really does not meet the current needs, especially in newly established or expanded enterprises, in delta provinces or regions Mountain In many Departments of Tourism or Departments of Trade - Tourism, the force of state management staff in tourism is still very thin, so the effectiveness of management is still very limited

1.1.2 Labor structure:

a Structure by industry

Currently, in Vietnam's tourism human resources, management labor accounts for

a relatively high proportion (25%) of the total number of employees in the industry; Direct service staff by specialty accounted for 75%, of which receptionists accounted for 9%, housekeeping staff accounted for 14.8%, bar staff (catering service) accounted for 15%, chefs accounted for 10.6%; human resources for tourism and tour guides is 4.9%; touring driving is 10.6%; The rest are laborers doing other occupations 36.5%

The labor force in the tourism industry has an unequal proportion in specialized fields (receptionist, room attendant, maid, travel agent, tour guide…) and the percentage

of direct labor is low relative to the general workforce It is not difficult to see that today's tourism human resources are formed and fostered from many sides, uneven quality, not suitable for professional requirements

According to the general report and forecast of the Department of Tourism Management, the Vietnam National Administration of Tourism predicts the structure of the labor force in the next few years: the hotel - catering industry needs the most labor, accounting for 50.5%; followed by entertainment services, accounting for 35.4% of tourism; tourism accounts for 13.7%

b Structure by level

According to statistics of the Vietnam National Administration of Tourism, as of

2005, about 0.21% of the total number of employees in the tourism industry have graduate degrees; 12.75% of employees have university or college degrees; most workers

in the tourism industry have undergone intermediate vocational training and vocational training or on-the-job training In which, about 25.8% of employees have intermediate qualifications, 18.1% of workers have intermediate qualifications and 43.14% of employees have received on-the-job training

Among direct staff, 32% can speak English; 3.2% understand French; 3.6% understand Chinese to varying degrees Not many staff are fluent in other languages

c Structure by region

The whole country currently has more than 1 million workers, only about one third are direct workers, the rest are indirect workers The distribution of labor among regions

is also very uneven, about 40% in the North, 50% in the South, and 10% in the Central region

d Age structure

According to statistics of the General Department of Tourism, as of 2005, about 40% of tourism workers are under 30 years old; 36% of tourism workers are between the ages of 30 and 40; 21% of tourism workers are between the ages of 41 and 50 3% of tourism workers are over 50 years old Basically, the age of employees in my country's tourism industry is relatively young This proves that we have many advantages in

training and retraining, when young people tend to quickly acquire professional qualifications

1.2 Quality of human resources

In general, the quality of human resources for tourism in Vietnam is having positive changes In recent years, activities of training and fostering knowledge and skills for human resources in tourism have always been of primary concern and focus However, the current workforce in tourism is still lacking and relatively weak With the exception of some joint ventures with foreign companies, the staff is trained on-site or sent to other countries for training, so the quality is better, meeting most of the requirements and is highly appreciated in the industry, but basically the quality of human resources is still low, the quantity has not met the development needs of tourism to be able to become a spearhead economic sector and the gap is still quite far compared to the standard of tourism countries in the region as well as in the world In addition, the COVID-19 pandemic has had tremendous impacts on the tourism industry's operations,

of which the most worrying is that the labor force was not enough to serve tourists, and now there are no jobs, unemployment or even job change

The quality of tourism human resources is assessed through 3 main levels: cultural level; professional qualifications, skills and foreign languages

Education level: Currently, the number of employees who have not graduated from high school accounts for 30% of the total number of employees in the tourism industry, they mainly work in direct service departments such as waiters and waitresses, housekeepers or security guards This ratio can persist for a long time, especially in the Mekong Delta region where the majority of people live off resource development River tourism should be almost "people do tourism, family do tourism"

Expertise and professionalism: The percentage of skilled and professional workers in the tourism industry is still low, accounting for only about 43% of the total number of tourism workers Most of the remaining workers are transferred from other