Lecture responsible tourism unit 4 responsible employment in tourism

Unit outlineObjectives By the end of the unit participants will be able to: • Describe the requirements for good employment and working conditions • Explain how to recruit & employ staf

UNIT 4 RESPONSIBLE

EMPLOYMENT IN TOURISM

Unit outline

Objectives

By the end of the unit participants will be able to:

• Describe the requirements for good employment

and working conditions

• Explain how to recruit & employ staff transparently

• Describe how to create a diverse workforce

• Explain the importance of how positions are

advertised

• List and describe the criteria for selecting new staff

and the organisational human resources policies

• Explain ways to implement skills training

• Explain how to foster team commitment and

co-operation

Topics

1 The role and benefits of responsible employment in tourism

2 Applying responsible employment conditions

3 Instigating policies on gender equality and equal opportunity

4 Following responsible recruitment practices and supporting local

employment

5 Providing appropriate skills training programmes

6 Developing responsible team commitment and cooperation

TOPIC 1 THE ROLE AND IMPORTANCE OF RESPONSIBLE EMPLOYMENT IN TOURISM

UNIT 4 RESPONSIBLE

EMPLOYMENT IN TOURISM

Defining responsible employment

• Implementing labour

standards that promote

opportunities for women

and men to obtain

decent and productive

work in conditions of

freedom, equity, security

and dignity (ILO)

• Ensures economic growth

provides benefits for all

• Balances employer and

employee benefits

Labor standards

Equal opportunity

Decent and productive work

Understanding labour standards

• Basic principles and rights at work

• Can be legally binding or

recommended by respected

organisations (e.g ILO)

• Key areas may include:

Freedom of association & right to collective

bargaining

• The right to organise and form

employers’ and workers’

organisations

• Promotes good collective

bargaining and generation of

productive social dialogue

• Demonstrated to result in

labour market efficiency and

better economic performance

Providing equal opportunity

• In Vietnam it is illegal to

discriminate based on gender,

skin colour, ethnicity, beliefs

• Discrimination often means

capabilities and skills are not

properly recognised

• Equality should be achieved in

relation to access to jobs and

training, wage level, and access

to certain occupations etc

Stopping forced or compulsory labour and child

labour

forced labour due to coercive

further poverty by limiting

access to good education

Ensuring decent and productive work

Key benefits of implementing responsible

employment in tourism

• Improvements in productivity and economic performance

• More satisfied workers and lower staff turnover

• Better trained workforce and higher employment levels

• Reduction in costly accidents and health care fees

• Enhanced innovation from staff

TOPIC 2 APPLYING RESPONSIBLE EMPLOYMENT CONDITIONS

UNIT 4 RESPONSIBLE

EMPLOYMENT IN TOURISM

Applying responsible employment conditions

3 Pay minimum wage or higher

4 Provide industry accepted employment benefits

5 Provide incentives and bonuses

6 Provide an adequate work space

1 Understand and follow Vietnam’s labor laws

• Labor Code

• Government decrees,

ministerial circulars and

decisions, provincial decisions

and guidelines

• Collective labor agreements,

company rules, individual

contracts

• Supreme Court’s annual

practice summaries and

guidelines

Key contents of the Vietnam Labor Code

HIRING THE EMPLOYEE

Main Sources of Employment Law

Special Hiring Considerations

- Hiring Non-Nationals

- Hiring Specified Categories of Individuals

- Outsourcing and/or Subcontracting

Basic Employment Terms

- Working Hours and Rest Hours

- Wages

- Working Place/Location

- Duration of the Contract

- Conditions on Occupational Safety and Hygiene

Social Insurance and Leave

- Sick Leave

- Maternity Leave

- Accidents at Work

- Pension Plans

Noncompulsory Contract Terms

- Absence for Military or Public Service Duties

- Trial Period

- Training Obligations

- Secrecy/Confidentiality

- Ownership of Inventions and Other Intellectual Property Rights

MAINTAINING THE EMPLOYMENT RELATIONSHIP

Employee Rights

- Harassment/Discrimination/Equal Pay

- Work Councils or Trade Unions

- Employees’ Right to Strike

- Employees on Strike

MODIFYING THE EMPLOYMENT RELATIONSHIP

Changes to the Contract

- Forums for Adjudicating Employment Disputes

TERMINATING THE EMPLOYMENT CONTRACT

Procedures for Terminating the Agreement Types of Termination

- Employee’s Resignation

- Instant Dismissal

- Termination on Notice

- Termination by Reason of the Employee’s Age

- Automatic Termination in Cases of Force Majeure

- Termination by Parties’ Mutual Agreement

Special Considerations

- Directors or Other Senior Officers

- Special Rules for Categories of Employees

- Specific Rules for Companies in Financial Difficulties

- Restricting Future Activities

Severance Payments

- Special Tax Provisions and Severance Payments

- Allowances Payable to Employees after Termination

- Time Limits for Claims Following Termination

Relevant decrees and circulars to employment

DECREE / CIRCULAR NUMBER DETAILS

2 Develop and implement good employment

(“labour”) contracts

• Employment contracts:

employee and the employer on a paid

job specifying work conditions and the

rights and obligations of each party

and employers by specifying the full

terms of staff employment and the roles

and responsibilities of each

longer than 3 months (excluding

domestic helper work).

The 3 types of employment contracts in

Vietnam

In Vietnam, there are 3 types of labour contract with each designed for different periods of employment:

Indefinite-term labor contract No fixed period

Fixed-term labor contract 12 – 36 months

Labor contract for a specific or seasonal job Less than 12 months

The key requirements of employment contracts

EMPLOYMENT CONTRACTS

Name and address of employer

Name, date of birth, gender, residence, ID number of employee

Work and working location

Contract period

Salary, method of payment and other additional pays

Grade and salary

increase regime

Working hours

including breaks

3 Pay minimum wage or higher

(MONTH)

Nai, Binh Duong, Vung Tau

2.700.000 VND

cities of Hai Duong, Hung Yen, Vinh Phuc, Bac Ninh, Can Tho, Da Nang …

2.400.000 VND

Ninh, Bac Giang, Hai Duong, and Vinh Phuc, Phu Tho …

The benefits of paying above minimum wage

• Increases morale

• Reduces turnover

• Fosters quality

• Provides motivation

4 Provide industry accepted employment

Social insurance and

leave Sick leave

Maternity leave Proper response to

accidents at work Pension plans

5 Provide incentives and bonuses

Examples of incentives and

bonuses:

• Staff retreat: sponsored

reward for all staff (often

annual)

• Paid holiday: awarded to

high performing staff

(competitively)

• Pay bonuses: monetary

reward for all staff for their

work by the end of the year

Bonus plan vs incentive plan

6 Provide an adequate work space

Providing an adequate

work space refers to:

safe and hygienic

working conditions; and

Obligations of employers vs employees in maintaining

a safe workplace environment

EMPLOYER

Adequate furniture, lightning,

information & communication

technology, ventilation, noise,

heat, maintenance, safety &

hygiene guidelines

EMPLOYER

Adequate furniture, lightning,

information & communication

technology, ventilation, noise,

heat, maintenance, safety &

TOPIC 3 INSTIGATING POLICIES ON GENDER EQUALITY AND EQUAL OPPORTUNITY

UNIT 4 RESPONSIBLE

EMPLOYMENT IN TOURISM

Defining gender equality and equal opportunity

• All employees have the right to work without being discriminated against

based upon gender, race, social class,

marital status, belief, and religion.

EQUAL OPPORTUNITY

Additional prohibited practices

to cheat employees

Conditions for achieving gender equality in the

workplace

GENDER EQUALITY

Rewards, resources and opportunities

Remuneration

Participation Access to

occupations and industries Leadership

Why gender equality?

• To reduce wasted resources

Combatting child exploitation in tourism

•Ratify international conventions

•Laws and enforcement

•Free compulsory education for all

•Unionisation of workers

TOPIC 4 FOLLOWING RESPONSIBLE

RECRUITMENT PRACTICES & SUPPORTING LOCAL EMPLOYMENT

UNIT 4 RESPONSIBLE

EMPLOYMENT IN TOURISM

Key elements of responsible recruitment

3 Apply clear and relevant criteria in selection

1 Develop clear and accurate position (“job”)

descriptions

Written statement

explaining:

actually does;

The importance of job descriptions

Discipline

What should be included in a good position

description?

JOB DESCRIPTION

Job title

Reporting line

Salary (and benefits)

Hours

Location

Purpose of the position

Key responsibilities and duties

Academic or

trade

qualifications

Work experience Skills

required

2 Employ a transparent and fair approach to

• Inappropriate advertising channels or methods may affect the ability for candidates to apply

Ways to be transparent and fair when

Requirements for a good job advertisement

JOB ADVERTISEMENT

Position title

Salary and benefits

Company logo

Position description Applications

Example of a good job advertisement

3 Apply clear and relevant criteria in selection

• Identifies the critical skills,

knowledge, qualifications,

qualities, and experience

required

• Used for developing interview

questions, evaluating and

shortlisting applicants

• Must reflect the content of the

job description

• Must be decided upon and

weighted before applications

are reviewed

Examples of selection criteria

“Proven experience in delivering a strong client

focused service (Essential)”

“Excellent written communication skills, including the demonstrated ability to compile reports (Essential)”

“Demonstrated ability to work independently under general direction (Desirable)”

Example of weighted selection criteria

Experience in customer service 10%

Excellent written communication skills 5%

Demonstrated ability to work independently 15%

Relevant tertiary qualifications 20%

25%

10%

15%

Why support local employment?

• To be a good member of the community

• To use a skilled workforce that is already here, ready and waiting

• To encourage development of local economy / reduce economic leakage

How to support local employment

• Incorporate local knowledge and

living locally as preferences in job

descriptions and job

advertisements

• Ensure key selection criteria

reflect typical education and skills

of local workforce

• Provide comprehensive

workplace training programmes

to help fill knowledge or skill gaps

• Be committed to working to

develop staff skills over time

TOPIC 5 PROVIDING APPROPRIATE SKILLS TRAINING PROGRAMMES

UNIT 4 RESPONSIBLE

EMPLOYMENT IN TOURISM

The role and importance of providing employee

skills training programmes

• Gives information and skills needed according

to standards

• Fills knowledge and skills gaps

• Improves employee performance and confidence

• Better ensures consistency in work processes and

outputs

• Generates greater employee

satisfaction

The 2 main types of workplace training

1 Induction training

2 Ongoing skills training

1 Provide an induction training programme

Incorporating responsible tourism into

2 Ongoing skills training

• Formal training in skills capacity

related to the occupation and

needs of the employee

• Part of a formal organisational

training plan that identifies:

company

needs in the future

Key steps in developing a skills training

programme using A-D-D-I-E

Instructional Design Strategy Delivery method

Training structure and duration Evaluation methodology

Create prototype Develop training materials Desktop review

Run training pilot

Training schedule Print and prepare training material

Prepare trainers Notify learners Launch training

Collect training evaluation data

Review training effectiveness

Assess project performance

Report performance results

TOPIC 5 DEVELOPING RESPONSIBLE

TEAM COMMITMENT AND COOPERATION

UNIT 4 RESPONSIBLE

EMPLOYMENT IN TOURISM

The importance of team commitment and operation to achieve responsible tourism

tourism action plan is not

enough to generate results

between the company’s

sustainability goals and the

realisation of those goals

and day-to-day

Benefits of team commitment in responsible

Fostering team commitment tourism through

responsible tourism action planning

3 Develop action plan for each intervention

4 Implement activities

5 Monitor, evaluate, adjust

How to gain and maintain commitment to

responsible tourism objectives

Include staff in selecting

goals and actions Assign project leaders

Raise awareness about key sustainability issues

Develop a staff code of

conduct

Keep communication open

& provide ongoing support

Inform and celebrate success

Team commitment example 1:

AT&T and Do One Thing

As a part of its corporate social responsibility programme, AT&T asked employees to start an individual or team project to make one small change of their choice in order

to help their company or themselves become more

sustainable and socially responsible Some employees chose to walk or bike to work rather than drive, while others chose to invite students to shadow them on the job Giving employees the opportunity to choose where

to make a change not only helped participants engage with their communities in meaningful ways but also resulted in a reduction to the company’s total carbon

footprint.

Gaining team commitment example 2:

PNC and paid volunteering

PNC is part of a growing trend where employers allow paid time off for staff volunteering However, unlike many of their peers, PNC doesn’t just simply plan an annual park clean-up or trip to a soup kitchen, instead,

employees can choose from a list of over 200

organisations for which they can volunteer and are provided with an allowance of paid time off to

volunteer.

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