Dissertation abstracts development of human resources in tourism in the south central coast and highlands

has not been assessed comprehensively in terms of both the theory and reality.Moreover, there are certain shortcomings in the state management toward thetourism development in the region

1 Necessities of the thesis:

Since the World War II, Tourism, on a global scale, has made rapiddevelopment and become an important economic sector, which supportsdeveloping countries in enhancing their economic development targets, povertyreduction and improvements in living standards It can be seen that tourism hascreated millions of direct and indirect job opportunities for relevant industriesincluding transportation, finance and agriculture, etc As an export industry,tourism has managed to be ranked the 4th after the field of fuels, petrochemicalsand automobile production

Over the past years, Vietnam Tourism has made an outstandingdevelopment In 2001, Vietnam only attracted about 2.3 million of internationaltourists However, it is estimated that Vietnam will be the destination of 4.5 –4.6 million of foreign visitors and 28 million of local tourists in 2010 Theamount of income from tourism has reached about 80 thousand billion VND.Tourism is considered to be one of the five industries which bring about highestforeign currencies for the country

The South Central Coast includes five coastal provinces (Binh Dinh, PhuYen, Khanh Hoa, Ninh Thuan and Binh Thuan) and there are five provinces inthe Highlands (Kon Tum, Gia Lai, Dak Lak, Dak Nong and Lam Dong) Suchareas play a vital role in the tourism development strategy of Vietnam In fact,the Tourism in the South Central Coast and Highlands has witnessed a rapidgrowth for the past years: The number of tourists is on an increase Particularly,

in 2009, the number of visitors accounted for 6.7% of international tourists and12% of local tourists of the whole country The income gained from tourism ofthe region reached 7,500 billion VND with the average growth rate of 26.5% peryear during the period 2001 – 2009 The development of tourism has contributed

to changing the appearance of the region as well as creating more jobs for locallabor and building numerous high-grade resorts

Also, the Tourism sector of the South Central Coast and Highlands couldnot catch up with the growth rate of the sector In particular, there are certainweaknesses in major activities, then failing to satisfy the requirements.Moreover, the number of well-qualified staffs constitutes a small percentage,among which the quantity of employees whose major is tourism is still low Amajority of such employees are not good at foreign languages as well as theirworking skills and professionalism are not efficient at all

Apart from the weaknesses in the quality, there exists a serious lack oftourism employees in the region In addition, the structure is inappropriate and

has not been assessed comprehensively in terms of both the theory and reality.Moreover, there are certain shortcomings in the state management toward thetourism development in the region: The organization is instable due to themerging process; the development has experienced a lack of strategies, planningand schedules; the quality of training and fostering personnel has yet beenclosely controlled; there is no comprehensive solution and clear orientation forthe tourism development, then fulfilling the targets of the sector.

On the basis of the above-mentioned evaluations and opinions, in order toenhance the efficiency of the management of the tourism development in theSouth Central Coast and Highlands till 2020, I decided to choose the

“Development of human resources in Tourism in the South Central Coast and Highlands” as the topic of my thesis which aims at contributing to the

resolution of theoretical and practical problems in the management of thedevelopment of human resources in tourism in the said region

2 Purposes of study: On the basis of the theory and practical survey, the Thesis

has suggested some solutions to the development of human resources inTourism so as to meet the requirements on tourism development till 2020 of theprovinces in the South Central Coast and Highlands

3 Tasks of study:

- To systematize and develop the concepts and theoretical matters on thetraining and development of human resources in Tourism, then creating atheoretical basis for the research

- To analyze the current situation of the development of human resources

in Tourism including quantity, quality and structure; the training of humanresources and the management of manpower development in Tourism in theSouth Central Coast and Highlands

- To suggest some solutions to develop the human resources in Tourism

of the said region till 2020

4 Subjects of study: The thesis focuses on studying the development of human

resources in Tourism in the state management system and tourism enterprises inthe South Central Coast and Highlands

5 Scope of study:

- In terms of the contents: The thesis has managed to study the theoretical

and practical matters on the development of human resources in Tourism so as

to offer some solutions

- In terms of the space: The thesis focuses on studying the provinces in the

South Central Coast (Binh Dinh, Phu Yen, Khanh Hoa, Ninh Thuan and BinhThuan) and Highlands (Kon Tum, Gia Lai, Dak Lak, Dak Nong and Lam Dong)

- In terms of time:

+ The figures used to evaluate the current status of human resources inTourism in the region are collected from 2001 to 2009

+ Orientation and solutions to the development of human resources inTourism are used for the period 2015 – 2020.

6 Methodology and research methods:

The thesis has employed the dialectical materialism and historicalmaterialism Moreover, the thesis has selected the research methods of PublicAdministration Management through the systematical approach, analysis andsurvey, social investigation and expert method Besides, the thesis also inheritsvarious relevant studies, statistics and documents

7 Some improvements of the thesis

- The thesis is the first deep and comprehensive research on themanagement of the human resources development in tourism in the SouthCentral Coast and Highlands in terms of both the theory and reality

- The thesis has provided a systematic assessment on the management anddevelopment of human resources in the Tourism of the said region The majorreasons for numerous problems in the tourism development of the region havealso been pointed out

- The thesis has suggested some comprehensive and feasible solutions tothe development of human resources in Tourism of the region

8 Structure of the thesis

Besides the introduction, overview, conclusion and recommendations,references and appendixes, the thesis consists of three chapters as follows:

- Chapter I: Thereotical basis and some experience in the development of

human resources in Tourism

- Chapter II: Current status of the development of human resources in

Tourism in the South Central Coast and Highlands during the period of 2001 –2009

- Chapter III: Some solutions to the development of human resources in

Tourism in the South Central Coast and Highlands

OVERVIEW OF RESEARCH SITUATION

1 Situation of local research:

The studies of local authors on the development of human resources inTourism can be divided into three major groups as following:

- Scientific reports and articles in magazines and newspapers: A

considerable number of famous scholars have studied the development of humanresources: Prof.Dr Hoang Van Chau, the Rector of Hanoi Foreign TradeUniversity with the study “Development of high quality human resources for theeconomic integration – an urgent problem since the crisis”; Vice Prof.Dr DucVuong, Rector of the Institute of Science Studies for Talents and Human

2011 – 2020” and Mr Nguyen Trung, a former ambassador in Thailand who iswell known with the study “Thoughts of the development of human resources inVietnam”.

- Projects and programs: The project on “Development of Human

Resources in Vietnam Tourism” (Code: VNM/B7-301/ IB/97/0234) conducted

by Vietnam National Administration of Tourism and European Community withthe aim to enhance the standards and quality of human resources in VietnamTourism; VIE/031 Project (Improvement in the capabilities of human resources

in Tourism and Hotel) funded by the Government of Grand Duchy of Luxembourg and conducted between 20 th January, 2010 and 31 st December,

2012 with the aim to support the development of human resources in Tourism in the key areas

- Textbooks and references: Here are some typical textbooks on the

development of human resources in Tourism: “State management of economicand social matters” edited by Dr Nguyen Hoc Hien, Scienticic and TechnicalPublisher, Hanoi, 2007; “Management of social human resources” edited byProf Dr Bui Van Nhon, Scienticic and Technical Publisher, Hanoi, 2008 and

“Tourism Economics” edited by Prof Dr Nguyen Van Dinh, Vice Prof Dr.Tran Thi Minh Hoa – Hanoi, National Economic University, 2008

2 Research situation in foreign countries:

It can be seen that the development of human resources in Tourism hasexperienced a comprehensive and thorough study Some studies have beentranslated into Vietnamese and used as the textbooks and references in sometourism schools For example, “Management of Modern Hotels” (Editor: LucBoi Minh, Shanghai Publisher, 1996), Research Institute of TourismDevelopment and National Political Publisher, 1997; “Tourism economics andtourism study” edited by Dong Ngoc Minh and Vuong Loi Dinh, HCMPublishing House, 2000

3 General evaluation of the research situation and problems to be addressed

- In fact, the above-mentioned studies have only provided generalunderstanding of human resources or mentioned some aspects of thedevelopment of human resources in general No study offers a systematicapproach to the development of human resources in Tourism in terms of thethereotical basis

- The solutions given by the said studies have stopped at a macro level Amajority of the solutions are recommended for the general development In otherwords, it seems to be extremely hard for such solutions to be efficient in theTourism

- There is no specific and deep study on the development of humanresources in Tourism for the South Central Coast and Highlands

On the basis of the local and foreign research situation, the thesis targets

to systematize, select and build up certain concepts and theories on thedevelopment of human resources in Tourism; Analyze the current situation ofthe development and management of human resources in Tourism in the SouthCentral Coast and Highlands; Suggest some solutions to the development ofhuman resources in Tourism in the said region till 2020

Chapter 1

THEORETICAL BASIS AND SOME EXPERIENCE IN THE

DEVELOPMENT OF HUMAN RESOURCES IN TOURISM

1.1 Human resources in Tourism

1.1.1 Human resource

Definition: Human resource is a category to describe the potential

strengths of residents and the capability of mobilizing them into the production

of facilities and spiritual values for the society at the moment as well as in thefuture These strengths and capability are demonstrated by the quality, quantityand structure of the population, especially the quality and quantity of the forcewho can take part in the social production

1.1.2 Human resources in Tourisms

1.1.2.1 Basic concepts in Tourism

The term Tourism is derived from Greek with the meaning the action of

movement around a circle This term is Latinized to be tornus and then tourisme (France), tourism (English), etc Up to now, there are various view on Tourism,

some authors concentrate on explaining the concept Tourism as a movementphenomenon outside their habitual residences; Others concentrate on Touristand economic field of Tourism

In Vietnam, Tourism Law (2005) specifies: Tourism means activities connected

with trips taken by people outside their habitual residences aimed at satisfying their needs for sightseeing, study, leisure or recreation in a certain period of time.(Clause 1 Article 4)

Tourism Law also interprets several terms of Tourism as follows:

Tourism activity means activities of tourists, organizations and individuals doing

tourism business, local communities, agencies, organizations and individuals

engaged in tourism related activities; Tourism resources mean natural

landscapes, natural elements, historical or cultural relics, works of creative human labor or humanity values which can be utilized to meet tourist needs and constitute a fundamental factor to form tourist resorts, tourist spots, tourist

routes or tourist cities; Tourist product means a combination of necessary services provided in order to meet the needs of tourists during a trip; Tourist service means the provision of services in travel, transportation,

accommodation, meals and drinks, entertainment, information, guidance and other services to satisfy the

needs of tourists

1.1.2.2 The Human resource of Tourism

- Definition: The Human resources of Tourism mean the labor forces

participated in the tourism development process, including the direct and indirect labor Direct labor is the person who works in the state managementsystems related to tourism, the tourism agencies and the tourism businessagencies; indirect labor is the person works in sectors, process related to tourismsuch as culture, customs, traffic, commerce, public environment, postcommunication, residence community, etc In the scope of this thesis, it ismentioned the direct labor of Tourism

- Roles and characteristics of the Human resource of Tourism: TheHuman resources of Tourism are clarified into 3 types with different roles: thestate managed labor group on Tourism, the tourism functioned labor group andthe business group

The business group is the populous group with the characteristics asfollows:

+ Young age structure, female labor rate is higher than male labor rate:

Due to the typical feature in the need of active, young and strong labor; manyfields related to tourist service require the charm, caution and skill of female

+ Inequality in Quality and Structure: There is the uneven allocation according to territory and tourism profession, originated from the prominent

resource orientation of Tourism

+ The great change in quantity based on the season in a year: Due to the

seasonal feature of tourism, the tourism activities are concentrated in a certaintime of a year (high peak reason)

The labor force working directly in tourism businesses is clarified into 4basic groups with the different roles and features in tourism activities:

+ The general function management labor: including the leader of theeconomic ground (general directors, directors, deputy directors or equivalentpositions) This labor group is in charge of looking for latent, using skillfulpeople, organizing and managing the work smoothly for effective businesspurpose

+ The labor group managed according to economic profession: includingemployees in functional departments (finance - accounting, materials andequipment, synthetic, human resource management, etc) The main duties ofemployees in this department is to organize business accounting, themanagement business system, labor and make plan for scale and growth ofbusiness development

+ The labor group ensuring the business condition of enterprises: Theguard, environment hygiene, electricity and water staff, good supply, workers inbusiness, tourism business

+ The direct labor in service for tourist: These are direct employeesengaged in the tourism business, direct service delivery and service to travelers.This working group is very large, from many different fields and requiresprofessional skill

1.2 Human resource Development in Tourism

1.2.1 Definition: Human resource Development in Tourism is the overall

forms, methods, policies and measures for improvement, enhancing the quality

of human resources for tourism industry (intellectual, physical andpsychological qualities – social fields) to increase the quatity human resourcesfor tourism and restructure the tourism industry to meet the requirements ofeconomic and social development in each development period

1.2.2 The elements influencing the human resource development in Tourism:

- Level of economic development and tourism development: the economicdevelopment provides the physical base to address issues of human resource.The development of tourism decides the quantity, quality and trend ofdevelopment of tourism human resources

- The Quality of education: The quality of education directly affects thehuman resource development

- The macro social economic policies of the government: The macrosocial economic policies of the government such as education and trainingpolicies, recruitment policy, employment, labor wages, social insurance, laborprotection, etc have a direct impact to human resources through macro-regulation tools

-The outside elements: The globalization, the development of science andtechnology, especially the information technology and communication

1.3 The state management towards human resource in tourism

1.3.1 The development policy for human resource in tourism

The basic policies for human resource development in tourism include:Policy on the management of tourism development (regulation of professionalstandards of travel, specialized training programs), policies on education,training and travel (Regulations on tourism training institutions, programstraining, teacher standards and regimes with teachers and students, school fees),and policies to attract the employers (defined mode of employment, regulatingrelations and working conditions); specific policies (policies to develop humanresources of state management areas) and policy development of scientifichuman resources - technology, policy development group of entrepreneurs

1.3.2 The content state management on development for human resource in tourism

The main contents of state management on development for human resource intourism include:

- Building the strategy for human resource development in Tourism: The

strategy for human resource development in Tourism is the ground for makingplans, development programs of Tourism across the nation; The strategy forhuman resource development in Tourism, the development plans, programs ineach localities, regions

- Building and issuing the legal normative document, creating the legal corridor for development for human resource in tourism: The legal tools and

macro policies affect the manufacturing relations, labor relations, and

management to adjust, orientate for human resource development in complywith the development target

- Building and issuing the policies on recruitment in Tourism: This

content is the foundation for the tourism organizations, businesses to evaluateand select the tourism labor to ensure the rights and obligations of employeesand employers.

- Building and completing the policy system of development for human resource in tourism: To build and complete the education policy, tourism

education, labor attraction and recruitment To promulgate and guide onimplementation of the policy for insuring the sack of the employees in Tourism

To promulgate the regulation on labor attraction, recruitment and treatment forhuman resource in Tourism

- Broadening the cooperation relations, speed up the cooperation of human resource in tourism among different areas: Cooperation on human resource is one of the best methods to solve the inconsistence and difference of Tourism human resource, this process could change styles, habits, discipline and renew the evaluation criteria of quality of Tourism human resource, create quality level among regions and nation.

- Completing the organization engine, providing guidance on implementation and issue of development strategy of human resource in Tourism: To enhance the state management effectiveness on Tourism from the central to localities, supplementing the forces, enhancing quality of management staff

1.3.3.The state management towards the human resource development of Tourism in Vietnam at present:

1.3.3.1 The state management towards the human resource development of Tourism in Vietnam at present.

- In the central, the state management agencies include: Ministry ofEducation and Training managed on Tourism education and training, Ministry

of Labors, War Invalids and Social Affairs managed on labor and employmenttraining; Ministry of Culture, Information and Sports managed on Tourismfields The Central State plays the orientation role and creating the resources,conditions for the social human resource in general and human resource inTourism in general

- In the localities: The People’s Committee of province or city undercentral authority with the specialized agencies are: Department of Culture,Sports and Tourism, Department of Education and Training, Department ofLabour, Invalids and Social Affairs, Department of the Interior, the People’sCommittee of districts, Office of Education and Training Local governmentplays an important role for human resource development, through to detail theguidelines and policies to develop human resources of the State into specificregulations for development human resources in the local tourism industry inline with actual conditions

- Grass-roots Level: is the body functioned management and development

of human resources of each organization or unit activities in the tourism sector(usually the Administrative organization,human resource organizations).Grassroots level have an impact on human resource development of the tourismindustry per unit of tourist business and therefore, have a role to impact theoverall development of tourism human resources

- Partner systems: are the education units and research agencies for thedevelopment of tourism human resources The partner system plays theimportant role in the quality of tourism human resources

- The experts, teachers, lecturers: is the force in charge of providingconsultant service, experience, brain, teaching and training, directly affect theimprovement process of quality of trainee The experts, teachers, and lecturersalso system plays the important role in the quality of tourism human resources

1.3.3.2 The content of human resource development of Tourism in Vietnam at

present

In order to gain the tourism human resource meeting the developmentrequirements at present, the content of development of the tourism humanresource is conducted as follows:

- The human resources Census in the national tourism industry, toparticipate and contribute to the completion of service functions, to improvequality and effectiveness of management agencies and the tourism sector'sbusiness units;

- To issue the standard function system for Tourism in order to supporttourism education activities;

- To build, train and implement the education process, to foster the laborability of Tourism; to build the education frame, to enhance profession, foreignlanguage for tourism human resource

- To develop and promulgate policies, measures to complete and enhancethe quality of human resources, increase the number and structural adjustmenthuman resource of tourism industry to meet the development requirements

1.4 Experience of some nations in the human resource development in Tourism.

1.4.1 Thailand: Government of Thailand always put the human resource

development in the top in the national targets The tourism plan concentrates onthe tasks including solving the tourism education problems originated from theduties of Thailand Tourism

Human resource policy on tourism development to meet theindustrialization process in Thailand is made by the main programs: (a) Topromote education and technical vocational training in tourism industry; (b) Tomake emphasis on practical skills training, tourism, (c) To encourage internaltraining (training in the tourism business), (d) The program of foreign aid inhuman resources development in tourism

The development programs for tourism resource development areconducted with the cooperation of government and private sectors

1.4.2 Japan: the human resource development was conducted from easy one to

difficult one, from simple to complex, from basic training to the application and

a continuous performance and consistent with the group of workers The process

of human development the tourism industry includes a system of three forms ofpublic education, corporate training and self training Organization andmanagement system developed in Japanese human resource are held throughoutthe country at both national and local levels (provinces)

Human resource development system in Japanese firms have the basiccharacteristics: (a) On spot training is the main form and made during theworking life of employees through mentoring and direction of senior and skilledworkers for lower-skilled people; (b) Content of informal on spot training isvery large, long-term by nature and made gradually with different phases andsystematic feature; (c) On spot training is widely applied in large companies and

at a smaller scale for small and medium companies; (d) On spot training issupported with special training

1.4.3 Germany: the investment of education in Germany is very high,

accounting for 5-6% of national income.

The person with vocational orientation starts training from the grade of 9

or 10 of popular system Vocational training period is often 3 years At this age,there is 75% of population choosing the vocational training, among of them 3/4

is in the training system at schools and factories (so called Dual System), 1/4studies at the simple vocational training schools

Besides vocational training, job training and complementary skills arewidely held by a diverse school system, operating on market principles.Enterprises, associations as well as private and state units and equal competition

in meeting the vocational needs of society

Besides vocational training, Germany pays more attention in practicalengineer training model as for tourism training.Germany has the advanced skilltraining system It is the element which creates flexible and high qualityresponding ability to the economic development

1.4.4 Some lessons for human resource development of Tourism in Vietnam and South central coastal and central highland regions.

- The first lesson is to enhance state management to tourism human resource development: It is necessary to strengthen state management on

tourism human resource development through tools such as building andpromulgation of policy development, building strategy, tourism developmentplans and human resource development plans of tourism The state should takeinitiative in building training systems and legal systems of tourism education,vocational training law, labor law, etc

The second lesson is to bring in to full play the roles of stakeholders in human resource development of Tourism: to bring in to full play the roles of all

level of localities; through the mechanisms for greater decentralization for local

government to encourage tourism businesses and the private sectors toparticipate in training tourism; to promote the role of professional associations;

to strengthen the relations among the provinces and the regions and amongstakeholders related to training and fostering tourism human resource such asState, training units, businesses

The third lesson is to determine vocational training, shifting to specialized training, enhancing practical skills; training in line with social demands: A strong shift from universal training to specialized training, to pay

attention on practical skills, training demand must be in line with labor marketdemand As for tourism training, 2 models which are effectively applied andbrought high efficiency are dual training of Germany and on spot factorytraining of Japan

2.1.1.1 South Central Coast: There are five provinces in this region including

Binh Dinh, Phu Yen, Khanh Hoa, Ninh Thuan and Binh Thuan with the totalarea to be 27,486.2 km2 Such provinces own many geological and infrastructureadvantages The marine industry is considered as its biggest strength includingmarine resources, local and international sea transport as well as deep-waterports The region is populous with plentiful labor In particular, the provinces inthe South Central Coast own various tourism resources and beautiful beachesand bays Furthermore, it is sunny and warm through the year with diversedmarine ecosystems and numerous hot springs

2.1.1.2 Highlands: The Highlands is located in the SouthWest of Vietnam with

five provinces including Kon Tum, Gia Lai, Dak Lak, Dak Nong and LamDong The Highlands is 54,640 km2 in area with 3,140 thousand ha of forest Itswood reserve reaches 238.9 million m3, accounting for 31.9% of the forest areaand 36.3% of the national forest reserve

The Highlands is the owner of various vegetations, minerals and largetourism potentials In terms of ethnic groups, there are two different partsincluding native people and latter residents The group of native people isdistributed according to the languages including Mon Khome (Ba Na, Xo Dang,

Co Ho, Mnong, Gie Trieng, Ma, Brau, Ro Mam and Hre) and Malyo-Polinedia(Gia Rai, E De, Chu Ru and Ra Glai)

2.1.2 Tourism resources

2.1.2.1 South Central Coast: This region is well known for its marine tourism

resources There are a great number of beautiful beaches which are not onlyfamous in Vietnam but also in Van Phong, Nha Trang, Cam Ranh, Ninh Chu, Ca

Na, Phan Thiet- Mui Ne The purity of sea water and the smoothness of sandbeaches together with warm climate around the year have created the mostfavorable conditions for developing marine tourism activities with uniqueproducts

2.1.2.2 Highlands: The dipterocarp forests, the ecosystem of high moutains and

the system of lakes and waterfalls including Ealy, Bien Ho, Suoi Vang and GiaLong are regarded as the valuable tourism resources to develop green tourismactivities Moreover, the region owns various and interesting native culturalvalues including the “Highlands Gong Space” which is acknowledged to be anintangible cutural heritage by UNESCO

2.1.2.3 Position of the South Central Coast and Highlands in the strategy of tourism development: It can be seen that the South Central Coast and Highlands

play a highly important role to the strategy of tourism development in Vietnam.Such regions are recognized to be the most active in the country in the comingtime

2.1.3.Overview of the tourism development in the South Central Coast and Highlands during the period of 2001 - 2009

2.1.3.1 Tourists

- International tourists: The number of international tourists to the SouthCentral Coast and Highlands has witnessed a constant increase from more than

308 thousand in 2001 to 550 thousand in 2005 and 918.5 thousand in 2009 In

2001, the number of foreign visitors to these regions accounted for 5.92% of thetotal quantity of the country However, this figure rose to 6.69% in 2009

- Local tourists: In 2001, the South Central Coast and Highlands picked

up 2.05 million of local visitors However, this figure reached 7.827 million oftourists, 3.8 times higher than that of 2001, making an annual growth to be18.23% In addition, the proporation of local tourism in comparison with thewhole country has experienced a rapid growth from 9.52% in 2001 to 11.23% in

2009

2.1.3.2 Revenue from tourism: Tourism revenue of the South Central Coast and

Highlands increased from 1,135 billion VND in 2001 to 7,496 billion VND in

2009, making an average growth rate to be 26.6%/year for the period of 2001 –

2009 However, the proportion of tourism revenue in comparison with thewhole country is assessed to be limited: 8.33% in 2009

2.1.3.3 Investment in tourism:

- Technical infrastructure and facilities in tourism: In 2001, there weremerely 757 accommodation establishments with 12,269 rooms in total.However, this figure had reached 1,463 accommodation establishments with29,508 rooms by 2009 the number of big hotels, especially three or five starhotels made a considerable increase with various services, high quality as well

as well-qualified and professional employees

- Development of tourism areas: Some famous tourism areas have beenestablished These areas become more and more attractive to local and foreignvisitors including Hon Ngoc Viet (Khanh Hoa), Vung Ro (Phu Yen), Phan Thiet– Mui Ne (Binh Thuan), etc

- Investment in tourism: During the period of 2006 – 2010, the regionshave received a great deal of investment in tourism infrastructure by the Statewith the total fund of 1,177 billion VND, contributing to the creation of morejobs and the enhancement of economic restructure

The current status of the tourism development in the South Central Coastand Highlands can be generally evaluated as follows:

- Achievements: The Tourism has rapidly developed during the past fewyears and created numerous jobs as well as contributed to raising the local