Objective of the research: to propose solutions, recommendations to contribute to tourism HRs development in Northern midland and mountainous provinces by 2025, orientation towards 2030.
Trang 1Secondly, theories and recommendations for human
resources development in general have been applied, studied for
a long time, yet human resources development of tourism industry have not been cared and studied by many authors. With specific characteristic as a service industry with high potentials
in the future, tourism industry requires plresource and high quality human resources. Therefore, research in tourism human resources is necessary as it contributes to the theoretical basis of development activities in fact
Thirdly, although there have been some foreign
researches in tourism human resources development, they are all general researches such as Nolan (2002), Burke Ronald J. (2018). Due to the scale and characteristics of human resources are differect based on each regions, it is necessary to have a specific theoretical research in tourism huam resources development to fits in the natural and social conditions of Northern midland and mountainous provinces. This is the space for a specific resesearch to bring out detailed solutions which
Trang 2Thirdly, most of available researches just focus on
training and developing activities for tourism human resources in both terms of quality and quantity, typically as the author LeeRoss Darren, Josephine Pryce (2010), Baum Tom (2015); Cuffy Violet, John Tribe, David Airey (2012); Ardahaey Fateme Tohidy (2012). The number of researches focusing on analysing all 4 developing activities of tourism human resources is so small ( including: the State management; Attraction; Connection and cooperation; Education, training and improving the quality of tourism human resources Therefore, it is essential to have a detailed research which generalizes all 4 factors above for solid, adequate theoretical basis of developing activities of tourism human resources.
Practical aspect:
Northern midland and mountainous provinces belong to the region, especially where there are northernermost and westernermost of Vietnam. The region has many potentials and advantages both in natural resources and human resources, but the regional tourism development is not consistent with the tourism potential, the number of tourists coming to the region is lower than that of others. This problem has many causes, but one of the most influential causes is that the quantity of tourism HRs in the provinces is small and does not meet the development requirements, as tourism HRs is weak and lacking
in key stages, the number of trained workers accounts for a small proportion of the total number of tourism workers
Most of the regional labor force in tourism sector has been transferred from different departments and sectors to
Trang 3Researching on developing, progmulating plannings on tourism HRs development are only considered as a content in the general plan of the industry without specific and comprehensive plan This can be said to be one of the limitations in the State management of tourism that the provincial tourism industry of regions need to change to create sustainable development
2. Objective and mission of the research
Objective of the research: To propose solutions,
recommendations to contribute to tourism HRs development in Northern midland and mountainous provinces by 2025, orientation towards 2030.
Northern midland and mountainous provinces.
Thirdly, to analyse the real situation of tourism HRs, the
real situation of tourism HRs development in Northern midland and mountainous provinces. Therefore, advantages, limitations, and causes of limitations in activities of tourism HRs
Trang 4development in localities can be learned and used as the base for recommendations to develop tourism HRs in Northern midland and mountainous provinces.
Content and limitation of the thesis: The thesis has approached the content of tourism HRs development under the view of economic management ( HRs economy), in which the author focuses on clarify definitions, characteristics, personnel titles of tourism HRs, the real situation of tourism HRs, activities and factors affecting tourism HRs development of a locality. The thesis has researched on the experiences of tourism HRs development of foreign and domestic tourism areas and presented lessons for Northern midland and mountainous provinces. The thesis has not researced on the State tourism HRs working in institute, universities, colleges, high schools or vocational training agencies. Some tourism companies having small scale or hotels that has just been established for 1 years are not survey objects.
As for spatial dimension: The survey, investigation of the thesis focuses on 14 Northern midland and mountainous provinces including: Hoa Binh, Son La, Dien Bien, Lai Chau, Yen Bai, Bac Kan, Phu Tho, Lao Cai, Tuyen Quang, Ha Giang, Thai Nguyen, Cao bang, Lang Son, Bac Giang.
Trang 5on the real situation of tourism HRs and tourism HRs development in 2010 2017 period. Solutions, recommendations can be applied by 2025, orientation towards 2030.
4. New achievements of the research
With the implementation of research topic on tourism HRs development in Northern midland and mountainous provinces, the thesis contributes theoretical and practical issues:
Theoretical aspect: The thesis has systematized the theoretical basis of tourism, human resources, characteristics, roles and personnel titles of tourism HRs in general, content, model and factors affecting tourism HRs development in particular
The thesis presents three contents of tourism HRs development including: the growth in quantity, the development
of structure and the development of quality of tourism HRs. The quality of tourism HRs development includes factors: knowledge, skills, experience, health. Systematization clarifies the activities of tourism HRs development including: state management for tourism HRs development; Attracting tourism HRs development; Training and improving quality and cooperation, coordination of tourism HRs development The thesis has also analyzed the factors affecting tourism HRs development based on three groups of factors, including: group
of macroenvironmental factors; group of factors of industry environment; and group of factors that belong to companies and the workers themselves
Practical aspect: The thesis draws valuable lessons for provinces and cities as well as tourism areas inVietnam By
Trang 6conducting a survey and overall sociological survey in the area of all 14 provinces in Northern midland and mountainous region, using the secondary data source, the thesis has reviewed and evaluated the real situation of tourism HRs, focused on assessing tourism HRs development in Northern midland and mountainous provinces in recent years, the opportunities and challenges for tourism HRs development in Northern midland and mountainous provinces in the process of economic integration. The thesis has pointed out the advantages, limitations and main causes of the limitations of tourism HRs development in Northern midland and mountainous provinces; at the same time, proposed a system of synchronous and feasible solutions to develop tourism HRs in the survey area; proposed specific recommendations to involved parties in the development of agriculture and rural development such as the Ministry of Education and Training, the Ministry of Culture, Sports and Tourism, Tourism Association and the People's Committees of the provinces in the region so that the solutions are feasible and effective The results of the thesis suggest to the State management to the policy on tourism HRs development, is an important reference for tourism companies’ leaders in the process of building and developing agencies in the future
5. Structure of the thesis
Apart from introduction, appendix and conference, the thesis includes 4 chapters following main contents:
Chapter 1. General view on tourism HRs development and research method
Chapter 2. Theoretical isues and practical experiences of tourism HRs development
Trang 7in Northern midland and mountainous provinces
Chapter 4 Solutions and recommendations for tourism HRs development in Northern midland and mountainous provinces by 2025, orientation towards 2030.
***
Trang 8 Research works on human resources and human resources development;
Research works on tourism HRs development: Research works on state management with tourism HRs development; Works related to training and improving the quality of HRs in the tourism industry; works on attracting tourism HRs; works on coordination and cooperation of tourism HRs development of a locality; Other research works on tourism
Conclusions from the general research and scientific spaces which needs continuing to research:
Firstly, the above researches have systematized and
analyzed quite clearly the deffinitions of human resources, human resources development, the contents of human resources development in general, the tourism human resources in particular at the scale of company, industry. PhD. Candidate will inherit and apply to develop theoretical basis for this thesis
Secondly, foreign researches mainly focus on basic
theoretical issues of human resources management. Few studies have conducted indepth analysis of tourism HRs development in
an area based on all four activities, including: State management, attraction, coordination and training tourism HRs but only focuses on training and developing activities for tourism HRs in quality terms or quantity terms Some other researches have systemized the theoretical basis of tourism HRs, the characteristics and criteria of personnel titles of the tourism
Trang 9industry, the professional capacity of each personnel title of tourism, the definition of tourism HRs development (including quantity, structure, quality, labor productivity); At the same time, some factors affect tourism HRs development and content, activities of tourism HRs development in one locality.
Thirdly, most of the above researches have clearly
analyzed the real situation of tourism HRs, the status of tourism HRs development of each types of tourism companies in particular and the tourism industry in general, clearly pointed out limitations and causes of limitations in tourism HRs development
at different times and in different contexts
Fourthly, researches emphasize the importance of HRs
development, including tourism HRs; as well as providing solutions, recommendations and orientations for this issue. However, most researches only mentioned general issues of tourism HRs development, some are about on tourism HRs development in the Northwest region or some localities of Northern midland and mountainous region or each activity without a sufficient and comprehensive research on tourism Hrs development in Northern midland and mountainous provinces in the context of Vietnam's extensive international integration. There is no survey to assess the real situation of tourism Hrs development and tourism HRs development by analysing 4 factors of tourism HRs development (state management activities, attraction activities, cooperation and coordination activities, training, activities to improve the quality of tourism HRs) and forecasts on tourism HRs development in Northern midland and mountainous region.
Fifthly, on the basis of analyzing the real situation of
tourism HRs, developing HRs in general and the quality of
Trang 10training tourism HRs in particular, some researches have provided some solutions to improve the efficiency in training and the quality of tourism HRs. However, as mentioned above, the proposed solutions are macroscopic and for the whole country, or only focus on training solutions to improve the quality of HRs, or focus on a specific locality. There has not been a comprehensive, direct research to propose solutions for tourism Hrs development in Northern midland and mountainous region.1.2. Research method of the thesis
To evaluate the real situation of tourism HRs development in Northern midland and mountainous provinces, the author has presented this research framework of the thesis:
Picture 1. Research framework of the thesis
+ General approaching method: Applying methods such
as analysis, generalization, forecast, logical thinking, techiques like statistics, comparison and evaluation, interviewing specialists together with qualitative and quantitative method while researching and practical evaluation.
Data collection method:
+ Secondary data collection method: Ministry of Culture, Sports and Tourism, Tourism Administration, 14 Departments of Culture, Sports and Tourism, books, thesis, journals, conference yearbook
+ Primary data collection method: Primary data collection method is collected by the questionnaires and interview with specialists. Primary data collection method is assessments of the State managers in Departments of Culture, Sports and Tourism, in tourism companies in Northern midland
Trang 11 Data analysis method: both qualitative and quantitative method Collected data is analysed by software called Statistical Package for the Social Sciences (SPSS) and generalized, analysed, compared on the Excel table
***
Trang 12CHAPTER 2THEORETICAL ISSUES AND EXPERIENCES OF TOURISM HUMAN REOSURCES DEVELOPMENT 2.1 Definitions, characteristics, roles, classification and requirements for tourism HRs development
2.1.1. Definition of tourism, human resources and tourism human resources
“ Tourism human resources is the whole labour in tourism industry including direct labour and indirect labour, which can
be shown through quantity, quality ( physical, mental, mind) and the labour structure of industry”.
2.1.2. Role and characteristics of tourism HRs
2.1.3. Classification, titles of HRs in tourism industry
2.1.4. Definition of tourism human resources development
“ Tourism human resources development is the growth in quantity, the development of structure and quality improvement
of human resources on all aspects (the level of adapting job requirements, professional knowledge, professional skills, physical and mental skills, working attitude) by activities such
as attracting, developing policies, coordiantion activities and training methods, fostering tourism human resources to meet the requirements of socioeconomic development and tourism development of localities, tourism areas and country in each stage of development”.
Trang 13at the evaliuation time;(2) the rate of tourism HRs increases annually; (3) The increase/ decrease level of tourism HRs; (4) The structure shift in the progress, reasonable direction;(5) Criteria for evaluating the quality; (6) The efficiency of training activities for tourism HRs; (7) Finance for tourism HRs development; (8) The quality of developing strategy, planning on tourism HRs development; (9)The efficiency of policy for attracting tourism HRs of localities;(10) The efficiency of organizing activities for managing tourism HRs development of localities; (11) The efficiency of coordiantion, cooperation activities for tourism HRs development.
Nine criteria assessing the quality of tourism HRs in accordance with the thesis topic are defined as: (1) General knowledge and professional skills; (2) Communication skills, customer service; (3) Foreign language skills; (4) Leadership and management skills; (5) Abide by labor
Trang 14rules; (6) Working spirit and attitude; (7) Work experience; (8) Health and age; (9) Other skills (situation handling, information technology, team work).
2.4.1. Experiences in tourism HRs development in foreign, domestic tourism areas
Secondly, building strategy on labour market in region
particularly on the base of Bristish Columbia’s experiences of developing system of information on tourism labour market.
Thirdly, it is necesssary to implement policies to attract tourism
specialists, managers, undergraduate students with excellent degree of full time course from pretigious universities to work in localities
Fourthly, tourism labour in tourism companies and the State