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Developing tourism human resources for the midland and mountainous provinces of the North - 2

LIST OF TABLES

Page Table 2.1. Tourism human resource development activities 46

Table 2.2. Criteria for evaluating tourism human resource development 55

Table 2.3. Criteria for assessing the quality of tourism human resources 57

Table 2.4. Health classification according to physical strength of Vietnamese people 60

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Table 3.1. Number of accommodation and travel establishments in the Central Highlands provinces in 2017 77

Table 3.2. Number of tourists to the provinces of the Central Highlands region over the past 80 years

Developing tourism human resources for the midland and mountainous provinces of the North - 2

Table 3.3. Total revenue from tourists of provinces in the Central Highlands 81 region

Table 3.4. Number of tourism training facilities in the Central Highlands 83

Table 3.5. Number of direct tourism workers in provinces in the Northern Midlands and Mountains region in the period 2010-2017 84

Table 3.6. Evaluation of State management of NNLDL development 97

Table 3.7. Assessment of activities and policies to attract foreign workers in the midland and mountainous provinces of the North 100

Table 3.8. Evaluation of training and development activities for human resources in the Central Highlands provinces 108

Table 3.9. Evaluation of NNLDL development linkage activities in the provinces of the Central Highlands and Central Highlands..112

Table 3.10. Assessment of the impact of macro-environmental factors on tourism development activities in the Central Highlands provinces 113

Table 3.11. Assessment of the impact of industry environmental factors on NNLDL development activities in the Central Highlands provinces 117

Table 3.12. Assessment of business awareness of NNLDL development in the Central Highlands provinces 119

Table 3.13. Assessment of human resource awareness towards NNLDL development in the Central Highlands provinces 119

Table 4.1. Forecast of tourism development indicators in the Central Highlands region to 2030 136

Table 4.2. Forecast of NNLDL development targets of the Central Highlands provinces to 2030...138

LIST OF DRAWINGS, DIAGRAM


Page Figure 1.1. Thesis implementation process 21

Figure 1.2. Research framework of the thesis 22

Figure 1.3. Survey sample by locality and business sector 27

Figure 2.1. Competency requirements for direct supply and business personnel at tourism business units 39

Figure 2.2. Linkage between the state, schools and businesses in vocational training...53 Figure 2.3. Objective factors affecting vocational training development 62

Figure 2.4. Relationship between the State and other entities in tourism human resource development 64

Figure 3.1. Provincial competitiveness index 2016 - Northern midland and mountainous region 74

Figure 3.2. Job satisfaction level of NNLDL in the Central Highlands 92 region

Figure 3.3. Frequency of applying internal and external training and development types in enterprises......................................................

Figure 3.4. Frequency of application of internal training and development types and work at State Management agencies 106

Figure 3.5. Forms of support for training, fostering and improving the quality of NNLDL in the provinces of the Central Highlands 107

Figure 3.6. Evaluation of linkage and cooperation activities to develop NNLDL 109

INTRODUCTION

1. Urgency of the research topic

In theory:

Firstly, tourism human resources (HR) are considered one of the most important factors, decisive for the tourism development of any country. Accordingly, the quality of HR plays an important role, it determines the success of units, organizations or the tourism industry itself. It can be seen that most of the tourism workers have direct contact with customers, therefore, the quality of labor depends not only on the qualifications and skills of the workers but also on their working attitude. Therefore, HRD development is an activity to increase human resources in both quantity and scale; increase the quality and rationalize the structure of the labor force that is and will work directly in the tourism industry. In reality, developing tourism resources is still a difficult problem for localities, organizations, tourism managers, etc. due to the low quality, insufficient quantity, and unreasonable structure of tourism resources, etc. In this situation, many localities and tourist regions have attached importance to building tourism development policies; identifying tourism development as a tool to attract tourists, thereby affirming competitive position, developing sustainable tourism and bringing prosperity to local people.

Second , the theories and proposals for human resource development in general have been exploited and researched for a long time, so the number of research works on this topic both domestically and internationally is quite large, typically the authors Koike (1997); Gilley Jerry and Eggland Steven and Gilley Ann Maycunich (2002); Tran Xuan Cau and Mai Quoc Chanh (2012); Nguyen Ngoc Quan and Nguyen Van Diem (2012); Gamage Aruna S. (2016),... With the characteristics of a service industry with great potential for development in the future, the tourism industry requires a large and high-quality human resource team. Therefore, research on tourism human resource development is a necessary activity, contributing to creating a theoretical foundation for construction and development activities in practice.

Third , issues of general theory, solutions and recommendations for developing human resources have not been focused on by many authors. Basically, most of the existing studies only focus on training and developing human resources in terms of quality or quantity, typically by authors Lee-Ross Darren, Josephine Pryce (2010), Baum Tom (2015); Cuffy Violet, John Tribe, David Airey (2012); Ardahaey Fateme Tohidy (2012); Tran Son Hai (2011); Vu Van Vien (2017),...; there are not many studies that analyze in depth all 4 activities of developing human resources (including: State management activities; Attraction; Linkage and cooperation; Training, fostering and improving the quality of human resources). Therefore, detailed and comprehensive research

Combining all four factors above, creating a solid and complete theoretical basis for NNLDL development activities is very necessary and urgent.

Thus, most previous studies have only focused on providing solutions to improve the quality of human resources mainly through the policy issuance activities of state management agencies or training, fostering, and improving the quality of labor force in enterprises, but there are few studies that synthesize other activities to develop local and regional human resources according to the economic management approach. This has created a theoretical gap for the development and implementation of policies to develop human resources in practice. Therefore, the comprehensive assessment of human resources development activities meets the theoretical requirements.

In practice

The Party's resolutions and the State's socio-economic development strategy have identified people as both the goal and the driving force in the cause of promoting industrialization and modernization. People and human resources are the most important factors, determining the rapid, effective and sustainable development of the country. At the 12th Congress, the issue of " Comprehensive human development " was identified by our Party as one of the general tasks to meet the requirements of the cause of national construction and development in the integration period. Vietnam is moving towards a knowledge-based economy with high and effective intellectual content. This is an important premise for Vietnam to become an industrialized country by 2020.

In Vietnam, tourism has received great attention from the Party and the State, creating conditions for its development to truly become a spearhead economic sector with high growth rates. On January 16, 2017, the Politburo issued Resolution No. 08-NQ/TW on developing tourism to become a spearhead economic sector. The Resolution demonstrates the Party's determination to develop tourism, through recognizing the potential contribution of tourism to the economy and society (KTXH). Training and developing tourism human resources is an important solution and a decisive factor for the development of the sector in the Resolution, Strategy and Planning for Vietnam's tourism development.

The provinces of the Central Highlands and the North belong to a special region, which is the place with the two western and northern poles of Vietnam. This is a region with a lot of potential and advantages in terms of natural resources such as unique terrain, climate, geology, landscape and valuable ecosystems; advantages in terms of human resources, where many ethnic minorities have lived for a long time, being a revolutionary base, a safe zone for resistance wars, etc. The Central Highlands and the North have such attractive values ​​and advantages in tourism, but the development of tourism in the region is not commensurate with the existing potential; tourism products are not attractive and competitive with other tourist regions; technical facilities (mainly hotels under 2 stars and guesthouses, small and fragmented restaurant systems, travel companies) are still lacking.

and weak...; infrastructure serving tourism is still underdeveloped and has not satisfied the needs of tourists, so the number of tourists coming to the region as well as tourism income is lower than other tourist regions. This situation comes from many causes, but one of the most influential causes is the human resources of the provinces in the Central Highlands and the South Central Coast. In reality, the human resources of the region are still lacking in quantity, poor in quality, unreasonable in structure and especially do not meet the development requirements of tourism. Most of the labor force (LLLĐ) in the tourism industry of the region is transferred from different departments and majors to work in tourism, so professional expertise and knowledge about tourism are mainly acquired through short-term training courses, through learning from experience; there are few workers who are proficient in foreign languages; The working skills and professionalism of the workforce are not high, so most of the workforce cannot meet the needs of tourists. Management and business operations are not highly effective, not commensurate with the existing tourism potential.

Although there have been some foreign studies such as Nolan (2002), Burke Ronald J. (2018),... on the topic of tourism human resource development, these studies are only general in nature. Besides, there are also some studies with different topics, focusing on some regions such as the Red River Delta, the Northern Midlands and Mountains, the Central Coast, the Mekong Delta; however, there has not been any in-depth study on tourism development in the Northern Midlands and Mountains. Due to the different scale and characteristics of tourism resources in different regions, in order to suit the natural and social conditions of the Northern Midlands and Mountains, it is necessary to have a theoretical study on specific tourism human resource development. This is the gap that requires a specific study to provide detailed solutions that are most suitable to the characteristics of the Northern Midlands and Mountains provinces.

In addition, currently, there are only 10 provinces in the country that do not have tourism training facilities, of which 3 are in the Central Highlands region, namely Cao Bang, Bac Kan, and Ha Giang. Some provinces such as Yen Bai, Bac Giang, and Lang Son have tourism training, but the number of students recruited each year is very small, only about 20. Up to now, according to statistics from the General Department of Tourism, the provinces in the Central Highlands region have all developed a master plan for tourism development; However, the research, development, promulgation of projects and planning for the development of tourism human resources is only considered as a content in the general plan of the industry without being concretized and comprehensive. Currently, in Cao Bang, Ha Giang and Tuyen Quang provinces, this project has been implemented by the Provincial Party Committee and People's Committee. The Department of Culture, Sports and Tourism of Lao Cai and Bac Giang provinces advises the People's Committee to develop a Plan on training and fostering tourism human resources in the province for the period 2017-2020 and Son La is developing a Project on tourism vocational training for rural workers in the province in 2017. The Department of Culture, Sports and Tourism in the provinces of the Central Highlands and the South still does not have policies, programs, plans and long-term plans on human resource development to orient properly, systematically and meet the needs of the people.

meet the requirements. This can be considered one of the limitations in state management of tourism that the tourism industry of the provinces in the region needs to change to create sustainable development in the long term. Therefore, the development of tourism in the provinces of the Central Highlands and the South Central Coast becomes increasingly necessary and urgent for the period 2020-2030 to meet the requirements of rapid and sustainable tourism development of the region.

The above mentioned weaknesses and limitations are due to many reasons, but mainly because up to now, the Vietnam Tourism Industry and the Department of Culture, Sports and Tourism in the provinces of the Central Highlands and the South have not had policies, programs, plans and long-term plans on human resource development to orient properly, systematically and meet the requirements. Therefore, the development of tourism in some provinces of the Central Highlands and the South has become more urgent and necessary from now until 2030 to meet the requirements of rapid and sustainable tourism development, truly becoming a key economic sector, contributing more positively and effectively to the cause of industrialization, modernization and development of the knowledge economy of the country.

Based on theoretical reasons and practical requirements, with theoretical studies in the thesis, analyzing the current situation and objectively evaluating the development of tourism human resources in the provinces of the Northern Midlands and Mountains, finding out the causes of the problems to have appropriate solutions for the development of tourism human resources in the region to be able to develop sustainable tourism or the socio-economic development of the provinces of the Northern Midlands and Mountains is extremely necessary. Therefore, the researcher chose the topic "Developing tourism human resources for the provinces of the Northern Midlands and Mountains " as the topic of his doctoral thesis, with the desire to contribute to solving both theoretical and practical difficulties for the development of tourism human resources for the provinces of the Northern Midlands and Mountains in particular and the tourism industry of Vietnam in general, thereby promoting the development of the tourism industry in the region.

2. Research purpose and tasks

Research purpose : Propose some solutions and recommendations to contribute to the development of tourism human resources for the midland and mountainous provinces of the North from 2025 to 2030.

Research tasks: To achieve the above research objectives, the research tasks of the topic include:

Firstly, systematize some theoretical issues on human resources, NNLDL, characteristics, roles of NNLDL, and development of NNLDL.

Second , study the experiences of some tourist regions in the world and Vietnam on developing tourism, thereby drawing lessons for the Central Highlands provinces.

Third , analyze the current status of NNLDL, the current status of NNLDL development activities in the provinces of the Central Highlands and the South. Thereby, draw out the advantages, limitations and causes of

limitations in tourism human resource development activities in localities in the region as a basis for proposals and recommendations on tourism human resource development for the Central Highlands provinces.

Fourth , propose some solutions and recommendations to improve the development of NNLDL for the Central Highlands provinces by 2025, with a vision to 2030.

3. Research object and scope

Research object : The research object of the thesis is theoretical and practical issues related to NNLDL and development of NNL in the tourism industry of the Central Highlands provinces.

Regarding research content: The thesis approaches the content of human resource development from the perspective of economic management (human resource economics), in which the researcher focuses on clarifying the concepts, roles, characteristics, and personnel titles of human resource development, the current status of human resource development, activities and factors affecting the development of human resource development in a locality (in which the subject of human resource development activities is the State management agency and at tourism businesses). The thesis also studies the experience of human resource development in some domestic and foreign tourist areas with developed tourism industry and draws lessons for the provinces of the Central Highlands and Central Highlands.

Within the scope of the thesis, the researcher delves into the research of the labor force in the tourism industry. Regarding the practical issue of developing human resources for tourism in the Central Highlands and Central Highlands provinces, the topic focuses on studying the current status of direct human resources for tourism development, focusing on two main groups of tourism workers: (1) Workers in state management agencies and tourism public service units in the locality, specifically workers at the Department of Culture, Sports and Tourism; (2) Workers at tourism businesses (enterprise managers; direct tourism professional labor force in travel agencies, tourist transport enterprises, accommodation enterprises and labor force at other tourism service businesses such as food and beverage, shopping, sports, health care, at sightseeing, entertainment and recreation spots). The topic does not study human resources for tourism working at research agencies, universities, colleges, high schools or vocational training institutions. Some tourism businesses that are too small in scale or newly established motels within the past year are not included in the survey of the thesis topic.

The thesis focuses on studying the current issues of quantity, scale, structure and quality or capacity of tourism labor force and analyzing and evaluating the current status of activities and factors affecting the development of tourism labor force in the Central Highlands provinces. On that basis, the thesis points out the advantages, limitations and their causes as a basis for proposing a number of solutions and recommendations for tourism labor force development in the Central Highlands provinces until 2025 and vision to 2030.

Regarding space: The thesis surveys and investigates data by tourist region, specifically in 14 provinces of the Northern Midlands and Mountains region including: Hoa Binh, Son La, Dien Bien, Lai Chau, Yen Bai, Phu Tho, Lao Cai, Tuyen Quang, Ha Giang, Bac Kan, Thai Nguyen, Cao Bang, Lang Son and Bac Giang.

Regarding time: The thesis focuses on studying the current status of the human resources team and the development of human resources, mainly in the period from 2010 to 2017. The proposed solutions and recommendations are applicable until 2025, with a vision to 2030.

4. New contributions of the thesis topic

By implementing the research topic on NNLDL development of the Central Highlands provinces, the thesis will contribute the following theoretical and practical issues:

In theory : The thesis has systematized the basic theoretical basis of tourism, human resources, characteristics, roles and human resource titles of human resources in general, content, models and factors affecting the development of human resources in particular.

The thesis focuses on analyzing the content of tourism human resources development with 3 basic factors: growth in quantity, development in structure and development in quality of human resources. In which, the development of human resources quality through factors: knowledge, skills, experience, health,... Systematizing and clarifying tourism human resources development activities including: State management of tourism human resources development; Attracting tourism human resources; Training, fostering and improving quality and Linking cooperation in tourism human resources development. At the same time, the thesis also analyzed the factors affecting tourism human resources development according to 3 groups of factors, including: group of factors belonging to the macro environment; group of factors of the industry environment; and group of factors belonging to the enterprise and the workers themselves.

In practice: From the experiences of developing NNLDL in domestic and foreign tourist areas, the thesis draws valuable lessons applicable to provinces and cities as well as tourist areas of Vietnam. Through conducting surveys and comprehensive sociological investigations in all 14 provinces in the Central Highlands, using secondary data sources and sociological investigation results as evidence for the comments and assessments, increasing the legal basis and practical value of NNLDL development in the provinces in the research area.

The thesis has reviewed and analyzed the tourism development situation and made an overall assessment of the current status of tourism in the provinces in the region, and focused on assessing the tourism development activities of the Central Highlands provinces in recent years, the opportunities and challenges for tourism development of the Central Highlands provinces in the process of economic integration. The thesis points out the advantages, limitations and main causes of the current limitations in tourism development of the Central Highlands provinces; at the same time, it proposes a system of synchronous and feasible solutions for the State management agencies of tourism in the provinces.

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