has issued more than 1,000 documents related to the direction and management of tourism. The system of state management of tourism has been consolidated and improved. The function of state management of tourism at the local level is undertaken by the Department of Culture, Sports and Tourism of each province. The Department has the function of advising and assisting the Provincial People's Committee in performing the function of state management of tourism and developing human resources for tourism in the region.
The provinces in the region have established a Steering Committee for Tourism Development headed by a Vice Chairman of the Provincial People's Committee, with members being directors of relevant departments, agencies and leaders of localities in the province. In the past time, the Steering Committee for Tourism Development has performed well its advisory function to the Provincial People's Committee in the management and development of tourism at the grassroots level based on the overall tourism development plan. In addition to being under the direction and management of the Provincial People's Committee in terms of organization, staffing and work, the Department of Culture, Sports and Tourism is also subject to professional guidance and inspection by the Ministry of Culture, Sports and Tourism and the General Department of Tourism. In addition to the leadership positions, the Departments basically have two units directly related to the state management of tourism: the Tourism Department (Tourism Management Department) and the Tourism Information and Promotion Center. These affiliated units have the main task of advising the Director of the Department on state management of tourism activities in the province such as developing plans, projects, strategies, and action programs in the field of tourism activities in general and developing NNLDL in particular. In addition, some localities such as Lao Cai, Thai Nguyen, Cao Bang, and Phu Tho have established Tourism Associations, attracting members from the fields of accommodation, transportation, scenic spots, etc. to join the association to exchange experiences in tourism management, serving as a bridge between the state management agency of tourism and businesses. The Association regularly proposes to the Department of Culture, Sports and Tourism to annually train and foster human resources to suit the socio-economic development goals and strategies of the province and the local tourism development goals.
Develop plans, programs, issue policies and strategies for developing tourism human resources in the provinces of the Central Highlands and Central Highlands: The three provinces of Cao Bang, Lao Cai, and Ha Giang have put the tourism human resources development project as the focus of the province's socio-economic development strategy, and assigned the Department of Culture, Sports and Tourism to implement it. The two provinces of Yen Bai and Tuyen Quang have also developed a tourism human resources development project, but the implementation has not yet had any clear results. The remaining localities in the region have not yet developed plans and programs for developing tourism human resources in their localities. The content of tourism human resources development in the People's Committee's Plan or the Provincial Party Committee's Tourism Development Strategy both define the goal of developing tourism human resources in terms of quantity and structure, but in terms of quality, but are still general, have not stated clear and specific goals or standards for developing tourism human resources in the following years.
Localities, based on the Law on Tourism and regulations of the Government, the Ministry and the General Department of Tourism, have issued regulations on management of tourism activities in the province. Provincial People's Committees are interested in creating favorable conditions in terms of mechanisms and policies, promoting innovation.
Public administration creates a favorable environment to attract investors from outside, mobilizes maximum resources inside and outside the province of PTDL - one of the key economic sectors that is receiving attention and investment for development; creates a breakthrough in the socio-economic development of the provinces of the Central Highlands and the South Central Coast. The system of policies on NNLDL development such as policies on attracting, evaluating, rewarding and expanding cooperative relations, promoting exchanges and cooperation in NNLDL between provinces and the Central Highlands and the South Central Coast; policies on PTDL management are issued mainly at the central level; provinces in the region often apply these policies without issuing their own policies.
With the policy of supporting resource creation implemented by all localities in the region, some localities have implemented this policy well such as Lao Cai, Son La and Dien Bien with policies and activities to mobilize diverse and effectively use all resources, increase investment for strong development, bring about early results, focus on preferential factors, encourage investment in tourism development. Regarding actions, the Department of Culture, Sports and Tourism of Lao Cai, Son La and Dien Bien has issued specific regulations to support tourism development from credit incentives, taxes, land rents, promotion activities..., simultaneously linking the goal of tourism development with many other goals such as preserving cultural heritage, protecting the environment..., especially associated with hunger eradication and poverty reduction, economic restructuring, creating a spillover effect to promote the development of many industries and occupations, especially in difficult socio-economic and border areas. In Lao Cai province, the Department of Culture, Sports and Tourism has a policy to encourage and support a number of tourism companies to recruit ethnic people in villages and provide training to become professional tour guides. Thereby, the level of tourism workers (training level, foreign language skills, IT) in Lao Cai, Son La and Dien Bien provinces is higher than the remaining localities in the region.
The Department of Culture, Sports and Tourism of the provinces in the region has coordinated with the Department of Home Affairs, the Department of Education and Training, a number of training institutions and enterprises in implementing training activities. In addition, the Department of Culture, Sports and Tourism of the localities has also advised the Provincial People's Committee to perform the function of State management of local tourism development such as promulgating the Provincial Tourism Development Master Plan for the period 2016 - 2020 with a vision to 2030 and issuing Resolutions, Strategies of the People's Council or Resolutions of the Provincial Party Committee on tourism development. These are important documents providing specific orientations and plans for tourism development of each locality, including the content of human resource development. The provinces focus on directing and developing plans for training and fostering the development of human resource development for tourism enterprises and national tourist areas and destinations that have been identified. Typically, in Lai Chau, in the Master Plan for tourism development of the province in the period of 2006 - approved in Decision No. 525/QD-UBND dated May 11, 2007, adjusted on June 6, 2013 according to Decision No. 623/QD-UBND and Resolution No. 68/2016/NQ-HDND issued on December 10, 2016 on tourism development of Lai Chau in the period of 2016 - 2020, it is clearly stated that in the future, Lai Chau province needs to focus on developing human resources, training, fostering professional skills, and improving foreign language proficiency for the team.
tourism officials at the grassroots level, with special attention to the communities in remote areas (Clause d, Section 4). In March 2018, the Prime Minister issued Decision No. 322/QD-TTg dated March 21, 2018 approving the adjustment of the master plan for socio-economic development of Yen Bai province to 2020, with a vision to 2030. Accordingly, Yen Bai province focuses on strengthening human resource training and development, prioritizing investment in infrastructure construction to create a premise for attracting large-scale production and business investment projects in the province to contribute to building Yen Bai into a province with rapid and sustainable development. In particular, in Cao Bang, the Provincial Tourism Development Master Plan for the 2011-2020 period, with a vision to 2030, clearly states that it is necessary to focus on training and developing human resources, considering this as one of the solutions to promote tourism development.
Inspection work in the tourism sector: The Departments' Inspectorate annually conducts inspections of tourism service establishments and accommodation services in the provinces. The units regularly coordinate to inspect tourism service business activities, especially during peak holidays and Tet; strictly handle violations. However, despite certain efforts, inspection, examination, supervision and handling of violations in the implementation of policies and laws on human resource development and human resources have not been regular, timely and strict.
Table 3.6. Assessment of State management of NNLDL development
(n=368, including 344 enterprises and 24 State management agencies on tourism)
Content
Score /5 points | Standard deviation | |
Organization of state management apparatus on NNLDL development | 2.90 | 0.900 |
Building and perfecting the policy system for developing human resources | 2.84 | 0.969 |
Building strategies and planning for NNLDL development | 3.08 | 0.828 |
Inspection, monitoring and evaluation of NNLDL development | 2.81 | 0.953 |
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(Source: Research synthesis of graduate students)
According to the survey results, the state management work for the development of tourism human resources in the Central Highlands provinces was assessed at a relatively good level (3.25 to 3.83/5 points). The work of inspection, supervision and evaluation of tourism development was assessed at the lowest level with an average score of 2.81/5 points (22.55% of respondents said that this activity was carried out well and very well). The work of building strategies and planning for tourism development was assessed at the highest level with an average score of 3.08/5 points. The remaining two tasks on the organization of the state management apparatus for tourism human resources development and the effectiveness of the work of building and perfecting the system of tourism development policies had the scores of 2.90; 2.84/5 points, respectively. These are average scores, needing to be improved.
Note on the current status of State management work for the development of NNLDL in the Central Highlands provinces.
3.3.2.2. Activities to attract tourism human resources
The issue of attracting quality human resources to work in enterprises in particular and for localities in general is no less important than training and fostering human resources. Building and developing high-quality human resources in all fields, including tourism, is one of the policies and strategies of our Party and State, reflected in the Central Resolutions. Thereby, the Party and State have emphasized: one of the key tasks is to perfect, promulgate and effectively implement policies and regimes to attract and create a source of cadres from excellent and excellent graduates and young scientists to supplement talented cadres for work areas such as Decree No. 140/ND-CP on policies to attract and train cadres from excellent graduates and young scientists was issued on December 5, 2017 and officially took effect from January 20, 2018. On the basis of implementing the Party's policies and the State's laws on attracting high-quality human resources, State management agencies carry out attracting human resources along with exploiting and using the potential of human resources reasonably and properly through:
The salary and welfare regime for workers in the provinces of the Central Highlands and Central Highlands is currently established on the basis of training level, seniority, rank and assigned position; increasing in proportion to economic development and price increases. The salary and welfare regime for NNLDL working in state management agencies on tourism basically follows the general mechanism of the state. In addition, NNLDL are guaranteed to enjoy full benefits such as health insurance, unemployment insurance, social insurance in accordance with the provisions of law. For the provinces of the Central Highlands and the Central Highlands, cadres and civil servants in general and NNLDL in particular in these regions enjoy preferential policies of the State, which are clearly stipulated in Article 12 of the Law on Cadres and Civil Servants 2008. Specifically, cadres and civil servants in general and cadres and civil servants in the tourism sector in particular are guaranteed by the State salaries commensurate with the assigned tasks and powers, in accordance with the socio-economic conditions of the country. Cadres and civil servants working in mountainous areas, border areas, two islands, remote areas, ethnic minority areas, areas with especially difficult socio-economic conditions or in industries and occupations with toxic and dangerous environments are entitled to allowances and preferential policies according to the provisions of the Law.
Reward regime: Each province has specific regulations and reward rules for individuals and management organizations in the tourism sector. For example, Decision No. 06/2018/QD-UBND of Lai Chau Provincial People's Committee dated February 21, 2018 promulgating regulations on emulation and reward work in the province; Decision 08/2018/QD-UBND on emulation and reward regulations in Cao Bang; Decision 11/2018/QD-UBND on emulation and reward work in Yen Bai,... Officials and civil servants in the tourism sector at the
Currently, the TDMNBB province is mobilized and promoted in accordance with government regulations, on the principles of publicity, transparency, objectivity and impartiality. The provinces carry out the mobilization and rotation of cadres at the State management agency on tourism in the direction of the right person, the right job with the aim of attracting good and capable human resources to serve the locality, including tourism leaders and staff directly working in tourism. The reasonable promotion regime aims to encourage the contribution of human resources, is the motivation for workers to strive, progress and contribute.
Based on the importance of tourism to the goal of turning tourism into a key economic sector, most provinces and cities in the Central Highlands have introduced many policies to attract high-quality human resources in general and tourism in particular to serve the locality, such as policies to attract human resources and support postgraduate training for officials, civil servants, and public employees, or policies to encourage and support workers to work in mountainous areas. Although there are many policies to attract high-quality human resources to serve the province, most provinces in the Central Highlands have not had specific and separate policies to attract high-quality tourism resources. All provinces and cities in the Central Highlands have an initial cash subsidy based on university graduation classification and educational level, in addition to a monthly income support policy. However, in general, provinces and cities and in particular provinces in the Central Highlands region, the Department of Culture, Sports and Tourism, the People's Council and the Provincial People's Committee have not been more proactive in coordinating the management and training of human resources development, and the Department has not advised and coordinated with the People's Committee in promoting policies to attract domestic intellectuals, overseas Vietnamese, international students and exported workers to return home after completing their working term abroad to serve the tourism industry in the Central Highlands provinces.
The salary, bonus, allowance and working environment regimes stipulated in legal documents are general, not specifying each specific sector and agency, leading to difficulties, overlaps and inefficiencies in implementation. Among the provinces in the Central Highlands, Cao Bang and Lao Cai have many policies to attract high-quality human resources to serve the province's tourism development. Typically, in Cao Bang, some documents such as Resolution No. 32/2017/NQ-HDND dated December 8, 2017 of the Cao Bang Provincial People's Council Promulgating regulations on a number of policies to attract and treat high-quality human resources to work at agencies and units in Cao Bang province in the period of 2017 - 2020; Decision 45/2014/QD-UBND, Decision 45/2014/QD-UBND Regulating policies to attract and treat high-quality human resources to work at agencies and units in Cao Bang province, period 2015 - 2020. In Lao Cai, human resource development is also of interest, demonstrated through a number of documents such as Decision No. 97/2016/QD-UBND of Lao Cai Provincial People's Committee issued on September 19, 2016 Regulating policies to attract, treat, and support training of human resources in the province for the period 2016 - 2020; Resolution
36/2016/NQ-HDND On policies to attract, treat and support human resource training in Lao Cai province, period 2016 - 2020.
According to the actual survey results, when evaluating the level of policy implementation with the content of attracting NNLDL in the provinces of the Central Highlands and the Central Highlands, it is assessed at a weak and average level, when the assessment scores of the asked indicators are all low at below 3/5 points. With the highest assessment score belonging to the Attractiveness to workers with NNLDL attraction activities is 3.01/5 points, and the lowest assessment is the attractiveness of the policy to attract NNLDL in terms of quantity with an assessment of 2.64/5 points. Therefore, in the coming time, localities in the region need to introduce attractive and reasonable policies to be able to attract NNLDL in general and high-quality NNLDL in particular to work locally.
Table 3.7. Assessment of activities and policies to attract foreign workers in the midland and mountainous provinces of the North
(n=368, including 344 enterprises and 24 State management agencies on tourism)
Content
Score /5 points | Standard deviation | |
Policy to attract human resources in quantity | ||
Attractiveness | 2.64 | 0.902 |
Reasonableness compared to the viewpoints, orientations of the province and the state and the development trend of NNLDL | 2.80 | 0.910 |
Suitability with current local situation | 2.72 | 1,101 |
Policy to attract human resources in terms of structure | ||
Attractiveness | 2.76 | 1,126 |
Reasonableness compared to the viewpoints, orientations of the province and the state and the development trend of NNLDL | 2.77 | 1,036 |
Suitability with current local situation | 2.79 | 1,043 |
Activities to attract NNLDL | ||
Reasonable implementation | 2.97 | 1,184 |
Effective implementation | 2.91 | 0.999 |
Attractiveness to employees | 3.01 | 1,273 |
(Source: Research synthesis of graduate students)
3.2.2.3. Training, fostering and improving the quality of tourism human resources
In recent years, tourism human resource training has been paid attention by the Department of Culture, Sports and Tourism and the Tourism Association. Tourism workers in localities have been gradually trained and developed in various forms. However, the number of workers trained in tourism in localities has not met the demand; the quality of training and development is still low, not keeping up with the demand for human resources serving tourism as a key economic sector.
Forms and activities of training and coaching: Organized by the State management agency of tourism, every year the Department of Culture, Sports and Tourism coordinates with a number of local training institutions or from Hanoi, the Provincial Tourism Association organizes tourism training courses for individuals and organizations doing tourism business in the province. All provinces participate in training courses organized by the General Department of Tourism and the EU project: Assessors for the Green Lotus sustainable tourism label, building a smoke-free tourism environment, tourism statistics methods... In addition, each locality organizes tourism training courses for tourism workers such as: Restaurant and hotel management class; Class to raise awareness of responsible tourism for the community, Community tourism class; Class to plan responsible tourism development; Class to foster cultural and behavioral skills in tourist accommodation establishments and restaurants; Training in tourism marketing skills, training to raise awareness and tourism vocational skills....
The staff of state management officials and civil servants are trained to improve their expertise, professional skills and political theory. Every year, the Departments of Staff coordinate with the General Department of Tourism to organize an average of 1-2 training courses to improve knowledge of tourism management for cultural officials and civil servants of communes with tourism development potential in the provinces and national tourist destinations, regularly organize 2-5 training courses for local tourism human resources such as training in professional skills in the tourism field for tourism human resources at specific tourism business units, training in professional skills: room, desk, reception and tour guide, training and fostering knowledge of state management for managers, employees of tourism business units and civil servants and public employees of Departments and Units under the Department. Some local departments have advised to organize a training course on tourism accommodation business at home for representatives of households in the area with tourism activities developing in their locality. In Dien Bien and Lao Cai, the Department of Culture, Sports and Tourism has advised leaders and experts to participate in training courses on responsible tourism management; tourism planning management; using software to issue tour guide cards; training source lecturers on community tourism; methods to determine tourism's contribution to the economy organized by the General Department of Tourism and the EU Project. The coordination between departments and branches in developing tourism resources has been basically implemented effectively in the provinces of the Central Highlands and Central Highlands, contributing to improving connectivity in tourism management activities in general and tourism resources development in particular.
Localities also periodically organize professional and technical competitions: Focus on organizing competitions on reception, room service, table service, bar; competitions on excellent tour guides, excellent tour guides... Each year, organize at least 1-2 professional competitions to improve the professional skills in serving tourists for employees at tourism and tourism service units and businesses in the area (Culinary Competition, 01 competition on hotel and restaurant skills; 01 competition on tour guide/tour guide skills,...). Typical examples include the competition on tour guides and tour guides for 8 expanded Northwestern provinces, the Tourism Skills Competition of Phu Tho and Thai Nguyen provinces,...
Every year, localities in the region consult and coordinate with the General Department of Tourism, tourism training institutions inside and outside the province to organize short-term basic tourism training courses for managers, employees of tourism business units and civil servants and public employees of Departments and Units under the Department such as: room, desk, reception and tour guide classes with a frequency of 1-2 times a year. For advanced tourism training courses, most localities conduct them with a frequency of 1 time/year. Tourism professional certificate training activities are organized 1-2 times a year, but mainly in localities with developed tourism activities such as Lao Cai, Phu Tho, Thai Nguyen, etc. The Department of Culture, Sports and Tourism has also consulted to send leaders and experts to participate in training courses on responsible tourism management; tourism planning management; using software to issue tour guide cards; training source lecturers on community tourism; The method of determining the contribution of tourism to the economy is organized by the General Department of Tourism and the EU Project. The average duration of training courses is usually short (less than 1 month and from 1 to 3 months) or general training courses of 3-5 days at tourist destinations for people working in tourism and employees of tourism businesses operating at tourist destinations. In general, training, fostering and improving the quality of tourism is of great interest to businesses in the Central Highlands provinces.
Most of the surveyed tourism businesses conduct their own training and development for newly recruited employees, the time for employees to get used to the job is about 1-6 months. Regarding hiring training facilities for professional training, about 12% of tourism businesses do it. The activity of hiring people from the General Department or Department of Tourism to conduct professional training and development is implemented by 28% of businesses. Experienced people provide direct guidance and instruction; the activity of sending employees to short-term training courses and at training facilities is applied regularly at least once, usually applied at the State management agency of tourism, other forms have a small frequency of application, implemented in each locality (Figure 3.3).