Research Model (Source: Author's Proposal)


employees to help them be interested and enthusiastic about their work, thereby improving labor productivity,

+ Hypothesis H4a: Working environment has a positive influence on Employee Benefits.

A good working environment with full equipment also helps businesses to do a good job of vocational training for workers. New employees working at the business will be trained and get acquainted faster in a professional working environment with good relationships between colleagues, relationships between subordinates and superiors, ready to support and help each other in work. Experienced people help inexperienced people so that they can quickly get acquainted with the new working environment, meet job requirements and fit into the corporate culture. Thus, hypothesis H4b is stated as follows:

+ Hypothesis H4b: Working environment has a positive influence on Vocational Training.

Experts participating in the discussion all agreed that a business with a good working environment will create conditions and opportunities for employees to demonstrate their abilities, develop themselves, devote themselves, and stay with the business for a long time. In addition, competition that ensures fairness and healthy competition will be a factor that stimulates employees to develop. Thus, a good working environment will increase the quality of human resources. Hypothesis H4c is stated as follows:

+ Hypothesis H4c: Working environment has a positive influence on Human resource quality.

2.3.5 Vocational training


Newly recruited employees may have received professional training at universities, colleges, or vocational training centers and institutions. However, whether trained or untrained, employees need to be trained or retrained to suit the characteristics and working environment of the unit (Crocetti, 2001). And most businesses have policies on training and vocational training for employees to improve labor quality. Employees can be sent to professional training courses every quarter or every year to update their knowledge.


new knowledge, new technology or policies related to the production and business of the unit. Vocational training helps workers improve their professional qualifications, professional skills and improve their ability to adapt to the working environment (Blundell et al., 1999).

+ Hypothesis H5 : Vocational training has a positive impact on the quality of human resources.

2.3.6 Evaluation of work performance


One of the factors that help businesses operate effectively and stably is the management and evaluation of the quality of work of employees, thereby having fair rewards and punishments for everyone. That will help create more motivation for good people and deter those who lack work awareness, poor work quality, helping them work better. Regular evaluation of work results helps businesses grasp the current situation of human resources of their unit to come up with appropriate plans to promote strengths and overcome limitations, improve professional qualifications and work quality of employees.

+ Hypothesis H6a : Job evaluation is positively related to Vocational training.

Performance appraisal aims to improve employee performance and help managers make informed personnel decisions such as training and development, compensation, promotion, discipline and recruitment. Experts when asked for their opinions all agree that Performance Appraisal has a positive impact on the recruitment of the unit.

Thus, the research hypothesis is stated as follows:


+ Hypothesis H6b : Job evaluation has a positive relationship with Labor Recruitment.

In addition to helping managers make decisions about personnel, performance evaluation also greatly affects the building and development of ethics, work attitudes of employees and the psychological and social atmosphere in the collective.


labor force (Nguyen Van Diem & Nguyen Ngoc Quan, 2012). Thus, it also directly affects the quality of human resources in the enterprise.

The research hypothesis is stated as follows:


+ Hypothesis H6c : Job evaluation is positively related to Human resource quality.

2.3.7 Labor recruitment


Labor recruitment is an important step in human resource management in every enterprise (Arnold, 2017). Labor recruitment aims to meet the development needs of the unit, expand production and business scale, and compensate for labor shortages due to employees who quit their jobs, quit their jobs, or have poor labor quality. The success of each enterprise depends on many factors, of which the human factor is decisive (Abomeh, 2013; Baron and Agustina, 2018). Thus, in order to recruit quality workers, enterprises often offer preferential policies to ensure the rights of workers. This is to help workers feel secure in contributing to the enterprise.

Labor recruitment will bring human resources to the enterprise, helping the enterprise stabilize production and business. If the recruitment is done well, it will bring the enterprise employees with high capacity and professional qualifications. On the contrary, if it is not done well, the efficiency of the enterprise will decrease due to the lack of capacity and qualifications of the human resources. And so, labor recruitment has an impact on the quality of the enterprise's human resources.

The research hypothesis is stated as follows:


+ Hypothesis H7 : Labor recruitment has a positive impact on Human resource quality.

Thus, the synthesis of qualitative research results gives 17 research hypotheses presented as in table 2.4.


Table 2.4: Summary of research hypotheses


TT

Symbol

Research hypothesis

1

H1a

Local policies have a positive impact on workers' rights.

2

H1b

Local policies have a positive impact on the Environment.

school and working conditions

3

H1c

Local policies have a positive impact on Vocational Training.

4

H1d

Local policies have a positive influence on Cooperation with CSDTs.

5

H1e

Local policies have a positive impact on

Labor recruitment

6

H2a

Cooperation with vocational training institutions has a positive impact on vocational training.

7

H2b

Cooperation with training institutions has a positive impact on labor quality assessment.

8

H2c

Cooperation with CSĐT has a positive impact on Recruitment.

employment

9

H3

Workers' rights have a positive impact on the quality of human resources.

10

H4a

Working environment and conditions have a positive impact on workers' rights.

11

H4b

Environment and working conditions have a positive influence on

Vocational training.

12

H4c

Working environment and conditions have a positive impact on the quality of human resources.

13

H5

Vocational training has a positive impact on Quality

human resources

14

H6a

Performance appraisal is positively related to Training.

job.

15

H6b

Performance appraisal is positively related to Recruitment.

employment

16

H6c

Performance appraisal is positively related to Human Resource Quality.

17

H7

Recruitment has a positive impact on Quality

human resources

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Research Model (Source: Authors Proposal)

(Source: author's synthesis)


2.4 Research model

Based on the analysis, synthesis of theory and preliminary qualitative research together with the above research hypotheses, the thesis proposes a research model including 07 factors that can affect the quality of human resources in tourism enterprises in Ba Ria-Vung Tau province. Of which, there are 05 factors in the internal environment of the enterprise, including: Working environment; Employee benefits; Vocational training; Job evaluation and Labor recruitment. And there are 02 factors in the external environment of the enterprise, which are Local policies and Cooperation with training institutions. The research model is presented as in Figure 2.1.


Employee rights

H1a (+)

H4a (+)

H3 (+)

H1b (+)

Working environment

Local policy

H4b (+)

H4c (+)

H1c (+)

Vocational training

H5 (+)

H1d (+)

H1e (+)

Quality of human resources in the tourism sector of Ba Ria-Vung Tau province

H6a (+)

H6c (+)

H2a (+)

Cooperation with CSĐT

H2b (+)

Job Evaluation

H2c (+) H7 (+)

H6b (+)

Recruitment

Figure 2.4: Research model (Source: Author's proposal)

+ Local policies: are regulations and contents set forth by local state management agencies with the aim of managing and promoting the development of the tourism industry.


+ Cooperation with training institutions: is the cooperation between enterprises and training institutions in training and using tourism human resources. Cooperation is shown in the following contents: enterprises order training institutions to train the workforce according to the needs of enterprises; send employees to attend training courses to improve professional qualifications; enterprises participate in some contents in the training program, ...

+ Employee benefits: are what employees receive such as salary, bonuses and other allowances, other benefits that the business offers them. In addition, employees also want to have more opportunities for promotion, to participate in contributing ideas in the activities and development of the unit.

+ Working environment: is all the conditions at the workplace of the employee including equipment and working tools for the employee. The working environment is also the relationship between leaders, managers and employees, between superiors and subordinates, the relationship between colleagues.

+ Vocational training: is the work of training, professional training, and vocational skills for employees. For new employees, they need to be trained to get familiar with the process and working style of the unit. For old employees, they also need to be trained to update and improve their professional qualifications, access new technology and processes suitable for each stage of the business's development.

+ Job evaluation: is the evaluation of the level of job satisfaction and performance of employees compared to the requirements of the job position. The evaluation must be based on specific criteria and compared with the capacity and performance of employees. The results of job evaluation help businesses to propose directions to overcome the limitations of the staff and are also the basis for making decisions on promotion and salary.

+ Labor recruitment: is the process of selecting a workforce from various sources to supplement the existing workforce with the aim of maintaining and improving the quality of the enterprise's human resources to meet the needs of production and business development.


Chapter 2 Summary

Chapter 2 presented the theoretical basis, which introduced the concepts of human resources and tourism human resources, human resources quality and criteria for evaluating human resources quality in enterprises, and presented the factors affecting human resources quality. Then, the process and results of qualitative research to explore the research model were presented in detail. From the results of qualitative research to explore the model, the author proposed 17 research hypotheses and a research model including 7 factors that can affect the quality of human resources in the tourism sector of Ba Ria-Vung Tau province.




RESEARCH DESIGN


Chapter 3 presents the research process of the thesis, the results of qualitative research to build the scale and the results of preliminary quantitative research. In which, the author presents in detail the implementation of each step in the research process. Including: step 1 qualitative research to select factors to include in the research model, build the scale; step 2 preliminary quantitative research to calibrate the scale, step 3 official quantitative research and step 4 qualitative research to discuss the research results. After presenting the research process, the next step is to present the results of qualitative research to build the scale of factors in the model. To build the scale for the factors, the author relies on the available scales from previous studies and then conducts qualitative research to get the opinions of experts to choose the scale for the factors. And finally, the results of preliminary quantitative research to calibrate the scale. In the preliminary quantitative study, the scale is tested for reliability by the Conronbach's Alpha coefficient and EFA exploratory factor analysis, the observed variables that do not meet the conditions will be eliminated, the results for the official scale. After having the calibrated scale, the official survey questionnaire will be designed with a 5-point Likert scale to collect survey data from businesses.

3.1 Research process


To carry out this research topic, the author built a research process including 4 main steps: (1) Qualitative research to build a model and build a preliminary scale for the factors in the model; (2) Preliminary quantitative research to calibrate the scale, results for the official scale and build a survey questionnaire for the official research; (3) Official quantitative research to test the model and research hypotheses and the final step is (4) Qualitative research to discuss the research results, based on the research results, propose management implications. The content of the research steps is shown in Figure 3.1:

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