Some Solutions for Human Resource Development in the Tourism Industry of the Central Highlands and Central Highlands Region:

Tourism depends heavily on the quality of human resources. Tourism in the provinces of the Central Highlands and the Central Highlands in particular, and Vietnam tourism in general, is lagging far behind the tourism industry of countries in the region and the world. develop and improve the quality of human resources.

Tourism industry is one of the keys to help the tourism industry.

Vietnam is gradually closing that gap to join the group of countries with developed tourism industries in Southeast Asia.

Developing high-quality human resources is always a difficult problem, requiring consensus from all levels, sectors, businesses, each employee and a system of synchronous solutions. Some groups of development solutions

Maybe you are interested!

Human resources in the tourism industry are specifically proposed as follows:

provinces

Central Highlands and Central Highlands region

3.3.2. Some solutions to develop human resources for the tourism industry in the Central Highlands and Central Highlands regions:

the

3.3.2.1. First group of solutions: Strengthen state management of human resource development in the tourism industry.

1) Establishing a database system on human resources in the tourism industry: The database system on human resources in the tourism industry plays a very important role in assessing the quantity, quality, and training structure of human resources in the tourism industry. Time series data is not only used to assess fluctuations in quantity, quality, and structure of human resources.

tourism human resources but also allows planning strategies and policies.

Books, programs, and plans for human resource development in the tourism industry in accordance with development requirements and tourism development orientations.

- Solution objective: Build, deploy and operate the system

Database of human resources in the tourism industry of the provinces in the Central Highlands region

and the Central Highlands. This database system will provide a comprehensive picture.

on the state of human resources in the industry

Tourism of the region, from

that has

plans for human resource development in the tourism sector of the region to meet development requirements. Create conditions for officials working on human resource development in the tourism sector of state management agencies on tourism to be able to use and operate the database. Improve the effectiveness of human resource development in the tourism sector through the database system. This system also allows for nationwide connection and with the General Department of Tourism, Ministry of Culture, Sports and Tourism to help plan the overall human resource development strategy of the entire tourism sector.

- Solution content:

+ Conduct a survey on human resources in the tourism industry in the Central Highlands and Central Highlands regions.

provinces

The investigation requires close coordination between the Departments of Culture, Sports and Tourism in the region with the General Statistics Office and the General Department of Tourism to develop the investigation plan and the content of the survey. Before the investigation, it is necessary to conduct preliminary statistics on the number of management agencies and tourism businesses and establishments to determine the number of survey forms to be issued.

The survey includes 2 types: type for managers in agencies

management agencies, management levels and types for workers in enterprises and tourism businesses. The content indicators of the survey form include 2 groups: a group of indicators reflecting quantity (expressed in numbers) and a group of indicators reflecting quality (expressed in levels; these indicators must be determined to reflect their capacity, qualifications and ability to respond to the actual situation).

The information that the survey needs to collect about human resources in the tourism industry includes: age, gender, workplace, current job, cultural level, foreign language, professional level, and training requirements in the future. The survey was issued

for tourism businesses and tourism establishments in the provinces in the region.

Regarding the number of survey forms: During the process of writing the thesis, due to the

Due to limited time and budget, the author only distributed 286 questionnaires to managers and 922 questionnaires to employees at the enterprise. To increase the accuracy of the information to be collected, it is necessary to issue survey forms to each enterprise and tourism business establishment in the area (issue 2 survey forms at the same time on management workers and direct workers). To do this, it is necessary to first make preliminary statistics on the number of enterprises and tourism businesses in each province to issue enough survey forms. The Departments of Culture, Sports and Tourism coordinate with the Departments of Labor, Invalids and Social Affairs, the Provincial Statistics Office and the owners of enterprises and tourism businesses so that these enterprises and establishments are responsible for fully and accurately declaring the contents of the survey forms.

+ Building software to update and process data on human resources in the tourism industry: Departments of Culture, Sports and Tourism hire software writers to update and process data.

data on human resources in the tourism industry. This software needs to be unified

common use to ensure connectivity and compatibility among provinces in the region.

Output analysis tables also need to be considered to serve management and development requirements well. Along with the analysis tables, reporting forms on the fluctuation of human resources in the tourism industry are also designed to be published and updated (monthly, quarterly, 6 months and yearly) after obtaining the initial database.

Once the software is available, the provinces need to equip themselves with a strong enough computer system, install the software, and connect with each other and with the Ministry of Culture, Sports and Tourism, and the General Department of Tourism.

+ Training for staff in charge of human resource development in the tourism industry: Develop user manuals and conduct training for staff in charge to master the techniques and operating procedures, and exploit the electronic information system on human resources in the tourism industry.

+ Operation and summary evaluation: Initial operation cannot avoid certain problems, so it is necessary to have a trial operation process and adjust the software to suit the practical situation.

The summary assessment should be conducted immediately after the successful operation of the electronic database system. Due to the characteristics of our country, which does not have a regional management agency, information on human resources in each province and the entire region should be collected and reported to the province and the central state management agency for tourism, along with specific recommendations and proposals.

to have appropriate policies to develop human resources in the tourism industry.

whether

- Conditions for building and operating database systems

+ Departments of Culture, Sports and Tourism proactively develop investigation plans and samples.

The investigation form is submitted to the competent authorities for approval and funding of the investigation.

+ Departments

Culture, Sports and Tourism in coordination with Departments

Department of Labor, Invalids and Social Affairs

Statistics, reputable IT consulting companies, business owners, tourism businesses to conduct investigation activities.

+ Departments of Culture, Sports and Tourism actively coordinate with each other and connect with the General Department of Tourism to share and use the database system. Establish a specialized department to monitor and analyze data of human resources in the tourism industry to serve the planning of policies for developing human resources in the tourism industry.

+ The Ministry of Culture, Sports and Tourism, the General Statistics Office, and the People's Committees of the provinces provide funding and create favorable conditions for the survey; arrange specialized human resources to operate the database system.

2) Perfecting the mechanism for developing human resources in the tourism industry:

- Solution objectives:

Mechanism

human resource development

In general, human resources in the tourism industry in particular still have many shortcomings. The completion of the system of mechanisms for developing human resources in the tourism industry needs to be carried out synchronously from the central to local levels, both for the tourism industry and for other industries related to tourism activities.

- The content of the solution to perfect the human resource development mechanism for the tourism industry includes:

+ Develop, promulgate new or supplement and amend legal documents regulating tourism training directly related to: tourism training facilities; tourism training forms; lecturers, teachers, and trainers; enrollment; framework programs according to education levels; tuition fees;

diplomas, certificates; recruitment and employment of tourism workers. Regulations

This regulation will directly affect the quality of tourism training, as well as the recruitment and employment process of trained workers.

+ Develop and promulgate standards for management and professional titles of the industry as a basis for training and using human resources in accordance with actual requirements and conditions.

+ Research on applying management mechanisms, perfecting and enhancing the capacity of the human resource development management system in the tourism industry.

The main contents of this solution depend mainly on the state management agencies at the central level (for example, the content of developing, issuing new or supplementing legal documents regulating tourism training; the content of developing and issuing standards for management and professional titles of the industry). For the People's Committees at the provincial level, the Government has

Decree 166/2004/ND-CP, dated September 16, 2004, stipulates the responsibilities

State management responsibility for education, according to which the Provincial People's Committee

responsible for

development

provincial education sector with the

Duties and powers focus on managing the types of schools and classes assigned according to authority.

According to the Law on Organization of People's Councils and People's Committees (amended November 26, 2003), the Provincial People's Committee has the authority to issue legal documents, to contribute to perfecting the system of mechanisms for human resource development, local departments and branches such as the Department of Culture, Sports and Tourism, Department of Home Affairs, Department of Labor, Invalids and Social Affairs need to study and advise the Provincial People's Committee within its authority to issue mechanisms to perfect and enhance the capacity of the human resource development management system. Specifically:

+ Develop documents to manage tourism training activities in the area to ensure that tourism job title and profession standards are continuously enforced.

+ Develop a coordination mechanism between departments and branches related to human resource training and development.

+ Based on relevant documents, research and develop mechanisms

policy of attraction and use

human resource

h Travel

in the area

DHNTB and Tay Nguyen to both attract workers for the tourism industry and avoid seasonal fluctuations.

3) Building a strategy for human resource development in the tourism industry in the provinces of the Central Highlands and the Central Highlands: Building a development strategy is always one of the important state management contents of the sectors. In the component strategies of the tourism industry (development strategies by narrow sector), besides the strategy on investment in tourism development,

product market development strategy, resource development strategy

Human resources in the tourism industry play a very important role and need to be focused on building.

- Solution objective: Develop a strategy for human resource development in the regional tourism industry with specific directions and implementation roadmap;

build a workforce that meets the requirements in both quantity and quality

quality; mobilizing resources to serve the development of human resources in the tourism industry.

- Solution content:

+ Conduct a survey on the current status of human resources in the tourism industry in the provinces of the Central Highlands and Central Highlands regions.

+ The Department of Culture, Sports and Tourism coordinates with relevant departments and branches to develop

Develop a human resource development strategy for the tourism industry in the provinces of the Central Highlands and the Central Highlands, in conjunction with the socio-economic development strategy of the region and the Vietnam tourism development strategy. Specifically:

. Carefully study the socio-economic development strategy of the region approved by competent authorities; Vietnam tourism development strategy

South, thereby determining the location

the role of tourism

provinces

DHNTB and

West

The origin is for the socio-economic development of the region and the tourism development of the whole country.

. Research on forecasting human resource development in the tourism industry of the countries.

provinces in the Central Highlands and Central Highlands regions, from fluctuating trends, development orientations, to the quantity and structure of training levels; the quantity and types of tourism training facilities, the distribution across the region...

. Determine development perspective, strategic goals, development roadmap

human resources of the tourism industry

provinces

DHNTB area and

West

Originally, resources for development.

. Develop a system of feasible solutions to develop human resources in the tourism industry of the region, forecast investment capital needs, investment capital sources, investment projects and investment phases for the time periods of 2015 and 2020.

. Develop specific programs, plans, and action roadmaps to achieve the goal of developing human resources in the tourism industry.

3.3.2.2. Second group of solutions: Improving the quality of training human resources in the tourism industry:

1) Developing a network of tourism training facilities:

human resources

- Crab target

stage

French

: Building a modern tourism training network

modern, high quality training, distributed in accordance with tourism development requirements

in the provinces of the Central Highlands and Central Highlands regions, through the establishment of

a number of new tourism training facilities and to enhance the facilities and capacity of existing tourism training facilities in the region.

- Solution content:

+ Invest in building new training facilities based on accurately determining the need to organize the construction of new training facilities, ensuring regional balance, in accordance with the tourism training facility development program of the Vietnam Tourism industry. Establish and build a Tourism vocational college in Binh Thuan.

+ Additional investment, strengthening equipment for training, enhancing capacity for existing tourism training facilities in the area such as Khanh Hoa College of Culture, Arts and Tourism,

Nha Trang Tourism College, Intermediate School

Travel

Da Lat city

(affiliated with

Ministry of Culture, Sports and Tourism); Ton Duc Thang Technical Economic High School (Binh Thuan province).

+ Training training managers for training institutions to contribute to improving training quality: Organizing training courses on training management for leaders of professional tourism schools; organizing trips

Comment