Theoretical Basis of Training Human Resources for Tourism

- Proposing a system of solutions for training human resources for the tourism industry in Ba Ria Vung Tau Province in the period of international economic integration

4. Research object and scope

- Regarding the subject: Research topic on training human resources for tourism

calendar.

- About space: The topic focuses on research on tourism businesses,

Branches with business registration licenses to use human resources and training facilities for human resources in the tourism industry in Ba Ria Vung Tau Province

- Regarding time: The topic focuses on exploiting statistical data and actual surveys in the last 5 years. The long-term horizon for solutions is determined to be until 2020.

5. Research methods

To research this topic, the author used the following methods:

- Document research method: the author researches documents through books, newspapers, magazines, the internet, etc. to learn and select documents and information with scientific reference value suitable for the research topic.

- Sociological investigation method: to study the current status of human resources and human resource training in the tourism industry of Ba Ria Vung Tau province, the author conducted:

+ Survey of 25 managers at tourism businesses in Ba Ria Vung Tau Province.

+ Survey of human resources directly working in tourism at tourism businesses in Ba Ria Vung Tau Province

- Expert interview method: to better assess the current situation of tourism human resource training in Ba Ria Vung Tau Province and as a basis for proposing reasonable solutions, the author interviewed: Tourism Promotion Information Center of Ba Ria Vung Tau Province, Head of Human Resources Department of October Tourism Hotel Joint Stock Company and some employees at tourism businesses in Ba Ria Vung Tau Province.

- Statistical analysis method: the author collected secondary data at the Department of Culture, Sports and Tourism of Ba Ria Vung Tau Province and reported on activities at tourism businesses in Ba Ria Vung Tau Province from 2014 to 2016. Based on this data, the author created tables and diagrams, and made comments in a synthetic way on the nature and regularity of tourism human resource training activities.

6. Significance of the topic

The topic aims to provide a general overview of the training of human resources for the tourism industry in Ba Ria Vung Tau Province. In addition, the topic also explores and identifies a number of policies for the Province to have a support plan to ensure the supply of quality tourism human resources to serve the development of the tourism industry in Ba Ria Vung Tau Province.

7. Outline of the study

In addition to the Introduction, Conclusion and Recommendations, the thesis includes 3 chapters:

Chapter 1: Theoretical basis of tourism human resource training

Chapter 2: Current status of human resource training in tourism industry of Ba Ria Vung Tau province in the period of international economic integration.

Chapter 3: Some solutions for training tourism human resources in Ba Ria Vung Tau Province

CHAPTER 1: THEORETICAL BASIS OF TRAINING TOURISM HUMAN RESOURCES IN THE PERIOD OF INTERNATIONAL ECONOMIC INTEGRATION

1.1. Tourism and human resources for tourism development in the period of international economic integration:

1.1.1. Tourism human resources and characteristics of tourism human resources

1.1.1.1. Tourism human resources

Currently, there are many different views on human resources. According to Associate Professor, Dr. Hoang Van Hai and Master. Vu Thuy Duong, Human Resource Management Textbook (2010), Hanoi Statistical Publishing House of the University of Commerce, "Human resources are an important resource of every organization. In a business, each employee is assigned to undertake certain jobs and has a certain title" [12, p.5].

Considering the macro level of the economy, according to Associate Professor, Dr. Nguyen Ngoc Quan and Master, Nguyen Van Diem, Human Resource Management Textbook (2015), National Economics University Publishing House: "Human resources are the resources of each person, including physical and mental strength" [23, p.7].

According to Associate Professor, Dr. Tran Xuan Cau and Associate Professor, Dr. Mai Quoc Chanh, Human Resource Economics Textbook (2012), Hanoi National Economics University: “Human resources are human strength, located in each person and making people active. That strength is increasingly developed with the development of the human body and to a certain extent, people are qualified to participate in the labor process - people have labor power” [3, p.12].

Depending on the different approaches to the concept of human resources, the scale of human resources is different, in addition, it can help policy makers have measures to exploit and use human resources effectively. With the approach based on working age and economic activity status, according to the General Statistics Office of Vietnam, it is stated that "Human resources include people aged 15 and over who have jobs and people of working age, capable of working but are unemployed,

studying, doing housework in the family, not having the need to work, people in other situations such as early retirement" [5, p.14]. With the approach based on human labor capacity and working age limit: Labor resources include all people of working age, capable of working regardless of employment status. With this concept, the scale of human resources is the labor source [3, p.56]. Thus, it can be affirmed that human resources are the most important resource of the country. The even development of the quality and quantity of human resources will be the decisive factor in promoting the development process of a country in the current trend of integration and globalization.

Tourism human resources

Based on the concept of human resources mentioned above, tourism human resources can be understood as the labor force including those who are working or looking for jobs in the tourism sector. Tourism human resources include direct tourism human resources and indirect tourism human resources, current human resources and potential human resources in the tourism industry. However, the boundary between direct tourism human resources and indirect tourism human resources, current human resources and potential human resources in tourism is very fragile and difficult to clearly distinguish. Direct tourism human resources are the human resources working in state management of tourism, tourism career activities (training and scientific research) and tourism business. Indirect tourism human resources are those working in other fields related to tourism activities such as Aviation, Customs, Transportation, Health, Post and Telecommunications, Information Technology, Culture, Environment, etc.

Current tourism human resources are direct and indirect human resources participating in tourism activities and potential tourism human resources are those who wish or are looking for jobs in the tourism sector such as students, or people in other industries...

1.1.1.2. Characteristics of tourism human resources

Besides the general characteristics of human resources of an industry, human resources in the tourism industry have unique characteristics such as:

Firstly , the human resource structure of the tourism industry is often young and female workers account for a higher proportion than male workers. Due to the specific nature of the tourism industry, which requires a healthy, young and agile workforce, a workforce with a young age structure should be formed. Many areas serving tourists such as reception, desk, bar, and room service require the grace, carefulness and dexterity of women, so the proportion of female workers is often higher than that of male workers.

Second , the quality of human resources in the tourism industry is unevenly distributed: Originating from the clear resource orientation of the tourism industry, tourism activities often take place in tourist areas and destinations, places with many tourism resources and synchronous investment in infrastructure and technical facilities of the industry, so most of the trained workers work in large tourist areas and tourist centers, while the remaining areas often lack labor. In the tourism industry, there are many jobs with simple labor requirements, which do not require high-level training to perform, leading to a fairly high rate of workers who have not graduated from high school. On the contrary, in departments that have direct contact with tourists, the workforce is often fully equipped with professional and communication skills and a relatively high rate of foreign language proficiency.

Third , there is a strong fluctuation in quantity over time of the year: Due to the influence of tourism seasonality, tourism activities are often bustling during a certain period of the year (also known as the peak season), tourism businesses often have to recruit more seasonal workers to meet business needs and serve their customers. In the low season, tourism businesses terminate labor contracts with seasonal workers. Leaders in the tourism business have unique characteristics, because the nature of their work, tools and labor products are specific because:

- This is a special type of intellectual labor: In the process of making decisions and organizing implementation, decisions most clearly demonstrate the intellectual labor characteristics of leaders in the tourism business field.

- This is a type of comprehensive labor: As a professional, the labor of a leader is the labor of a person who searches for talent, uses good people, organizes and operates work smoothly for the purpose of highly effective business. As a social activist, the leader in the tourism business also participates in other economic and social activities in the unit and according to the requirements of the locality, industry and country (mass organizations, scientific, economic, business, political, sports, cultural associations...).

The above characteristics require leaders to be professionally and systematically trained, with degrees in economic management and tourism management.

In addition, tourism business aims to satisfy the consumption needs of tourists for many types of goods and services of a single or combined nature (such as package tours), at any location and at any time. These characteristics of tourism products and consumption create many types of jobs that can attract the direct or indirect participation of many labor sectors in society. Therefore, it increases the supply (in terms of quantity) of tourism labor in the market and the participation of labor in the tourism industry is very high. This issue is of great significance to developed countries, because these countries have abundant labor resources and young but untrained populations with low professional qualifications.

High-quality tourism human resources and the relationship between training and tourism human resource development (in the context of international integration):

Vietnam tourism is aiming to welcome 17-20 million international tourists, contributing more than 10% of GDP by 2020. In 2016, the tourism industry contributed 1,300 billion USD to the APEC region's GDP, created 67 million direct jobs and contributed 6.1% to the region's exports. APEC economies need to cooperate to ensure economic and social benefits for all people in terms of stable employment, income opportunities, contributing to poverty reduction, preserving cultural values and enhancing cultural exchange and mutual understanding as well as protecting and managing environmental resources and biodiversity.

Tourism human resources are the labor force in the industry and in the social community that directly or indirectly participate in tourism activities with a certain level of professional capacity, awareness, and good qualities in terms of physical strength, intelligence, ethics, etc. The intelligence of the executive staff and the skilled labor force of the tourism industry will be the core force to realize the goal of turning tourism into an important service economic sector, bringing great benefits to the country. That also means the principle that human resource quality is the premise to determine the quality of tourism products, or more specifically: The capacity, level, quality, and service style of tourism staff are both factors that create products and an important part of the quality of tourism products. In other words, the quality of human resources here is the factor that constitutes the actual capacity and quality of the team participating in tourism activities, ensuring the ability to create sustainable development efficiency for tourism activities. From there, people can mention about

“high-quality human resources in tourism”, which are “highly intelligent, skilled, good-natured workers, trained, nurtured and best developed, especially the key management and operational teams in the fields of tourism activities. Therefore, the issue of scientific research and training in tourism is the goal and driving force for the development of the tourism industry, on the principle that building a profession must follow the principle: creating a profession before being able to create a profession, meaning that it is necessary to create theory, theory, along with knowledge transfer activities combined with practical activities to build knowledge and skills to be able to create a team of skilled professionals, especially in the context of current integration. With the general orientation that has been determined: “by 2020, tourism will basically become a spearhead economic sector, with professionalism, a relatively synchronous and modern technical infrastructure system; High-quality, diverse, branded, competitive tourism products; imbued with national cultural identity, environmentally friendly; making Vietnam a classy destination in the region.

By 2020, the demand for human resources in the tourism industry will increase in both quantity and quality with a reasonable structure according to the requirements of tourism development and

The trend of science and technology development when our country integrates deeply and comprehensively internationally in the process of industrialization, modernization and development of knowledge economy. The structure of human resources and the development of human resources in the tourism industry, the trend of shifting the structure of human resources rapidly increases in the tourism training system, affecting the quantity and quality of tourism in many ways. On that basis, the direction and goal of human resource development in the tourism industry are determined as: "Building a tourism workforce that is sufficient in quantity and meets the requirements of quality, balancing the structure of occupations and training levels to ensure professionalism, competitiveness and regional integration, contributing to improving the quality of tourism services"

Plan for training needs and human resource development in tourism in the coming time:

Table 1.1. Table of training needs plan and tourism human resource development

STT

Target

Year 2010

2015

Ratio

increase TB

2020

Ratio

increase TB

Total