INTRODUCTION 1. Necessities of the thesis: Since the World War II, Tourism, on a global scale, has made rapid development and become an important economic sector, which supports developing countries in enhancing their economic development targets, poverty reduction and improvements in living standards. It can be seen that tourism has created millions of direct and indirect job opportunities for relevant industries including transportation, finance and agriculture, etc. As an export industry, tourism has managed to be ranked the 4 th after the field of fuels, petrochemicals and automobile production. Over the past years, Vietnam Tourism has made an outstanding development. In 2001, Vietnam only attracted about 2.3 million of international tourists. However, it is estimated that Vietnam will be the destination of 4.5 – 4.6 million of foreign visitors and 28 million of local tourists in 2010. The amount of income from tourism has reached about 80 thousand billion VND. Tourism is considered to be one of the five industries which bring about highest foreign currencies for the country. The South Central Coast includes five coastal provinces (Binh Dinh, Phu Yen, Khanh Hoa, Ninh Thuan and Binh Thuan) and there are five provinces in the Highlands (Kon Tum, Gia Lai, Dak Lak, Dak Nong and Lam Dong). Such areas play a vital role in the tourism development strategy of Vietnam. In fact, the Tourism in the South Central Coast and Highlands has witnessed a rapid growth for the past years: The number of tourists is on an increase. Particularly, in 2009, the number of visitors accounted for 6.7% of international tourists and 12% of local tourists of the whole country. The income gained from tourism of the region reached 7,500 billion VND with the average growth rate of 26.5% per year during the period 2001 – 2009. The development of tourism has contributed to changing the appearance of the region as well as creating more jobs for local labor and building numerous high-grade resorts. Also, the Tourism sector of the South Central Coast and Highlands could not catch up with the growth rate of the sector. In particular, there are certain weaknesses in major activities, then failing to satisfy the requirements. Moreover, the number of well-qualified staffs constitutes a small percentage, among which the quantity of employees whose major is tourism is still low. A majority of such employees are not good at foreign languages as well as their working skills and professionalism are not efficient at all. Apart from the weaknesses in the quality, there exists a serious lack of tourism employees in the region. In addition, the structure is inappropriate and 1 has not been assessed comprehensively in terms of both the theory and reality. Moreover, there are certain shortcomings in the state management toward the tourism development in the region: The organization is instable due to the merging process; the development has experienced a lack of strategies, planning and schedules; the quality of training and fostering personnel has yet been closely controlled; there is no comprehensive solution and clear orientation for the tourism development, then fulfilling the targets of the sector. On the basis of the above-mentioned evaluations and opinions, in order to enhance the efficiency of the management of the tourism development in the South Central Coast and Highlands till 2020, I decided to choose the “Development of human resources in Tourism in the South Central Coast and Highlands” as the topic of my thesis which aims at contributing to the resolution of theoretical and practical problems in the management of the development of human resources in tourism in the said region. 2. Purposes of study: On the basis of the theory and practical survey, the Thesis has suggested some solutions to the development of human resources in Tourism so as to meet the requirements on tourism development till 2020 of the provinces in the South Central Coast and Highlands. 3. Tasks of study: - To systematize and develop the concepts and theoretical matters on the training and development of human resources in Tourism, then creating a theoretical basis for the research. - To analyze the current situation of the development of human resources in Tourism including quantity, quality and structure; the training of human resources and the management of manpower development in Tourism in the South Central Coast and Highlands. - To suggest some solutions to develop the human resources in Tourism of the said region till 2020. 4. Subjects of study: The thesis focuses on studying the development of human resources in Tourism in the state management system and tourism enterprises in the South Central Coast and Highlands. 5. Scope of study: - In terms of the contents: The thesis has managed to study the theoretical and practical matters on the development of human resources in Tourism so as to offer some solutions. - In terms of the space: The thesis focuses on studying the provinces in the South Central Coast (Binh Dinh, Phu Yen, Khanh Hoa, Ninh Thuan and Binh Thuan) and Highlands (Kon Tum, Gia Lai, Dak Lak, Dak Nong and Lam Dong) - In terms of time: + The figures used to evaluate the current status of human resources in Tourism in the region are collected from 2001 to 2009. 2 + Orientation and solutions to the development of human resources in Tourism are used for the period 2015 – 2020. 6. Methodology and research methods: The thesis has employed the dialectical materialism and historical materialism . Moreover, the thesis has selected the research methods of Public Administration Management through the systematical approach, analysis and survey, social investigation and expert method. Besides, the thesis also inherits various relevant studies, statistics and documents. 7. Some improvements of the thesis - The thesis is the first deep and comprehensive research on the management of the human resources development in tourism in the South Central Coast and Highlands in terms of both the theory and reality. - The thesis has provided a systematic assessment on the management and development of human resources in the Tourism of the said region. The major reasons for numerous problems in the tourism development of the region have also been pointed out. - The thesis has suggested some comprehensive and feasible solutions to the development of human resources in Tourism of the region. 8. Structure of the thesis Besides the introduction, overview, conclusion and recommendations, references and appendixes, the thesis consists of three chapters as follows: - Chapter I: Thereotical basis and some experience in the development of human resources in Tourism - Chapter II: Current status of the development of human resources in Tourism in the South Central Coast and Highlands during the period of 2001 – 2009. - Chapter III: Some solutions to the development of human resources in Tourism in the South Central Coast and Highlands OVERVIEW OF RESEARCH SITUATION 1. Situation of local research: The studies of local authors on the development of human resources in Tourism can be divided into three major groups as following: - Scientific reports and articles in magazines and newspapers: A considerable number of famous scholars have studied the development of human resources: Prof.Dr. Hoang Van Chau, the Rector of Hanoi Foreign Trade University with the study “Development of high quality human resources for the economic integration – an urgent problem since the crisis”; Vice Prof.Dr Duc Vuong, Rector of the Institute of Science Studies for Talents and Human Resources with the research “Building Vietnam intelligentsia in the period of 3 2011 – 2020” and Mr. Nguyen Trung, a former ambassador in Thailand who is well known with the study “Thoughts of the development of human resources in Vietnam”. - Projects and programs: The project on “Development of Human Resources in Vietnam Tourism” (Code: VNM/B7-301/ IB/97/0234) conducted by Vietnam National Administration of Tourism and European Community with the aim to enhance the standards and quality of human resources in Vietnam Tourism; VIE/031 Project (Improvement in the capabilities of human resources in Tourism and Hotel) funded by the Government of Grand Duchy of Luxembourg and conducted between 20 th January, 2010 and 31 st December, 2012 with the aim to support the development of human resources in Tourism in the key areas. - Textbooks and references: Here are some typical textbooks on the development of human resources in Tourism: “State management of economic and social matters” edited by Dr. Nguyen Hoc Hien, Scienticic and Technical Publisher, Hanoi, 2007; “Management of social human resources” edited by Prof. Dr. Bui Van Nhon, Scienticic and Technical Publisher, Hanoi, 2008 and “Tourism Economics” edited by Prof. Dr. Nguyen Van Dinh, Vice Prof. Dr. Tran Thi Minh Hoa – Hanoi, National Economic University, 2008 2. Research situation in foreign countries: It can be seen that the development of human resources in Tourism has experienced a comprehensive and thorough study. Some studies have been translated into Vietnamese and used as the textbooks and references in some tourism schools. For example, “Management of Modern Hotels” (Editor: Luc Boi Minh, Shanghai Publisher, 1996), Research Institute of Tourism Development and National Political Publisher, 1997; “Tourism economics and tourism study” edited by Dong Ngoc Minh and Vuong Loi Dinh, HCM Publishing House, 2000. 3. General evaluation of the research situation and problems to be addressed - In fact, the above-mentioned studies have only provided general understanding of human resources or mentioned some aspects of the development of human resources in general. No study offers a systematic approach to the development of human resources in Tourism in terms of the thereotical basis. - The solutions given by the said studies have stopped at a macro level. A majority of the solutions are recommended for the general development. In other words, it seems to be extremely hard for such solutions to be efficient in the Tourism. - There is no specific and deep study on the development of human resources in Tourism for the South Central Coast and Highlands. 4 On the basis of the local and foreign research situation, the thesis targets to systematize, select and build up certain concepts and theories on the development of human resources in Tourism; Analyze the current situation of the development and management of human resources in Tourism in the South Central Coast and Highlands; Suggest some solutions to the development of human resources in Tourism in the said region till 2020. Chapter 1 THEORETICAL BASIS AND SOME EXPERIENCE IN THE DEVELOPMENT OF HUMAN RESOURCES IN TOURISM 1.1. Human resources in Tourism 1.1.1. Human resource Definition: Human resource is a category to describe the potential strengths of residents and the capability of mobilizing them into the production of facilities and spiritual values for the society at the moment as well as in the future. These strengths and capability are demonstrated by the quality, quantity and structure of the population, especially the quality and quantity of the force who can take part in the social production. 1.1.2. Human resources in Tourisms 1.1.2.1. Basic concepts in Tourism The term Tourism is derived from Greek with the meaning the action of movement around a circle. This term is Latinized to be tornus and then tourisme (France), tourism (English), etc. Up to now, there are various view on Tourism, some authors concentrate on explaining the concept Tourism as a movement phenomenon outside their habitual residences; Others concentrate on Tourist and economic field of Tourism. In Vietnam, Tourism Law (2005) specifies: Tourism means activities connected with trips taken by people outside their habitual residences aimed at satisfying their needs for sightseeing, study, leisure or recreation in a certain period of time.(Clause 1 Article 4). Tourism Law also interprets several terms of Tourism as follows: Tourism activity means activities of tourists, organizations and individuals doing tourism business, local communities, agencies, organizations and individuals engaged in tourism related activities; Tourism resources mean natural landscapes, natural elements, historical or cultural relics, works of creative human labor or humanity values which can be utilized to meet tourist needs and constitute a fundamental factor to form tourist resorts, tourist spots, tourist routes or tourist. cities; Tourist product means a combination of necessary services provided in order to meet the needs of tourists during a trip; Tourist service means the provision of services in travel, transportation, accommodation, meals and drinks, entertainment, information, guidance and other services to satisfy the needs of tourists. 1.1.2.2. The Human resource of Tourism 5 - Definition: The Human resources of Tourism mean the labor forces participated in the tourism development process, including the direct and in direct labor. Direct labor is the person who works in the state management systems related to tourism, the tourism agencies and the tourism business agencies; indirect labor is the person works in sectors, process related to tourism such as culture, customs, traffic, commerce, public environment, post communication, residence community, etc. In the scope of this thesis, it is mentioned the direct labor of Tourism. - Roles and characteristics of the Human resource of Tourism: The Human resources of Tourism are clarified into 3 types with different roles: the state managed labor group on Tourism, the tourism functioned labor group and the business group. The business group is the populous group with the characteristics as follows: + Young age structure, female labor rate is higher than male labor rate: Due to the typical feature in the need of active, young and strong labor; many fields related to tourist service require the charm, caution and skill of female. + Inequality in Quality and Structure: There is the uneven allocation according to territory and tourism profession, originated from the prominent resource orientation of Tourism. + The great change in quantity based on the season in a year: Due to the seasonal feature of tourism, the tourism activities are concentrated in a certain time of a year (high peak reason). The labor force working directly in tourism businesses is clarified into 4 basic groups with the different roles and features in tourism activities: + The general function management labor: including the leader of the economic ground (general directors, directors, deputy directors or equivalent positions). This labor group is in charge of looking for latent, using skillful people, organizing and managing the work smoothly for effective business purpose. + The labor group managed according to economic profession: including employees in functional departments (finance - accounting, materials and equipment, synthetic, human resource management, etc). The main duties of employees in this department is to organize business accounting, the management business system, labor and make plan for scale and growth of business development. + The labor group ensuring the business condition of enterprises: The guard, environment hygiene, electricity and water staff, good supply, workers in business, tourism business. + The direct labor in service for tourist: These are direct employees engaged in the tourism business, direct service delivery and service to travelers. This working group is very large, from many different fields and requires professional skill. 1.2. Human resource Development in Tourism 6 1.2.1. Definition: Human resource Development in Tourism is the overall forms, methods, policies and measures for improvement, enhancing the quality of human resources for tourism industry (intellectual, physical and psychological qualities – social fields) to increase the quatity human resources for tourism and restructure the tourism industry to meet the requirements of economic and social development in each development period. 1.2.2. The elements influencing the human resource development in Tourism: - Level of economic development and tourism development: the economic development provides the physical base to address issues of human resource. The development of tourism decides the quantity, quality and trend of development of tourism human resources. - The Quality of education: The quality of education directly affects the human resource development. - The macro social economic policies of the government: The macro social economic policies of the government such as education and training policies, recruitment policy, employment, labor wages, social insurance, labor protection, etc have a direct impact to human resources through macro- regulation tools. -The outside elements: The globalization, the development of science and technology, especially the information technology and communication. 1.3. The state management towards human resource in tourism 1.3.1. The development policy for human resource in tourism The basic policies for human resource development in tourism include: Policy on the management of tourism development (regulation of professional standards of travel, specialized training programs), policies on education, training and travel (Regulations on tourism training institutions, programs training, teacher standards and regimes with teachers and students, school fees), and policies to attract the employers (defined mode of employment, regulating relations and working conditions); specific policies (policies to develop human resources of state management areas) and policy development of scientific human resources - technology, policy development group of entrepreneurs. 1.3.2. The content state management on development for human resource in tourism The main contents of state management on development for human resource in tourism include: - Building the strategy for human resource development in Tourism: The strategy for human resource development in Tourism is the ground for making plans, development programs of Tourism across the nation; The strategy for human resource development in Tourism, the development plans, programs in each localities, regions. - Building and issuing the legal normative document, creating the legal corridor for development for human resource in tourism: The legal tools and macro policies affect the manufacturing relations, labor relations, and 7 management to adjust, orientate for human resource development in comply with the development target. - Building and issuing the policies on recruitment in Tourism: This content is the foundation for the tourism organizations, businesses to evaluate and select the tourism labor to ensure the rights and obligations of employees and employers. - Building and completing the policy system of development for human resource in tourism: To build and complete the education policy, tourism education, labor attraction and recruitment. To promulgate and guide on implementation of the policy for insuring the sack of the employees in Tourism. To promulgate the regulation on labor attraction, recruitment and treatment for human resource in Tourism. - Broadening the cooperation relations, speed up the cooperation of human resource in tourism among different areas: Cooperation on human resource is one of the best methods to solve the inconsistence and difference of Tourism human resource, this process could change styles, habits, discipline and renew the evaluation criteria of quality of Tourism human resource, create quality level among regions and nation. - Completing the organization engine, providing guidance on implementation and issue of development strategy of human resource in Tourism: To enhance the state management effectiveness on Tourism from the central to localities, supplementing the forces, enhancing quality of management staff. 1.3.3.The state management towards the human resource development of Tourism in Vietnam at present: 1.3.3.1. The state management towards the human resource development of Tourism in Vietnam at present. - In the central, the state management agencies include: Ministry of Education and Training managed on Tourism education and training, Ministry of Labors, War Invalids and Social Affairs managed on labor and employment training; Ministry of Culture, Information and Sports managed on Tourism fields. The Central State plays the orientation role and creating the resources, conditions for the social human resource in general and human resource in Tourism in general. - In the localities: The People’s Committee of province or city under central authority with the specialized agencies are: Department of Culture, Sports and Tourism, Department of Education and Training, Department of Labour, Invalids and Social Affairs, Department of the Interior, the People’s Committee of districts, Office of Education and Training. Local government plays an important role for human resource development, through to detail the guidelines and policies to develop human resources of the State into specific regulations for development human resources in the local tourism industry in line with actual conditions. 8 - Grass-roots Level: is the body functioned management and development of human resources of each organization or unit activities in the tourism sector (usually the Administrative organization,human resource organizations). Grassroots level have an impact on human resource development of the tourism industry per unit of tourist business and therefore, have a role to impact the overall development of tourism human resources. - Partner systems: are the education units and research agencies for the development of tourism human resources. The partner system plays the important role in the quality of tourism human resources. - The experts, teachers, lecturers: is the force in charge of providing consultant service, experience, brain, teaching and training, directly affect the improvement process of quality of trainee. The experts, teachers, and lecturers also system plays the important role in the quality of tourism human resources. 1.3.3.2. The content of human resource development of Tourism in Vietnam at present. In order to gain the tourism human resource meeting the development requirements at present, the content of development of the tourism human resource is conducted as follows: - The human resources Census in the national tourism industry, to participate and contribute to the completion of service functions, to improve quality and effectiveness of management agencies and the tourism sector's business units; - To issue the standard function system for Tourism in order to support tourism education activities; - To build, train and implement the education process, to foster the labor ability of Tourism; to build the education frame, to enhance profession, foreign language for tourism human resource. - To develop and promulgate policies, measures to complete and enhance the quality of human resources, increase the number and structural adjustment human resource of tourism industry to meet the development requirements. 1.4. Experience of some nations in the human resource development in Tourism. 1.4.1. Thailand: Government of Thailand always put the human resource development in the top in the national targets. The tourism plan concentrates on the tasks including solving the tourism education problems originated from the duties of Thailand Tourism. Human resource policy on tourism development to meet the industrialization process in Thailand is made by the main programs: (a) To promote education and technical vocational training in tourism industry; (b) To make emphasis on practical skills training, tourism, (c) To encourage internal training (training in the tourism business), (d) The program of foreign aid in human resources development in tourism. 9 The development programs for tourism resource development are conducted with the cooperation of government and private sectors. 1.4.2. Japan: the human resource development was conducted from easy one to difficult one, from simple to complex, from basic training to the application and a continuous performance and consistent with the group of workers. The process of human development the tourism industry includes a system of three forms of public education, corporate training and self training. Organization and management system developed in Japanese human resource are held throughout the country at both national and local levels (provinces). Human resource development system in Japanese firms have the basic characteristics: (a) On spot training is the main form and made during the working life of employees through mentoring and direction of senior and skilled workers for lower-skilled people; (b) Content of informal on spot training is very large, long-term by nature and made gradually with different phases and systematic feature; (c) On spot training is widely applied in large companies and at a smaller scale for small and medium companies; (d) On spot training is supported with special training. 1.4.3. Germany: the investment of education in Germany is very high, accounting for 5-6% of national income. The person with vocational orientation starts training from the grade of 9 or 10 of popular system. Vocational training period is often 3 years. At this age, there is 75% of population choosing the vocational training, among of them 3/4 is in the training system at schools and factories (so called Dual System), 1/4 studies at the simple vocational training schools. Besides vocational training, job training and complementary skills are widely held by a diverse school system, operating on market principles. Enterprises, associations as well as private and state units and equal competition in meeting the vocational needs of society. Besides vocational training, Germany pays more attention in practical engineer training model as for tourism training.Germany has the advanced skill training system. It is the element which creates flexible and high quality responding ability to the economic development. 1.4.4. Some lessons for human resource development of Tourism in Vietnam and South central coastal and central highland regions. - The first lesson is to enhance state management to tourism human resource development: It is necessary to strengthen state management on tourism human resource development through tools such as building and promulgation of policy development, building strategy, tourism development plans and human resource development plans of tourism. The state should take initiative in building training systems and legal systems of tourism education, vocational training law, labor law, etc. The second lesson is to bring in to full play the roles of stakeholders in human resource development of Tourism: to bring in to full play the roles of all level of localities; through the mechanisms for greater decentralization for local 10 [...]... OF HUMAN RESOURCE DEVELOPMENT IN TOURISM IN THE SOUTH CENTRAL COAST AND HIGHLANDS DURING THE PERIOD OF 2001 - 2009 2.1 Overview of the tourism development in the South Central Coast and Highlands 2.1.1 Overview of natural and socio-economic conditions of South Central Coast and Highlands 2.1.1.1 South Central Coast: There are five provinces in this region including Binh Dinh, Phu Yen, Khanh Hoa, Ninh... status of the development of human resources in Tourism in the South Central Coast and Highlands 2.2.1 Current status of human resources in Tourism in the South Central Coast and Highlands 2.2.1.1 Quantity: By June, 2009, the South Central Coast and Highlands had owned 73,889 laborers working in tourism, in which there were 24,548 direct laborers and 49,341 indirect employees The South Central Coast. .. resource development in Tourism in the South Central Coast and Highlands The development of human resources in Tourism in the South Central Coast and Highlands has good quality and meets requirements on the quality and quantity Furthermore, the professional structure and training levels seem to be appropriate The forms and quality of training work have been diversified and enhanced The human resources in Tourism. .. certain problems and shortcomings 18 Chapter 3 SOME SOLUTIONS TO HUMAN RESOURCE DEVELOPMENT IN TOURISM IN THE SOUTH CENTRAL COAST AND HIGHLANDS 3.1 Background and orientation of human resource development in Tourism in the South Central Coast and Highlands till 2020 3.1.1 Background of the human resource development in Tourism in the South Central Coast and Highlands : 3.1.1.1 Advantages and development. .. tourism and ecological tourism, then meeting various demands of local and foreign visitors The advantages of tourism resources and geolocial location are the reasons why the provinces in the South Central Coast and Highlands have selected tourism as their major industry to stimulate the growth of other sectors For the past years, the tourism growth of the provinces in the South Central Coast and Highlands. .. management of training and fosteringhuman resources in Tourism: There has been a cooperation between numerous agencies in tourism training; however, the Departments of tourism management only play a minor role 2.3 General evaluation of the current status of human resources in Tourism in the South Central Coast and Highlands 2.3.1 Advantages and reasons 2.3.1.1 Advantages: The human resources in Tourism in the. .. Moreover, the study has also learned from the experience lessons of some countries in which Tourism is developing to modify the theories on the development of human resources in this field 2 The thesis has analyzed the current status of the development of human resources in Tourism in the South Central Coast and Highlands on the basis of analyzing and assessing the quality, quantity and structure of occupations... the training and tourism training systems in the region The state management to the development of human resources in Tourism has been considered to be one of the issues to be addressed in the coming time so as to overcome the existing shortcomings and weaknesses 3 The thesis has also built up various opinions, orientations and targets on the development of human resources in Tourism in the South Central. .. basis: The Thesis has offered certain solutions to develop the human resources in Tourism in the South Central Coast and Highlands upon the scientific fundamentals as follows: Theoretical basis on human resources and the development of tourism manpower summarized in the Chapter; results of other studies relevant to the human resource development in Tourism; characteristics of human resources in Vietnam Tourism. .. management of tourism and human resource development in tourism 2.2.3.2 Current status of state management on the development of human resources in Tourism - Building strategies for the development of human resources in Tourism: In fact, the provinces have not established the strategies for the development of human resources in Tourism yet - Building and promulgating legal documents and frameworks for the development . of human resources in Tourism including quantity, quality and structure; the training of human resources and the management of manpower development in Tourism in the South Central Coast and Highlands. -. human resource development in Tourism in the South Central Coast and Highlands The development of human resources in Tourism in the South Central Coast and Highlands has good quality and meets requirements. of human resources in Tourism in the South Central Coast and Highlands 2.2.1.1. Quantity: By June, 2009, the South Central Coast and Highlands had owned 73,889 laborers working in tourism, in