1 INTRODUCTION Rationale of the thesis Theoretical aspect: Firstly, tourism human resources (tourism HRs) is considered as one of important factors with kye role in tourism development of any country Therefore, the quality of tourism human resources plays an important role, as it determines the success of agencies, organizations or tourism industry It can be seen that most of tourism labor contact directly with customers, then, the quality of labor not only depends on standard, skills but also the working attitude Secondly, theories and recommendations for human resources development in general have been applied, studied for a long time, yet human resources development of tourism industry have not been cared and studied by many authors With specific characteristic as a service industry with high potentials in the future, tourism industry requires plresource and highquality human resources Therefore, research in tourism human resources is necessary as it contributes to the theoretical basis of development activities in fact Thirdly, although there have been some foreign researches in tourism human resources development, they are all general researches such as Nolan (2002), Burke Ronald J (2018) Due to the scale and characteristics of human resources are differect based on each regions, it is necessary to have a specific theoretical research in tourism huam resources development to fits in the natural and social conditions of Northern midland and mountainous provinces This is the space for a specific resesearch to bring out detailed solutions which are most suitable for characteristics of provinces 2 Thirdly, most of available researches just focus on training and developing activities for tourism human resources in both terms of quality and quantity, typically as the author LeeRoss Darren, Josephine Pryce (2010), Baum Tom (2015); Cuffy Violet, John Tribe, David Airey (2012); Ardahaey Fateme Tohidy (2012) The number of researches focusing on analysing all developing activities of tourism human resources is so small ( including: the State management; Attraction; Connection and cooperation; Education, training and improving the quality of tourism human resources Therefore, it is essential to have a detailed research which generalizes all factors above for solid, adequate theoretical basis of developing activities of tourism human resources Practical aspect: Northern midland and mountainous provinces belong to the region, especially where there are northernermost and westernermost of Vietnam The region has many potentials and advantages both in natural resources and human resources, but the regional tourism development is not consistent with the tourism potential, the number of tourists coming to the region is lower than that of others This problem has many causes, but one of the most influential causes is that the quantity of tourism HRs in the provinces is small and does not meet the development requirements, as tourism HRs is weak and lacking in key stages, the number of trained workers accounts for a small proportion of the total number of tourism workers Most of the regional labor force in tourism sector has been transferred from different departments and sectors to tourism, so professional knowledge and knowledge of tourism are mostly acquired through short-term training courses, through experiential learning so now most of the workers not meet the needs of tourists, management and business operations are not highly effective, not consistent with potential Researching on developing, progmulating plannings on tourism HRs development are only considered as a content in the general plan of the industry without specific and comprehensive plan This can be said to be one of the limitations in the State management of tourism that the provincial tourism industry of regions need to change to create sustainable development Objective and mission of the research Objective of the research: To propose solutions, recommendations to contribute to tourism HRs development in Northern midland and mountainous provinces by 2025, orientation towards 2030 Mission of the research: To achieve the mission of the research, it is necessary to: Firstly, to systemize theoretical basis on HRs, characteristics, roles of tourism HRs and tourism HRs development Secondly, to study experiences of foreign and domestic tourism areas in tourism HRs development then lessons for Northern midland and mountainous provinces Thirdly, to analyse the real situation of tourism HRs, the real situation of tourism HRs development in Northern midland and mountainous provinces Therefore, advantages, limitations, and causes of limitations in activities of tourism HRs development in localities can be learned and used as the base for recommendations to develop tourism HRs in Northern midland and mountainous provinces 4 Fourthly, to propose solutions and recommendations to complete tourism HRs development in Northern midland and mountainous provinces by 2025, orientation towards 2030 Object and scope of the research Object of the thesis: Theoretical and practical issues related to tourism HRs and tourism HRs development in Northern midland and mountainous provinces Content and limitation of the thesis: The thesis has approached the content of tourism HRs development under the view of economic management ( HRs economy), in which the author focuses on clarify definitions, characteristics, personnel titles of tourism HRs, the real situation of tourism HRs, activities and factors affecting tourism HRs development of a locality The thesis has researched on the experiences of tourism HRs development of foreign and domestic tourism areas and presented lessons for Northern midland and mountainous provinces The thesis has not researced on the State tourism HRs working in institute, universities, colleges, high schools or vocational training agencies Some tourism companies having small scale or hotels that has just been established for years are not survey objects As for spatial dimension: The survey, investigation of the thesis focuses on 14 Northern midland and mountainous provinces including: Hoa Binh, Son La, Dien Bien, Lai Chau, Yen Bai, Bac Kan, Phu Tho, Lao Cai, Tuyen Quang, Ha Giang, Thai Nguyen, Cao bang, Lang Son, Bac Giang As for time dimension: The thesis focuses on research on the real situation of tourism HRs and tourism HRs development in 2010- 2017 period Solutions, recommendations can be applied by 2025, orientation towards 2030 5 New achievements of the research With the implementation of research topic on tourism HRs development in Northern midland and mountainous provinces, the thesis contributes theoretical and practical issues: - Theoretical aspect: The thesis has systematized the theoretical basis of tourism, human resources, characteristics, roles and personnel titles of tourism HRs in general, content, model and factors affecting tourism HRs development in particular The thesis presents three contents of tourism HRs development including: the growth in quantity, the development of structure and the development of quality of tourism HRs The quality of tourism HRs development includes factors: knowledge, skills, experience, health Systematization clarifies the activities of tourism HRs development including: state management for tourism HRs development; Attracting tourism HRs development; Training and improving quality and cooperation, coordination of tourism HRs development The thesis has also analyzed the factors affecting tourism HRs development based on three groups of factors, including: group of macro-environmental factors; group of factors of industry environment; and group of factors that belong to companies and the workers themselves - Practical aspect: The thesis draws valuable lessons for provinces and cities as well as tourism areas inVietnam By conducting a survey and overall sociological survey in the area of all 14 provinces in Northern midland and mountainous region, using the secondary data source, the thesis has reviewed and evaluated the real situation of tourism HRs, focused on assessing tourism HRs development in Northern midland and mountainous provinces in recent years, the opportunities and challenges for tourism HRs development in Northern midland and mountainous provinces in the process of economic integration The thesis has pointed out the advantages, limitations and main causes of the limitations of tourism HRs development in Northern midland and mountainous provinces; at the same time, proposed a system of synchronous and feasible solutions to develop tourism HRs in the survey area; proposed specific recommendations to involved parties in the development of agriculture and rural development such as the Ministry of Education and Training, the Ministry of Culture, Sports and Tourism, Tourism Association and the People's Committees of the provinces in the region so that the solutions are feasible and effective The results of the thesis suggest to the State management to the policy on tourism HRs development, is an important reference for tourism companies’ leaders in the process of building and developing agencies in the future Structure of the thesis Apart from introduction, appendix and conference, the thesis includes chapters following main contents: Chapter General view on tourism HRs development and research method Chapter Theoretical isues and practical experiences of tourism HRs development Chater The real situation of tourism HRs development in Northern midland and mountainous provinces Chapter Solutions and recommendations for tourism HRs development in Northern midland and mountainous provinces by 2025, orientation towards 2030 *** CHAPTER GENERAL VIEW ON TOURISM HUMAN RESOURCES DEVELOPMENTAND RESEARCH METHOD 1.1 General view on research works related to this topic - Research works on human resources and human resources development; - Research works on tourism HRs development: Research works on state management with tourism HRs development; Works related to training and improving the quality of HRs in the tourism industry; works on attracting tourism HRs; works on coordination and cooperation of tourism HRs development of a locality; Other research works on tourism - Conclusions from the general research and scientific spaces which needs continuing to research: Firstly, the above researches have systematized and analyzed quite clearly the deffinitions of human resources, human resources development, the contents of human resources development in general, the tourism human resources in particular at the scale of company, industry PhD Candidate will inherit and apply to develop theoretical basis for this thesis Secondly, foreign researches mainly focus on basic theoretical issues of human resources management Few studies have conducted in-depth analysis of tourism HRs development in an area based on all four activities, including: State management, attraction, coordination and training tourism HRs but only focuses on training and developing activities for tourism HRs in quality terms or quantity terms Some other researches have systemized the theoretical basis of tourism HRs, the characteristics and criteria of personnel titles of the tourism industry, the professional capacity of each personnel title of tourism, the definition of tourism HRs development (including quantity, structure, quality, labor productivity); At the same time, some factors affect tourism HRs development and content, activities of tourism HRs development in one locality Thirdly, most of the above researches have clearly analyzed the real situation of tourism HRs, the status of tourism HRs development of each types of tourism companies in particular and the tourism industry in general, clearly pointed out limitations and causes of limitations in tourism HRs development at different times and in different contexts Fourthly, researches emphasize the importance of HRs development, including tourism HRs; as well as providing solutions, recommendations and orientations for this issue However, most researches only mentioned general issues of tourism HRs development, some are about on tourism HRs development in the Northwest region or some localities of Northern midland and mountainous region or each activity without a sufficient and comprehensive research on tourism Hrs development in Northern midland and mountainous provinces in the context of Vietnam's extensive international integration There is no survey to assess the real situation of tourism Hrs development and tourism HRs development by analysing factors of tourism HRs development (state management activities, attraction activities, cooperation and coordination activities, training, activities to improve the quality of tourism HRs) and forecasts on tourism HRs development in Northern midland and mountainous region Fifthly, on the basis of analyzing the real situation of tourism HRs, developing HRs in general and the quality of training tourism HRs in particular, some researches have provided some solutions to improve the efficiency in training and the quality of tourism HRs However, as mentioned above, the proposed solutions are macroscopic and for the whole country, or only focus on training solutions to improve the quality of HRs, or focus on a specific locality There has not been a comprehensive, direct research to propose solutions for tourism Hrs development in Northern midland and mountainous region 1.2 Research method of the thesis To evaluate the real situation of tourism HRs development in Northern midland and mountainous provinces, the author has presented this research framework of the thesis: Content of tourism HRs development Developing the quantity of tourism HRs Developing the stucture of tourism HRs Developing the quality of tourism HR Activities of tourism HRs development The State management with tourism HRs development Attracting tourism HRs Training and improving the quality of tourism HRs Coordination and cooperation of tourism HRs development The real situation of tourism HRs development in Northern midland and mountainous provinces To propose solutions to complete tourism HRs development in Northern midland and mountainous provinces Affected factors Factors of macroscopic environment Factors of indusry environment Factors of companies Factors of workers themselves Picture Research framework of the thesis + General approaching method: Applying methods such 10 as analysis, generalization, forecast, logical thinking, techiques like statistics, comparison and evaluation, interviewing specialists together with qualitative and quantitative method while researching and practical evaluation - Data collection method: + Secondary data collection method: Ministry of Culture, Sports and Tourism, Tourism Administration, 14 Departments of Culture, Sports and Tourism, books, thesis, journals, conference yearbook + Primary data collection method: Primary data collection method is collected by the questionnaires and interview with specialists Primary data collection method is assessments of the State managers in Departments of Culture, Sports and Tourism, in tourism companies in Northern midland and mountainous region - Data analysis method: both qualitative and quantitative method Collected data is analysed by software called Statistical Package for the Social Sciences (SPSS) and generalized, analysed, compared on the Excel table *** 11 CHAPTER THEORETICAL ISSUES AND EXPERIENCES OF TOURISM HUMAN REOSURCES DEVELOPMENT 2.1 Definitions, characteristics, roles, classification and requirements for tourism HRs development 2.1.1 Definition of tourism, human resources and tourism human resources “ Tourism human resources is the whole labour in tourism industry including direct labour and indirect labour, which can be shown through quantity, quality ( physical, mental, mind) and the labour structure of industry” 2.1.2 Role and characteristics of tourism HRs 2.1.3 Classification, titles of HRs in tourism industry 2.1.4 Definition of tourism human resources development “ Tourism human resources development is the growth in quantity, the development of structure and quality improvement of human resources on all aspects (the level of adapting job requirements, professional knowledge, professional skills, physical and mental skills, working attitude) by activities such as attracting, developing policies, coordiantion activities and training methods, fostering tourism human resources to meet the requirements of socio-economic development and tourism development of localities, tourism areas and country in each stage of development” 2.2 Content and activities of tourism HRs development 2.2.1 Content of tourism HRs development - Increasing the quantity of tourism HRs; - Developing the structure of tourism HRs; - Developing the quality of tourism HRs 12 2.2.2 Requirements of tourism HRs development 2.2.3 Activities for tourism HRs development a The State management in tourism HRs development b Activites attracting tourism HRs c Education, training to improve the quality of tourism HRs d Coordination and cooperation for tourism HRs development 2.2.3 Criteria for evaluating tourism HRs development By studying documents and generalizing specialists’ viewpoints, according to the viewpoint of the PhD Candidate, there are 11 criteria for evaluating tourism HRs development including: (1)The scale of tourism HRs at the evaliuation time; (2) the rate of tourism HRs increases annually; (3) The increase/ decrease level of tourism HRs; (4) The structure shift in the progress, reasonable direction;(5) Criteria for evaluating the quality; (6) The efficiency of training activities for tourism HRs; (7) Finance for tourism HRs development; (8) The quality of developing strategy, planning on tourism HRs development; (9)The efficiency of policy for attracting tourism HRs of localities;(10) The efficiency of organizing activities for managing tourism HRs development of localities; (11) The efficiency of coordiantion, cooperation activities for tourism HRs development Nine criteria assessing the quality of tourism HRs in accordance with the thesis topic are defined as: (1) General knowledge and professional skills; (2) Communication skills, customer service; (3) Foreign language skills; (4) Leadership and management skills; (5) Abide by labor rules; (6) Working spirit and attitude; (7) Work experience; (8) Health and age; (9) Other skills (situation handling, information technology, team work) 2.3 Factors affecting tourism HRs development 2.3.1 Factors of macroscopic environment 13 2.3.2 Factors of industry environment 2.3.3 Factors of companies and the labour 2.4 Experiences in tourism HRs development in foreign, domestic tourism areas, and learned lessons for Northern midland and mountianous provinces 2.4.1 Experiences in tourism HRs development in foreign, domestic tourism areas a Experienes of Maryland in the USA b Experienes of Bristish Columbia inCanada c Experienes of South Central Coast and Central Highlands 2.4.2 Learned lessons mountianous provinces for Northern midland and Firstly, enhancing the State management in tourism HRs development Secondly, building strategy on labour market in region particularly on the base of Bristish Columbia’s experiences of developing system of information on tourism labour market Thirdly, it is necesssary to implement policies to attract tourism specialists, managers, undergraduate students with excellent degree of full time course from pretigious universities to work in localities Fourthly, tourism labour in tourism companies and the State management agencies work in vocational training needs to move the direction to specilaized training, improve the practicing skills, and train based on the social demand *** 14 CHAPTER THE REAL SITUATION OF TOURISM HUMAN RESOURCES DEVELOPMENT IN NORTHERN MIDLAND AND MOUNTAINOUS PROVINCES 3.1 Genenralizing potentials, condition of tourism development in Nothern midland and mountainous provinces 3.1.1 Generalizing natural, eco-social condition of Nothern midland and mountainous provinces 3.1.2 Generalizing the condition of tourism development of Nothern midland and mountainous provinces 3.2 Analyzing the real situation of tourism HRs development in Nothern midland and mountainous provinces 3.2.1 The real situation of tourism HRs in Nothern midland and mountainous provinces a The quantity of tourism HRs:From 2010 till now, the number of tourism workers in region has increased from above 50 thousand to more than 144 thousand ( equivalent with nearly 1.89% of total regional labour) with the growth rate as 11.7% averagely ( higher than national growth rate which is 7.4%), in which direct labour has the average growth rate as 13.9%, from 18 thousand workers to 44,15 thousand workers b Structure: The strucutre is not balanced, mainly focused on labour working in residency business, restaurant, workers of tourism companies with quite poor foreign language skill The number of workers in tourism companies accounts for a huge part- 96 %, female workers accounts for nearly 60%of total workers, workers having university qualification and above takes 10% of total direct workers, whereas workers training 15 from primary level accounts for 38.4%, workers educating in tourism accounts for about 11% of the total workers c The quality of tourism HRs Accrding to the datas in 2017, the rate of untrained labour accounted for more than 62% in the total quantity of regional labour Labour trained in tourism faculty took about 10% in total direct labour of the region ( much lower than the rate of 43% of total) Specifically, in Lai Chau and Bac Kan, labour rating at this level only accounted for 2% while other training labour accounts for 26-28% This is the huge imbalance in the strucutre of tourism HRs, it is necessary to have suitable adjustment in the near future to improve the quality The university and postgraduate qualifications of the tourism industry only fluctuate at 10% of the total Tourism labour in the region tend to be younger, the age of tourism labour with age from 18-50 accounts for more than 70% of the total tourism labour This is a relatively young age, this indicator is consistent with the demand of the service industry in general and the tourism industry in particular Tourism HRs of the State management use foreign language and regularly use computers in work, but the level of foreign language of this labour group is evaluated lowest with 2.88/5, then is the labous as managers in companies ( 3.35/5), and the group evaluted highest is specialized tourism labour with 3.46/5 on average, this result is consistent with the current situation The capapcity of adaption work of tourism HRs is evaluated at average level ( from 2.68 to 4.21/5) The level of adaption work of tourism HRs in the State agencies has the highest average point with 3.75/5 Next is the group of managers in companies and finally is professional qualification 16 labour with 3.31 point 3.2.2 The real situation of activities of tourism HRs development in Northern midland and mountainous provinces 3.2.2.1 The State management activities of tourism HRs The provinces have established the Committee for Tourism Development, headed by a vice-chairman of the provincial People's Committee, the members are the directors of concerned departments, agencies and leaders of localities Three provinces, which are Cao Bang, Lao Cai, Ha Giang, provincial managers and People's Committee put the project to develop tourism HRs as the key point in the provincial socio-economic development strategy, and assigned it to the Department of Culture, Sports and Tourism Some provinces like Yen Bai, Tuyen Quang have also developed a project to develop tourism HRs but the implementation has not been effective The policy on supporting resource creation has been implemented by all localities in the region, some have well implemented this policy like Lao Cai, Son La, Dien Bien with variouseffective policies and activities, increased investment for strong development for bringing efficiency soon, focused on incentives, encouragement of investment in tourism development According to the survey results, the state management of tourism HRs development in Northern midland and mountainous provinces was assessed at a relatively good level (3.25 to 3.83 / points) The inspection, supervision and evaluation of HRs development were lowest rated with an average score of 2.81 / (22.55% of respondents said that this activity was performed well and very well ) The most appreciated is the activity of developing strategy, planning for development of tourism HRs with an average score of 3.08 / 17 3.3.2.2 Attraction activities of tourism HRs Although there are many progmulated policies to attract high quality HRs to work in provinces, but in Northern midland and mountainous provinces there are no specific policies for attracting high quality tourism HRs The survey results of the PhD Candidate has shown that both content of policies and the attraction activities of tourism HRs in provinces are still limited when the average score of the criteria is low under point With the highest score belongs to the attractiveness for workers with the attraction activities of tourism HRs is 3.01 / points, and the lowest score belongs to the attractiveness of the policy to attractotourism HRs in quantity terms with 2.64 / points 3.2.2.3 Education, training activities of tourism HRs In the past years, the training of tourism HRs has been concerned by the Department of Culture, Sports and Tourism Association, specialized labour in the localities has been gradually trained and fostered professionally However, the number of trained workers in localities has not met the demand; the training quality is to low to keep up with the requirements of HRs to serve tourism development as a key economic sector Development policies on tourism HRs in Northern midland and mountainous provinces still have limitations on attractiveness, but are generally consistent with the situation of the region (the average score of these criteria is assessed on 3/5 points) Forecasting and organizing training activities, developing tourism HRs are only average with scores around 3/5 points In which, the highest rating point is 3.64 points / belongs to the policy of physical improvement and motivation in accordance with the current state of tourism HRs The lowest is 2.64 / points on the policy on improving qualifications and capacity with rationality compared to the viewpoint, orientation of 18 provinces and development trend of tourism HRs 3.2.2.4 Coordiantion, cooperation activities to develop tourism HRs Coordiantion and cooperation activities to develop tourism HC were evaluated at a quite good level (from 2.8 to 3.5 / on average) The highest rated content is the Provincial Coordination ( coordiantion between the provincial tourism management agency and the schools and tourism agencies) (3.5/5) with 100% of the respondents evaluate this performance as good or quite good Following is the inter-regional coordination with a rating of 3.33, two coordination activities (businesses with training institutions, enterprises with state management agencies) were evaluated at a low level 2.8 / and 2.89 / Overall evaluation of tourism HRs development activities was rated from 2.68 / to 3.31 / 5, of which this performance is still low 3.2.3 Evaluation of factors affecting tourism HRs development in Northern midland and mountainous provinces 3.2.3.1 Factors of macroscopic environment 3.2.3.2 Factors of industry environment 3.2.3.3 Factors of companies and labour 3.3 Geneal evaluation of the real situation of tourism HRs development in Northern midland and mountainous provinces in recent time 3.3.1 Advantages and causes 3.3.2 Limitations and causes ** 19 CHAPTER SOLUTIONS AND RECOMMNEDATIONS FOR TOURISM HUMAN RESOURCES DEVELOPMENT IN NORTHERN MIDLAND AND MOUNTIANOUS PROVINCES BY 2025, ORIENTATION TOWARDS 2030 4.1 Viewpoints, objectives, orientation and forecast of the demand for tourism HRs development in Northern midland and mountainous provinces 4.1.1 Advantages, difficulties while developing tourism of Nothern midland and mountainous provinces 4.1.2 Viewpoints on tourism HRs development in Northern midland and mountainous provinces Firstly, tourism HC development in Northern midland and mountainous provinces is to support national tourim development strategy so that it is appropriate and in line with tourism development planning of each province and the People’s Committee, Department of Culture, Sports and Tourism notice regularly Secondly, it is necessary to develop synchronously in both quality, quantity and structure to be suitable for characteristics, types of companies in areas implementing tourism development planning, HRs development Thirdly, to improve the cooperation between localities and tourism training agencies, pretigious tourism training agencies in Hanoi, Red river Delta and international cooperation to develop tourism HRs Fourthly, to urge and use effectively foreign and domestic resources ( finance, technology, effort, experience) for tourism HRs development 4.1.3 Objectives and orientation of tourism HRs development 20 in Northern midland and mountainous provinces in the coming time 4.1.4 Forecast of the demand for tourism HRs development in Northern midland and mountainous provinces in the coming time Table Forecast of quotas on tourism human resources dvelopment in Northern midland and mountainous provinces by 2030 Quotas 2020 2025 2030 Direct labour (person) 44.158 86246 113845 Total labour (person) 143.914 281082 371028 3890 7598 10105 47.507 92787 128974 Residency agencies (agency) Quantity of residency room (room) (Source: Institute for Tourism Development Research and Generalizing the PhD Candidate’s viewpoints) 4.2 Recommendations for tourism HRs development in Northern midland and mountainous provinces in the coming time 4.2.1 Completing the State management in training and developing tourism human resources To the general menagement of the industry tourism, it is necessary for the classification to avoid the overlapping, unclear division of responsibility of individuals, groups while managing and using human resources The agencies needs to focus on improving the efficiency of formulation, management, attraction and use tourism human reosurces 4.2.2 Implementing the policy on mobolizing excellent human resources to work in 21 localities and tourism agencies Setting up remuneration in a spearhead direction, focusing on professionals, good tourism managers, creating differences in remuneration among talented subjects; rewarding and honoring talents to ensure equality and fairness 4.2.3 Promoting the training, education to improve the quality of tourism HRs Foreign language skill, communication skill, service skill of the tourism human resources need to be focused Provinces, localities need to establish traning classes, test foreign language skill of managers, encourages the labour to improve knowledge and foreign language skill 4.2.4 Promoting the cooperative activities in tourism HRs development All tourism management levels need to improve the coordiantion between levels, braches, foreign and domestic agencies in HRs development With high- potential provinces, it is necessary for the training policy of skillful tourism HRs 4.2.5 Enhacing the awareness and responsibility of tourism labour for the development and improvment of specialized skills The labour needs to actively improve skills, physical capacity, working under presssure to meet the requirements 4.3 Recommendations 4.3.1 Recommnedations for the State, Ministry of Education and Training, Ministry of Culture, Sports and Tourism and Tourism Administration 4.3.2 Recommendations for Tourism Association and Vietnam Training tourism Association 22 *** 23 CONCLUSION Northern midland and mountainous provinces have potentials, advantages in terms of geography, climate, geology, landscape and valuable ecosystem; as well as advantages of human ressources as this is the living areas of ethnic population, the revolution authority, safe zone for resistances Tourism development in region have not been consistent with the present potentials The quality level of tourism industry of region is lower than other regions’ ones One of the main reasons which affects most is the amount of tourism HRs is not enough and the quality of tourism human resources in Northern midland and mountainous provinces has not met the demand for development such as the quality, quantity are weak and lack in key stages, then work requirements are not satisfied; the rate of trained employement is not high Besides, Department of Culture, Sports and Tourism in Northern midland and mountainous provinces have not brought out planning, programs, long-term plans to developing human resources for accurate, systemized and satisfied orientation Therefore, developing HRs for country in general and for tourism industry for a researched area in particular are always difficult issues that requires synchronous solutions with the involvment of levels, branches and related sides Due to the depedence on many sides, the author has proposed groups of solutions to develop tourism HRs for Northern midland and mountainous provinces including: Completing the State management in tourism humman resources training and development; Imlementing policy on mobolizing excellent tourism HRs to work in localities and tourism agencies; Boosting the training, education and developement of tourism human resources; boosting the cooperration in tourism human resources development; improving the awareness and responsibility of the tourism labour Buiding data system in 24 tourism human resources for Northern midland and mountainous provinces should be prioritized This is the key solution as this data system not only helps to assess comprehensivly the tourism HRs but it is also the basis for developing strategy, orientation and specific plan and proposing appropriate development policies Besides, to create legal corridor and andvantageous condition for tourism human resources development in Northern midland and mountainous provinces, the author has proposed specific recommendations for related agnecies, especially the State management agencies The establishment of tourism association, tourism traning association of provinces is needed to caried out soon and built the coordinated mechanism with other provinces on the base of characteristics or tourism line in terms of training and development of tourism HRs in line with the guidelines of Administration of Tourism, as Vietnam does not have regional administration agencies Although PhD Candidate has tried hard during the research process, it is difficult to avoid limitations and falses There are some theoretical issues that can not be clarified or analyzed clearly These questions have not been answered at current due to the limitations of information as well as the specialization level and researach time This research is applied data like newspapers, documents, annual abstracts of statistics and related reports However, many important documents related to data of tourism industry in general and the tourism labour in particular are not widespread Due to the difficulty in document approach, the statisticsc of this research and the update level of index have reflected the fact relatively in specific aspects Interview method is applied with a small number of the managers in the State tourism agencies in provinces but not with the tourism labour in Northern midland and mountainous 25 provinces On the other side, the research only required objects/ groups of tourism human resources, while the assessment of these objects are important Therefore, the research results has not shown fully the opinions of all key elements in the quality of tourism human resources in Northern midland and mountainous provinces The interview object limitation have partly reduced the quality of research results, assessments, solutions, recommendations Although there is limitation, the thesis is still a valuable document for reference, provides the real situation of tourism human resources in Vietnam generally and in Northern midland and mountainous provinces particularly The thesis plays a role in promoting the investement and development activives of tourism human resources On the base of research results, the thesis has presented practical solutions to improve the tourism HRs deveopment in Northern midland and mountainous provinces In the future, if there is an opportunity to continue rresearching this issue, the author will try to apply knowledge and capacity to clarify the theoretical questions To develop Vietnamese tourism industry, the author hopes other authors in the future to focus on researching this issue The author sincerely thanks scinetists, managers, leaders in tourism companies for the survey, thanks managers for interview, as well as facilitating to implement this thesis *** ... belongs to the attractiveness for workers with the attraction activities of tourism HRs is 3.01 / points, and the lowest score belongs to the attractiveness of the policy to attractotourism HRs... general plan of the industry without specific and comprehensive plan This can be said to be one of the limitations in the State management of tourism that the provincial tourism industry of regions... rural development such as the Ministry of Education and Training, the Ministry of Culture, Sports and Tourism, Tourism Association and the People's Committees of the provinces in the region so that