By Hanni Tran
(Part 2)
Criteria and standards to make tourism human resource comparative in global context.
Criteria and standards are made by job skills, personal skills, culture of each workplaces. Human resource in tourism industries comes from qualified educators who replicate their next generations. They are leaded by educators who can forecast trend to educate and train to provider talents. They are originated by tourism mindset. Therefore, the competency that helps employees keeping their position is from self-efforts to fulfil the gap between schools and workplace.
In the meantime, global tourism trend is more flexible in the reaction within/among tourists and tourism service providers. When they prepare for a journey, they think about third parties such as related reviewers, youtubers, Airbnb, Grab, Trip Advisor instead of directly booking hotels or rent cars. Accordingly, the service quality of direct tourism providers is relied to the assessments from other actors, not direct from customers.
For that reason, tourism services must be implemented by all skill workers. It means that tourism employees should be intensive professional in tourism skill set that are well educated, trained from schools and coached from cultural cooperates.
Also, labour force should train themselves to self-improve for market needs. As a result, co-branding among schools, enterprises, community and employee is identified at the same value.
Besides, tourism needs keep moving with human needs. Hence, the criteria and standards in tourism industry are also accompanied and updated to global trend.
Moreover, the high-tech era has pushed employee and stakeholders being more proactive. Also, foreign language skill is one of entrances for skill workers creating competency in global context.
In conclusion, the tourism criteria and standards in new era are based on social skills. They must be frequently improved to developing market needs. Tourism employees have to self-study to make their own value.
Globalized measurement frameworks of tourism employment via education quality.
The concept of tourism employment, in accordance with the IRTS 2008, refers to “employment strictly related to the goods and services acquired by visitors and produced by either tourism industries or other industries”. Hence, tourism employment is a measure of the number of jobs directly attributable to tourism demand in tourism and non-tourism industries, held by employees, self-employed and contributing family workers.
Tourism employment can be measured as direct tourism employment and as direct tourism employment in the tourism industries. While the former measures jobs in tourism industries that can be attributable to tourism spending plus jobs in non-tourism industries that can be directly attributed to tourism spending, the latter refers to jobs that can be attributed to tourism spending in tourism industries.
Measuring employment in tourism challenges to encounter. It depends on related elements for career quality. For example, minimum wage and benefits are part of factors to keep employee contribution to tourism employment. The competency of talent keeping among tourism businesses also creates staff turnover.
On the other hand, the quality measure is also mentioned on economic impact by tourism, effects on income, tourism income multiplier effect, labour balance payment…Therefore, employment quality leads decent work for employees.
Briefly, tourism talent is impacted by both quality of education and employment. Talents take central role for education and employment to create competency qualify. Because this issue is related to human being that is attached with market needs, labour needs and global trend. The result of education and employment quality is resulted by talents. Hence, the root of quality measure for the whole tourism development process is from talents measured by updated social skills in workplace and effected life environment.