Human Resource Development in Tourism Industry-An Analytical Framework (original) (raw)
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Human resources development and sustainability ? the case of Indian tourism
International Journal of Tourism Research, 2000
The goal of sustainability oriented tourism development requires a number of human resources development (HRD) strategies aimed at the tourism industry personnel, host community and the tourists, and underpinned by concepts and practices of sustainability. Sustainability based`work culture',`professional ethics' and operational practices are basic to sustainability in tourism. Indian tourism, despite its immense potential, has seen tardy development, and shortcomings in the HRD domain have been one of the reasons for this below par performance. This paper suggests a comprehensive and strategic approach to HRD, catering to the training and education needs of Indian tourism at various levels for the major target groups. The paper also identi®es the pressing issues confronting HRD in Indian tourism and potential strategies to address them within the context of sustainability.
Tourism is the largest service industry in the World and plays a predominant role in the economic development of the country. Today's considerable importance is being given to the work force and their development who are involved in tourism practices. Tourism besides being a leisure activity has emerged as a strong economic factor world over. The entire economy of a particular destination is dependent on the work force, So Human resource is as such an inseparable constituent of tourism. There may be various reasons for a tourist to visit a destination of some interest. Tourists might visit the destination because of its natural beauty or resource, historical monument, religious significance, cultural attractions etc. The human resource is the constituent who are involved in all the activities related to a tourist whether it is a tourist guide, service provider, tourism department or tour operator. This paper briefly outlines the different developmental practices of human resource at different levels that act as catalyst for tourism industry in India.
Human Resource Development in Tourism Industry in India: A Case Study of Air India Ltd., New Delhi
El Periplo Sustentable, 2008
He purpose of Human Resource Development is to improve the capacity of the human resource through learning and performance at the individual, process and organizational levels. By applying a well-ordered and professional HRD approach to work in the protected areas field, the skills, knowledge and attitudes of park personnel will be enriched and this overall quality of work performed will improve. There are a number of problems and constraints, which concern the human resource development in the Tourism Industry, viz., shortage of qualified manpower; shortage of tourism training infrastructure and qualified trainers; working conditions in the Tourism Industry; and lack of proper strategies and policies for human resource development. The present study is an attempt to analyze the HRD initiatives of Tourism Industry with special reference to Air India Ltd. to enhance and sharpen the capabilities of its employees. The study also identifies the need of the Air India to incorporate the spirit of HRD in day to day functioning by utilizing the all possible human resource systems and mechanism to the organization.
Developing human resources for the tourism industry with reference to India
Tourism Management, 1997
The overwhelming success of international and domestic tourism has given rise to a pressing demand for quality professional acumen. Requirements for skilled and efficient human capital poses a serious threat to the future competitiveness of this service industry. This paper considers the contribution of education/training bodies, world-over, and then focuses on their status in a developing country like India, where conditions are more complex. Specific in-built social and economic conditions that could probably be the root-cause for its present status have been identified. Finally, an attempt has also been made to suggest viable measures for ascertaining success in quality manpower development efforts.
Tourism seems to be an effective and efficient tool in creating new jobs and thus decreasing unemployment in any economy. Tourism employment can be categorized as (Mathieson & Wall, 1982 1) • Direct employment resulting from visitor expenditure in tourist services, • Indirect employment in the tourist sector, not resulting directly from visitor expenditure, and • Induced employment, resulting from the effects of the tourism multiplier. But the fact is that the industry is really as good as only its people, and it is the people that make the real product. It has been observed that over the years there has been a change in the demand and supply of Human resources for the Travel industry, with the demand now being for more educated and specialized personnel. But the fact is that Tourism Teaching / Training Institutes are of a more recent origin, and therefore are at times quite unable to meet the demand for the personnel. The present paper studies the Human Resource needs for the Tourism Sector and suggests ways and means for attracting and retaining employees in the Travel industry, mainly by standardizing course curriculum, imparting training, increasing industry academia interaction at all levels and formulating an apex body for tourism education and training in the country.
Role of human resources in the tourism industry with special reference to Jammu and Kashmir
Turizam, 2020
Tourism is one of the most preferred and well-accepted ways of spending leisure time. The natural urge and appetite of every human being for gaining new experiences and eagerness to get entertained and educated are the main drivers of tourism. Tourism is one of the largest and fastest-growing economic sectors in the world which is directly concerned with generating services, products, employment, and investments. Being a service-based and relationship rich industry, the competitiveness of tourism industry is largely determined by its human resource which is regarded as the most vital asset and the chief source of sustainable competitive advantage. Therefore, the present study intends to summarize the role and significance of human resources in the tourism industry with special reference to Jammu and Kashmir primarily through the use of secondary data. The study established that there exists a positive and coherent association between human resources and the development of the tourism industry. It is such a resource of the tourism industry that appreciates and advances with time and supports the organization in crafting and executing its policies and strategies. It also play a very crucial role in the promotion, growth and sustainable development of the industry. The study is believed to serve as a valuable tool for researchers to understand the importance of human resources in tourism and take this research area forward. It is equally important for the tourism administration and policymakers to formulate strategies for professional management and development of human resources. Moreover, the study makes a significant contribution to the existing body of knowledge in the area of tourism management.
HUMAN RESOURCE MANAGEMENT IN THE TOURISM INDUSTRY
The paper goes on to explain the critical contribution of employees to the competitive advantage of tourism organisations and why human resources are an important issue for the industry. The model of performance management adopted by an organisation must be customised to meet individual business and employee needs. A series of activities were undertaken to fulfil the objectives above. A framework was developed to explore the links between tourism and human resource management. A second round of discussions was held with representatives of the tourism industry to determine how tourism industry is recruiting and retaining employees with the right skills, knowledge and attitudes to their work. The relationship between tourism and human capital is complex, of inter-conditioning, each of the two elements having at the same time the role of cause and effect. Thus, the stimulation of the growth of tourism is an important medium of re-launching of the labour, but the development, respectively the retardation of the development of tourism depends on the existence or the inexistence of the human resources in the reference territory.
HUMAN RESOURCES PRACTICES IN TOURISM AND HOSPITALITY INDUSTRIES IN SELECTED COUNTRIES
Tourism is promoted by the governments of many developing countries because it offers the potential for creating jobs, thus generating income for the country and revenue for the government. However, the tourism industry can also be viewed as a destructive force, associated with negative externalities such as the loss of natural landscapes, congestion, and environmental and cultural degradation. These problems are more likely to be exacerbated where there is a lack of well-designed planning and effective management of tourism development. _____________________________________________________________________________________ Introduction: An essential component of any management of tourism is the ability to engage with, and get a positive response from, the tourism industry. There are a wide range of enterprises involved in providing tourist products and experiences, and in many nations, both developing and developed, a large number of these businesses are small and medium in size and tend to operate at a local scale. The informal nature of tourism enterprises in the developing world can make it difficult to spread awareness of tourism policy and to measure moves towards more sustainable performance on the part of the industry. Using the case study of tourism in the city of Hue, this thesis argues that it is essential to understand both what tourism enterprises know about sustainable tourism practice and policy and also how they respond to its adoption, if we are to more fully understand tourism and its links to sustainable economic development. Located on the central northern coast of Vietnam, Hue is well known for its cultural resources and natural beauty, and the province has become a major tourism centre in Vietnam. The city of Hue itself is recognized as having international heritage value and was listed as a world cultural heritage site by UNESCO in 1993. During the last decade, tourism revenues have increased by nearly 35% per annum, and Hue has made great efforts to both stimulate and cater for increasing demand for its tourism products and services. The Vietnamese government has introduced a number of policies designed to enhance environmental quality generally and, more specifically, to improve the sustainability of enterprises in the tourism sector. This thesis examines the degree to which tourism enterprises in the city of Hue are aware of the broad concept of sustainable tourism and of the specific legislation designed to influence the sustainability of their businesses. I examine the structure and make-up of the industry and then analyze whether characteristics such as size, ownership type and sectoral focus play a role in influencing awareness of, and response to, government policy. The research triangulates data-gathering methods: secondary data, literature reviews, Semi-structured interviews and an enterprise survey are all used to gain insights into the
Tourism Trends and HRD in India: The Current and the Future Curriculums
The paper attempts to analyze the tourism education scenario in the Higher Education System in India. Keeping in view the curriculum structure debate in both the open learning and the conventional education systems. It goes on to demonstrate that the industrial market demand supply approach, an offshoot of growing market economy and its pressures can be a self-defeating exercise in spite of the industries resolution for sustainable tourism – a resolution that remains more on paper for public consumption and is scarcely practiced in the third world and the developing countries. Where do the tourism educators stand in this scenario and stipulating the curriculums for higher education in the sustainable perspective are the other aspects dealt with in the paper. The paper also examines the curriculums of tourism programs and suggests certain modifications for future.
A Comparative Study of Strategic HRD Approaches for Workforce Planning in the Tourism Industry
Online Submission, 2006
This study compares the outcomes of two often used approaches for strategic HRD planning. Using methods framed within a strategic HRD planning framework the outcomes of a qualitative primary data approach are examined against quantitative labor market projections in a study of the future Minnesota tourism workforce. Results show each planning approach produced differences with a combined method suggested as the best for future projections on the size, composition, and HRD needs of the workforce.