Solutions to enhance the standard of human sources within the tourism trade after Covid-19

Necessity after two years of pandemic

At the workshop, Mr. Pham Van Thuy – Deputy General Director of Vietnam National Administration of Tourism mentioned that assessing the present human sources, giving improvement instructions and options may be very needed after 2 years of the pandemic.

“Currently, most of the human resources for life have changed to another profession, now open, there are workers who voluntarily return, there are stable workers with new jobs, higher income sources, so they do not come back. Assess that situation to have a solution, see where our tourism human resources are located compared to the region and the world.

Whether or not to invite people with experience in the field of tourism back to the profession, re-training, on-the-job training, hand-in-hand training for human resources; training high-quality human resources suitable to industries and localities. Localities, management agencies and tourist attractions re-evaluate the current state of tourism, and localities have mechanisms to develop policies to coordinate with vocational training schools in formulating human resource development strategies.

Management is the General Department, the coordination mechanism is how the schools will coordinate longer, how short. This issue needs to be done immediately. The General Department, the Training Department will issue a document to guide the schools to see the upcoming training direction. The central region has become a phenomenon of shortage of human resources, “mentioned Mr. Thuy.

Also on the seminar, Mr. Le Anh Tuan – Director of the Training Department, Ministry of Culture, Sports and Tourism mentioned: “Statistics to December 31, 2021, out of 208 universities, 101 schools have tourism training, 110 colleges. , schools providing tourism training, 11 specialized training schools Promulgating 7 sets of national vocational skills standards, jointly developed by the Ministry of Culture, Vietnam National Administration of Tourism, and enterprises. implementing 13 sets of output criteria, a list of key national, ASEAN and international occupations such as restaurant management, receptionist, etc.

There are 8 schools, 7/8 are assigned the task of implementing training programs. In 2017, develop a project to coordinate with tourism businesses to train human resources, in addition to the assigned target, also train more, connect with tourism businesses and actual requirements.

According to Mr. Tuan, Covid-19 has had a great impact, the hotel and travel businesses are closed, it is difficult to recruit students, or change the form of training to online, the quality of training also has some problems in practice skills. , do not have the opportunity to practice. The Ministry of Culture, Sports and Tourism has assigned units to develop a project on tourism human resources in the coming period, which will be issued in December 2021.

“However, by way of the method of mastering the administration, we discovered that there are a selection of issues and shortcomings that have to be shared: The proportion of tourism personnel who’ve elevated however haven’t been skilled remains to be there; the stability is just not acceptable: capability, stage, amount and high quality amongst localities and areas; attracting human sources from different professions, particularly mid-level human sources; skilled ethics, professionalism and sensitivity; strategy Technology 4.0”, Mr. Tuan said.

According to Ms. Nguyen Thanh Binh – Deputy Director of the Hospitality Department: “In the brand new regular, it’s essential to evaluation tourism human sources, clearly determine the restrictions, weaknesses, and deficiencies within the skilled experience of every particular person. At the identical time, it’s needed to review market demand and forecast tourism improvement to calculate the necessity for concentrated coaching, on-the-job coaching, refresher coaching to enhance skilled abilities and develop recruitment and coaching plans. of every locality and institution.

Along with that, it’s essential to have insurance policies to draw and encourage tourism human sources with expertise and vocational abilities who’ve switched jobs to return to work. Implement properly insurance policies on wage, working atmosphere… Having a wage coverage in accordance with stage and capability to encourage workers, be taught to enhance data and abilities.

Regarding human useful resource coaching options for the long run, Ms. Nguyen Thanh Binh needs to have good job orientations from dad and mom to college students proper from the time of coaching. If job orientation is just not centered, it results in poor job consciousness, poor high quality of personnel and job efficiency, and poor service high quality.

In addition, it’s essential to strengthen and enhance the standard of output for the skilled workforce of tourism coaching establishments, enhance the capability and high quality of vocational coaching. Strictly handle coaching high quality. At the identical time, it’s needed to mix and talk between coaching ranges, between coaching specialties, particularly international languages ​​to fulfill the wants of human sources, to make sure shut and balanced hyperlinks between coaching ranges. coaching fields.

Assessing the present scarcity of tourism human sources within the trade, Assoc. Dr. Nguyen Van Dinh commented: “The Covid-19 pandemic has had a negative impact on the global economy and Vietnam, in which the tourism industry has suffered the heaviest losses. The tourism workforce is also affected. strongly affected by job loss or job change.

Up to now, the Covid-19 epidemic is still complicated and has not ended, the whole society as well as the tourism industry must move to a stage of operation under new normal conditions. The State has had a policy of developing domestic tourism and opening up the international tourism market since the beginning of 2022. However, many problems arise for tourism human resources in the period of opening up and recovering the tourism industry. “.

There are many shortcomings

Also in accordance with the survey of Assoc. Dr. Nguyen Van Dinh, at current, the coaching and coaching of latest tourism human sources nonetheless has many shortcomings. Specifically, at universities, it reveals that coaching packages for college students lack practicality.

Some of the curricula in addition to the lecturer’s lectures don’t intently apply the fact within the strategy of instructing with college students. That impacts the output high quality of tourism human sources. This is a matter that must be thought of, famous and adjusted to match the necessities of the market. Thereby, making a methodical, potential human useful resource able to serve the trade sooner or later.

According to Mr. Vu The Binh – Chairman of the Vietnam Tourism Association, from the start of 2020 till now, tourism has been one of many financial sectors hardest hit by the Covid-19 pandemic. According to the WTTC (World Travel Council), in simply two years 2020-2021, the pandemic has misplaced 62 of the entire 334 million jobs within the tourism trade.

As really helpful by many worldwide organizations and specialists within the area of tourism, it is rather simple to have a disaster of tourism human sources when the pandemic passes and every nation ought to be ready to not face the pandemic. with this.

As for Vietnam’s tourism, proper after reaching a file progress in January 2020, Vietnam’s tourism has fallen into disaster as a result of outbreak of the Covid-19 epidemic. Tourism enterprises aren’t energetic or upkeep actions have resulted in tourism staff being severely affected, companies solely preserve a framework with a really small variety of workers, the remaining are laid off. ready for work; There are companies that help staff, and there are companies that do not.

It will inevitably result in the profession change of staff. This scenario results in the lack of human sources for the tourism sector and that is actually an unprecedented phenomenon.

“It is a fact that when the choice and career change has been stabilized, employees will have peace of mind for new jobs, leading to the fact that when the tourism industry returns to work when the epidemic is under control, Covid-19 disease, will not return to work and the risk of shortage of tourism human resources will be very stressful.

Therefore, we need to come up with some orientations and solutions to ensure human resources recover after the pandemic. Specifically, we need to have mechanisms and policies to encourage and call for experienced tourism workers to return to work, meeting the requirements of business organizations serving tourists.

Develop and implement a program to investigate and evaluate the overall tourism human resource in Vietnam after the Covid-19 epidemic is basically controlled in the country and domestic tourism is re-operated.

Organize retraining and fostering combined with new training of tourism human resources to ensure the requirement of additional human resources to meet each level of tourism recovery in accordance with business fields and localities. in the country. The training needs to focus on knowledge, professional skills, autonomy and responsibility to adapt to the changing world context.

Organize the review and assessment of recovery scenarios, thereby determining the specific size, structure and capacity requirements of tourism workers to have from 3 with a training plan in the immediate future to ensure ensure service for the recovery phase, adapt to disease conditions, and prepare for the next phase.

Conducting research on market changes in the tourism sector. – Improve vocational skills and supplement the formation of transferable skills, new skills, and flexibly adapt to the change of the working world for tourism human resources.

Strongly deploying the system of nationwide and regional occupational abilities requirements, and on the identical time establishing and organizing actions of Vocational Councils, Associations…