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Human resources development and planning for tourism: Case studies from PR China and Malaysia.

机译:人力资源开发和旅游业规划:来自中国和马来西亚的案例研究。

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摘要

This study is primarily concerned with developing countries' tourism human capital issues within the context of planning and policy formation. The main purpose is to investigate the hosts' capacity to take part in tourism development and to examine the adequacy of attention to tourism's human resources as elucidated in tourism plans. It is questioned whether the tourism policies and plans have given enough prominence to tourism's labour requirements, while aggressively and consistently pursuing tourism growth.;A review of literature provides a discussion on appropriate tourism planning approaches, identifies the extent to which tourism plans consider the role of human resources and addresses problems associated with a chronic shortage of skilled workforce in developing countries that hinders tourism growth. Contested views concerning tourism and the relative merits of tourism employment in a developing economy are also discussed.;Based on the literature, conceptual considerations concerning human resources development for tourism are arranged in a policy-industry-locality schema, involving: (1) broad tourism policy issues and tourism plan priorities; (2) the associated common tourism employment concerns pertaining to a developing economy and the nature of the locals' participation; and (3) the nature and availability of tourism education and training opportunities. An understanding of developing nations' tourism human resources is pursued through an exploration of the locals' involvement in tourism from multiple perspectives (e.g., political-economy, culture and ethnicity). Illustrations are drawn from case studies conducted in Hainan Province, PR China and Kedah State, Malaysia to exemplify some of the complex facets of tourism as a development strategy and to provide examples of mechanisms employed by the governments to mitigate daunting demands for tourism personnel.;Results indicate that, given the dynamisms of tourism, tourism employment should be placed in a broader context embracing issues of culture, religion, ethnicity, and ideology. Research findings indicate there is a need to give more adequate attention to tourism's human resources issues. Human resources development is often addressed inadequately in tourism policies and plans. It is found that limitations of local benefits from tourism arise due to human resource shortages. Skill deficits and even unfamiliarity with tourism are common obstacles preventing the locals from participating in and benefiting from tourism. It is also revealed that, while tourism has been integrated into national social and economic plans, the efforts in human resources development for tourism have been generally limited to cultivating personnel for hospitality needs and superficial in nature, situated in a narrow aim of "meeting tourist's satisfaction". Accumulation of tourism human capital is constrained by attempts to services standards and professionalism without sensitivity and an adequate adaptation to a local societal and cultural compatibility. To enhance developing countries' human resources development strategies for tourism, a more appropriate approach, catering to the quantity and variety of the required tourism workforce with an integrated continuum of employment progression opportunities for tourism workers, is outlined.
机译:这项研究主要涉及在规划和政策制定背景下发展中国家的旅游业人力资本问题。主要目的是调查东道主参与旅游业发展的能力,并检查旅游计划中阐明的对旅游业人力资源的重视程度。有人质疑旅游业的政策和计划是否在充分积极地追求旅游业增长的同时充分重视了旅游业的劳动力需求。文献综述对适当的旅游业规划方法进行了讨论,确定了旅游业规划在多大程度上考虑了作用解决人力资源短缺问题,并解决与发展中国家长期缺乏熟练劳动力有关的问题,这些问题阻碍了旅游业的发展。在发展中经济体中,有关旅游业和旅游业就业的相对优劣的争议性观点也得到了讨论。;基于文献,关于旅游业人力资源开发的概念性考虑被安排在政策-行业-地区模式中,包括:(1)广泛旅游政策问题和旅游计划重点; (2)与发展中经济体和当地居民参与性质有关的共同的旅游业就业问题; (3)旅游教育和培训机会的性质和可用性。通过从多个角度(例如,政治经济,文化和种族)探索当地人参与旅游业,来了解发展中国家的旅游业人力资源。举例说明了在中国海南省和马来西亚吉打州进行的案例研究,以举例说明旅游业作为发展战略的一些复杂方面,并提供了政府为减轻对旅游业人员的艰巨需求而采用的机制的实例。结果表明,考虑到旅游业的活力,旅游业的就业应放在更广阔的背景下,包括文化,宗教,种族和意识形态问题。研究结果表明,有必要对旅游业的人力资源问题给予足够的重视。在旅游政策和计划中,人力资源开发往往没有得到充分解决。人们发现,由于人力资源短缺,限制了旅游业在当地的利益。技能缺陷甚至不熟悉旅游业是阻碍当地人参与旅游业并从中受益的常见障碍。还显示,虽然将旅游业纳入国家社会和经济计划,但旅游业人力资源开发工作一般仅限于培养满足招待需要和肤浅性质的人员,其狭义目标是“与游客见面”。满足”。试图服务于标准和专业性而没有敏感性和对当地社会和文化兼容性的充分适应,限制了旅游业人力资本的积累。为了加强发展中国家的旅游业人力资源开发战略,提出了一种更合适的方法,该方法既要满足所需的旅游劳动力的数量和种类,又要为旅游业者提供连续的就业增长机会。

著录项

  • 作者

    Liu, Abby Yi-chun.;

  • 作者单位

    University of Waterloo (Canada).;

  • 授予单位 University of Waterloo (Canada).;
  • 学科 Business Administration Management.;Recreation.;Urban and Regional Planning.
  • 学位 Ph.D.
  • 年度 2002
  • 页码 284 p.
  • 总页数 284
  • 原文格式 PDF
  • 正文语种 eng
  • 中图分类 贸易经济;区域规划、城乡规划;群众文化事业;
  • 关键词

  • 入库时间 2022-08-17 11:46:03

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