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INTRODUCTION
1. 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.

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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 4
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 4 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


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experiential learning ... so now most of the workers do 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.
2. 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.


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Fourthly, to propose solutions and recommendations to
complete tourism HRs development in Northern midland and
mountainous provinces by 2025, orientation towards 2030.
3. 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 1 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.


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4. 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


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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..

5. Structure of the thesis
Apart from introduction, appendix and conference, the
thesis includes 4 chapters following main contents:
Chapter 1. General view on tourism HRs development
and research method
Chapter 2. Theoretical isues and practical experiences of
tourism HRs development
Chater 3. The real situation of tourism HRs development
in Northern midland and mountainous provinces
Chapter 4. Solutions and recommendations for tourism
HRs development in Northern midland and mountainous
provinces by 2025, orientation towards 2030.
***


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CHAPTER 1
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


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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 4
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


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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 1. Research framework of the thesis
+ General approaching method: Applying methods such


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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.

***


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CHAPTER 2
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.


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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


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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.
***


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CHAPTER 3
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

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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


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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 / 5 points). The inspection, supervision and

evaluation of HRs development were lowest rated with an
average score of 2.81 / 5 (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 / 5.


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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 3 point. With
the highest score belongs to the attractiveness for workers with
the attraction activities of tourism HRs is 3.01 / 5 points, and
the lowest score belongs to the attractiveness of the policy to
attractotourism HRs in quantity terms with 2.64 / 5 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 / 5 belongs to the
policy of physical improvement and motivation in accordance
with the current state of tourism HRs. The lowest is 2.64 / 5
points on the policy on improving qualifications and capacity
with rationality compared to the viewpoint, orientation of


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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 / 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 / 5 and
2.89 / 5. Overall evaluation of tourism HRs development
activities was rated from 2.68 / 5 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

**


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CHAPTER 4
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


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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 4. 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

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***


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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 5 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 2
objects/ 4 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.
***