Development of Human Resources for Tourism in the Context of Inter-Institutional Cooperation

The dissertation analyses tourism HRD, with a special focus on inter-institutional cooperation. In recent decades, there have been many transformational changes, both in HRD, and in the tourism sector. Employees of the tourism sector are facing a number of challenges working in a dynamic, changing, high risk environment, with uncertainty and constant change. One of the main challenges facing the tourism sector remains the aim to ensure high level HRD. In order to adapt to change it is important to ensure adequate HRD at different levels. The aim of the dissertation is to reveal the theoretical and practical preconditions for tourism HRD, and how tourism HR should be developed in the context of inter-institutional cooperation. Based on the post-positive paradigm, the methodological Grounded Theory strategy was selected. An empirical model for tourism HRD in the context of inter-institutional cooperation can help develop guidelines at a national level for further tourism HRD, and bring together stakeholders in collaborative networks to achieve effective tourism HRD at different levels

Darnumas kaip naujas požiūris į žmogiškųjų išteklių vystymą turizmo sektoriuje

The challenges related to human resource management and human resource development in the tourism sector can be defined as: low-skilled employees, inexperienced employees, shortages of seasonal workforces, a lack of staff motivation, and the frequent rotation of employees, in addition to various other issues. In the face of the above-mentioned challenges, the application of the sustainability approach into human resource development is discussed. Sustainability cannot only be treated as a paradigm for environmental management and social sustainability, but should also be applied in the development of human resources. The purpose of this article is to investigate the theoretical assumptions of sustainability as a new approach for human resource development in the tourism sector. Theoretical analysis, synthesis, and generalisation were the scientific methods used in order to achieve the stated purpose. Sustainable development can be considered at different levels: societal, organizational, and individual. Sustainable development of human resources can lead to the broader development of the organization and society. Different parties such as tourism companies, governments, public institutions, educational institutions, and international organizations take part in the sustainable development of human resources in the tourism sector. Inter-organizational collaboration can contribute to the sustainable development of human resources in the tourism sector.Šiame straipsnyje siekiama išnagrinėti teorines darnumo prielaidas kaip naują požiūrį į žmogiškųjų išteklių vystymą turizmo sektoriuje. Darbe pateikiamos teorinės darnaus žmogiškųjų išteklių vystymo prielaidos. Autorė analizuoja darnaus žmogiškųjų išteklių vystymo planavimo svarbą turizmo sektoriuje. Kaip moksliniai metodai naudojami: teorinė analizė, sintezė ir apibendrinimas. Iššūkiai susiję su žmogiškųjų išteklių valdymu ir vystymu turizmo sektoriuje galimi būti apibūdinami kaip: žemos kvalifikacijos darbuotojai, darbo patirties stokojantys darbuotojai, darbo jėgos trūkumas, darbuotojų motyvacijos stoka, dažna darbuotojų kaita. Darnus žmogiškųjų išteklių vystymas gali paskatinti organizacijos ir visuomenės vystymąsi. Įvairios suinteresuotos šalys, pavyzdžiui, turizmo įmonės, vyriausybė, viešosios įstaigos, švietimo įstaigos, tarptautinės organizacijos ir kt., dalyvauja darniame žmogiškųjų išteklių vystyme turizmo sektoriuje. Tarpinstituticinis bendradarbiavimas gali prisidėti prie darnaus žmogiškųjų išteklių vystymo turizmo sektoriuje

Human Resources Development in Tourism: Interdepartmental Cooperation

Regarding the statistics provided by World Tourism Organization the number of international tourists worldwide will reach the amount of 2 billions by 2020. Together with the growth of tourist flows increasing and the number of tourism companies, f.e. each eleventh job place worldwide is held in tourism. Tourism up to its nature belongs to the service industry. Human Resources - the main value creator in tourism, the employees are often identified with the service. Working in the context of rapidly developing tourism creates many challenges, experienced tourists are becoming more demanding, emerging new booking and marketing systems require excellent computer skills, global competition between tourism companies and destinations, the particular sensitivity to economic downturns makes it necessary to continuously improve and seek new standards for development. According to Kearns (2004), a dichotomy between tourism development and company strategy and development of human resources must succeed in responding to changes.Pasaulinės turizmo organizacijos duomenimis iki 2020 m. turistų skaičius pasaulyje pasieks 2 mlrd. rodiklį. Sparčiai augant turizmo srautams atsiranda vis daugiau turizmo organizacijų, šiuo metu kas vienuolikta darbo vieta pasaulyje yra priskiriama turizmo sričiai. Turizmas pagal savo prigimtį priklauso paslaugų sektoriui. Paslaugų sektoriuje svarbiausią vaidmenį įgyja žmogiškieji ištekliai, kadangi, vartotojo akimis, darbuotojai sutapatinami su paslauga. Darbas sparčiai besivystančio turizmo kontekste kelia daug iššūkių, keliauti įgudę turistai tampa vis reiklesni, atsirandančios naujos rezervacijų ir rinkodaros sistemos reikalauja puikių kompiuterinių įgūdžių, globalaus masto konkurencija tarp turizmo įmonių ir vietovių, ypatingas jautrumas ekonominiams nuosmukiams verčia nuolat tobulėti bei ieškoti naujų verslo plėtros ir aptarnavimo standartų. Pasak Kearns (2004), siekiant sėkmingai atitikti pokyčius turi įsivyrauti dichotomija tarp turizmo plėtros ir įmonės strategijos bei žmogiškųjų išteklių vystymo

Analysis of the human resources development for tourism sector in Lithuania

Celem artykułu było zaprezentowanie tendencji zmian w poziomie wymaganej wiedzy i umiejętności oraz trendów rozwojowych kapitału ludzkiego kadry zatrudnionej w branży turystycznej na Litwie. Jako odpowiedź na rozwój branży turystycznej na Litwie wzrósł popyt na kadrę świadczącą profesjonalne usługi turystyczne. W zarządzaniu branżą turystyczną zwraca się coraz baczniejszą uwagę na aspekt zmian, globalizacji, innowacji, a przede wszystkim coraz większych wymagań stawianych przez turystów. Powoduje to konieczność rozwoju i szkolenia kadr obsługujących ruch turystyczny.The aim of this article is to examine the Human Resources Development of the tourism industry in Lithuania. In the article are represented these research methods: literature research, statistical data analysis, round table discussion. As a response to the development of the tourism industry in Lithuania, increased the demand for professional staff, ready to provide professional travel services, including accommodation and catering. Managing tourism company, it is important to take into account that the tourism industry, under the influence of globalization and innovation is constantly changing, so it is important to ensure the development of human resources of tourism companies. The paper has examined trends in human resources development of the tourism industry in Lithuania

Darnumas kaip naujas požiūris į žmogiškųjų išteklių vystymą turizmo sektoriuje

The challenges related to human resource management and human resource development in the tourism sector can be defined as: low-skilled employees, inexperienced employees, shortages of seasonal workforces, a lack of staff motivation, and the frequent rotation of employees, in addition to various other issues. In the face of the above-mentioned challenges, the application of the sustainability approach into human resource development is discussed. Sustainability cannot only be treated as a paradigm for environmental management and social sustainability, but should also be applied in the development of human resources. The purpose of this article is to investigate the theoretical assumptions of sustainability as a new approach for human resource development in the tourism sector. Theoretical analysis, synthesis, and generalisation were the scientific methods used in order to achieve the stated purpose. Sustainable development can be considered at different levels: societal, organizational, and individual. Sustainable development of human resources can lead to the broader development of the organization and society. Different parties such as tourism companies, governments, public institutions, educational institutions, and international organizations take part in the sustainable development of human resources in the tourism sector. Inter-organizational collaboration can contribute to the sustainable development of human resources in the tourism sector

Theoretical and practical assumptions of the business travel organization. Lithuanian case

The aim of this article is to analyse the theoretical and practical assumptions of the business travel organization. Development of the business tourism and growth of the business trips was mainly influenced by the development of the international business. Nowadays business tourism is in a great request, business travellers book a lot of tourism services, for instance: accommodation, transportation, insurance and other services. Different companies have different approach and capabilities towards organization of the business trips: organizing through tour operators, self-organizing by the employees, organizing by the tourism professionals employed in the company. The article reviews the tendencies and represents the Lithuanian case of the business travel organization.</jats:p