Human capital development in the tourism management

RUNNING HEAD: Human capital development in the tourism management
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Human capital development in the tourism management

Human capital development in the tourist management
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Contents
Introduction............................................................................................................... 2
Human resources challenge influencing to the tourism industry...............................................2
Strategies used by HR professionals to overcome the challenges described.................................3
Trends or strategies helping in HR to appeal and retain employees in the tourism sector.................4
Benefits of implementing strategies..................................................................................5
References................................................................................................................ 7

Human capital development in the tourist management
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Introduction
The tourism has a great scope in Canada as it is one of the few truly national business which
produces business in every state, town, community and zone. The travel and tourism sector
offers a vibrant inducement to Canada’s commercial growth by the visitor economy. In the
past years, the travel and tourism industry in Canada has proved to be the robust and regular
engine of the economic growth and job creation. Along with this, there are some challenges
which impact the labour shortage in Canada tourism. The challenges are faced by the
hospitality and tourism industry in handling labour challenges. The increasing labour demand
shortage has been faced by the Canadian hospitality and tourism industry. The industry
members oppose the issue on the manifold fronts from front line employee satisfaction to the
added provincial and national activism effort.
Identification of the challenges impacting labour shortage in tourism
The hospitality and tourism industry is afflicted with the high business comprising both direct
and indirect costs. The exceptional challenges are faced by the hospital and tourism
workforce in Canada. The industry relies on the younger workforce and malleable group of
the employees who can react to the cyclical variations (Coccossis & Mexa, 2017). The on-
going challenges in the same industry highlighted are of discovering and holding talented
employees. According to the Canadian tourism research institute, the prospective labour
scarcity is being faced by the tourism industry and 240,000 jobs mainly to the tourism
industry can remain unfulfilled between 2010 and 2035, demonstrating more than 10% of all
the tourism jobs obtainable. Such encounters for the users are expanded by the statement in
the progression of the total labour supply force (Boes, Buhalis & Inversini, 2015).
PART 1
Human resources challenge influencing to the tourism industry
The human resources (HR) are transforming the tourism and hospitality business, as a result,
the business encounters several and complex challenges and exploits opportunities. The main
HR challenges in the tourism sector of Canada represent 2 communal threats. The 1st one is
the conscription and retention of talent in the industry. The retention rate is low due to a lack
of the skills of the employees and other factors. Another challenge is the requirement of the
new approaches required to discourse labour requirements which please the skill necessities