Đề tài Responsible employment in tourism

Nội dung text: Đề tài Responsible employment in tourism

1. Unit outline Objectives Topics By the end of the unit participants will be able to: 1. The role and benefits of responsible employment in • Describe the requirements for good employment tourism and working conditions 2. Applying responsible employment conditions • Explain how to recruit & employ staff transparently 3. Instigating policies on • Describe how to create a diverse workforce gender equality and equal opportunity • Explain the importance of how positions are 4. Following responsible advertised recruitment practices and • List and describe the criteria for selecting new staff supporting local employment and the organisational human resources policies 5. Providing appropriate skills • Explain ways to implement skills training training programmes 6. Developing responsible • Explain how to foster team commitment and co- team commitment and operation cooperation
2. Defining responsible employment • Implementing labour standards that promote Labor opportunities for women standards and men to obtain decent and productive work in conditions of freedom, equity, security Equal and dignity (ILO) opportunity • Ensures economic growth provides benefits for all Decent and • Balances employer and productive employee benefits work
3. Freedom of association & right to collective bargaining • The right to organise and form employers’ and workers’ organisations • Promotes good collective bargaining and generation of productive social dialogue • Demonstrated to result in labour market efficiency and better economic performance • Included in Vietnam Labor Code
4. Stopping forced or compulsory labour and child labour • May be traditional slavery or forced labour due to coercive recruitment • Child labour: – Hinders children’s development potentially leading to lifelong physical or psychological damage – Traps children and families in further poverty by limiting access to good education
5. Key benefits of implementing responsible employment in tourism • Improvements in productivity and economic P performance P • More satisfied workers and lower staff turnover • Better trained workforce and higher employment P levels P • Reduction in costly accidents and health care fees P • Enhanced innovation from staff
6. Applying responsible employment conditions 1. 2. Develop & 4. Provide 3. Pay Understand implement industry 5. Provide 6. Provide an minimum and follow good accepted incentives adequate wage or Vietnamese employment employment and bonuses work space higher labor laws contracts benefits
7. Key contents of the Vietnam Labor Code HIRING THE EMPLOYEE - Employees on Strike Main Sources of Employment Law MODIFYING THE EMPLOYMENT RELATIONSHIP Special Hiring Considerations Changes to the Contract - Hiring Non-Nationals - General Provisions - Hiring Specified Categories of Individuals - Change in Ownership of the Business - Outsourcing and/or Subcontracting Employment Disputes Basic Employment Terms - Discipline and Grievance - Working Hours and Rest Hours - Offsetting Earnings - Wages - Forums for Adjudicating Employment Disputes - Working Place/Location TERMINATING THE EMPLOYMENT CONTRACT - Duration of the Contract Procedures for Terminating the Agreement - Conditions on Occupational Safety and Hygiene Types of Termination Social Insurance and Leave - Employee’s Resignation - Sick Leave - Instant Dismissal - Maternity Leave - Termination on Notice - Accidents at Work - Termination by Reason of the Employee’s Age - Pension Plans - Automatic Termination in Cases of Force Majeure Noncompulsory Contract Terms - Termination by Parties’ Mutual Agreement - Absence for Military or Public Service Duties Special Considerations - Trial Period - Directors or Other Senior Officers - Training Obligations - Special Rules for Categories of Employees - Secrecy/Confidentiality - Specific Rules for Companies in Financial Difficulties - Ownership of Inventions and Other Intellectual Property Rights - Restricting Future Activities MAINTAINING THE EMPLOYMENT RELATIONSHIP Severance Payments Employee Rights - Special Tax Provisions and Severance Payments - Harassment/Discrimination/Equal Pay - Allowances Payable to Employees after Termination - Work Councils or Trade Unions - Time Limits for Claims Following Termination - Employees’ Right to Strike
8. 2. Develop and implement good employment (“labour”) contracts • Employment contracts: – Are an agreement between the employee and the employer on a paid job specifying work conditions and the rights and obligations of each party – Provide greater security for employees and employers by specifying the full terms of staff employment and the roles and responsibilities of each – Must be written for all jobs lasting longer than 3 months (excluding domestic helper work).
9. The key requirements of employment contracts Working hours Name, date of birth, including breaks Name and gender, residence, ID address of number of employee employer EMPLOYMENT Work and Grade and salary CONTRACTS increase regime working location Contract Salary, method of period payment and other additional pays
10. The benefits of paying above minimum wage P • Increases morale P • Reduces turnover P • Fosters quality P • Provides motivation
11. 5. Provide incentives and bonuses Examples of incentives and bonuses: • Staff retreat: sponsored reward for all staff (often annual) • Paid holiday: awarded to high performing staff (competitively) • Pay bonuses: monetary reward for all staff for their work by the end of the year
12. 6. Provide an adequate work space Providing an adequate work space refers to: • Employers providing safe and hygienic working conditions; and • Employees following the workplace policies and procedures on health and safety
13. UNIT 4. RESPONSIBLE EMPLOYMENT IN TOURISM TOPIC 3. INSTIGATING POLICIES ON GENDER EQUALITY AND EQUAL OPPORTUNITY
14. Additional prohibited practices • Maltreatment of employees • Coercive labour • Exploiting vocational training • Using untrained employees • Deceitful enticing and advertising to cheat employees • Illegally using underage labour
15. Why gender equality? • To get better work • To be a fair employer P P performance • To improve national • To increase profitability productivity and P and productivity P competitiveness • To reduce wasted P • To attract top talent P resources P • To reduce expenses
16. UNIT 4. RESPONSIBLE EMPLOYMENT IN TOURISM TOPIC 4. FOLLOWING RESPONSIBLE RECRUITMENT PRACTICES & SUPPORTING LOCAL EMPLOYMENT
17. 1. Develop clear and accurate position (“job”) descriptions Written statement explaining: • Why a job exists; • What the job holder actually does; • How they do it; and • Under what conditions.
18. What should be included in a good position description? Job title Skills Reporting required line Salary (and benefits) Work experience JOB DESCRIPTION Hours Academic or trade qualifications Key Purpose of Location responsibilities the position and duties
19. Ways to be transparent and fair when advertising jobs • Application deadlines allow sufficient Timing time for respondents to apply • Clearly stated and sympathetic to local Eligibility criteria workforce Promotion • Advertised locally as well as abroad Content • Does not discriminate
20. Example of a good job advertisement
21. Examples of selection criteria “Proven experience in delivering a strong client focused service (Essential)” “Excellent written communication skills, including the demonstrated ability to compile reports (Essential)” “Demonstrated ability to work independently under general direction (Desirable)”
22. Why support local employment? • To be a good member of the P community • To use a skilled workforce that is P already here, ready and waiting • To encourage development of local P economy / reduce economic leakage
23. UNIT 4. RESPONSIBLE EMPLOYMENT IN TOURISM TOPIC 5. PROVIDING APPROPRIATE SKILLS TRAINING PROGRAMMES
24. The 2 main types of workplace training 1. Induction training 2. Ongoing skills training
25. Incorporating responsible tourism into induction training Discuss the company’s policies and expectations of the new staff member in relation to : – Non-discrimination – Sexual harassment – Business ethics – Diversity – Managing conflict – Customer service – Workplace safety – Environmentally- and socially-friendly principles and activities of the organisation
26. Key steps in developing a skills training programme using A-D-D-I-E Learning problem Goals and objectives Audience’s needs Instructional Design Strategy Existing knowledge Delivery method Learning environment Training structure and duration Constraints Evaluation methodology Delivery options Project timeline Analyse Design Collect training evaluation data Create prototype Review training effectiveness Evaluate Develop Develop training materials Assess project performance Desktop review Report performance results Run training pilot Implement Training schedule Print and prepare training material Prepare trainers Notify learners Launch training
27. The importance of team commitment and co- operation to achieve responsible tourism • Simply instituting a responsible tourism action plan is not enough to generate results • Employees bridge the gap between the company’s sustainability goals and the realisation of those goals • Commitment must be personal and day-to-day
28. Fostering team commitment tourism through responsible tourism action planning 1. Analyse the social, 3. Develop environmental action plan for 5. Monitor, and economic each evaluate, situation intervention adjust 2. Review and 4. Implement prioritise issues activities
29. Team commitment example 1: AT&T and Do One Thing As a part of its corporate social responsibility programme, AT&T asked employees to start an individual or team project to make one small change of their choice in order to help their company or themselves become more sustainable and socially responsible. Some employees chose to walk or bike to work rather than drive, while others chose to invite students to shadow them on the job. Giving employees the opportunity to choose where to make a change not only helped participants engage with their communities in meaningful ways but also resulted in a reduction to the company’s total carbon footprint.
30. Xin trân trọng cảm ơn! Thank you!