Sustainable human resource management as a driver in tourism policy and planning: a serious sin of omission?
本文探讨了可持续旅游政策与规划中忽视劳动力问题的现象，提出可持续人力资源管理模型及三项指标，帮助政策制定者评估旅游就业的可持续增长准备度。
This paper focuses on the neglect of an employment or workforce focus in policy engagement and planning for sustainable tourism. Tourism is of interest here because there is an established role for government and the private sector in policy engagement and strategic planning with respect to product development, infrastructure, marketing and human resource capacity and the focus has increasingly emphasised sustainable goals within this process. The discussion addresses the central role of people and work within concepts of sustainability and sustainable communities and questions why this has been, substantially, ignored in tourism. The paper starts by recognising the interconnectedness of employment in tourism and its workforce concerns with a wide range of inter-linked policy and operational considerations. This, in turn, points to the utility of the sustainable HRM model as a means by which to frame tourism work. Thereafter, this paper introduces new approaches through the proposal of sustainability indicators that have both theoretical and practical policy formation value in relation to the workforce. These sustainable employment capacity, service delivery capacity and service quality capacity with which policy-makers can gauge their readiness for sustainable growth in tourism employment. The research and application implications for this approach are discussed.