In today’s highly competitive global marketplace, it is difficult for destinations to compete without a well-trained workforce capable of delivering quality experiences for visitors. This is especially true when developing sustainable tourism in remote destinations—which is a challenging task. Engaging in sustainable practices requires a relatively high level of education and residents of remote destinations often lack adequate resources for education and proper training.
What does tourism training/workforce development look like on the ground? Let us look at a project Solimar finished earlier this year in the Chocó Department of Colombia to better understand the implementation of workforce development in sustainable tourism enterprises.
About the Project
In December of 2012, Solimar International was contracted to conduct a thorough destination assessment of Nuquí and Bahia Malaga, Colombia. The assessment identified two major weaknesses: lack of organizational and business capacity and insufficient marketing outreach. Then in November 2013, Solimar International was again contracted to address these weaknesses. This was part of an ongoing project funded by USAID called Biodiversity – Reduced Emissions from Deforestation and Forest Degradation (BIOREDD+).
A series of strategies and techniques were then enacted and implemented to address the lack of organizational and business capacity in 4 community tourism enterprises (CTEs). To build capacity Solimar conducted a tourism operations and management training course in each of the 4 CTEs. Prior to the first course, a baseline evaluation was held to serve as a benchmark for further assessments. The first course covered:
- Introduction and Roles and Responsibilities
- Financial Planning
- Policies and Procedures
- Personnel Management and Client Satisfaction
- Emergency Action Planning
- Conflict Management
- Sustainable Tourism Best Practices
Following the course, a second evaluation was conducted to evaluate incremental increased capacity. When not in session, Solimar Sustainable Tourism Training Specialist Lucia Prinz traveled to the four CTEs, aiding them in implementing their new skills in day-to-day operations. Lastly, a final exam was conducted to evaluate the overall achievement of the training course since the baseline assessment. Participants were given quizzes and an exam to test their increased knowledge as a result of the course. On each of the tests, participants outperformed the previous exam’s average.
Workforce Development Methodology
The Chocó Department of Colombia is one of the poorest departments of Colombia with 70% of the population living in extreme poverty. Solimar’s training methodology has been developed and revised over the years to best target informally educated learners. One important aspect of this methodology is constant monitoring and evaluation. Solimar recruited an intern to assist in the implementation of the newly acquired business operations and marketing skills. The intern also developed evaluation worksheets to gauge the CTE’s increased capacity. The results of these evaluations found that capacity increased in each of the 13 indicators used to measure the project’s progress.
The training courses mentioned above directly resulted in an increased business and organizational capacity which led to increased visitation to the area. Workforce development meant stronger economic growth, increased productivity, and expanded employment opportunities. This goes to show that the competitiveness of the tourism industry in an area rests ultimately on the capacity of its people to support it through their skills and enterprise.