0000-0003-4285-682X 
tvargas@upr.edu.cuBrígido García Páez1
0000-0003-4094-7453 brigido.garciap@upr.edu.cu
Cooperativismo y Desarrollo, May-August 2022; 10(2), 261-286
Translated from the original in Spanish
Original article
Indicator system to evaluate the management of training for sustainable tourism management
Sistema de indicadores para evaluar la gestión de la capacitación para el turismo sostenible
Sistema de indicadores para avaliar a gestão do treino para a gerência do turismo sustentável
Tania Vargas Fernández1 0000-0003-4285-682X tvargas@upr.edu.cu
Brígido García
Páez1 0000-0003-4094-7453 brigido.garciap@upr.edu.cu
1 University of Pinar del Río "Hermanos Saíz Montes de Oca". Faculty of Economics Sciences. Center for Management, Local Development, Tourism and Cooperativism Studies (CE-GESTA). Pinar del Río, Cuba.
Received: 30/05/2022
Accepted: 06/07/2022
ABSTRACT
Sustainable tourism is a paradigm for the organizations and regions that promote its achievement. However, the growth of tourism activity must not be detrimental to the natural and sociocultural environment of tourist destinations, which is why it is necessary to promote its sustainability. The objective of this work was to design a system of indicators in terms of process, results and performance that made it possible to evaluate, at the local level, the management of training in favor of sustainable tourism. Different research methods, procedures and techniques were used to obtain the proposed system of indicators. With the application of the system of indicators in the locality of Viñales, Pinar del Río, an evaluation superior to the initial one was achieved, obtaining an overall evaluation of Acceptable and an advance in the economic indicators related to live work as an expression of the development of competences for sustainable tourism.
Keywords: training; competencies for sustainable tourism; indicators.
RESUMEN
El turismo sostenible constituye un paradigma para las organizaciones y regiones que impulsan su consecución. No obstante, es preciso que el crecimiento de la actividad turística no vaya en detrimento del entorno natural y sociocultural de los destinos turísticos, por lo que se hace necesario fomentar su sostenibilidad. Este trabajo tuvo como objetivo diseñar un sistema de indicadores en términos de proceso, resultados y desempeño que permitió evaluar, a escala local, la gestión de la capacitación en función del turismo sostenible. Se utilizaron diferentes métodos, procedimientos y técnicas de investigación que permitieron obtener el sistema de indicadores propuestos. Con la aplicación del sistema de indicadores en la localidad de Viñales, Pinar del Río, se logró una evaluación superior a la inicial, obteniéndose una evaluación global de Aceptable y un avance en los indicadores económicos relativos al trabajo vivo como expresión del desarrollo de las competencias para el turismo sostenible.
Palabras clave: capacitación; competencias para el turismo sostenible; indicadores.
RESUMO
O turismo sustentável é um padrão para as entidades e regiões que promovem sua realização. Entretanto, é necessário que o acréscimo da atividade turística não seja lesivo ao ambiente natural e sócio-cultural dos destinos turísticos, razão pela qual é necessário impulsionar sua sustentabilidade. O objetivo deste trabalho foi projetar um sistema de indicadores em termos de processo, resultados e desempenho que permitisse a avaliação, em nível local, da gestão do treino em termos de turismo sustentável. Foram utilizados diferentes métodos, procedimentos e técnicas de pesquisa para obter o sistema de indicadores proposto. Com a aplicação do sistema de indicadores na localidade de Viñales, Pinar del Río, foi realizada uma avaliação superior à inicial, obtendo-se uma avaliação geral de Aceitável e um avanço nos indicadores econômicos relacionados ao trabalho vivo como expressão do desenvolvimento de competências para o turismo sustentável.
Palavras-chave: treino; habilidades de turismo sustentável; indicadores.
INTRODUCTION
Sustainable tourism appeared in the geographical debate in the 1990s, following the popularization of the terms "sustainability" and "sustainable development" after the 1992 Rio Conference to describe an ideal tourism development that does not involve negative environmental and social impacts.
The definitions analyzed in the specialized literature (Alcívar Vera & Bravo Acosta, 2017; Castro Alfaro & Marrugo Salas, 2018; Condor Bermeo, 2018; Lalangui et al., 2017; Proaño Ponce et al., 2018), have in common several elements that characterize sustainable tourism, such as: there must be harmony between the economy, nature and society; local culture, traditions, nature and heritage must be respected; the income derived from tourism activity must be reverted towards local development; there must be systemic work between all the actors involved in tourism activity; and it must be considered as a viable development model, which guarantees the needs of present and future generations.
Educating for sustainability is a systematic process aimed at building competencies in managers and workers, committed to the permanent search for the best possible relationships between society and its environment, taking as a reference the principles of sustainable development. According to Pimentel de Oliveira (2018), through education, it is possible to train citizens committed to the future, aware of the importance of environmental maintenance and supportive in the redistribution of the economy.
In this context, the training of local stakeholders that influence tourism is a way to develop competencies aimed at the sustainability of this activity, which will guarantee a performance in accordance with the principles of sustainable tourism.
It is also important to point out the need to design the training from the required levels and topics with an order and logic that facilitate learning and are consistent with the work of the various actors in the development they seek. An excellent reality would be the incorporation of the great majority of the actors of the same locality to the training process so that these spaces become the place and the moment of growth of a human group willing to dialogue, to share their ideas, knowledge and experiences for learning and the collective construction of a new knowledge and ways of doing that they apply in their daily work, building bridges and common codes that make them function as a whole in function of all and with all (Mirabal Patterson, 2006).
Hence, the fundamental role of training in the approach to the paradigm of sustainable tourism, taking into account that the emphasis of training actions is not only to address individual capacities or skills, or to prepare professionals for the market, but to introduce into the heart of the educational act the problems of society, from the local to the global scale, fostering collective responsibility and thus enhancing the transformative and liberating character that education can have (Novo, 2009).
The concept of competencies for sustainable tourism, defined by Vargas Fernández and Cuesta Santos (2018), is assumed for the present work, as the synergetic set of knowledge, skills, attitudes, values, aptitudes, experiences and motivations that are articulated in the performance for the achievement of sustainable tourism, from the management of natural, economic and socio-cultural resources, as a contribution to the satisfaction of tourists and the elevation of the quality of life of the local inhabitants.
It is important to highlight the term "synergetic" in the above definition, since it is not a matter of the "sum of its components", but of the necessary integration among them that allows assuming the holistic approach of competence as a whole that occurs in the bio-psycho-social unit constituted by the person who works and who must manifest these competencies.
Different types of competencies can be found in the literature on the subject, which are classified in different ways by various authors such as: Cuesta Santos (2018), Vélez Bedoya et al. (2018), Juárez Martínez and González Fernández (2018), Ramón Pineda et al. (2019), Carrizosa Prieto (2019), Pugh and Lozano (2019), Álvarez Benítez and Asensio Muñoz (2020). Those with the highest degree of consensus are: generic competencies, also called transversal, intermediate, generative or general competencies, and specific competencies (technical or specialized).
For their part, Vargas Fernández and Cuesta Santos (2018) define generic competencies for sustainable tourism as those common competencies for managers and workers linked to tourism activity that enable them to act in line with its sustainability. On the other hand, they define as specific competencies for sustainable tourism the competencies that managers and workers linked to tourism activity should possess in a differentiated manner, according to the role they play in each organization, in such a way that they contribute to the sustainability of tourism.
The study of several works related to the evaluation of the impact of training in different contexts and for dissimilar purposes has shown the need to develop a system of indicators in terms of process, results and performance to evaluate the management of training for sustainable tourism, determining the impact of training actions on the desired level of competencies, as an expression of integration with marked influence on the performance of community members, managers and workers of the state and non-state sector linked to tourism activity in order to contribute to its sustainability.
MATERIALS AND METHODS
Different research methods, techniques and procedures were used during the research. As a general theoretical method, dialectical materialism was used to assess the evolution of research in the field of training impact evaluation, and the systemic method was used to support the proposed system of indicators.
Primary and secondary sources of information were used to verify the scientific problem in localities with tourist vocation in the province of Pinar del Río, Cuba, fundamentally in the locality of Viñales, which constitutes the main tourist destination of this province. As part of the primary sources, a survey was applied to managers and workers of the state sector and to lessors to determine their perception about sustainable tourism and thus their level of knowledge, attitudes, values and motivations on this matter.
It was also necessary to resort to secondary sources of information available in the locality and in the organizations involved, such as: 1) local development strategy; 2) strategy for the improvement of cadres and substitutes; 3) training strategies for the actors involved; 4) reports of the workshops held with lessors and state actors on topics related to tourism activities, among others.
In order to carry out the research, the organizations with the greatest influence on tourism activity were taken into account from the total number of organizations in the locality, defining the following selection criteria:
Based on the application of these criteria, 39 state organizations and 57 non-state organizations (lessors) were selected as the study population.
To determine the sample size, simple random sampling was used, obtaining a total of 28 state organizations and 36 non-state organizations. Subsequently, a stratified random sampling was carried out, dividing the sample by strata based on the number of state organizations previously determined. Two groups were taken into account (managers and workers), to which different techniques were applied in order to ascertain the considerations of each group. In the rental houses, it was worked with the landlord (self-employed tenant), since he/she is the one who has the most command over the activity he/she performs.
The documentary review carried out and the results of the application of the aforementioned techniques, together with the analysis of the state of the art on the analyzed topic, allowed obtaining sufficient elements for the design of the system of indicators proposed in this research, highlighting that there are limited actions implemented, both in the state and non-state sectors, in terms of increasing the competencies of managers and workers towards sustainable tourism. Accordingly, the evaluation of the impact of the training management process is not at the desired level, which led to the development of the system of indicators.
RESULTS AND DISCUSSION
Some technologies (methodologies, procedures, systems) on the evaluation of the impact of training, including the definition of indicators for this purpose, were analyzed. These technologies proposed by authors such as Muñoz Carine and Rodríguez Piña (2017), López Boudet et al. (2017), Guerra Castillo (2021), Stable Rodríguez and Núñez García (2021), served as a reference for the development of the system of indicators proposed in this research, by determining their main methodological contributions and limitations.
Their review and comparison was based on the following criteria: 1) the levels or phases, 2) the moments in which the impact of training should be evaluated, 3) the essential approaches, 4) the main methodological contributions and 5) the main limitations of each.
The study of these technologies made it possible to assess the evolution of research in the field of training impact evaluation. There was coincidence in the levels or phases of this process, namely: reaction, learning, results and impact, which have become classic elements of the process, of a rather static nature and which constitute the main methodological contributions of the technologies studied. Another common element is related to the moments in which the impact of training actions should be evaluated: before, during and after, a question that allows structuring the process in order to achieve a better organization.
The main limitations analyzed and which served as the basis for the proposed system of indicators in this work are as follows:
Results of the diagnosis in localities with a tourist vocation in Pinar del Río
In order to carry out the diagnosis, the organizations of Viñales that had the greatest influence on tourism activity were taken into account, following the criteria set out in previous sections.
In addition, through a documentary review, it was possible to confirm that in other localities with a tourist vocation in the province of Pinar del Río, there is a set of limitations that hinder progress towards sustainable tourism.
From the analysis and the results of the diagnosis carried out, the following general regularities can be derived:
Indicator system to evaluate the management of training for sustainable tourism management
The impact of training for sustainable tourism is conceived as the process by which the impact of training actions on the desired level of competencies is determined, as an expression of integration with marked influence on the performance of community members, managers and workers in the state and non-state sector linked to tourism activity in order to contribute to its sustainability.
In order to plan and follow up the training action and thus be able to determine its impact, this process is divided into three fundamental moments: before, during and after the training, taking into account the use of techniques such as surveys, document review, group work, among others.
In the "pre-training" stage, a forecast of the potential impact of the training is established through a set of elements or indicators related to the diagnosis of needs for sustainable tourism competencies, the budget for training and the level of motivation to learn about this topic (process indicators). In addition, indicators of results and performance expected from the implementation of training actions for sustainable tourism are also established.
The second stage: "during the training" is the moment when all the actions included in the plan are executed and its effectiveness is evaluated, taking into account the correspondence of this plan with the needs and interests of those involved in the process.
Finally, the "post-training" stage makes it possible to assess whether the proposed objectives were met and to adopt any adjustments or adaptation in future plans. It is checked whether the indicators established in the first stage were modified, whether the expectations of those involved were met and whether there was a transfer of knowledge to other managers and workers in the state and non-state sector and members of the community.
In summary, in order to measure the impact of training management for sustainable tourism, a system of indicators grouped into process indicators, result indicators and performance indicators is proposed (Table 1).
Table 1. System of indicators to evaluate the management of training for sustainable tourism
Indicator |
Calculation expression |
Target |
Rating scale |
Process indicators |
|||
1- Level of motivation to learn about sustainable tourism (GMapTS) |
|
To show the degree of motivation of managers and workers of the state and non-state sector linked to tourism activities, as well as community members to learn new aspects related to sustainable tourism. |
- < 60 % Deficient |
2- Index of generic competency gaps for sustainable tourism of managers (IBCGTSd) |
|
Determine the existing gap between the current level of generic competencies for sustainable tourism of managers linked to the tourism activity and the required level. |
- < 30 % Highly Satisfactory
|
a) Gap index of generic competencies for sustainable tourism of manager i (IBCGTSdi) |
|
||
3- Index of generic competency gaps for sustainable tourism of state sector workers (IBCGTSt) |
|
Determine the existing gap between the current level of generic competencies for sustainable tourism of state sector workers linked to the tourism activity and the required level. |
- < 30 % Highly Satisfactory
|
a) Index of generic competency gaps for sustainable tourism of state sector worker j (IBCGTStj) |
|
||
4- Index of Specific Competency Gaps for Sustainable Tourism for Managers (IBCETSd) |
|
Determine the existing gap between the current level of specific competencies for sustainable tourism of managers linked to the tourism activity and the required level. |
- < 30 % Highly Satisfactory
|
a) Gap index of specific competencies for sustainable tourism of manager i (IBCETSdi) |
|
||
5- Index of specific competency gaps for sustainable tourism of state sector workers (IBCETSt) |
|
Determine the existing gap between the current level of specific competencies for sustainable tourism of state sector workers linked to the tourism activity and the required level. |
- < 30 % Highly Satisfactory
|
a) Index of specific competency gaps for sustainable tourism of state sector worker j (IBCETStj) |
|
||
6- Level of execution of the training budget (NePresC) |
|
To show the extent to which training funds have actually been used. |
- < 60 % Deficient |
Results indicators |
|||
7- Level of satisfaction with the training received (NsCrec) |
|
Determine the level of satisfaction of the participants with the training actions received.
|
- < 60 % Deficient |
a) Level of satisfaction with the planning of the modules delivered (NsPlan) |
|
||
b) Level of satisfaction with the quality of the activities provided (NsCal) |
|
||
c) Level of satisfaction with teacher preparation (NsProf) |
|
||
d) Level of satisfaction with materials and other learning resources used (NsMRap) |
|
||
e) Level of satisfaction with the evaluation system applied (NsSev) |
|
||
8- Index of State Sector Workers Participating in Training (ITPCap) |
|
Show the percentage of state sector workers who participate in training with respect to those expected to participate. |
- < 60 % Deficient |
9- Index of executives participating in training (IDPCap) |
|
Show the percentage of managers who participate in the training with respect to those expected to participate. |
- < 60 % Deficient |
10- Index of non-state sector workers Participating in Training (ICPCap) |
|
Show the percentage of non-state sector workers who participate in training with respect to those expected to participate. |
- < 60 % Deficient |
11- Level of Compliance with Training Actions (NCAC)
|
|
To show the degree of compliance with the actions foreseen in the training plan. |
- < 60 % Deficient |
12- Level of Application of what has been learned (NAAp) |
|
Determine the level of application of what has been learned in the workplace, under sustainability criteria. |
- < 60 % Deficient |
13- Level of transfer of learned competencies (NTCap) |
|
Determine the degree to which participants in the training process transfer the skills learned to other members of the organization. |
- < 60 % Deficient |
14- Level of environmental awareness (NCAmb) |
|
To show the level of environmental awareness acquired and/or developed through training activities related to sustainable tourism. |
- < 60 % Deficient |
Performance indicators |
|||
15- Level of Generic Competencies for Sustainable Tourism of managers (NCGTSd) |
|
To show the level of generic competencies for sustainable tourism possessed by the managers linked to the tourism activity of the locality with respect to the competencies they should possess. |
- < 60 % Deficient |
a) Manager's Generic Competency Level for Sustainable Tourism i (NCGTSdi) |
|
||
16- Level of Generic Competencies for Sustainable Tourism of state sector workers (NCGTSt) |
|
To show the level of generic competencies for sustainable tourism possessed by state sector workers linked to tourism activity in the locality with respect to the competencies they should possess. |
- < 60 % Deficient |
a) Level of Generic Competences for Sustainable Tourism of state sector worker j (NCGTStj) |
|
||
17- Level of Specific Competences for Sustainable Tourism of managers (NCETSd) |
|
To show the level of specific competencies for sustainable tourism possessed by the managers linked to the tourism activity of the locality with respect to the competencies they should possess. |
- < 60 % Deficient |
a) Level of Specific Competences for Sustainable Tourism of the manager i (NCETSdi) |
|
||
18- Level of Specific Competencies for Sustainable Tourism of State Sector Workers (NCETSt) |
|
To show the level of specific competencies for sustainable tourism possessed by state sector workers linked to tourism activity in the locality with respect to the competencies they should possess. |
- < 60 % Deficient |
a) Level of Specific Competences for Sustainable Tourism of the state sector worker j (NCETStj) |
|
||
19- Index of coincidence of generic competencies for sustainable tourism between the self-assessment of managers and the evaluation of their employees (ICGAdEt). |
|
To show the degree of coincidence between the self-assessment given by managers and the assessment of their workers on the generic competencies for sustainable tourism. |
= 100 % There is total coincidence. |
a) Index of coincidence of generic competencies for sustainable tourism between the self-assessment of manager i and the evaluation of employee j (ICGAdiEtj). |
|
||
20- Index of coincidence of generic competencies for sustainable tourism between employees' self-assessment and their managers' evaluation (ICGAtEd). |
|
To show the degree of coincidence between the self-assessment given by workers and their managers' assessment of generic competencies for sustainable tourism. |
= 100 % There is total coincidence. |
a) Index of coincidence of generic competencies for sustainable tourism between the self-evaluation of employee j and the evaluation of manager i (ICGAtjEdi). |
|
||
21- Index of coincidence of the specific competencies for sustainable tourism between the self-assessment of managers and the evaluation of their employees (ICEAdEt) |
|
To show the degree of coincidence between the self-assessment given by managers and the assessment of their workers on the specific competencies of managers for sustainable tourism. |
= 100 % There is total coincidence. |
a) Index of coincidence of specific competencies for sustainable tourism between the self-assessment of manager i and the assessment of employee j (ICEAdiEtj). |
|
||
22- Index of coincidence of specific competencies for sustainable tourism between the self-assessment of employees and the assessment of their managers (ICEAtEd). |
|
To show the degree of coincidence between the self-assessment given by the workers and the assessment of their managers about the specific competencies of the workers for sustainable tourism. |
= 100 % There is total coincidence. |
a) Index of coincidence of specific competencies for sustainable tourism between the self-evaluation of employee j and the evaluation of manager i (ICEAtjEdi). |
|
||
23- Economic indicators |
From local stakeholders: Productivity, Average monthly wage, Wage fund, Average wage-productivity correlation, Total tourism income (state and non-state sector). From the locality: Market production, sales, value added, material expenditure, wage fund, average number of workers, average monthly wage, productivity, average wage-productivity correlation. |
To show the evolution of economic indicators of the actors involved and of the locality, as a result of the performance of managers and workers of the state and non-state sector, assessing the influence of training in their improvement. |
It compares one year with respect to another. |
Source: Own elaboration
Since the definition of competence is causally linked to superior performance, a group of economic indicators related to live work, linked to people at work, was used in the performance indicators.
To prove that competence increases, it is necessary to verify that good performance, yield or productivity increases, which would be the touchable or tangible counterpart that is immanent to the definition of competence - the behavioral component cannot be disregarded, notwithstanding the perceptual one. The above will make it possible to evaluate a Before level of performance or the level of activity, performance or productivity of these people and an After, with a certain expenditure of live work.
In addition, the transit between these two moments is analyzed for other labor and wage indicators, such as: average number of workers, average monthly wage, average wage-productivity correlation, among others. Indicators specific to tourism activity are also used: tourist income, average tourist stay and tourist occupancy level.
Once the above indicators have been determined, the evaluation of each of the groups and the overall evaluation is carried out, using the evaluative levels or categories: Highly Satisfactory, Satisfactory, Acceptable and Deficient. For this purpose, it is taken into consideration that the global evaluation of each group of indicators will be the minimum obtained by any of its indicators and the overall evaluation is determined by the minimum evaluation obtained in any of the three groups. To enrich it, the necessary qualitative evaluations are made, taking into account that the effects of the training are very broad.
The diagnosis of the problem in the town of Viñales and in others with tourist vocation in Pinar del Río made it possible to verify that the knowledge, values, attitudes and motivations of managers, workers and landlords about aspects associated with sustainable tourism are scarce, atomized and asystemic, which limits the application of the paradigm of sustainability in the field of tourist activity in these localities.
Process, results and performance indicators are obtained to facilitate the evaluation of the sustainable tourism training management process and its impact.
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Conflict of interest:
Authors declare not to have any conflict of interest.
Authors' contribution:
Tania Vargas Fernández designed the study, analyzed the data and prepared the draft.
Brígido García Páez was involved in the collection, analysis, and interpretation of the data.
All the authors reviewed the writing of the manuscript and approve the version finally submitted.
where:
