the significance of teamwork skill and problem solving skill for job promotion of tourism students at hanoi university graduates perspective

Therefore, we research to clarify the topic: "Theinfluence of teamwork skills, problem-solving skills for Job promotion of tourism students atHanoi University: Graduates’ perspective”..

APPLIED RESEARCH METHOD – TUTORIAL 1

TEACHERS:

Mr Nguyen Duc Hoa CuongMrs Ngo Phuong DungMrs Pham Le Dieu Linh

GROUP 1.3:

1 2006090040 - Vu Thi Hong2 2006090028 - Dang Thu Ha3 2006090045 - Nguyen Thi Thu Huong4 2006090111 - Nguyen Thi Thoan5 2006090010 - Pham Quang Anh

Under the impact of today's fierce labor market competition, finding a good and suitable job is arather difficult problem and is of interest to many students, especially students Tourism Manyemployers and businesses are also looking for young talents who have the ability to learn, solveproblems well, and communicate with people around Therefore, many students need to improvethemselves more to be able to improve their job opportunities as well as their ability to advancein the future The purpose of this research paper is to hopefully provide useful information onteamwork and problem-solving skills for job promotion In order to achieve the expected goodresults, our study was conducted with the Hanu tourism graduate student questionnaire In thisstudy, our team's project analyzes and evaluates three factors: teamwork skills, problem solvingskills and the importance of these two skills to job promotion From there, everyone can learnmore deeply about the role of the skills that our team studies to apply well in the future workingprocess.

Chapter 1 Introduction and literature reviewI.Introduction

Nowadays, the competitive knowledge economy is developing and changing consecutively allover the world Policymakers and academics both have recognized the importance of

employability (Peeters et al., 2019) The ability to get a job requires many different factors:

knowledge, attitude, and especially skills These include “hard skills” which are specialized

professional abilities that enable students to execute their work efficiently (Ashford, 2019), and

“soft skills”, which essentially pertain to people's personalities, characteristics, and personal

behaviors (Majid et al., 2012).

According to the Council for Industry and Higher Education's report Graduate Employability Employers' Perspectives(Archer & Davison, 2008), "soft skills are essential and even moreimportant than most hard skills." Their study also asked businesses to select the skills andcompetencies they thought were necessary when hiring new graduates; teamwork skills areplaced second, just behind communication skills Moreover, in theJob Outlook Report (2017),the National Association of Colleges and Employers states that "employers look at candidate'sresumes for evidence of problem-solving skills and the ability to work in a team ( ) These twocharacteristics are equally important, with nearly 83 percent of responding organizationsindicating that they seek them" (p 29)

-There's also a lot of other research on the importance of teamwork and problem-solving skills

For example, Arquero et al (2023) emphasized the benefits of collaborative work, because it not

only promotes the development of the particular general competencies sought by employers, butalso stimulates peer learning, which can improve overall learning quality, performance, andattitudes and perceptions about the subject In addition, the development of problem-solving skillis regarded as significant in facilitating the implementation of tasks and activities in a productive

manner and the achievement of personal and professional goals (Kapur, 2020)

In a dynamic and uncertain learning and working environment, soft skills are becomingincreasingly important As a result, it has a substantial impact on student's current and futurejobs There have been past studies that looked at the significance of teamwork skill andproblem-solving skill in many different industries

For instance, Boakye (2015) investigated the impact of teamwork on employee performance and

found that there is a positive correlation between teamwork and employee performance.Moreover, the study highlighted that teamwork can improve communication, problem-solvingabilities, creativity, and decision-making skills among employees, which ultimately leads tobetter organizational outcomes However, the study was conducted in a specific context (KomfoAnokye Teaching Hospital and Ejisu Government Hospital), which may limit the generalizabilityof the findings to other industries or populations Therefore, we research to clarify the topic: "Theinfluence of teamwork skills, problem-solving skills for Job promotion of tourism students atHanoi University: Graduates’ perspective” And this research will be centered on three researchquestions:

1 What is the current state of teamwork skill and problem-solving skill of Hanu tourism

graduates?2 What is the current state of job promotion of Hanu tourism graduates?

3 What are the relationships between teamwork skill, problem-solving skill and jobpromotion of Hanu tourism graduates?

A lot of research has been done by many researchers on the concept of teamwork skill,problem-solving skill, and job promotion This research work is not a right deviation from allother works that have been carried out on the concept This study tries to determine howteamwork skill and problem-solving skill affect job promotion of graduates At the end of thisstudy, it will help teachers of universities in Vietnam, especially Hanoi University to decidewhether to encourage teamwork rather than individuals For graduate students, it will also helpthem know their current status and ultimately, this research paper will also serve as a startingpoint for other researchers who wish to conduct their research about the same concept.This research has both scientific and practical ramifications This study will help readers to graspthe current state of teamwork skill, problem-solving skill, and job promotion of graduates ofTourism and Hospitality majors From there, it will assist students to understand the significanceof skill development, laying the groundwork for students to discover the most successfultechniques and cures As a result, pupils can be flexible and creative, communicate and engagewith others, and work efficiently

To find out the relationship between the three main constructs, two hypotheses are developed.The first one takes into account the effect of teamwork skill on graduates' job promotion (H1) andthe impacts of problem-solving skill on graduates' job promotion (H2)

To test those proposed hypotheses, data is collected from a sample of thirty HANU graduatesfrom K02 to K18 In-depth interviews are also conducted with ten graduates in the selectedsample; each interviewee will be asked a set of questions based on their responses in the surveyto gather deeper information about their perception of these relationships, then the collectedinformation will be compared to the testing results and the literature review to find out whetherthese data are compatible or contradictory.

II.Literature Review

According to the Decision approving the National Qualifications Framework of the PrimeMinister of the Socialist Republic of Vietnam, problem-solving skills and teamwork skills are

two skills considered important for both undergraduates and graduates (2016) Therefore, the

goal of the training program for each profession is to ensure that after graduation, students canmeet the set skills Specifically for the tourism industry, it is mentioned in the training objectives

and output standards of the tourism and travel service management industry (Hanoi University,2021) and the output standards of the tourism industry (University of Culture, 2020), these two

skills are considered necessary for each student when entering the profession because of thespecific characteristics of tourism industry.Wang, Ayres and Huyton (2009) also pointed out

that problem solving and teamwork are two soft skills that need to be equipped for graduatesfrom tourism education for employment in the tourism sector These two skills are veryimportant, however they have not been developed as well as they should

1.Teamwork skill

About teamwork skill, it is the ability to form and keep a positive attitude towards all members

throughout the working process to accomplish common goals According to Thuyet, Giang andMy, teamwork skills help individuals coordinate well with members at work, easily complete

their work, develop relationships and their own strengths(2021) Sonnenschein at elclaimedteamwork skills are considered more important than other skills by students and the tourismindustry The purpose of teamwork is to support each other and come up with new ideas.Moreover, especially for the tourism industry, teamwork helps local and international students

better understand different cultures, as well as countries, etc (2017) Colleges and Universities

(AAC&U) showed that the number of employers saying that teamwork skills and the ability towork with others are important factors for human resource selection account for about 71% Inaddition, they also understand that teamwork is difficult to measure because it relies on many

interrelated behaviors and attitudes(Britton et al., 2017).However, to assess a person's teamwork skills, employers can indirectly use related questions orstatements to help(AZtest, 2019) The statements are designed by AZtest based on workingstyle, personality, perception, working environment requirements, recognition for personalcontributions and adaptation with new conditions Each statement will correspond to a ratingscale from high to low (totally agree, agree, no opinion, oppose and completely disagree) Afterreceiving responses, the score is added together based on the level they have chosen anddetermines how they work as a team.

to handle and solve one or more problems that arise unexpectedly (Chiang and Lee, 2016).

Problem-solving is a skill a person uses to collect and identify problems, creatively and flexibly

apply strategies and experiences to solve problems, disadvantages they face (Mourtos, Okamotoand Rhee, 2004). According toHong, problem-solving skills include the following steps:problem identification, information analysis, decision making, problem expression, etc(2014).In

addition, Huynh Anh and Tram mentioned that problem-solving skills are often implemented

based on the characteristics of the problem because problems usually have two main types:problems with clear information, specific goals and problems with no information and clear goals

(2021) Therefore, each problem needs to be flexible with different solutions to match its

characteristics

Chau Thuy and Ngan (2017) have proposed an ideal model to solve the problem as follows:

Detecting the problem, Proposing solutions, Solving problems and Evaluation of performanceresults This problem-solving skill scale focuses on measuring one's awareness andproblem-solving ability as well as the ability to self-assess problem-solving methods The scaledoes not evaluate problem-solving skills based on actual situations, but rather on self-perceptionand problem-solving style through expressions and levels of expressionwith four point scalefrom 0 to 3(from lowest to highest level of problem-solving ability)

3.Job promotion

In an effort to find and research job promotion, it recognized the similarities in previous studieson the definition and the factors that determine promotion

Firstly, the definition of job promotion clarified by Setyawati et al (2022) as the upward

movement of an employee that comes with responsibility and status Rinny et al (2020)complemented that job promotion process contains both wages and status increases According to

Haryono et al (2020), the promotion at work is always a parallel of rights (higher status, higher

salary and wages, and other benefits) and responsibilities (higher proficiency) Based on the job

requirements given for higher positions, Indeed (2023) considers salary as a measurement of

promotion However, they also make the point that if you get a new job with a slight increase insalary compared with your previous job, it's not necessarily a promotion

Moreover, job promotion is mentioned as a recognition and reward for employees with their

dedication, contribution, and hard work (Roslan et al, 2023) Sugiyanta and Suyono (2021)

stated every employee wants to have the opportunity to be promoted because promotion is seenas an appreciation of one's achievement when achieving good work results as well as arecognition of work performance so that employees can right to assume higher positions

4.Relationship between teamwork and problem-solving skill and jobpromotion

After much research on the two above skills and job promotion, many questions have also beenraised as to whether they are related To answer this question, research papers also appear one

after another The findings of Pulido et al (2023) also confirm the significance of teamwork

skills for effective leaders who hold high positions in their organizations The study is based onunderstanding the job level including first, middle and high level They demonstrated that thoseevaluated with greater teamwork abilities frequently held high positions According to

Barnard-Bahn (2021), employees need to develop five essential skills in order to getpromotability and strategic thinking is one of them Indeed (2022) further develops that

problem-solving is an essential component of strategic thinking The relationship between

teamwork and problem solving skills are indicated by Rahman (2021) that teamwork and

problem solving skills are two of the basis for the promotion even put into use as a law for

employees Ph.D Ngoc Lan (2019) mentioned in a research paper that teamwork and

problem-solving abilities are two of the ten essential skills for tourism students because the jobcharacteristics are designing, guiding the tour and interacting with tourists

Although some studies have been done in the field of tourism, previous studies mentioned theimportance of soft skills, including problem-solving and teamwork skills for tourism students asdiscussed in this study However, research papers are mainly on the necessity for these skills fortourism workers There are a few studies focusing on an in-depth analysis of the direct influenceof problem-solving skills and teamwork skills for the career development of graduates in themajor, in particular for promotion in the job of their choice Therefore, this research paper wascreated to analyze and clarify the importance of these two skills for tourism graduates in theircareer development, TR02 - TR18 of Hanoi University in particular.

III.Hypothesis development

When it comes to an intensely aggressive hospitality and tourism industry, soft skills play animportant role and an indispensable component in setting the scene for career advancement Softskills have been cited as the primary need for employment in tandem with the rising demands onthe tourism and hospitality markets (Radovanovíc, 2022) Youssef (2017) emphasizes two mainreasons why soft skills are a crucial requirement to working in the tourism industry First of all,the tourist sector is a people-based industry that includes a variety of service providers whosesoft skills enable them to collaborate and give quality customer care Also, as tourism is a leisureactivity, staff soft skills will contribute to visitors' happiness more than the destination itself.According to Raybould and Wilkins (2006), the necessary skills in the hospitality industry havesignificantly altered over the past few decades, with the requirement for soft skills growing andthe significance of operational and technical abilities declining No study so far has presented thecomparison of soft skills and career development in tourism, which would fill the gap ofbetter understanding the differences in their perceptions In this letter, we focus on 2significant soft skills which are teamwork skill and problem solving skills undergraduates'perspective and their influence on their job promotion

1 H1: Teamwork skill and Job promotion have significant relationship

All types of organizations consider human resources as their key asset, which plays a critical rolein organizational performance and success (Schroeder, 2012) Teamwork is defined byCambridge University Press (2019) as the process of cooperating with a group of people toaccomplish a goal A group of people working together to accomplish a shared goal byexchanging knowledge and skills in a collaborative setting with strong and mutually beneficialties is referred to as a team (Tarricone & Luca, 2002) Given their importance in a society that is

becoming more globalized, dynamic, and complicated, teamwork abilities have been receiving alot of attention in this environment One of the first questions new hires are asked is if they haveteamwork skills to manage the new challenges that today's society has to offer (Baneres &Conesa,2017) Therefore, nowadays, job advertisements frequently name soft skills that includeteamwork as a requirement (Clares et al., 2019) Teams are common in businesses because theycan strengthen one another or contribute to corporate success A team becomes crucial in theworkplace because it tends to bring its members together to work toward a shared goal despitehaving a diverse range of cultural backgrounds, perspectives, and thoughts and opinions Eventhough it can be difficult for certain people, striving to fit in on a team is one of the realities ofthe workplace Further, each member in a team is responsible to be able to carry, coordinate, andcooperate their duties along with others because teamwork is not a group skill rather aresponsibility of each individual Apparently, being a good team leader or team member can haveenormous benefits for career advancement Better job performance by the team would lead tobetter job performance of the whole organization, and “the more competitive the organization,the better the chances are for job security, career advancement, salary increments, and bonusesfor employees” (Mitashree, 2020).

2 H2: Problem-solving skill and Job promotion have significant relationship

Problem-solving is frequently viewed as a soft skill rather than a hard skill that can be learnedthrough formal education and training The problem solving skill is a crucial soft skill for thetwenty-first century It involves a process that centers on problem-solving from the moment aproblem is encountered until an answer is found, at which point it is considered how it meets theconditions of the problem and how it can be solved (Waristha et al., 2022) Particularly, in thetourism industry, determining the issue, coming up with solutions, putting them into action,following up, reviewing the outcomes, and assuring customer satisfaction are all examples ofproblem-solving skills (Arensdorf , 2009) To help employees deal with obstacles andorganizational innovation, this talent is essential in the workplace Problem-solving skills areimportant to improve the quality of human resources (Cahyani & Setyawati, 2017) Theproblem solving skill can serve as a springboard for acquiring or fostering other 21st-centuryabilities (Joynes et al, 2019) In order to influence and direct others toward a goal, one mustexhibit problem-solving abilities, or productivity may entail conducting oneself in a professionalmanner Moreover, in studies that provided projections of the future skills demand, problemsolving skill has also been emphasized among the skills that will continue to be prominent in thefuture (e.g Bakhshi et al., 2017; Ferreira et al., 2022)

Relationship between team-work skill, problem solving skill and job promotion

IV.Research methodology1.Research Design

This research study employs mixed methods, in which both qualitative and quantitativetechniques will be employed to gather, analyze, and present data and information connected tothe described structures With the use of statistical approaches, quantitative methods are taskedwith gathering data and information from a sizable sample of Hanu graduates regarding thesignificance of Teamwork skill and Problem-solving skill for Job promotion Furthermore, thequalitative approach is critical in gaining a deeper comprehension of respondents' perspectivesthrough in-depth interviews with them This study also makes use of secondary data to explainthe research questions and hypotheses

We decided to combine quantitative and qualitative research methodologies Because thequalitative method requires that we demonstrate the conclusions drawn from our data, we encodeit into a numerical form before presenting and analyzing it as a group This allows us todemonstrate the findings that our data generates Using questionnaires to survey, interview, andrecord data, we may measure the data on the subjects of our studies using the quantitativeapproach We will then gather all of the quantitative data This paper will emphasize two skillsthat might affect professional advancement by utilizing both methodologies, which will increase

the value of the study and make the data sources more pertinent and understandable.

2.Sample Size

More than 50 Hanu Tourism and Hospitality graduates, who were chosen at random from K02 toK18, completed a questionnaire survey that was distributed by email and Facebook groups Thisreport used their responses to compile its statistics In order to develop our careers, we wanted tounderstand how crucial collaboration and problem-solving abilities are The sample size wassufficient to represent all tourism and hospitality students from K02 to K18, but due to time andaccessibility restrictions, we were unable to cover the entire population As a result, we chosemore than 50 participants because the sample size was large enough to do so, and because theerror from this sample size is not significant, it has little impact on the research paper's accuracyand quality Additionally, we will choose participants for evaluation who have completed bothinternships and non-internships, are employed in the tourism sector or have changed to otherindustries, and have completed university-level coursework the impact of factors and talents onone's capacity to hold a real-world employment All of their responses will be collected andexamined once the data is essentially finished in order to draw the appropriate conclusions

3.Data Collection and Analysis

The survey was carried out online for research reasons, mostly through Facebook and websiteswith Hanu Faculty of Tourism-related groups like FMT Alumni Official, FMT - HANUOFFICIAL GROUP, Khoa QTKD & Du lịch, Trường Đại học Hà Nội - Official Group About25% of the members of these groups and Fan Pages have attended TR02 - TR18 courses and thelevel of interaction between them is quite high We then collected alumni contacts from thesegroups, including their personal Facebook profiles, email addresses, and contact phone numbers.A platform mentioned above is used to distribute surveys to everyone The survey's Facebookplatform is where nearly 87% of the results are collected Based on discussion via Email andMessenger, remaining responses were collected.In-depth interviews are one of our other studystrategies From the TR02-TR18 program at Hanoi University, we intend to interview 10 to 12graduates Through a variety of channels, such as Messenger, emails, and personal Facebookaccounts, it is crucial to get in touch with the interviewee and arrange a time to speak with thembeforehand Questions developed from the findings of their earlier surveys are included in each ofthese alumni interviews For this in-person interview, a number of online tools, includingMessenger, Google Meet, Teams, Zoom, and more, will be readily available to all participants

Before the interview can start, it's crucial to give a quick introduction to it and the interview team,and to ask for their permission to record it.

Chapter 2: Secondary data collectionI.General situation of tourism business development in Vietnam in the

period 2015 - 20201.The number of international visitors to Vietnam

Table 1 The number of international visitors to Vietnam by year (2015-2019)(Retrieved from Vietnam National Administration of Tourism, 2020)

According to the 2019 annual report of the Vietnam National Administration of Tourism (VNAT,2020) in the period 2015-2019, the number of international visitors has increased 2.3 times from

7.9 million turns (in 2015) to 18 million turns (in 2019), achieving an average growth of22.7%/year This is a very high growth rate compared to the average growth rate of 7.6%/year inthe period 2011-2015 and is the highest in the world according to the annual reports of UNWTO

2.The number and growth of domestic tourists in Vietnam

Table 2 The number and growth of domestic tourists in Vietnam (2015-2019)(Retrieved from Vietnam National Administration of Tourism, 2020)

In 2019, the whole country had 85 million domestic tourists, an increase of 6.3% compared to2018 In the period of 2015-2019, domestic tourists increased by nearly 1.5 times from 57 million

in 2015 to 85 million turns in 2019, an average increase of 10.5% per year (VNAT, 2020)3.Total revenue from tourism (2015-2019)

Table 3 Total revenue from tourists in 2019(Retrieved from Vietnam National Administration of Tourism, 2020)

In the annual report, VNAT (2020) has summarized total revenue from tourists reached 755

trillion VND (equivalent to 32.8 billion USD), of which: Total revenue from internationaltourism is 421 trillion VND, accounting for 55.7%, equivalent to 18.3 billion USD in exportvalue from tourism Total revenue from domestic tourism is 334 trillion VND, accounting for44.3%, equivalent to 14.5 billion USD

Table 4 Total revenue from tourists (2015-2019)(Retrieved from Vietnam National Administration of Tourism, 2020)

Along with the growth of the domestic economy, people have more and more opportunities andneed to travel Spending by domestic tourists contributes an important part of tourism revenue.From 2015 to 2019, revenue from domestic tourism increased 2.1 times (average increase of21.0%), although the number of visitors increased only 1.5 times during this period That resultreflects the fact that Vietnamese people spend more and more on tourism when their incomes andliving conditions are significantly improved

4.Contribution and assessment of competitiveness of Vietnam's tourism

Table 5 Direct contribution of tourism to GDP (2015-2019)(Retrieved from Vietnam National Administration of Tourism, 2020)

With the rapid growth of international and domestic tourists, tourism brings an increasing sourceof income to the country's economy The direct contribution of tourism accounts for anincreasingly higher share of Gross Domestic Product (GDP): 6.3% in 2015 and 9.2% in 2019, an

According to Annual Report (2015), In 2015, Vietnam National Administration of Tourismorganized 30 training courses, fostering and training for about 2,210 students in order to improvemanagement knowledge, skills and professionalism in tourism By August 2015, there were 284tourism training institutions nationwide, including centers, vocational training classes, trainingcompanies, intermediate schools, colleges and universities These are the places that providehuman resources with intensive training in tourism One of the primary human resources of the

tourism sector is found in the system of training institutions for the industry, which focuses oncolleges and universities, intermediate training centers, and other educational institutions One ofthe direct labor resources of the tourism industry is the human resources that belong to statemanagement agencies in charge of tourism and non-business entities in the sector from thecentral to local levels According to survey data from 2015, the majority of human resources inthis group have bachelor's degrees or higher (98%) and 50% have training in the tourism industry.The majority are young civil servants (with 45% being 35 years of age or younger), and 26%have worked for the government for more than ten years.

https://images.vietnamtourism.gov.vn/vn/dmdocuments/2021/bctndlvn2015-file_nen.pdf?fbclid=IwAR3aWc-7kGz7OehAU6EPhUPiguXRCBv4yaizq_BtUy7k_jNiAkOQgIE9pM8

Figure 7: Statistics of labor force in the tourism industry in the period 2015-2017

In 2019, More than 2.5 million people are employed in the tourist sector across the entire nation,including 750,000 direct workers who are 45% professionally trained in the industry, 35% ofwhom are trained in other specializations, and 20% of whom are untrained The tourism sector issuffering from a workforce shortage, particularly for highly skilled professionals, as a result ofthe Covid-19 pandemic's severe effects

According to statistics of the General Department of Tourism (Ministry of Culture, Sports andTourism), in 2020, businesses in the tourism sector must reduce their workforce by 70–80%, 35%more people will be temporary workers, and only 10% of people will be employed full-time.Moreover, The World Economic Forum (WEF) has ranked Vietnam 63 out of 140 economies asof 2019, according to data from Industry and Trade Magazine Vietnam Tourism's index ofhuman resources and labor market also decreased, placing it sixth in the world, behind Singapore,Malaysia, Thailand, the Philippines, and Indonesia According to the ESRT Program, hiringdecisions for tourist lodging companies are typically made based on the first three standards:personality and zeal, communication, and foreign languages Employers also believe that thecompetence level of present employees is subpar.

The Vietnam National Administration of Tourism estimates that each year, the tourist sectorneeds to hire roughly 40,000 new workers and retrain about 25,000 current workers However,only 43% of the workforce in the tourism industry has professional training, and only 15,000graduates are trained by schools each year In addition, only 50% of the workforce in thisindustry is bilingual (Tran, Hoa, Nguyen & Do, 2020) According to Ha Kieu (2022), fromNovember 2021, Vietnam has initially piloted welcoming international tourists Vietnamwelcomes about 3,800 international tourists International visitors to Vietnam in 2022 will reachnearly 3.7 million arrivals, total revenue from tourists will reach VND 495,000 billion (23%higher than the plan in 2022) The index of Vietnam's tourism development capacity increased 8places compared to 2019, ranking 52/117 economies With 6/17 pillar indexes ranked among thetop in the world, Vietnam's tourism is one of the three countries with the highest growth.However, the number of international visitors to Vietnam has not yet reached expectations, andthere are still many limitations and difficulties that need to be overcome With the permission toopen from March 15, 2022, Vietnam is assessed by the World Tourism Organization (UNWTO)as one of the countries with the most open-door policy in the world Vietnam is also one of theearliest countries to open up in the region The number of international visitors to Vietnam hasincreased sharply In April alone, international tourists to Vietnam reached about 70,000 arrivalsand the number of international visitors through Vietnam's airports in April 2022 was equal to thetotal of the previous 3 months combined

Due to the rise in both domestic and foreign visitors during the pre-pandemic period, Vietnamtourism requires enormous human resources to guarantee both quantity and quality Currently,many corporations and companies have signed friendship agreements with universities in training

and providing quality labor according to the "orders" of enterprises Currently, Sun Group, FLC,CT Group, have cooperated with universities and colleges to train in the field of tourism andservice, to ensure the supply of quality human resources in accordance with the scale anddevelopment requirements ; as well as coordinate with these schools to build vocational trainingmodels combining practice at branches and systems that operate and manage.

Chapter 3 Primary data collection and analysisI.Analysis for qualitative data

A qualitative pattern is constructed with the intention of obtaining additional information tosupport the clarification of this paper's research questions and to explain the survey questionnaireresults The pattern includes 5 main sections with 9 questions in total: (A) Factors involved inproblem-solving skills; (B) Factors involved in teamwork skills; (C) Job position and career path;(D) Requirements for promotion; (E) The impacts of teamwork and problem-solving skills on jobpromotion

For section (A), most of the interviewees share the same viewpoints about the factors ofproblem-solving skills having the highest rankings, based on responses of 10 HANU graduatesTR02 - TR18: (1) Analytical ability and acumen, (2) Personal experiences, and (3) Calmness.One of the interviewees expressed disagreement with the experience factor She believes thatexperience is not an important factor in problem solving, but the way in which information isreceived We often get excited about the good news and avoid the bad news It is necessary whenwe have enough composure and courage to face any situation Meanwhile, other interviewees citeexperience as a facilitator of calm Experience will teach us lessons that we can use in the future.For section (B), all interviewees agreed that (1) Listening and respecting the opinions of others,(2) Mastering personal feelings, and (3) Clear expression and communication are the 3 mainfactors forming teamwork skills An interviewee mentioned communication skills but he meantthe generalization of the 3 factors above when he said that everyone needs to understand eachother and work toward the same goal

For section (C), because our interviewees hold various positions, there is a wide range of possibleresponses Being able to approach a variety of tourism professions is also a positive aspect of ourresearch In accordance with the goal of the research, they are employed in the hotel, restaurant,or travel industry Two of the interviewers did not want to mention specific information about theworkplace Mainly they are sales tour, restaurant supervisors, tour operators, a tour guide and thepromotion process will require them to pass through numerous levels

For section (D), The requirements for promotion will vary depending on the position and theservice they provide KPIs will primarily be used to measure and take into considerationpromotion if it is a tour sales or tour operator Additionally, factors that managers can observeand evaluate include working attitude, customer feedback, and reviews from coworkers.Particularly, interviewee 1 stated that ability to solve problems is a consideration for promotion.After only a short period of time working, her boss gave her praise and offered her a higherposition.

For the last part - The impacts of teamwork and problem-solving skills on job promotion Thereare two restricting perspectives in the response to this inquiry These two skills, according tosome interviewees, speed up their job promotion This is understandable given that they statedthat it is the company's evaluation criteria for their position Meanwhile, most of the remaininginterviewees believe that these two skills are valuable yet insufficient to assist them withprogressing quicker, yet additionally need different abilities However, one thing that allinterviewees agreed on was that these two skills make their work easier and more convenient

II.Statistical analysis for quantitative data (using SPSS)1 Data description

1.1 Current job status

Table 8 Current job status of Hanu tourism graduates

The table provides a comprehensive view of the current job status of Tourism graduates, offeringinsights into the diverse range of employment opportunities available to them In particular, ithighlights the fact that many Tourism graduates have been successful in securing full-time jobs,representing 37.4% of the total cohort This indicates their employability and proficiency injob-related skills, such as financial management, business development, marketing, customer

service, hospitality, tourism management, and communication, among others.In addition to full-time positions, the table also reveals that some graduates possess the flexibilityand adaptability to perform well in part-time roles, accounting for 3.3% of the total cohort.Part-time jobs typically require individuals to work fewer than 35 hours per week, making themdesirable for those who wish to balance work and other commitments Moreover, the data showsthat a small number of graduates (4.1%) are employed in salaried jobs, indicating their expertiseand experience in specific areas.

Furthermore, the table displays the entrepreneurial spirit and initiative-taking abilities of someTourism graduates, with 5.7% of the total cohort creating their own job opportunities Thisshowcases their proficiency in skills related to business development, marketing, and innovation.The table also highlights the wide range of career paths available to Tourism graduates, bothwithin and outside the tourism industry While 25.2% of the total cohort is currently employed inthe tourism industry, many others work outside this field, representing 24.4% of the total cohort.This suggests that Tourism graduates possess transferable skills that make them attractive to awide range of employers in other sectors

Overall, the data presented in the table showcases the versatility, expertise, and adaptability ofTourism graduates Their proficiency in various job-related skills makes them valuable assets toany organization, and their ability to create their own job opportunities highlights theirentrepreneurial spirit

1.2 Proficiency of skills

Table 9 Current proficiency of skills of Hanu tourism graduates

The survey of Hanu tourism graduates revealed that they have a high level of proficiency in mostskills relevant to the industry Communication, teamwork, and language skills received the

highest mean scores of 4.12, 4.14, and 4.1 respectively These results indicate that the surveyedgraduates are capable of effectively conveying information, working collaboratively with others,and communicating with visitors from diverse backgrounds The mean score for problem-solvingskills was also high at 3.94, indicating that the graduates possess the ability to handle unforeseenchallenges and provide effective solutions.

However, leadership skills received the lowest mean score of 3.6, suggesting that there may beopportunities for improvement in this area among the surveyed graduates Adaptability andflexibility received an average mean score of 3.94, indicating that they may require furtherdevelopment in these areas as well

The mean score for time management skills was 3.96, indicating that there is room forimprovement in managing time effectively, especially in a fast-paced industry like tourism Themean score for presentation skills and high-pressure working skills was 3.86, indicating that thesurveyed graduates are competent in delivering presentations and working under pressure.The standard deviation for technological skills was high at 1.01096, suggesting that there isvariability in proficiency levels among respondents This indicates the need for providingappropriate training and support to improve their proficiency in this area

Overall, the survey results indicate that Hanu tourism graduates possess a strong skill set relevantto the industry However, it is necessary for improvement in certain areas such as leadership, timemanagement, and adaptability and flexibility The variability in technological skills emphasizesthe importance of investing in training and support for graduates to ensure they acquire thenecessary skills for success in the industry

Table 10 Current status of Teamwork skill of Hanu tourism graduates

A five-likert scale is used to measure current status of Teamwork skills of the Hanu tourismgraduates to apply the nine factors in the table above The majority of average scores, whichindicate competency in applying the aforementioned skills, fall below 2.0 and range from 1.5 to2.0 This means that they tend to agree with the factors that are assessed by us on a scale of 1 to 5(1 - Absolutely agree; 2 - Agree; 3 - Neutral; 4 - Disagree; 5 - Absolutely disagree) The averagescore for "Taking on all the work in the team but it’s not appreciated" is 3.3667, which is thehighest, and the lowest average score for "Being a flexible person who adapts quickly" is 1.50

Table 11 Current status of Problem-solving skill of Hanu tourism graduates

We have collected data as shown in Table 10 based on a 5-step problem-solving skills assessmenttable, where each step is rated from 0 to 3 It appears that all Hanu graduates have higher than2.00 problem-solving skills The average score for "Finding the problem" is 2.80, which is thehighest, and the lowest average score for "Give a solution" is 2.20

Table 12 Current status of Job promotion of Hanu tourism graduates

Table 13 Current salary of Hanu tourism graduates

The preceding table shows the quantity and proportion of two groups: alumni who have been

promoted and alumni who have never been promoted throughout the survey Out of a total of 30randomly selected respondents, exactly 25 graduates from the tourist industry belong to theadvertised category, which represents 83.3 percent of all alumni who took part in this survey.Only 16,7% of the remaining respondents (5 graduates) selected the second option, according tothe survey results.

According to later statistics, 19 graduates hold the highest rank (63.3%) among these threepossibilities, with a current salary of above 15 million VND Only 9 tourism graduates (30% ofall respondents) state that their current wage is between 10 and 15 million VND It is observedthat two alumni, one with a salary of less than 5 million VND and the other with a salary ofbetween 5 and 10 million VND, are found, making up 3.3% of all survey respondents each

2 Research question2.1 Normality testing

As stated before, our research objectives are to test whether there are relationships between threeconstructs, including teamwork skill, problem-solving skill and job promotion Therefore, thisresearch was conducted by delivering questionnaires to about 30 Hanu tourism students fromK02 to K18 wondering whether there is a positive relationship of teamwork skill,problem-solving skill and job promotion or not To achieve these targets, some hypothesis testingis conducted to test whether there is a significant difference between the variables or not.From that, we expressed our hypothesis as below:

H0 - Null hypothesis: there is no significant relationship between the two variables.Ha - Alternative hypothesis: there is a significant relationship between the two variables.

Table 14 Test the normality of Teamwork skill

Table 15 Test the normality of Problem-solving skill

Table 16 Test the normality of Job promotion

Looking at the results above, the significance level is 0.00, 0.07, and 0.013 respectively smallerthan 0.05 Therefore, it is not normally distributed

Due to the lack of normality of the data, the available tests are limited to nonparametric ones

Considering the characteristics of the data, we decided to use the Spearman's rank correlationin SPSS software test to examine the hypothesis It is a statistical test used to measure the

strength of association between two variables The test calculates the correlation by ranking thedata points and comparing the ranked values to determine if there is a monotonic relationshipbetween the variables

2.2 Hypothesis testingH1: Teamwork skill and Job promotion have significant relationship

To test hypothesis H1, we used the data about the current status of Teamwork skill and currentstatus of Job promotion By using this data, we will test whether there is a significant relationshipbetween them or not