소수민족 관광 활성화를 위한 전문인력 육성에 관한 연구: 관광두레 사례를 중심으로

Abstract

Recently, with the increasing number of tourists wishing to experience the regional culture and lifestyle of ethnic minorities hard to encounter in everyday life, tourism development focusing on the areas possessed by minorities is also expanding. However, decisions in tourism development related to ethnic minorities being made by developers and managers, fostering of professionals of this field not being carried out, and the profits generated from tourism development being concentrated only on some of the tourism-related minorities all result in them not being able to become self-sufficient. Although implementing developers and managers in the field of ethnic minority tourism is important, since minorities are also the part of their region’s community, the problem in question has to be solved by either actively including the members of the minorities, or by achieving that the benefits of tourism are distributed to the majority instead of just a small number of participants so that locals can become the leaders. With the government’s growing ambition to develop ethnic minority tourism, a host’s point of view is needed in order for the minorities’ unique cultures to be preserved and maintained in their original forms. Thus, a specific and deep understanding of fostering professionals in the field of ethnic minority tourism is necessary in order for the members of minorities to be able to independently discover tourism resources and operate businesses and projects instead of being merely the objects in the process of tourism development. However, measures are insufficient as research on fostering professionals of ethnic minority tourism is mainly theoretical. This study aims to seek measures on how to foster professionals in order to boost ethnic minority tourism through examining the case of Tourism Dure, a CBT project focusing on training locals to become tourism professionals. The ways of fostering professionals applying the case of Tourism Dure are the following: First, a management team in charge of the fostering process has to be appointed, and a region for demonstration has to be selected – a region that is either ready to take up on fostering professionals or that has high resource potential. Second, in order to foster professionals in the field of ethnic minority tourism, it is necessary to launch an educational program through which the members of minorities can learn how to play a leading role in solving their region’s problems. Third, similarly to the Tourism Dure project, it is necessary to develop and manage the performance of professionals through the right quantitative and qualitative indicators. Based on the above, the writer’s goal is to present an academic and policy-related viewpoint on fostering professionals in order to revitalize ethnic minority tourism.