Human Resource Management and Sustainable Tourism Development in Bangladesh: A Study on Sylhet

Purpose: The aims of this study are: (i) to illustrate the existing characteristics of human resource management in the tourism industry of Bangladesh; (ii) to identify the difficulties encountered by employees and employers in managing human resources; (iii) to investigate the possible contribution of human resource management in attaining Sustainable Development Goals (SDGs) through sustainable tourism development in Bangladesh; and (iv) to establish policies and suggestions for stakeholders. Methodology: The research utilizes a qualitative methodology, collecting data via Key Informant Interviews (KII) and In-Depth Interviews (IDI) with important tourist stakeholders. Five key informant interviews with specialists in tourist management, human resources, local governance, industry analysis, and sustainable development informed the construction of an open-ended questionnaire. The questionnaire was then employed for twenty additional in-depth interviews with leaders in tourism, human resources professionals, government officials, and representatives from non-governmental organizations. The data were thematically evaluated and cross-verified using triangulation to assure reliability. Findings: The diverse nature of the workforce, poor salary, Recruitment Difficulties, Training and Development, Skill Gaps, Employee Retention, Adapting HR Practices, Global Trends, Low wages and skill shortages, Work hours and shift patterns, Limited career promotion options, high levels of employee turnover, Adapting to the principles of sustainable development, absence of strategic HR programs, reluctance of concerned authorities and lack of awareness about sustainable practices among stakeholders. Potential improvements to the current scenario and leveraging effective human resource management practices as tools for achieving SDGs through sustainable tourism have also been identified. Practical Implications: The results of this research may be used in the development of further policies. To mitigate the difficulties, one might implement measures to increase the organizational capacity in human resources and foster effective cooperation among tourist stakeholders. Utilizing evidence-based decision-making and implementing adaptable management techniques will greatly benefit the overall management of human resources and the sustainable growth of tourism in Bangladesh.Limitations: This research relies on qualitative data obtained from a small sample of participants. Expanding the sample size and including quantitative data would provide a more comprehensive perspective. In addition, examining the conditions in other industries in Bangladesh might reveal several aspects of human resource management and the promotion of sustainable tourism.