Human Resources Development Strategy on Sustainable Tourism on Bokori Island

Tourism development has significant meaning when viewed from various aspects. From an economic perspective, tourism has contributed to the Gross Domestic Product (GDP) in recent years, both through foreign exchange and financial turnover. The tourism sector also opens up business opportunities for tourism services, either directly or indirectly, and opens up many job opportunities. Various countries show that the tourism industry consistently ranks 4th or 5th for foreign exchange-earners for Bungaran et al. (2017). The linkage of tourist attractions, public facilities, tourism facilities, accessibility, and the community has become an imbalance that requires a more professional handling strategy (Yoeti, 2010). Each tourism sector is located in a strategic area or region, namely an area with the primary function of tourism or potential for tourism development. It must be managed by involving more qualified Human Resources (HR), to be able to attract tourists. The object of research is the island of Bokori, Southeast Sulawesi, Indonesia. The purpose of this study is to provide a measurement of how to build the concept of a human resource development strategy on sustainable tourism on Bokori Island and to enrich some theoretical literature, mainly as a basis for identifying human resource development strategies for sustainable tourism on Bokori Island using SWOT analysis. To analyze the weaknesses, strengths, opportunities and threats faced in human resource development strategies for sustainable tourism on Bokori Island. The research uses qualitative methods. Data collection techniques were carried out through library studies and interviews with key informants. The study results show that the SO (Strength Opportunity) strategy includes Cooperation in preparing the Tridharma design of universities in developing sustainable tourism human resources. The ST (Strength Threat) strategy creates sustainable tourism human resource development and more emphasis on the quality of training than the number of participants being trained. WO (Weakness Opportunity) strategy, including curriculum development which is continuously updated. Finally, the WT (Weakness Threat) Strategy includes developing an integrated database with training and mentoring. Recommendations that can be submitted related to the policy strategy are: 1) The need to develop a sustainable tourism HR database; 2) The need to develop a sustainable tourism human resource development program; 3) Develop a roadmap for developing sustainable tourism human resources. It is hoped that after this research is carried out, further research must develop human resource development specifically for tourism managers, both from the private sector and from the Government and raise the variables of competence, work attitude and sense of belonging.