24.03.2015
Keilir Adventure Studies Program invites you to attend a conference on Adventure Tourism in Iceland: Education possibilites, quality control and contribution to growth. The conference is offered by Keilir in cooperation with Thompson Rivers University, the Icelandic Tourist Board, Visit Reykjanes, NATA - North Atlantic Trade Association and ATTA - Adventure Tourism Trade Association.
Conference Program
The Adventure Tourism Industry: Observations from Canada
Ross Cloutier, Chair of the Adventure Studies Department at Thompson Rivers University, Canada
Tour Guide Competencies and Training Needs: Focusing on Icelandic outdoor activity company
Paavo Olavi Sonninen, Sales Manager at Arctic Acdventures and MSc in Human Resource Management from University of Iceland
Education, quality and safety when establishing an adventure tour operator
Jón Kristinn Jónsson, owner of Amazing Tours Iceland
Identification of education and training in tourism. Introduction of a report by KPMG on the status of education in tourism in Iceland
Sævar Kristinsson, Project Manager at KPMG
The conference takes place at Keilir in Keflavik 28 April 15:00 - 18:00 and is free of charge. Light refreshments at the end of the conference and possibilities to meet representatives from Icelandic adventure tourism companies and educational providers. For more information please contact Arnbjorn Olafsson, marketing director at Keilir.
The Adventure Tourism Industry: Observations from Canada
Keynote Speaker: Ross Cloutier, Chair of the Adventure Studies Department at Thompson Rivers University, Canada
The adventure tourism industry has come a long ways over the last 40 years in becoming a global economic development force. This presentation will focus on the adventure tourism industry?s development, its current impact, its potential in new destinations, and the issues it faces today and in the future in mature destinations. Using the Canadian adventure tourism industry as a case study this session will provide insights into how adventure tourism has developed in that market and the characteristics and issues of today?s realities. The intent is to create discussion about the development of adventure tourism in Iceland.
Tour Guide Competencies and Training Needs: Focusing on Icelandic outdoor activity company
Speaker: Paavo Olavi Sonninen, Sales Manager at Arctic Acdventures and MSc in Human Resource Management from University of Iceland
Companies face changes and demands from business environment, which can cause training and development needs. Training and development actions are aimed to enhance individual competencies, which can be defined as skills, knowledge, behaviour, attitudes and values. The actions must be aligned with the company strategy to ensure transfer of training. This can be done by following a four step human resource development cycle. First, to conduct a training needs analysis. Second, to design correct training actions. Third, to deliver training actions. Finally, the training actions must be evaluated. In a training needs analysis the actual competency levels are compared to the expected levels, to determine any possible training and non-training needs. In addition competencies can be classified according to Nordhaug´s competency typology, based on the levels of task, firm or industry specificity. This book provides a useful tool for company management how to determine required competencies and reveal possible training and development actions. Furthermore bring insight how to save resources on recruiting, training and retention processes.
Companies face changes and demands from business environment, which can cause training and development needs. Training and development actions are aimed to enhance individual competencies, which can be defined as skills, knowledge, behaviour, attitudes and values. The actions must be aligned with the company strategy to ensure transfer of training. This can be done by following a four step human resource development cycle. First, to conduct a training needs analysis. Second, to design correct training actions. Third, to deliver training actions. Finally, the training actions must be evaluated. In a training needs analysis the actual competency levels are compared to the expected levels, to determine any possible training and non-training needs. In addition competencies can be classified according to Nordhaug´s competency typology, based on the levels of task, firm or industry specificity. This book provides a useful tool for company management how to determine required competencies and reveal possible training and development actions. Furthermore bring insight how to save resources on recruiting, training and retention processes.