STRATEGIC HUMAN RESOURCE DEVELOPMENT PLAN FOR THE TOURISM INDUSTRY

Structure

Part I - Situational analysis

Part II - Strategic Interventions

Part I - Situational Analysis

Industry Characteristics Socio-cultural Context Educational System Regulatory Environment

Industry Characteristics

[1] Highly Similar Product

Similar skills setSimilar training needsLimited career diversificationOn-site residence

> External mobility

Industry Characteristics.

[2] Staff Turnover

Time restricted contractsRelationship buildingSkills transferObjective: economic <> career

> Training efforts expensive

Industry Characteristics..

[3] ‘One Island – One Resort’

Job securityHigh threshold/ Low local demandStaff migrationLimited integration in atoll economy

> Parallel Universe

Industry Characteristics…

[4] Training Efforts

Individual <> Industry RankingNo ‘trained’ requirementNo ‘trained’ incentiveHigh contents & ongoing

> Reducing training demand

> Clustering motivation

Industry Characteristics….

[5] Market Dynamics

Regional competition for labourLanguage skills requirementsBrain drain‘Authentic’ demand from source markets

> Local labour demand increase

Socio-cultural Context

Negative perception towards resort employment

Voluntary unemployment Family livelihood support Position of women Economic active age

> Reduced potential work force

Socio-cultural Context.

Limited population centres Geographical dispersal

> Limited labour market interaction

> Training/ Work isolated

Educational System

Secondary EducationAcademic curriculumLimited soft-skills developmentCareer thinking unaddressedHospitality under-addressed in local context

> School/training leavers not ready for labour market

Educational System.

Tertiary Education

Contents not to market demandMalé concentrationAd-hoc schedule

> Trained people not ready for labour market

Regulatory Environment

Quota SystemForeign preferencePosition & rankProcedureEnforcement

> Quantity <> Quality

> Disincentive for (being) training

Regulatory Environment.

DecentralisationRoles & Responsibility changesImplementation & EnforcementProcedural changesConflicting mandateIndustrialisation: labour disputes & arbitration

> Planning/ Operational challenge

Part II – Strategic Intervention

• Strategic Planning• Objective• Interventions• Approach

Strategic Planning

• Process• Visibility• Something for everybody• Logical steps

Objective

• Realistic• Practical• Measurable• Control: Mandate/Implementation

? Quantifiable employment in tourism the objective for socio-economic development

? Tourism as tool for socio-economic development; employment one of several meaningful participations within tourism

Objective

Numbers Local Expatriate

Total current employees 12,713 13,195Total required employees at full capacity of planned resorts

Staff/bed ratio 1:1.5Local/expat 45:55

17,078 20,872

Total required enrolment based on staff turnover per annum

12% annually 2,050 2,500

Total required staff based on skills set

Management (6.2%) 942 1411Supervisory (13.5%) 2,766 2,357Functional (80.3%) 15,542 14,931

Total required staff in full capacity of planned resorts based on current ratio

19,250 18,699

FY=xk+1 x ∑(xk + y / (xk)n-1) / 2

Solution

Solution.

No single solution

Four Intervention levels: [1] Awareness & Attitude > More [2] Training & Career > Better [3] Value Chain Development > Different [4] Regulatory Environment > Control

Awareness & Attitude = MoreEnhancing Tourism & Hospitality Curriculum: - Academic & vocational- Truly Maldivian- Employment market access/dynamicsNational Employment Drive:- Faces in Tourism (new media); trade <> tourism- Linking Back- Atoll Tourism Week- School/Community VisitsIndustry Commitment towards Maldivian Employees:- Attractive package- Certification- Self-regulation (atoll level)

Career Development = Better/Retention

Training: •Certify Resort-based Training/ Int. Recognition•Specific Department Training/President’s Initiative•Training delivery •Pre-joining incentive•Hotel SchoolCareer:•Self-regulation/ Occupational Standards•Atoll based liaison centre•Remuneration

Value Chain Development = Different

• Organised Island Tourism Associations• Economic User Rights• Resort Forum• Staff accommodation at inhabited

islands

Enhanced Enabling Environment = Control

Government:• Work Permit System; quality• Mandate & Authority• Inspection & Control• Atoll council involvementIndustry:• Thematic dialogue & targets, CoCCivil Society:• Time restricted Intervention

Approach

• Multi-stakeholder• Unclear Mandate• Ongoing initiatives• Dynamic Times • Coordinated effort at Atoll level

MoTAC Project Intervention