strategic human resource development plan for the tourism industry
TRANSCRIPT
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