1. STRATEGIC HUMAN RESOURCE DEVELOPMENT PLAN FOR THE TOURISM INDUSTRY

2. Structure Part I - Situational analysis Part II - Strategic Interventions

3. Part I - Situational Analysis Industry Characteristics Socio-cultural Context Educational System Regulatory Environment

4. Industry Characteristics [1] Highly Similar Product Similar skills set Similar training needs Limited career diversification On-site residence > External mobility

5. Industry Characteristics. [2] Staff Turnover Time restricted contracts Relationship building Skills transfer Objective: economic <> career > Training efforts expensive

6. Industry Characteristics.. [3] ‘One Island – One Resort’ Job security High threshold/ Low local demand Staff migration Limited integration in atoll economy > Parallel Universe

7. Industry Characteristics… [4] Training Efforts Individual <> Industry Ranking No ‘trained’ requirement No ‘trained’ incentive High contents & ongoing > Reducing training demand > Clustering motivation

8. Industry Characteristics…. [5] Market Dynamics Regional competition for labour Language skills requirements Brain drain ‘Authentic’ demand from source markets > Local labour demand increase

9. Socio-cultural Context Negative perception towards resort employment Voluntary unemployment Family livelihood support Position of women Economic active age > Reduced potential work force

10. Socio-cultural Context. Limited population centres Geographical dispersal > Limited labour market interaction > Training/ Work isolated

11. Educational System Secondary Education Academic curriculum Limited soft-skills development Career thinking unaddressed Hospitality under-addressed in local context > School/training leavers not ready for labour market

12. Educational System. Tertiary Education Contents not to market demand Malé concentration Ad-hoc schedule > Trained people not ready for labour market

13. Regulatory Environment Quota System Foreign preference Position & rank Procedure Enforcement > Quantity <> Quality > Disincentive for (being) training

14. Regulatory Environment. Decentralisation Roles & Responsibility changes Implementation & Enforcement Procedural changes Conflicting mandate Industrialisation: labour disputes & arbitration > Planning/ Operational challenge

15. Part II – Strategic Intervention Strategic Planning Objective Interventions Approach

16. Strategic Planning Process Visibility Something for everybody Logical steps

17. 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

18. Objective Numbers LocalExpatriate Total current employees 12,71313,195 Total required employees at full capacity of planned resorts Staff/bed ratio 1:1.5 Local/expat 45:55 17,07820,872 Total required enrolment based on staff turnover per annum 12% annually 2,0502,500 Total required staff based on skills set Management (6.2%) 9421411 Supervisory (13.5%) 2,7662,357 Functional (80.3%) 15,54214,931 Total required staff in full capacity of planned resorts based on current ratio 19,25018,699

19. FY=xk+1 x ∑(xk + y / (xk)n-1) / 2 Solution

20. Solution. No single solution Four Intervention levels: [1] Awareness & Attitude > More [2] Training & Career > Better [3] Value Chain Development > Different [4] Regulatory Environment > Control

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

22. Career Development = Better/Retention Training: Certify Resort-based Training/ Int. Recognition Specific Department Training/President’s Initiative Training delivery Pre-joining incentive Hotel School Career: Self-regulation/ Occupational Standards Atoll based liaison centre Remuneration

23. Value Chain Development = Different Organised Island Tourism Associations Economic User Rights Resort Forum Staff accommodation at inhabited islands

24. Enhanced Enabling Environment = Control Government: Work Permit System; quality Mandate & Authority Inspection & Control Atoll council involvement Industry: Thematic dialogue & targets, CoC Civil Society: Time restricted Intervention

25. Approach Multi-stakeholder Unclear Mandate Ongoing initiatives Dynamic Times Coordinated effort at Atoll level MoTAC Project Intervention