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Assignment Title
Study and Improving Current Human Resource Policies and Practices STO
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10th March 218
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Mandhu College | RahdhebaiHin'gun | Mahchangoalhi | Malé | Rep. of Maldives

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 Study and Improving Current Human Resource
Policies and Practices in State Trading Organization

2
Executive Summary
This is a research based on assignment on the module of Managing Human Capital in the course
of Masters of Business Administration, Mandhu College, Male’, Maldives. We are supposed to
complete the report in the module period.

This report is purely centered on, “Study and Improving Current Human Resource Policies and
Practices in State Trading Organization”

The report is mainly concentrate on presenting the HRM practices in state trading organization.
Moreover, report analyzes the issues of HRM implementation and have recommendation for
those issues. During the preparation of report, collect information on phone conference, websites
and staff views.

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Table of Contents
Executive Summary ...................................................................................................................... 3

1. Introduction ........................................................................................................................... 6

1.1. Introduction to the report.................................................................................................. 6

1.2. Background of the company ............................................................................................ 6

1.2.1. Vision of the organization ......................................................................................... 6

1.2.2. Mission of the organization ...................................................................................... 6

1.2.3. Today the organization. ............................................................................................ 7

1.3. Scope and purpose of the report. ...................................................................................... 7

2. Current HRM practices and HRM model(s) of the company ........................................... 8

2.1. 5-P model: ........................................................................................................................ 9

2.1.1. Human Resource Philosophy: ................................................................................... 9

2.1.2. Human Resource Policies: ........................................................................................ 9

2.1.3. Human Resource Programs: ................................................................................... 10

2.1.4. Human Resource Practices: .................................................................................... 10

2.1.5. Human Resource Processes: ................................................................................... 10

3. Recruitment and selection issues in State Trading Organization (STO) ....................... 11

3.1. The issues of Recruitment and Selection: ...................................................................... 11

3.2. Recommendation to overcome the issues of recruitment and selection......................... 12

4. Human Resource Development (HRD) Issues of the Company ...................................... 13

4.1. Evaluation of the HRD Issues: ....................................................................................... 13

4.1.1. The evolution of HR professional: .......................................................................... 13

4.1.2. Change management: .............................................................................................. 13

4.1.3. The issues of managing people in different culture and environment: ................... 14

4.1.4. The issues of training and compensation: ............................................................... 14

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 4.2. Recommendation for overcome the HRD issues of State Trading Organization .......... 14

5. Staff Motivation ................................................................................................................... 18

5.1. Evaluation of Classical Motivation Theories: ................................................................ 18

5.2. Proposed Hybrid Motivational Model............................................................................ 20

6. Issues in the Performance Management System .............................................................. 21

6.1. Analysis of Current Performance Management System of the Company ..................... 21

6.2. Recommendation to Improve the Performance Management System. .......................... 22

7. Conclusion ............................................................................................................................ 24

8. List of reference and bibliography ..................................................................................... 24

8.1. Bibliography ...................................................................................................................... 24

8.2. Reference ........................................................................................................................ 28

9. Appendix............................................................................................................................... 29

Figure

Figure 1: 5 P model in HRM .......................................................................................................... 9

Figure 2: Matching model, MIT sloan Management .................................................................... 15
Figure 3: Harvard Model, Beer et al, 1984 ................................................................................... 16
Figure 4 Contextual Model, Hendry, C; and Pettigrew ................................................................ 17
Figure 5: Goal theory: Edwin Locke, 1960, University of Maryland at College Park. ................ 19

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1. Introduction
1.1. Introduction to the report
This report outlines some keys of human resource management philosophies and
practices in State Trading Organization. This report is purely centered on, “Study
and Improving Current Human Resource Policies and Practices in State Trading
Organization”. The report will mainly concentrate on presenting the current HRM
policies, thus include the recruitment and selection procedure and current HRM
approaches used in the company State Trading Organization (STO) in Maldives.
Furthermore, report can give a recommendation in how to overcome the current
problems or and ways of improving employee performance in organization. This
research report will be submitted Mandhu College Maldives.

1.2. Background of the company

In 1964, a fully state-funded business was
set up by the Maldivian government with
one key mission to begin with
strengthening national food security. The
main task of the company, then named
Athireemaafaanu Trading Agency (ATA)
(Stomaldives.com, 2004). With proven success in contributing to national
development, ATA matured to become the State Trading Organization (STO) on
9th June 1979. STO undertook all trading and commercial activity on behalf of the
Maldivian government. At that time, the country was growing and expend its
imports, first to an increasing number of commodity items, and then on to modern
construction material, home appliances and consumer goods.

1.2.1. Vision of the organization

 “Enriching lives through expansion and accessibility” (organization, Vission statement,
2016)
1.2.2. Mission of the organization
 Lead through expansion of existing businesses, diversification, exploring new possibilities
and entering into new ventures.

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 Explore beyond our borders; expand our markets and establish ourselves as an international
player, respected by the international business community.
 Ensure accessibility with our presence nationwide; offer peace of mind and assurance to
the public of uninterrupted provision and affordability of essential goods and services and
those that contribute to a fulfilling modern lifestyle.
 Build a skilled workforce by investing in human development; build our competencies, to
achieve sustainable and unhindered growth and fulfill our vision. (stomaldives.com, annual
report 2013, 2013).

1.2.3. Today the organization.

Building up on the background of solid commercial success, STO has streamlined its
operations to where profit and viability matter as much as the need to ensure broad access
to basic essentials at affordable prices. STO has become the dynamic organization
demanded by a prosperous, rapidly developing country. The company is geographically
diverse with operations and developments throughout Maldives and operations in
Singapore. This has been achieved by direct procurement and distribution as well as
forming joint ventures to effectively trade in areas where it presents greater opportunity
(stomaldives.com, The Organization... Today, 2015). However, extensive work and
collaboration from staff with the management is still required to integrate the SAP module
into daily work (organization, 2014). Every year HR department analysis the employees
feedback and identify the various new different strategies to motivate the employees in
organization. The entire operation of STO is now built on the SAP ERP platform. As a
result, the Company has identified the need or SAP trained professionals in the
organization and also organization can plan training program both local and foreign
employees. The below shows the current status in genders of employees work in STO.

1.3. Scope and purpose of the report.

Given the strategic relevance of Human Resources Management (HRM) in
organizations and the lack of scientific instruments to measure employees’
perceptions about policies and practices of HRM, the objective of this study is to
develop and validate a Human Resource Management Policies and Practices in
State Trading Organization Maldives.

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2. Current HRM practices and HRM model(s) of the company

HRM is a term used to refer the philosophy, policies, procedures and practices related to
the management of people begin an organization. Today every organization has to face
highly competition. Therefore organizations try to do right thing at the right time. In that
situation HRM plays major roll to achieve organizational goals. Satisfaction is the one of
major concept in Human Resource Management.

Human resource policies are the formal rules and guidelines that businesses put in place to
hire, train, assess, and reward the members of their workforce (Armstrong, 2000). These
policies, when organized and disseminated in an easily used form, can serve to preempt
many misunderstandings between employees and employers about their rights and
obligations in the business place.
The Human Resources Department of STO remains dedicated to provide the necessary
services and assist STO employees in order to take the company forward. In this regard,
HRD is committed to introduce and implement policies to further enhance and facilitate its
services to the employees. The year 2014 and 2015 had been a challenging year given that
the substantive implementation of the SAP, including its alignment with the HR work,
required significant effort. In this regard, the lack of an adequate staff appraisal system to
integrate with the SAP presented a major hurdle. The company also well-known for
providing excellent care and amenities for its employees. Within 2016, over 15 million was
invested in providing staff training, welfare programs and employee medical insurance.
The company was the first among public listed companies to announce a housing scheme
directed towards employees that enable them. (report, 2016)
The role of human resource management is to plan, develop, and administer policies and
programmers designed to make expeditious use of an organization’s human resources. It is
that part of management which is concerned with the people at work and with their
relationship within an enterprise. Below shows the current HRM approaches used in the
company STO.

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 2.1. 5-P model:

Figure 1: 5 P model in HRM

The field of human resource management become substantially more important in

the early 20th century. Therefore, Maldives are the developing country in Asia and
STO can be Maldivian government business and highly competitive market forces.
Due to globalization and accelerated changes in the economic, social, legal and
technological work force in the market STO working on fulfilling their human
assets and motivate their staff with providing fantastic reward and compensation
programs. Schuler propose a 5-P model which combines various HR activities with
strategic needs. Those activities are philosophies, policies, programs, practices and
processes. (harzing, 2011) . State Trading Organization can be working on those
activities and strategic plan for achieving vision and mission of the company.
2.1.1. Human Resource Philosophy: making the statement of business and define the
business values and cultures in the organization. As STO the main values can
be enriching lives with accessibility, respectful, caring and diversifying
business across the country.
2.1.2. Human Resource Policies: this can be expresses as shared values and guidelines
for action the people related business issues and HR programs. People-related

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 business issues are those that affect the immediate and future success of the
business and involve people. In STO Build a skilled workforce by investing in
human development; build competencies, to achieve sustainable and
unhindered growth and fulfill vision.
2.1.3. Human Resource Programs: articulating HR strategies for coordinating effort
and facilitating change to address major people-related business issue. In STO,
HR programs can be initiated, disseminated, and sustained for many types of
strategic organizational change efforts. By conducting employee refreshing
program (training program) can benefited for coordinating and implementing
and changes addressing the strategic goals.
2.1.4. Human Resource Practices: One useful way to approach this component of HR
strategy is from the framework of roles. Generally speaking, the roles that
individuals assume in organizations fall into three categorize as a leadership,
managerial and operational. In the year 2013, STO management provides one
of the important achievements of 2013 was the implementation of new strategy
“Dhoadhi” application. This strategy can enables HRD staff to do several
functions in a simple way. Daily work such as overtime calculation, time
correction, different leave requests and time management function can be
performed easily with the new system. “Dhoadhi” application allowed the
digitalization of several works which previously relied on physical paper. (STO,
Human resource report, 2013).
2.1.5. Human Resource Processes: this area deals with how HR activities can be
conducted and how HR strategic can be implementing in organization. In STO,
every year organization have separate budget for their staff recreation activities.
According to annual report of 2016 says that, total of 382 staff participated in
various short-term training programs, while 72 staff continued in Company
sponsored long-term trainings of local and overseas programs. Thus, HR
processes seem to vary along continua of extensive participation by all
employees’ participation by any employees.

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3. Recruitment and selection issues in State Trading Organization (STO)
When there is vacancy for job the human resource of the business will try to attract best
candidates for job and then will choose the most suitable candidate. Employing most
suitable person should allow business to get most out of human resource and also will help
to give a business a competitive advantage over rivals. While recruiting or selecting
business must be clear of what the job entail, what qualities are required to do the job also
what rewards are needed to retain and motivate the employees.
According to HR department staff Ms. Mariyam says that, Organization recruitment
process can be conducted mostly during the end of year and select new staff of upcoming
year. As the company, before going to hiring process HR department conduct a planning
and identifies budget are available. After analyzing the recruitment planning, HR
department evaluate the jobs and duties of job while finalizing the description and job
specification. Finally, department post the vacancy. After those process, HR department
measures the applicants and select a pool of candidates for interview. Mostly STO conduct
few types of interview. Such as organization conduct structured interview and practical
interview. A practical interview are, candidates can be practically work in department
based on performance there score. In STO, face some problems for recruiting and
selection staff in the organization. The problem at STO Company is that its recruitment
process is not well designed to achieve organizational effectiveness. Although the company
is mature and systematic, its recruitment and selection system should be revisited to
achieve the organizational effectiveness. The poor design of this process makes it time
consuming as it entails screening of applicants, validation, communication and other
relevant aspects. According to phone call conference with HR department, they provide
some information about current issues and challenges of hiring the employees.

3.1. The issues of Recruitment and Selection:

 Sometimes Organization do not arrange orientation program for fresh
employees.
 Sometimes applicants who are referred by the top level management gets
some more favor form the recruiting board.

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  Salary level for the entry level employee is not at satisfactory level
comparing with others.
 Issues of job promotion from within the organization
 Political and government influence while recruiting and selecting the staff.

3.2. Recommendation to overcome the issues of recruitment and selection

This process can be a critical part of the success of the organization's future growth
and retention of employees. Choosing the right candidate is an important decision.
While some people may have the right history, they have the wrong attitude, so that
come up with best questionnaires and best job description for particular job.
Moreover, giving a proper training and should arrange orientation program for all
new employees. As a result new employees happen to know the organizational
culture, values, mission, vision etc. During the internal recruitment, HR managers
must critically evaluate the performance for staff and promote according to merit
performance. In order to make the success of recruitment and selection procedure,
remove all political influences form hiring procedure. STO is a government
organization, but managers should run the business according to rules settle in HR
department. Manager must not favor one candidate, and must evaluate their
behavior and attribution during the interviews.
The many advantages associated with recruitment of new employees in an
organization encourage organizations to consider a good recruitment and selection
process as vital to the success of the organization (Boxall & Purcell 2008).
Armstrong (2006) argued that the recruitment and selection provides the
organization with new talent and ideas, especially if the recruitment is done
externally. External recruitment is involves bringing in new employees from
outside the organization. There is a need for the STO Company to define a strategy
for use in the recruitment process in addition to creating a structure methodology
for use by all the recruitment officers and department managers. The idea is to
develop a behavior assessment framework in STO.

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4. Human Resource Development (HRD) Issues of the Company
Every HR team faces problems both in the running of their department and in the consistent
enforcement of policies across the company in general. The signs are that HR departments
are preparing to maximize their resources and staff as organizations look to grow. In STO
conduct a staff activates for their development and career planning in the company.
Planning some recreational activities can be one of most important factors which staff can
motivate. Due to this STO is working with relevant academic institutes to formulate a
national training strategy for the sector. Such a strategy must include respect for rights at
work, non-discrimination, equal opportunities and treatment for women and men, good
governance, transparency and accountability. (STO, Human resource development, 2013).

4.1. Evaluation of the HRD Issues:

The rapidly transforming business development means that there are currently many human
resource management challenges which will continue to evolve for years to come. State
trading organization is the one of developing business in Maldives with high completion.
Moreover business diversified internationally, face much more challenges in external and
internal environment of business. Some issues faced in of HRD are:

4.1.1. The evolution of HR professional:

With the dynamic and dedicated work force in STO, HR managers, top level
management can roles can be not enrich. Since human resources is a business-
driven function, effectiveness depends on a thorough understanding of the
strategic corporate direction, as well as the ability to influence key policies and
decisions. In addition, human resource management challenges must be defined
and solutions determined in order to succeed.

4.1.2. Change management:

STO can be government organization and government can select the top board
members in the organization. During the government changes, STO board
(management) can be change and it will affect the personal planning
development of organization. Moreover it will affect the strategic planning of
company.

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 4.1.3. The issues of managing people in different culture and environment:
Working with people from different locations or from different cultural
backgrounds mean adapting the business's work style to new ideas, new ways
of communicating and unfamiliar social practices. In Sri Lanka, culture can be
different while comparing Maldives culture. As on STO human resources
department mainly focus on giving training and conducting different program
to aware Sri Lanka culture.

4.1.4. The issues of training and compensation:

Proper training mechanism and compensation philosophies are the best one of
most important factor which employee can motivate with their job. In STO,
some few training can conduct in internally and less compensation are provided.
Most of the employees says that, less number of financial compensation
provided. As result that employee turnover rate growth yearly. Ability to pay is
one of the most significant factor influencing employee compensation.
Generally, a STO firm, which is prosperous and successful, has the ability to
pay more than the competitive rate. This way it can attract a superior of
personnel.

4.2. Recommendation for overcome the HRD issues of State Trading Organization

HRD is one of the most significant opportunities that employees think when they consider
you as an employer. The ability, and encouragement, to continue to develop their skills
help you to retain and motivate employees. HRD can include the development of
employees and encouraging them to satisfied their work environment. When working with
matching model, a company concentrated on performance management system that
exercise tight control over individual activities, with the ultimate goal of securing a
competitive advantages (Guest, 1995.) The matching model can generate high-corporation
on organization staff and culture of the country. Every factor of this model can be
interrelated with each other. The main three target of this model can be achieving strategic
mission, full filling the IHRM policies and formalize organization structure.

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Figure 2: Matching model, MIT sloan Management

With this three targets, STO can sustain business in the Maldivian market. Thus,
implementing the business, this model can shows some influence factors such as culture of
country, political forces, and economical forces. In order to make business affective HR
manager can consider those three influences and working on removing those issues in the
market. Moreover, organization HR department can develop there HR strategy and plan
and change organization structure according to build compete work environment.
According to Harvard HRM theoretical model situation characteristics includes aspects
such as workforce characteristic, philosophy of management, the rules and regulations
which are being set by the labor market, values which are being created in society, union
based approach. (harzing w. , 2011). It also shows connectivity between socio cultural
aspects and product market.

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Figure 3: Harvard Model, Beer et al, 1984

By applying those factors in STO, are being analyzed for developing healthy employment
relationships for bridging the gaps which hinders overall growth of an organization. The
stakeholder’s interest is being developed practically by creating a healthy communication
and relationship between shareholders, employees groups, management, government,
unions and communities. Secondly, STO management should accept more responsibility
for ensuring the alignment of competitive strategy and personnel policies and have the
mission of setting policies that govern how personnel activities are developed and
implemented in mutually enforcing ways.

The contextual framework interactive within the HRM system can be complex and is
heavily influenced by that the existence of a number of linkages between the outer
environment and inner environment. The external framework is described by variables
such as the legislative, governmental, political and institutional context, a certain set of
social and economic factors, cultural differences, union influence or the particular
conditions influenced.

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Figure 4 Contextual Model, Hendry, C; and Pettigrew

With the dynamic environment, STO influences on both inner and outer environment in
market. In addition, contextual model can develop cultural, structure, leadership, task
technology and other content for the development in company. Moreover, this model
develop those past organizational information and change management for sustainable
growth. Father more, contextual model can help to link between different environment in
the organization and HR department can determine employee relationship and values and
assumption in organization.

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5. Staff Motivation
“Motivation is the process whereby goal-directed activity is instigated and sustained.”
(Gardner, 1985). Motivating employees begins with recognizing that to do their best work,
people must be in an environment that meets their basic emotional drives to acquire, bond,
comprehend, and defend (Nohria, 2008). The authors identify the organizational levers that
companies and frontline managers have at their disposal as they try to meet workers’ deep
needs. Reward systems that truly value good performance fulfill the drive to acquire. The
drive to bond is best met by a culture that promotes collaboration and openness. Jobs that
are designed to be meaningful and challenging meet the need to comprehend.
STO motivates the staff by providing challenging tasks, a smart corporate culture and long-
term progressive perspectives (Organization, 2014). The top priority of the management
is to develop employees so that their services in turn propel the company’s performance.
In this regard, the company encourages staff initiatives and participation in the decision
making process.

5.1. Evaluation of Classical Motivation Theories:

State trading organization is the one of larges public company own by government.
Company there future plan is to diversify work plan. In order to motivate employees
in STO, company must need to change the philosophies of reward system and bring
different strategies to improve and attract the employees in organization. According
to Goal setting theory, researcher refers to change the strategies and make strategic
decision from management sides. It can be interns sit down with management to
discuss job expectations, skills and aspirations. All employees receive one-on-one
time with managers for regular progress reports. Their performance is assessed and
they are asked for suggestions regarding process improvement.

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Figure 5: Goal theory: Edwin Locke, 1960, University of Maryland at College Park.

An implementation of the goal-setting theory is management by objectives, better

known as MBO. MBO is a systematic way to utilize goal-setting theory, in which
goals are set jointly by managers and employees. The goals must be tangible,
verifiable, and measurable in order to be effective. In the STO, goals can be
measured and build a skilled workforce by investing in human development; build
our competencies, to achieve sustainable and unhindered growth and fulfill our
vision.

According to Frederick Herzberg’s two-factor theory says that, intrinsic and

extrinsic motivation are certain factors in the workplace result in job satisfaction,
but if absent, they don’t lead to dissatisfaction but rather to no satisfaction at all. In
the STO, organization provide some intrinsic and extrinsic motivation factors to
their staff. Such as work force challenges, appreciating staff work and some
recreational activities and job promotional, salary increment. Interview from the
HR staff in STO, the issue providing good employee satisfaction and motivation
factors can be where organization face difficult for implementing HR planning in
every year. This effect of attitude on that people who felt good about their jobs.

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5.2. Proposed Hybrid Motivational Model
In today’s complex and competitive business environment, it is ever
imperative for businesses to motivate employees including those demotivated for
different reasons. Motivation is the need, drive, and the desires that drive human
actions and thoughts (CMI, checklist 221:1). Imbibing an appropriate level of
motivation, employees use all their talent and acquired skills to fully participate,
and make a full contribution to the workplace. To managers motivation is probably
one of the most important aspects they can target in order to effectively improve
employee performance and job satisfaction which is of course crucial to the success
of both profit and non-profit organizations and companies.
The most general motivation for a hybrid theory in any domain is that, for each of
alternative theories, one finds at least one of their features attractive. In light of
these attractions one is tempted to try to combine those features in new ways. By
applying Hybrid motivational theory “Get on Doing It Well”, in State Trading
Organization (STO) organization extremely changed and entre environment feel
satisfied and work stations are stable. Hybrid theory clarifies, motivation is a
managing skill of stimulating other workers to attaining their best in meeting
objectives. By applying, can selectively combine the benefits of collective
development with the corporate culture. Moreover employees can rapidly highly
satisfied and working on achieving goals. Furthermore, hybrid theory will
recognize and contextualize their actions and reactions as a result of a highly
sensitive and evolved, situational radar that attunes responses psychoanalytically,
leading to the kind of congruent behavior that draws the trust admiration and loyalty
of their ‘colleagues’.

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6. Issues in the Performance Management System
The role of Human Resource Management in the present scenario has undergone a
radical change and its focus is on developing such strategies which can facilitate
successful implementation of the key corporate objectives. (Jain, 2016). Now a day,
organizations facilitate to improve the performance of the employees by building a
conducive and healthy work environment and provide more and more opportunities to the
employees to participate in organizational decision making. All the key activities of HR
are focused towards the development of high performance leaders and also help to foster
employee motivation.

6.1. Analysis of Current Performance Management System of the Company

Performance management is the process through which managers ensure that employees’
activities and outputs contribute to the organization’s goals. In other words, performance
management is a whole work system that begins when a job is defined as needed.
STO has lead the Country’s trade industry for the past half century not because perfect but
because make progress (State Trading Organization, Report 2014). As an organization
served customers better and performed better and strived to make employees better. As
investors, can expect us to listen, learn, adapt and change so that we take the right steps to
lead this industry. According to STO annual report of 2016 says that over the past year
STO high importance was given on increasing the performance of top management staff.
Moreover organization conduct performance apprising committee and provide training the
board directors. Trainings on areas such as strategic decision making meant that the
directors had the right decision making skills to move the company forward. From the very
beginning it has been a custom for the board to have frequent meetings to perform their
duties.
Apart from this, the performance management process was reviewed and fine-tuned in
consultation with BDO Partners, Sri Lanka. Company aim is to re-design the whole process
to derive maximum benefit by earning employees trust while also motivating them to work
for the long-term success of the company.
In STO, employee performance can be evaluate a consultant from our side the country and
the process of rewarding and recognition is based on the performance and the commitment
of the employees throughout his/her career. On an annual basis, organization do evaluate

21
performance of all staff and reward them accordingly. The process is constantly reviewed
from time to time, to ensure that it is participative, unbiased and transparent. When the
employees are not perform well, training can be conduct for those employees. This is an
essential element of company success. Company continuously invested over the years to
enhance job required skills, talents, attitude, personality and professionalism of our
employees. In this on-going process, due consideration is given to align employees
aspiration with corporate goals of the group.
It is difficult to trace the true antecedent of formal performance appraisal. Performance
management is a strategic and integrated process that delivers sustained success to
organizations by improving the performance of the people who work in them and by
developing the capabilities of individual contributors and team. Some of issues faced in
STO performance management system are as follows:
 Performance management should focus on recognizing good performance.
 Some times STO, performance reviews should be future-focused, not past-focused.
 Lack of clear strategy
 Result of performance appraisal does not implement rightly.
 Less performance staff are highly dissatisfied their job.

6.2. Recommendation to Improve the Performance Management System.

Strategic HR decisions establish competency standards for each job role. The performance
management systems measure employee achievement relative to that model. Managers
use performance management systems to assess and reward the behavior of their
employees. Recommending for changes in performance management system, HR
department usually measure employee performance by assessing how much contribution
the employee is making to the firm’s growth. This is conveyed to the employee at the time
of their performance appraisal. Performance appraisal refers to the evaluation of
employees, providing them with valuable feedback and creating a positive effect on future
performance.
Organizations can use different strategies and approaches for the purpose of measuring
performance of their employees. Such as behavioral approaches, comparative approaches,

22
attribute approaches. Each of approaches can evaluate different work areas and evaluate
accurate information.
Choosing a multi-dimensional behavior approach can be one of the best approach which
evaluate employee performance. It consist task performance and contextual performance.
In task performance primarily used to measure the efficiency of production. (Henderson,
1989) As such, task performance can be represent measures typical economic
perspectives of efficiency. In contextual performance measures generally how well
development team performance rather than working on individual. Moreover, this
approaches can strategically identified achievement of company vision and mission.
Applying the cooperative performance approach, comparing the ranking in individual
performance with the respect to other in group. Strategically, this techniques can simply
rank highest and lowest performance of company. With this approach most top performers
can be rewarded and organization gives some of compensation or reward in those
individual.
Those performance approaches can bring development and increase work force in
organization. Moreover, organization can develop and wide the business to different
island in Maldives.

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 7. Conclusion
The way that organization think about HRM and the way it is practiced vary from
organization to organization. Management must practices best approaches to managing
their employees, each unite manages differently as does each function within the company.
Each organization has its own unique HRM policies. In order to reach sales targets, the
Group continues to strengthen its position in the trading segment, expand in its high margin
product categories, develop service, and increase the offering of quality products.

8. List of reference and bibliography

8.1. Bibliography
Armstrong, M. (2000, nd nd). Human Resource Policies. Retrieved from www.inc.com:
http://www.inc.com/encyclopedia/human-resource-policies.html

bank, T. w. (2015, nd nd). Overview vietnam. Retrieved from www.worldbank.org:

http://www.worldbank.org/en/country/vietnam/overview

Bizmove. (2007, nd nd). Productivity Improvement. Retrieved from www.bizmove.com:

http://www.bizmove.com/personnel/m4f.htm

Bradley, J. (2016, nd nd). International HR Issues. Retrieved from

http://smallbusiness.chron.com/international-hr-issues-61937.html:
smallbusiness.chron.com

Deresky. (2003, nd nd). Select & Compensate Expatriates. Retrieved from www.ukessays.com:
https://www.ukessays.com/essays/business/how-coca-cola-select-and-compensate-
expatriates-business-essay.php

Foundation, E. M. (2006, Nd Nd). Compensation and reward. Retrieved from

www.entrepreneurship.org: http://www.entrepreneurship.org/resource-
center/compensation-and-rewards.aspx

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Gomes, S. (2012, nd nd). Training and Development (Cross cultural Training). Retrieved from
xisspm.files.wordpress.com: https://xisspm.files.wordpress.com/2012/02/chap-5-training-
and-development-cct.pdf

Gregerson. (2004, nd nd). Importance of international training and development. Retrieved from
people.math.sfu.ca: http://people.math.sfu.ca/~van/diverse/bellut-papers/test-9.pdf

H.Pinington, A.-W. H. (2011). international human resource management. nd: nd.

Haile, S. (2002, nd nd). Challenges in International Benefits. Retrieved from www.theaebr.com:

http://www.theaebr.com/v3n1Haille.pdf

harzing, a. w. (2011). Approaches of Human resource management. london city: sagepub.

harzing, w. (2011). approaches of human resourece management. In Anne, Aproaches of HRM

(p. 159). ECIY ISP: SAGE publications Ltd.

Henderson, J. C. (1989, december nd). multi diemensional appraches. Retrieved from

dspace.mit.edu:
https://dspace.mit.edu/bitstream/handle/1721.1/48403/multidimensional00coop.pdf;seque
nce=1

humanresource. (2006, nd nd). Compensation and Employee Motivation. Retrieved from

www.whatishumanresource.com: http://www.whatishumanresource.com/compensation-
and-employee-motivation

Jain, S. (2016, Auguest 19). Comparison of Performance Management Systems. Retrieved from
www.researchgate.net:
https://www.researchgate.net/publication/306056215_Comparison_of_Performance_Man
agement_Systems_in_Public_and_Private_Sector_A_Study_of_Manufacturing_Organiza
tions

Ltd, A. (2015, nd nd). Relationship between compensation and benefits. Retrieved from
www.ukessays.com: http://www.ukessays.com/essays/journalism/relationship-between-
compensation-and-benefits.php

25
Maciekowich, M. (2008, nd nd). compensation philosphies. Retrieved from cdn2.hubspot.net:
http://cdn2.hubspot.net/hub/135235/file-251435846-pdf/docs/compensation_101-
_compensation_philosophy_(astron_solutions_white_paper).pdf

Mariyam. (2015, Sep 28). Compensation philosophies . (A. Rasheed, Interviewer)

Mariyam. (2015, Sep 28). Copensation philosophies. (A. Rasheed, Interviewer)

Mariyam, H. m. (2015, September 28). copensation philosophy. (A. Rasheed, Interviewer)

Oragnization, S. T. (2014, nd nd). Reward and motivation. Retrieved from

www.stomaldives.com: http://stomaldives.com/Uploads/Reports/2013%20English.pdf

Organization, S. T. (2013, nd nd). annual report 2013. Retrieved from stomaldives.com:

http://stomaldives.com/Uploads/Reports/2013%20English.pdf

Organization, S. T. (2014, november nd). Human resource report. Retrieved from

www.stomaldives.com: http://stomaldives.com/Uploads/Reports/2014.pdf

organization, S. t. (2014, nd nd). Human resources reoirt. Retrieved from

www.stomaldives.com:
http://stomaldives.com/Investor_Reports.aspx?AspxAutoDetectCookieSupport=1

organization, S. t. (2016). Vission statement. Male': STO.

Pinnington, A.-W. H. (2011). international approach. nd: british library.

Québec. (2002, nd nd). Sample Policies on Common HR Topics. Retrieved from hrcouncil.ca:
http://hrcouncil.ca/hr-toolkit/termination.cfm

report, S. T. (2016). Employee Welfare. Male': STO.

Ruchala, B. I. (2015, aug nd). Performance-related pay. Retrieved from www.wikipedia.org:

https://en.wikipedia.org/wiki/Performance-related_pay

Shannon Webster, D. M. (2015, nd nd). The Difference Between Base Salary & Total
Compensation. Retrieved from smallbusiness.com:
http://smallbusiness.chron.com/difference-between-base-salary-total-compensation-
21449.html

26
STO. (2013). Human resource development. male: state trading organization.

STO. (2013). Human resource report. Male': STO.

STO. (2014, nd nd). annual report 2014. Retrieved from stomaldives.com:

http://stomaldives.com/Uploads/Reports/2014.pdf

Stomaldives.com. (2004, Nov nd). Begining and overview . Retrieved from Stomaldives.com:
http://stomaldives.com/About_Us.aspx

stomaldives.com. (2013, nd nd). annual report 2013. Retrieved from www.sto.com:

http://stomaldives.com/Uploads/Reports/2013.pdf

stomaldives.com. (2013, nd nd). Annual report 2013. Retrieved from stomaldives.com:

http://stomaldives.com/Uploads/Reports/2013.pdf

stomaldives.com. (2014, nd nd). Business Development Strategies. Retrieved from

stomaldives.com: http://stomaldives.com/Uploads/Reports/2014.pdf

stomaldives.com. (2015, nd nd). The Organization... Today. Retrieved from

www.stomaldives.com: http://stomaldives.com/About_Us.aspx

Stomaldives.com.mv. (2014, nd nd). Human resources report. Retrieved from

www.stomadlives.com: http://stomaldives.com/Uploads/Reports/2013%20English.pdf

27
8.2. Reference
 http://commons.emich.edu/cgi/viewcontent.cgi?article=1118&context=ho
nors
 http://unpan1.un.org/intradoc/groups/public/documents/nispacee/unpan00
5015.pdf
 https://sto.mv/Uploads/Reports/2014.pdf
 https://sto.mv/Uploads/Reports/Annual%20Report%202015.pdf
 https://www.projectguru.in/publications/approaches-measuring-
performance-employees/
 https://www.hr.com/en/magazines/all_articles/effective-performance
-management-process-five-appr_i3t1jcg4.html
 https://pdfs.semanticscholar.org/2583/e411346736e0090797c7bc7b22ccaf
b2a5be.pdf
 Book (International Human Resource Management third edition, Anne-Will
Harzing and Ashly H.Pinnington
 http://ophi.org.uk/policy/multidimensional-poverty-index/
 https://www.successfactors.com/en_us/lp/articles/optimize-performance-
management.html
 https://www.researchgate.net/publication/319557967_Towards_a_Hybrid_
Approach_to_the_Theory_of_Motivation_A_proponent_of_Contemporary
_View_of_Motivation
 https://www.yourcoach.be/blog/wp-content/uploads/2012/03/A-summary-
of-motivation-theories1.pdf
 https://www.mindtools.com/pages/article/herzberg-motivators-hygiene-
factors.htm
 http://smallbusiness.chron.com/motivation-goal-setting-theory-1187.html

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 9. Appendix
While collecting the information from STO HR department from phone calls, use some
questionnaires to ask about the HR policies and practices. Below have list of question.

 Any special HR approach are used in company?

 What are the main issues of recruitment and selection?
 Are employees are motivated with their job?
 What kind of activities conduct for staff motivation?

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