National Human Resource Policy Formulation and Implementation: A Fiduciary Trust and a Duty on Governments


  • AS Dr. Hassan Former Chairman of Bank of Maldives, Islamic Finance Advisor/Maldives Monetary Authority, Senior Lecture & Head of Law Department, Faculty of Shariah & Law of The Maldives National University


The consequential effect of national policy formulation and implementation regarding human resource management (HRM) of private and public institutions have been presented in this research paper by analyzing samples taken from national policies on employment and environment in the context of Republic of Maldives. The analysis has been presented basically through two perspectives. From first perspective, the effect of national policies on HRM has been viewed through the external factors affecting HRM, rather than the internal factors of HRM. On the contrary, the second perspective involves the effects of national policies on HRM internally within the legislations related to employment as well as externally through environmental factors.


The overall focus of the above said two perspectives is to analyze how national policy-making shortcomings related to human resource management (HRM) within any given country can be disruptive for HRM endeavours of not only private entities but public entities as well, especially when such policies are not in line with the respective HRM needs of such institutions. The findings would demonstrate the outcomes of shortcomings by governments to properly administer and implement national policies regarding human resource and how this could totally jeopardize the well-established human resource management procedures and endeavors of private and public institutions. The underlying reason for the effect of public policy on HRM of institutions has been identified and analyzed as the existence of the fiduciary relationship between governments and citizens whereby the institutions managed by the citizens are legally bound by any defective public policies.