CASE STUDY TWO : Loyalty bring rewards
Developing a strong company culture is key to good human resources management, especially in Papua New Guinea. Often, this is related to the family history of the company, which is then related to the management of the staff.
An example is Brian Bell, which is celebrating its 60th year in operation. The company goes out of its way to reward staff for their longevity of service, which has the effect of creating a sense of shared history.
Another example is KK Kingston, many of whose PNG employees have been with the company for decades. The company aims to reward that continuity, and to put Papua New Guineans into senior management positions by giving them exposure to best practice, providing mentoring and training.
For corporates, the approach to culture is different. Stanley Ng Plyler, chief executive of Datec, says the company aims to have a “single internal culture”. That to some extent means countering the external culture in PNG, where people come from as many as 800 different tribes. The Datec approach, according to Plyler, is to define a quality way of serving customers, which is then used to shape how the staff will be treated.