งานนำเสนอเรื่อง: "1 I mproving Business Performance And Individual Capabilities; SCG-Paper Way Technical Development Committee SCG - Paper Knowledge."— ใบสำเนางานนำเสนอ:
1 I mproving Business Performance And Individual Capabilities; SCG-Paper Way Technical Development Committee SCG - Paper Knowledge Management May 24, 2007
2 Agenda Getting to know SCG – Paper Getting to know SCG – Paper Scope and Responsibility of Technical Information & Training Center Scope and Responsibility of Technical Information & Training Center Business Environment Business Environment HRD Mission & Strategies HRD Mission & Strategies - Knowledge Management - Knowledge Management - People Management - People Management (Community of Practices) (Community of Practices) Demo e-learning, Explore PPB_KS Demo e-learning, Explore PPB_KS
3 Agenda 1 Getting to know SCG-Paper Getting to know SCG-Paper 5.00 min min.
12 TITC Services 1. พัฒนาพนักงาน และฝึกอบรม ทางเทคโนโลยี ( Technical Training and Development) 1.Collect Construct and update Technical Training Roadmap 2. Formulate the Individual Development Plan 3. Training Delivery based on Technical Training Roadmap Compulsory Courses : Basic, Intermediate, Advance Level Special Courses: Joint program with Supplier Research Center and Academic Sectors. 4. Facilitate (Constructionism Learning Program) CLP Operator CLP Engineer CLP Supervisor 5. Encourage learning Community ( CLP Networks)
13 TITC Services 2. ระบบและ เทคโนโลยี การ เรียนรู้ ( Learning System & Technology) 1. E-learning Administration Course ware, Monitoring, Reporting and Stimulating learners to learn. 2. Acquire training materials both inside and outside PPB 3. Computer Center for learning system Courses - Micro world, computer based trainings, E-library - Digital Course Development for lecturers - Virtual Seminar via VDO Conference.
14 TITC Services 3. จัดการความรู้ ( Knowledge Management) 1.Capture, Disseminate and store Knowledge via Aculearning, Knowledge base software (PPB_KS) 2Organize the events for Members in COP’s, and Capture, Edit knowledge in the PPB’s knowledge Base. 3ISO Standard Center 4E-library, and technical information services 5Encourage knowledge creation and make activities known to public.
15 TITC Services 4. ฐานข้อมูลและการ ประเมินผล (HRIS-Evaluation) 1. Upgrade technical courses by measuring and monitoring 3.1 Post Training Reactions to all training factors 3.2 Results testing from Pre-test and Post -Test 3.3 On-site Post Training Analysis - Knowledge/Skill/ Attitude Enrichment - Knowledge Application - Business Impacts 2. Regularly Update learner-learning results in e-hr and notify the results to managers. 3. Training Tax Claims
16 Agenda 3 Business Environment Business Environment Go Regional Go Regional Customer Satisfaction (Q C D) Customer Satisfaction (Q C D) Create innovative organization Create innovative organization Assertive, Risk-taking, Eager to learn, open- minded, Think out of the box Sustainable Development Sustainable Development
17 Agenda 4 HRD – Philosophy HRD – Mission & Strategies - KM - KM - People Management - People Management ( Community of Practices ) ( Community of Practices ) ( Constructionism Learning Program ) ( Constructionism Learning Program )
18 HRD - Philosophy B y virtue of SCG ’ s philosophy B y virtue of SCG ’ s philosophy “ Belief in the Value of the Individual ”, “ Belief in the Value of the Individual ”, w e adhere to building integrity and continuously raising employee competency with diverse range of human resource approaches, thus enabling them to confront ever-changing business environment. ” No matter how different culture and context they are, SCG identity shall be planted in every employee without ignoring local value and learning environment.. w e adhere to building integrity and continuously raising employee competency with diverse range of human resource approaches, thus enabling them to confront ever-changing business environment. ” No matter how different culture and context they are, SCG identity shall be planted in every employee without ignoring local value and learning environment..
19 HRD-Mission 1. Build and Retain employees in the essential competencies of each specific function for their effective performance. 2. Create system and process for capturing, storing and disseminating up-to-date knowledge, essential competency to leverage organizational knowledge and innovation. 3. Promote knowledge sharing-culture and a climate of continuous learning and improvement. 4. Increase speed learning aligning with Corporate Training Center with multiple approaches.
20 HR Development - Dimension HR Development - Dimension In any business environment, an employee should be developed in four dimensions in order to In any business environment, an employee should be developed in four dimensions in order to Be professional in their functions (Functional skill). Be professional in their functions (Functional skill). Enhance business Mastery and be able to manage people and work Enhance business Mastery and be able to manage people and work ( Managerial Skill) ( Managerial Skill) Pin point area of improvement and raising productivity (TPM Tool, PI Concept, etc. Problem-solving Tools, Innovation Tools etc.) Pin point area of improvement and raising productivity (TPM Tool, PI Concept, etc. Problem-solving Tools, Innovation Tools etc.) Exploit Information Technology for winning Exploit Information Technology for winning (IT applications) (IT applications)
22 Foundation Focus : Areas of Expertise Successful Execution Product Knowledge Logistic Management Analytical Thinking & Problem Solving Networking Negotiation Skill Service Orientation ProcurementCompetencies International Trade ภาษีและสัญญาเกี่ยวกับการซื้อขาย Business Knowledge Inventory Management Supply Chain Management Purchasing Process Effective CommunicationDaily Management English Proficiency IT Proficiency Domestic / Inter Procurement Warehouse Logictic Sourcing Integrity
Business Partner 2. Administrative Expert 3. Champion for Employee 4. Change Agent สรรหา พัฒนาและ ฝึกอบรม Organization Development ระบบ / ค่าจ้าง ระเบียบ / สวัสดิการ ปฏิบัติงานบุคคล แรงงานสัมพันธ์ / ชุมชนสัมพันธ์ InterpersonalBusinessPersonality ๏ Networking ๏ Consulting Skill ๏ Communication Skill ๏ Persuasiveness ๏ Business Knowledge ๏ Business Mastery ๏ Strategic Thinking ๏ Broaden HR Concept ๏ Personal Mastery ๏ Leadership ๏ Innovation ๏ Problem Solving ๏ Change Management ๏ Integrity & Fairness ๏ Accountability ๏ Quality of service ๏ Proactive Applicability ๏ Assertiveness Foundation Focus : A reas of Expertise Successful Execution HRCompetencies
24 Foundation Focus : Areas of Expertise Successful Execution Pulping Coating Innovation Planning Directing Analytical Thinking Problem Solving Communication Team Building Reading & Interpret Data Controlling Safety Mgt. ProductionCompetencies Paper Making Engineering Paper Recycling Box Making Product Application Forestation Energy / Environment Statistical & Decision Making Green Productivity Productivity Improvement Cost Reduction Systematic Thinking Integrity High EQ Leadership Tenacity BACK
26 Strategies of HRD Knowledge Management Knowledge Management People Management People Management Fast learning, Sharing learning for Productivity
27 T opics 1. Definition 2. Why KM? 3. Our KM Journey Phase I (From Individual to Corporate Assets) PPB_KS Background & Story PPB_KS Committee & Implementation Phase II (Building Knowledge Sharing culture) Creating the COP’s Promotional Program Highlights of the PPB_KS
28 การหาความรู้มาสร้างนวัตกรรม LO ใช้ความรู้ของเราเองทั้งหมดองค์กรการรับรู้ รับถ่ายทอดเทคโนโลยีจากภายนอกองค์กรเสพย์ความรู้ สร้าง ซื้อ ผสมผสานหาความรู้ภายนอกภายใต้บริบทขององค์กรสร้างใหม่ต่อยอดองค์กรการเรียนรู้ เสริม
30 The systematic process of creating, maintaining and nurturing an organization to make the best use of knowledge to create business value and generate competitive advantage. Knowledge Management a useful definition
31 Knowledge Management Data – Information - Knowledge. Data – Information - Knowledge. The best knowledge is rare. The best knowledge is rare. Right people, right Knowledge, right time Right people, right Knowledge, right time Organizational memory. Organizational memory.
32 Data are facts, numbers or individual entities without context or purpose. Data are facts, numbers or individual entities without context or purpose. Information is data that has been organized into a meaningful context (to aid decision making). Information is data that has been organized into a meaningful context (to aid decision making). (Meeker, Joseph, “What is Wisdom”, LANDSCAPE, Vol. 25, No. 1, Jan 1981.)
33 Knowledge is the human capacity (potential & actual ability) to take effective action in varied and uncertain situations. Knowledge is the human capacity (potential & actual ability) to take effective action in varied and uncertain situations. Wisdomis a state of the human mind characterized by profound understanding and deep insight. It is often, but not necessarily, accompanied by extensive formal knowledge. Wisdom is a state of the human mind characterized by profound understanding and deep insight. It is often, but not necessarily, accompanied by extensive formal knowledge. (Meeker, Joseph, “What is Wisdom”, LANDSCAPE, Vol. 25, No. 1, Jan 1981.)
36 System Model for managing Knowledge Based on Michael J. Marquardt’s Model Acquisition Transfer & Dissemination Transfer & Dissemination Application & Validation Creation Analysis & Data Mining Analysis & Data Mining Storage Knowledge
37 Concepts, methodologies Facts, beliefs, truths & laws Know what, Know how, Know why Judgments & expectations, insights Relationships, leverage points Intuition & feelings Meaning and sense making Knowledge can take many forms…
38 The foundation of the enterprise Grows with use Increases when shared Primary source of value Only solution to understanding complexity Good things about Knowledge
39 Bad things about Knowledge Usually exists in the minds of individuals Usually exists in the minds of individuals Hidden in some forgotten report Hidden in some forgotten report “Knowledge is Power” – encourages Knowledge Hoarding “Knowledge is Power” – encourages Knowledge Hoarding Leaves the organization with the employee Leaves the organization with the employee
40 KM versus Data Management? Data / information management Data / information management Processing large volumes of facts with little human interaction Processing large volumes of facts with little human interaction Puts data into organized frameworks Puts data into organized frameworks Knowledge Management Knowledge Management Requires human interaction – material must be organized to facilitate human access to it. Requires human interaction – material must be organized to facilitate human access to it. KM provides links between organized frameworks. KM provides links between organized frameworks.
41 Communities of Practice Teaming – Particularly Cross-Functional Teams Lessons Learned, Best Practices, Proven Practice Use Knowledge Capture Processes Facilitation, Groupware, etc. Strategic Planning Subject Matter Expert Identification and Use Processes & Reengineering of Such When Appropriate Knowledge Engineering, Taxonomies, Library Science, Mapping Intellectual Property Workflow, Data Warehousing, Secure Messaging Change Agent Knowledge Brokering Story Telling, Peer-to-Peer, Mentor Programs WHAT IS… Knowledge Management? Definitions are great, but…
42 Knowledge Workers Dominant group of workers in the 21 st century. Dominant group of workers in the 21 st century. Specialists with job-specific skills. Specialists with job-specific skills. Have significant formal education or formal training. Have significant formal education or formal training. Are self-directed learners Are self-directed learners Require multiple, continuous learning opportunities to maintain their specialized knowledge Require multiple, continuous learning opportunities to maintain their specialized knowledge
45 Why KM? What we want to achieve Why KM? What we want to achieve Nobody in an organization knows what the total organization knows I know who to ask My NETWORK Company level I know ME I don’t know Who to ask Group level We want to enable our staff to come closer to what we know as a company to improve company performance, and learn from that.
46 What computer knows, what people knows What I know I only know what I know when I am asked. I can write down 1-2 % of what I know. What I publish COMPANY KNOWLEDGE PPB_KS & Webboard
47 Phase I 2003 The start of a KM Journey From individual to corporate Assets Set up Structure/Process/Platform Phase I 2003 The start of a KM Journey From individual to corporate Assets Set up Structure/Process/Platform
48 Focus on Professionalism & Business Mastery
49 Pulping Mgr.>2 Pulping Mgr.>2 Forestry Mgr.>2 Forestry Mgr.>2 Paper Mgr.>2 Paper Mgr.>2 Packaging Mgr.>2 Packaging Mgr.>2 PPB’s Main Business Process Technical Development Committee MD: Chairman Scientist and Engineer-Managers from Main Business Process Join the Mission !
50 Pulping Pulping Forestry Paper Packaging Forestry Plantation Surface Coating Paper recycling Pulping Bleaching Product Application Box- making Environ ment Paper & Converting Engineering Industry Benchmark Statistical Tools From BP to Technical & KM Road - Maps TechnicalKM Road MapsTechnicalKM Road Maps K-Identification
Plantation & Pulping (PP) 2. Paper Recycling (PR) 3. Paper & Converting (PC) 4. Coating/Surface (CO) 5. Product Application (PA) 6. Box-making (BO) 7. Environmental Management (EV) 8. Engineering (EN) 9. Energy (EG) 10. Industry Benchmark (IN) 11. Statistical Tools (ST) Foundation of the Technical Training Roadmap & Knowledge Map Basic 101 Intermediate 201 Advance 301 Technical Excellence MapMap
52 KK- Map K
53 Title Course Director Champion Do Training Roadmap Site Map Basic/Intermediate General Knowledge Basic/Intermediate General Knowledge Advance Level T1,T2,R Advance Level T1,T2,R People Lecturers Assoc. Champion Learners Site Admin Learners Site Admin Mentors,Members Mentors,Members Method Capture knowledge Capture knowledge & share to learners & share to members & share to learners & share to members in class. In the PPB_KS. in class. In the PPB_KS. TITC Corporate Training Technical Site Admin. Technical TrainingKM (PPB_KS ) Two Important Roles of Technical Training Members
54 PPB_KS Story PPB_KS Story
55 PPB_KS at A Glance Start: April 30, 2004 KM Program: Quick Place Team Learning of IBM ( personalized web portal /collaboration/security/search) Investment: 1.56 MB Users: 700 licenses ( Supervisor 4 – MGR. Level) 3 types of users : general users, registered users, compulsory Location: 2 Servers/ Bang Sue, Ban Pong Service Area: PPB Group of Companies URL: ksbs1/ppb_kss, ksbp1/ppb_ksp Responsible Function : Technical Information and Training Center (Under Supervision and Direction of Technical Committee)
56 Objectives for Creating PPB_KS To be an on-line center of Pulp and Paper technical knowledge; training materials, standards, patents and best practices from both inside and outside sources; To be an on-line center of Pulp and Paper technical knowledge; training materials, standards, patents and best practices from both inside and outside sources; To systematically store wide spread technical knowledge into the same portal for easy access and enhance the knowledge sharing; To systematically store wide spread technical knowledge into the same portal for easy access and enhance the knowledge sharing; To capture the tacit knowledge and disseminate the employees wisdom in business for enhancing the learning organization and competitiveness; To capture the tacit knowledge and disseminate the employees wisdom in business for enhancing the learning organization and competitiveness; To provide the virtual space for business to use IT to share their knowledge among the members via CoP’s. To provide the virtual space for business to use IT to share their knowledge among the members via CoP’s.
57 Technical Knowledge Management Process Technical Knowledge Management Process Knowledge Database Knowledge Update Modules: XMR Technical Marketing etc. USERS K-Apply K-Sharing Module Community K- Selection External Community Mentors Module Champion Team Knowledge Retrieval K-capture K-Storage
59 Structure of PPB_KS Committee Structure of PPB_KS Committee
60 Organization of the PPB_KS Technical Site Administration (Technical Information &Training Center) Technical Site Administration (Technical Information &Training Center) The Technical PPB_KS Started in March Champions,42 Asso. 34 Site Admin. 160 Mentors
61 Responsibilities-Champion Foster knowledge creation from internal & outside sources and validate right and quality information before storing in the site. Promote members sharing knowledge in the site. Authorize membership according to the security codes. Terminate membership for prevention of site violation and security of information. Manage the site compliant to the PPB_KS Technical Excellence’s regulations. Appointed by position (11 ) Appointed by position (11 )
62 Responsibilities-Associate Champion Manage, coordinate and act as an assistant of champion to promote members sharing knowledge in the site.. Join the mission of knowledge – verification before storing in the knowledge base. Appointed by position (42 ) Appointed by position (42 )
63 Responsibilities - Mentors Invited by Champion (unlimited) Invited by Champion (unlimited) Answer the questions in the community’s site in the area of his/her own specialization and skills with active response. Recommend sources of knowledge for extensive study. Encourage questioning and answering information in the site.
64 Mentors in Each Module Module Numb er Level SupervisorManager Industry5-5 Plantation & Pulping Paper Recycling Plant 725 Paper Making & Converting 1046 Coating & Surface Treatment 1156 Box - Making Product Application Environment6-6 Energy13112 Engineering1183 Statistic Tools
65 Responsibilities – Site Administration Selected by Champion(36) Selected by Champion(36) Create and Manage rooms compliant to the PPB_KS Technical Excellence’s Regulations. Ensure knowledge security (assign the role base) Communicate news,events and screen information posted on site for champion team.
66 Responsibilities – Members Apply and to approved by Champion (Unlimited ) Apply and to approved by Champion (Unlimited ) Add opinion, publish and share their own information with others in the community. Participate the promotional plan of site occasionally.
67 Responsibilities – Technical Site Admin. Organizational Function (1) Protect all sites from system breakdown; virus protection, Manage, allocate and measure the use of server area of each site. Ensure knowledge security by assigning the passwords in the system Communicate news, common rules and link all sites via Site Admin Site or champion -meetings. Provide compulsory courses of PPB_KS to all people in the Knowledge System Develop the system for maximizing the use of knowledge system. Technical Site Administration (Technical Information &Training Center) Technical Site Administration (Technical Information &Training Center)
68 PPB_KS Concerns 1.Reliability of Information and Knowledge for Business 2. Security of Information and Knowledge Shared 3. Systematic Storage and Fast Retrieve of Knowledge 4. Reliability of Servers 5. Knowledge Sharing Culture
Get Started 2. Infrastructural Evaluation 3. KS Analysis Design 4. Launch KS Initiatives Stages of PPB_KS Implementation Stages of PPB_KS Implementation
Get Started 1.1 Learn from other experiences; AIS,SCG KM, CCC Accenture; 1.2. Create a clear, tangible picture of the benefits of KM. (Corporate Asset of Technology) for budgeting; 1.3 Find out what KM possibilities are available with existing information technology with IT PPB taskforce; 1.4 Discussion with IT suppliers and Select. April - July. 2003
Infrastructural Evaluation 2.1 Understand all PPB’ s existing networks: internet, intranet (what has already been in place) 2.2 Understand the limitations of KM tools and Identifying existing gaps. July-October 2004
KS Analysis Design 3.1 Approach: Establish a clear definition of overall system, organization, CoP’s, knowledge map of each module. 3.2 Culture: Site Admin./ Key personnel Trainings. 3.2 Pioneer: Select pilot module to show demonstrable, relevant results. ( Coating Module) 3.3 Development: Methodologies that can replicated, type of Data and Security, measurement. October- March 2004
Launch KS Initiatives 1. PPB_KS Roll Out; 2. Training all users 3. Manuals for users/site administration. 4. Exhibitions at site 5. Call Center 6. Bi- weekly measurement of knowledge shared and real time - no. of visitors in each module. 7. Quarterly measurement of Knowledge Inventories. March
75 Phase Pooling the Organization Knowledge COP’s and Promotional Plan Phase Pooling the Organization Knowledge COP’s and Promotional Plan
76 Creating The COPs Identify users with the same work principles and functions (compulsory group users;) to be approved by Module Management; Identify users with the same work principles and functions (compulsory group users;) to be approved by Module Management;users Create common interests, daily work issues as set up questions; Create common interests, daily work issues as set up questions; Creating Social Activities for knowledge creations and sharing; Creating Social Activities for knowledge creations and sharing; Creating Web Board/notifying mail. Creating Web Board/notifying mail.
77PPB-COP’s ModuleCOP’s Names Industry Purchasing Marketing Plan Engineering Plantation & PulpingPlantation Pulping & Bleaching & Pulping Drying Chemical Recovery Paper Recycling Plant Paper Making & ConvertingPaper-making for Kraft Paper Paper making for Printing & Writing Paper Coating & Surface Treatment Box-MakingCorrugator Converting Production Planning Maintenance Marketing Production Design Logistics Product ApplicationLab & QA Printing Paper Publishing Paper Environment EnergyBoiler & Turbine Generator Engineering & MaintenanceTrouble Shooting Statistical & Decision Making ToolsStatistical tools for 5 specific functions
78 Mentors In Charge of the COP’s
79 Mentor’s Profile :Achievement & Experiences
80 PPromotion of The COPs P Rewarding both monetary and recognitions (Gift Voucher) Rewarding both monetary and recognitions (Gift Voucher) Attend the technical Symposium; Observation tour; Attend the technical Symposium; Observation tour; Free luncheon Free luncheon Group Forum, meeting the mentors and champions. Group Forum, meeting the mentors and champions.
104 Collected Byte of each site since Roll-out MB
105 Participation of PPB_KS First start 1/09/04
106 Participation of Technical Excellence Since 1/09/04
107 Highlights of the PPB_KS 1.Start with clear business drivers for KM and what value is expected by focusing on PPB Business Knowledge. 2.Map the knowledge which is critical to core business activities/processes 3. Mobilize all people concerned and build facilitation skills from the beginning. 4.High involvement of Managers, focus on Sustainable System and decentralization
108 Highlights of the PPB_KS 5. Develop new organizational support system. 6. Create technology infrastructure to drive/enable knowledge sharing and collaboration 7. Monitor and demonstrate on-going business benefits of knowledge management
109 Old Web Board Unfamiliar/Unable measurement/ No notification
110 New Web Board
111 Accept the Rules
112 Apply for module member
113 Confirmation of Member’s Addition and Deletion
114 Notify New message
115 Lesson Learned 1.People networks leverage knowledge organizational pull rather than centralized information push. 2.Organizations leverage knowledge through networks of people not through networks of technology that interconnect. 3. Nurturing people with the knowledge.
116 People Management Build INNO people - CLP Knowledge Sharing Culture - COP
117 Technical Information & Training Center 2006 Courses Technical Training At TITC Knowledge in brains Champion/Ass./mentor supervisors Community Of Practices members Capture in PPB_KS Ask & Learn Formal learning Search & Learn Participate & Learn 25 CoP’s -PP -CO Model -EV -PR -PA -ST E-learning -Manual -Web base -Acu-learning Webboard Picture & Rating E-library -Conduct -Evaluation -Follow-up for Technical Road Improvement INNO People - CLP
Training Plan 2006 E-learning Project Base Class- Room Short Coursesourse Technical Forum Symposium Basic level 3000 Man-days Intermediate Level 50 Engineers L1-2 > 1.5 Yrs. 40 Engineers L1 < 1.5 Yrs. Advance Level According to Technical Roadmap Critical Workforce R&D/Engineering A. Engineers & Supervisors B. Constructionism Learning Program & Expansion Project - Facilitators Development - C-paper, C-maintenance Group (5 months/course) - Learning Process Appreciation for Supervisors/Managers