ประสบการณ์การบริหารงานบุคคล

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1 ประสบการณ์การบริหารงานบุคคล
เกียรติศักดิ์ สำเภาเงิน ผู้จัดการสรรหาบุคลากรและแรงงานสัมพันธ์ ธนาคารไทยพาณิชย์ จำกัด(มหาชน) /

2 21st Century is era of “Change”
“All thing in this world are impermanent. They have the nature to rise and pass away. To be in harmony with this truth bring true happiness “ Buddhist Chant

3 Top Ten Decline Career in 2014
Stock Clerk File Clerk Post Officer Secretaries except legal , medical , executive Administrative support Call Center Staff Door to door sales Purchasing Officer Computer Operator HR Officer Source :

4 Forces of “Change” Increasing globalization (การเติบโตของโลกาภิวัฒน์)
Emergence of new competitors (คู่แข่งขันรายใหม่) Changing customer demands (ความต้องการของลูกค้าเปลี่ยนแปลงไป) Shortened product life cycles (สินค้ามีอายุสั้นลง) Heightened environmental concerns (การให้ความสำคัญกับสิ่งแวดล้อม) Increasing regulatory demands (กฎกติกาใหม่ๆ) Joseph M. Ryan, Ph.D. Wharton School

5 สิ่งที่ลูกค้าต้องการ
ความรวดเร็ว(Speed) ความถูกต้อง(Right at the first time) คุณภาพ(High standard performance) ความประทับใจความภูมิใจ (Passion and experience)

6 ผู้มีส่วนได้เสียการดำเนินธุรกิจ
ผลตอบแทน ความโปร่งใส ตรวจสอบได้ หน่วยงานของรัฐ ธนาคารแห่งประเทศไทย กระทรวงการคลัง ตลาดหลักทรัพย์ กระทรวงพานิชย์ สังคม/ชุมชน คู่แข่งขัน ผู้ถือหุ้น นักลงทุน ผู้ร่วมธุรกิจ ลูกค้า/ผู้ร่วมธุรกิจ พนักงาน ลูกค้า ผู้แทนจำหน่าย ผู้ให้บริการ ผู้บริหาร พนักงาน ค่าจ้าง สวัสดิการ การดูแลที่ดี คุณภาพสินค้า บริการที่ดี ราคายุติธรรม

7 Strategic Management Process
External Analysis Human Resources Needs Skill Behavior Culture Human Resources Practices Mission Goal Strategic Choice Internal Analysis Human Capability Human Action Organization Performance Source : Human Resources Management 3rd edition Gaining a competitive advantage

8 HRM Strategy Leadership Human Capability Culture Vision Mission
Biz Result Business Process Change Internal / External Manpower Planning Selection Process Competency Manpower Planning Learning Training Development Development Retire Early Retire Termination Employee relation Retire & Retain Salary Bonus Welfare Benefit Compensation Management Career Planning Performance Management Succession plan Promotion Job assignment Performance appraisal Potential evaluation Talent Assessment

9 A goal without a plan is just a wish.
Antoine de Saint-Exupery

10 How to Create High Performance Organization?
How people are serve organization target? (ทำอย่างไร...พนักงานทำงานตามเป้าหมายที่องค์กรต้องการ) How talents are selected ? (ทำอย่างไร...จะคัดเลือกคนเก่งคนดี) How to motivate people ? (ทำอย่างไร..จะจูงใจให้ทำงาน) How people are developed ? (ทำอย่างไร...จะพัฒนาความสามารถพนักงาน) How to retain people ? (ทำอย่างไร...จะรักษาพนักงานไว้ได้)

11 HRD link to business result
Change Business Result Globalization Global Mindset Competitiveness Global Competitor Vision/Mission KPIs Competency Development Plan Performance Mgt. HRM Process Talent Succession Plan Organization Value/Culture Technology/Skill Technology Change Learning Organization Knowledge Base Economy

12 Recruitment Job Choice Vacancy Applicant Company policy Recruiter
Sources Internal – external recruiting Market positioning and company image Internal – external source Collage and universities Employment agencies

13 Selection and placement
Screening Tests Interview Reference Probation Job requirement GPA Appearance Personality Attitude Culture Role play Background Physicals Skill Personality Academic Work sample Honesty Drug

14 Need assessment process
What is the context? Organization analysis Reason Legislation Lack of basic skill Poor performance New technology New product New job Customer request Higher performance Outcome What trainee need to learn Who receives training Type of training Frequency of training Training or other option such job redesign Task analysis Person analysis In what do they need training? Who need training? Source : Human Resources Management 3rd edition Gaining a competitive advantage

15 Development Methods Intervention for Development Preferences,
Assessment Center Job Rotation Career Counseling Special Project Assignment Off-site Training Program Self Study Community of Practice (CoP) Job Enlargement/Enrichment Shadowing Mentoring Apprentice Training CBT On-the-Job Training Coaching Preferences, Corporate Culture, Actual Possibilities Intervention for Development Development through Work Job Rotations Shadowing/Coaching CoP Activities Challenges Training & Development Source : Hunseok Oh (Department of Education, Seoul National University, Korea)

16 Competitive advantage Information Technology
Competency-Based HRD Goal of competency-based HRD: To extract core competency aligned with business vision and strategy, and to design and use it for strategic integration in terms of human resource management Define Competency Design HR System Competency Model Competency Profile Competency Measurement Change Management Selection Vision /Mission Business Goals Org. performance Competitive advantage Strategy Tasks KSF Assessment of Job competency Development Competency Modeling KPI Assessment Maximization of People Value Information Technology Source : Hunseok Oh (Department of Education, Seoul National University, Korea)

17 Compensation Philosophy
External Equity Competitive Internal Equity - Meditative - Fairness Individual Equity Adequate Ability to Pay Attractive&Retain

18 Compensation & Benefits System Framework
Membership - Based Performance - Based Benefits and Services Performance Rewards Cash or Cash - Related Health & Welfare Broad-based Stock Option Tuition Reimbursement Child / Elder Care Wellness Program Base Pay (with Merit) Variable Pay Stock Option (Selective) Spot Awards Hiring Bonuses Workplace Opportunities Performance Recognition Non Cash or Symbolic Specialized Training Career Development Flex Hours Informal Dress Company Events / Parties Promotions Special Assignments Recognition “Star” Presidents’ s Club Recognition Trips/Tickets

19 Example Of A People Evaluation Matrix
High Under-performer: Give warning; provide targeted development support Major leaguer: Plan next move, provide extra coaching Superstar: Plan multiple fast moves; ensure compensation is sufficient Medium Solid pro: Consider development Plan next development opportunity Low Failure: Manage Out Solid pro: Keep in place Potential Can be simply ‘has ability to move 2 levels up’ Can explicitly include traits such as leadership, intelligence, values Performance Based on performance evaluation rating, A/B/C rating or quintiles Emphasizes actual results/achievements, since competencies are captured by the potential axis Source : Joseph M. Ryan, Ph.D./Wharton

20 Job withdrawal process
Cause of job dissatisfaction Personal disposition Task & role Supervisors & peer Pay and benefits Cause of job withdrawal Behavior change Physical job withdrawal Psychological job withdrawal job dissatisfaction job withdrawal Source : Human Resources Management 3rd edition Gaining a competitive advantage

21 Why employees work 1.Career Growth 2.Challenging Job 3.Job Value
4.Good Friends 5.Good Team 6.Good Boss 7.Regcognition 8.Enjoy Work 9.Empowerment 10.Flexible in Time and Dress

22 Any Question? "The important thing is not to stop questioning."
Albert Einstein