Dear students,
This is my first day to meet all of you. I taught here during 26-28 years ago. Now I come back again and I feel happy to be here with all of you. My objectives today are
§ To share and learn with all of you
§ To enhance each capacity of all of you to become more capable.
This blog is the best way to share ideas and I’m looking forward to read the interesting views on HRM.
Prof.Dr. Chira Hongladarom
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This is our learning environment in the class.
นิสิต สถาบันวิจัยศิลปะและวัฒนธรรมอีสาน มมส. ยังคิดถึงอาจารย์ค่ะ
รักษาสุขภาพนะคะ
Question:
Analyze page 5 (from the book), and tell me what's wrong with it.
Answer:
During the analysis of the "Strategic HRM practices" written by writers: 'Noe, Hollenbeck, Gerhart and Wright' - leading to company performance there were some items found to be missing in regards to HRM.
1)The most important item missing are the Mission and the Vision of the company.
Mission - represents the company's short term goals and objectives.
Vision - represents the company's long term goals and objectives. Like for example where the company wants to go and what it wants to be in the next 10 years.
Mission of a company always changes, and is suspectible to modifications. But the vision of a company remains the same.
2) The Company needs to know if the employees are willing and most importantly happy to work.
For example if an employee is selected for a hazardous job (say for example with high salary) like work in Nulcear power plant project for or a Space agency.
Because money is not important factor all the time.
The most important thing to know is if he or she is happy & willing to take the risk of their lives - thinking that if it turns out to be successfull, he or she will be a super star or an icon to be stamped in the pages of the history book.
This all comes down probably to motivation.
3) The HR also needs to find out if these employees are suitable and willing to perform "Multiple-role-jobs".
So in times of crisis the company can go ahead forward.
4)Is the HR ready to implement changes & understand the mid set of employees, (MAKE EMPLOYEES EXCITING) in the work place environment and modifications of job responsibilities for employees. This is because most employees are resistant to change.
5)Adequate no of HR personels needed to help all employees in a corporation.
Question 1: Tell me what's wrong with page 5 from the text by Noe, Hollenback, Gerthart, Wright: Human Resource Management: Gaining a Competitive Advantage. Sixth Edition
Analysis of figure 1.1 which illustrates HRM practices separated into eight strategic HRM functions all leading to company performance.
Answer: 1) The problem with their sequence diagram is that it is limiting to say the least. Immediately you notice that it does not mention the company's mission nor vision. However, to the authors, this may be counter-intuitive. Of course human resource needs and practices must be aligned with the company's goals, objectives, mission and vision. On-the-other-hand, I do believe they would have a stronger case if they explicitly mention this and not leave this important aspect to be implicit.
2) As well we are left to assume that employee motivation and employee happiness is perhaps part of one of the functions. Maybe recruitment or selection, or perhaps compensation or employee relations. We just do not know. Again with such crucial hot topics as motivating employees and employee happiness, they should have explicitly included these topics, instead of leaving us guessing.
3) Finally, they imply that all these functions lead to company performance. However all these functions could simply lead to employee satisfaction and not overall company performance. As well by including company performance now, it was evermore important to include the aligning of company goals, objectives, mission and vision at the beginning of the strategic HRM function.
To back-up their thoughts, this figure does provide a basic framework of the HRM functions sufficient for those being introduced to the topic for the first time.
However, if I were to design this diagram it would be more like the following:
Strategic HRM Functions > Company Goals, Objectives, Mission & Vision > Analysis & design of work, Division of Labour & Work Processes > HR needs & forecasting > Recruitment Strategies > Selection Process > Motivation, Life-long Learning, Training & Development > Compensation, Benefits, Work-life Balance > Continuous feed-back & performance evaluations > Employee relations & Employee well-being > Employee satisfaction & cost-savings > Higher Profits > Achievement of company goals & objectives > Overall company performance.
Question1:
Regarding to Strategic HRM shown in page 5 (Analysis and design of work, HR planning, Recruiting, Selection, Training and development, Compensation, Performance management, Employee relation) considered to influence and maximize on company performance is not well complete to lead to highest company performance. These HRM practices are insufficient due to lack of vision, mission, goal-setting, motivation, satisfaction as well as retention their workforce.
1)Goals-setting must follow direction of mission and vision to know what needs to be done that help to understand how to enhance the right activities and decrease the amount of energy wasted on unimportant goals. Besides, goals should be clear, specific, and difficult enough to promote greater effort since if it too hard to reach; it will meet with less participation and commitment. As well, make sure that the explanations are clearly understood. Goals cannot interest without incentives and feedback so that goal accomplishment takes on meaning and progress can be monitored.
2) Motivation is an energy that a person is willing to devote to a task. Company should create motivation through “rewards” linked to accomplishment and pay for performance. Pay for performance program can be divided into three levels for individual worker, different teams, and entire of organization. However, organization must be aware to create competition among co-workers and destroy team morale. Highly motivated people might lose motivation for three reasons. First, high expectancy; cannot perform as anticipated. Second, perform well; not lead to desirable outcome. Third, experience with the rewards; discover disappointed from initial need.
3. Satisfaction is a pleasurable feeling that make workers stay and loyal to company. Better treating employees as valuable assets lead to higher employee satisfaction. In addition, knowing what their employee’s need, desire, expectancy, and their ability is vital. Because people who value high in their needs for achievement, they are no longer being driven by the money, but instead are driven by more intrinsic rewards. Thus, company has to find other alternatives than pay to motivate workers, for example, tries to make employees happier with health care, on-site gym, amenities such as recreation facilities in break room or relax room. Create a more pleasant atmosphere for people at workplace, more relaxed culture, using flatter the organization for better collaboration.
4. Pay attention not only to attracting,but also retaining the skilled and talented workforce. For example, provide a positive attention to workers such as personal attention in a letter from CEO, or small symbolic mementos for their good work. Utilize decentralization and empowerment employees to increase employee engagement. Understand and enhance employees’ attitudes and emotions that they experience in the workplace. Design an employee survey research to build around and monitor employee satisfaction.
Finally,only HR department alone cannot maximize overall company performance, but also with cooperation of many departments such as IT, operation, financing and marketing.
Question 1:
After reading page 5 Strategic HRM which consists of Analysis and Design of work, HR planning, Recruiting, Selection, Training and Development, Compensation, Performance Management, Employee relation. I found that not only vision and mission missing from the strategy but Goal, Evaluation, and Environment and Communication also.
As Arisa mentioned about Goal, I would like to add that company’s goal will help employee to go in the same direction. In each unit can have its goal but it must conform to company’s goal.
Only performance management is not enough because companies can manage quantity but cannot manage quality by without evaluation. Performance Evaluation can help employees to know quality of their work. Company should evaluate employees’ performances and should have employees to evaluate themselves too. For example, DTAC put the mirror at call center desk for controlling staff emotion.
Environment is quite important since employees stay at workplace at least 8 hours a day. If atmosphere is pleasant, employee might enjoy working and might have good mood. Many companies try to create good environment because environment impacts employees’ health directly.
Communication is the best way to connect people. Human Resource Management will not effective if employees and leaders cannot connect each other.
Answered question no1. Analyze page 5 and tell what’s wrong with it ?
HRM practices in the text book refer to the policies, practices, and systems that influence employee’s behavior attitudes and performance. Many companies refer to HRM as involving people practices. As the figure in the text book shows HRM practices include analyzing and designing work, HR planning, recruiting, selection, training and development, compensation, performance management and employee relations. My comment on HRM practices is that HRM department and/or managers need to understand what is the objective of the company then design HRM practices meet to theobjective. Employee feedback is very important therefore the evaluation of HRM practices program should be add into the diagram in order to see the effectiveness of the program and it would be useful for the next development.
Question : Analyze page 5 and tell me what’s wrong with Human Resource Management Practices ?
Comment : The mission and objective of Company is very necessary because it is the key to determine HRM strategy however the business mission and objective is not only set by Human Resource function but also Finance, Sales and Marketing and other functions which involved to develop and deliver plan to improve the performance and achieve the goal of company together so definitely,HRM is the most important supporting for all areas to push and make employee to understand for management expectation and to motivate and develop them to work happily with high efficiency in the roles of their department so ;
The practices of HRM can not develop with isolation but should determine the strategy to relate with the objective ,KPI ,Culture,Work process ,the way of communication of each departments which have different condition in order to build the best team and also have high productivity.HRM should start from analysis and clear for design of work (job description) and try to plan ,recruit and select people to link with criteria of that department after that to approach them with training and developing to improve skill and thought process with positvie to work in their job.Ensure for compensation that is suitable for performance and don't forget to create activities to make employee relation ,relaxing and satisfaction to be this company with happiness and also create the loyalty in thier mind to stay here in long term.
Strategic HRM which are right people ,right time and right place that will support company to achieve the objective in business.
Question 1: Tell me what's wrong with page 5 from the text book. Analysis of figure 1.1
Answer: There is not thing wrong with this figure; it is good enough for some kind of businesses such as the businesses or factories which have to produce only on seasonal period or hire people only when they need to produce the products which based on the seasonal factor and paid on hourly basis (less skill labors; whenever the season end they will layoff their staff or close the factory, so, they don’t need to set a strategy for employee retention, but for some businesses such as service organizations that need skill labors and continuous working period. They need more functions to increase the company performance such as "motivation" and "retention" programs to increase company productivity and decrease company turnover cost. For example, TISCO securities, the company that I work for has set a program to help keeping their staff as long as possible by providing a gold necklace for staff who works with them longer than 1 year. (The gold value will increase for each additional years of working). They also provide company mortgage for housing, and other family benefits which can help increasing employee retention. For the motivation program, they has created a program call “cross selling”; any staff who can sell any company products will receive a point to increase he/she KPI scores. This program is very successful. It help TISCO Securities to increase their sales revenue approximately 30% per (they can reduce number of sales staff- reduce cost of hiring sales people) and use all existing employees to generate more revenue to increase the company performance. So, from this example, we should add “motivation” and “retention” functions to the diagram and it would be like following;
Analysis and design of work > HR planning > Recruiting > Selection > Training and development > Motivation > Compensation > Performance management > Employ relation > Retention > Company Performance.
Q1). Analyze HRM practices on page5 and tell me what’s wrong with it.
It cannot be said that the HRM practices shown in the book are totally wrong. However, it lacks the basis or the previous process. Before the HRM practices can be performed; a company needs to determine its strategy based on its mission, goals, opportunities, threats, strengths, weaknesses, and its HR capacity information provided by HRM function.
That means 2 things. First, HRM function needs to involve in the company’s strategy generation and selection process since the beginning. Second, once the company’s strategy is determined, HRM practices can then be performed to achieve the company’s mission and goals. For example, HRM function will know what types of employees should be recruited and selected and what training needs to be provided to gain some particular knowledge and skills.
Q2). Analyze sustainability challenge on page13 and compare to my sustainability capital.
Sustainability in the book refers to the ability of a company to survive and succeed in a dynamic competitive environment. It is one of the competitive challenges that companies recently face. HRM practices become important for helping companies deal with the sustainability challenge including economic changes, the makeup of the labor force, and meeting stakeholder needs (ethical practices, high-quality products and services, return to shareholders, and social responsibility).
While HRM practices play an important role for company sustainability as mentioned in the book; sustainability capital from the 8 K’s Theory of Dr.Chira is one of the concept for basic HR development. In other words, conversely, Dr.Chira’s sustainability capital plays an important role for HR development. That is because, to develop HR, people need to keep learning continuously as there is always new knowledge emerging.
Question 2:
Sustainability challenge refers to the ability of a company to survive and success in meeting the needs of its stakeholders (e.g., employees, customers, suppliers, shareholders, community). For example, emphasize increase value on intangible assets and human capital, provide high-quality products, services and experiences for employees and customers, provide a return to shareholders, including the ability to deal with economic and social changes as well as engage in responsible and ethical business practices.
The role of social responsibility and ethics has become even more important as many firms have seen their image and reputation are necessary for success, along with ethics can build trust, commitment, and build long term relationship with all stakeholders. Strong ethics causes employee to be motivated to serve customers, committed to the firm, committed to high quality standard, and satisfied with their job. With winning the trust and respect of their employees, customers, and society allow a firm to earn higher profit in the long run.
Refer to Prof. Dr. Chira’s 8K theory that sustainability capital involves continuity in developing people and lifelong learning as essence since new knowledge always occurs and only primitive knowledge is not enough to cope with changing. Also, everlasting learning the new knowledge becomes more valuable because it generates the quality and potential human resource. As demand for employee will exceed supply, especially the talented workforce, thus a company should continuously encourage employees for learning new things, sharing knowledge including offering more opportunity to develop their skills. In addition, employees look to the leader as a model of acceptable behavior, thus strong leadership and corporate culture in support can be the key role in guiding employee behavior.
Answered question no2.Analyze sustainability challenge and compare to professor sustainability capital.
The Sustainability Challenge in the text book refers to the ability of a company to survive and succeed in a dynamic competitive environment. Sustainability includes provide a return to shareholders, provide high-quality products, service and work experience for employees, increased value placed on intangible assets and human capital ,social responsibility ,adapt to changing characteristics and expectations of the labor force ,engage in responsible and ethical business practices and effectively use new work arrangements. In other words the sustainability challenge are related to the economy the characteristics and expectations of the labor forces, how and where work is done, the value placed on intangible assets and human capital, and meeting stakeholder needs.
Sustainability capital from the 8 K’s Theory of Dr.Chira is one practices for HRM .The practice refer to people need to keep learning continuously .It is very important for people development because new knowledge is develop all the times. Therefore people need to sustain their learning in order to make themselves competitive to others.
Both practices play a very important role for HRM practice. With all the challenges, HR function need to design the practice that suitable for employee in order to strengthen and enhance their capability to deliver highest productivity to the company for the long run.
Q1).Analyze page 5 (from the book), and tell me what's wrong with it.
-From my reading and analyzing from Strategic HRM chart in page5, I don't think it's totally wrong but this flow chart is one part of HR strategic Planning and this flow chart is quite too old version.
-Another key points;there are some elements in this chart is putting in wrong position. Moreover, there are some missing element in Strategic HR Management; one point is already discussed in class is HR strategic planning should be align with Vision and Mission of the company.Some element or HR function should be doing in paralell, it can't do step by step as the flow chart represented.
-I were re-design the Strategic HRM Planning as details below from my understanding. There are 5 key functions under strategic HRM Planing Process
1. Recruitment
-Manpower planing>Selection>Hiring
2. Training & Devekopment
-Traing>Developing
3. Compensation
-Reward & Recognition
4. Performance Management
- Evaluation> result> back to training & development process
5. Employee Relation
- Community & Labour union
In some company will have another function to do organization development that will support total company performance & reinforce company value.
Q2)Analyze sustainability challenge on page13 and compare to my sustainability capital.
It's not the same focus, sustainability challenge on page13 focus on company stakeholders which are included customer,employee,supplier and other parties that expect to see the company succeed, however in Dr.Chira sustainability concept is focus on how to sustian the human resources in the company. Therefore, both of these 2 concept,it reflect to company performance.
Question 1: Analyze page 5 and tell me what’s wrong with it.
The HRM practices shown in the text book are still not complete. The first obvious things disappeared from the figure are company’s vision, mission, and objectives. Without them, HRM cannot help the company succeed. Before HRM practices can be started, HRM function has to understand the company’s business and objectives. Also, each step in HRM practices (analysis and design of work, HR planning, recruiting, selection, training and development, compensation, performance management and employee relations) has to align with the company’s strategic plan to meet the company’s objectives. Finally, if there is any people issues occurred, HRM function has to feed back those issues to the top management. This could result in the revised company’s strategic plan to deal with the faced issues. The HRM practices will become more and more effective because of this continuous cycle.
Question 2: Analyze sustainability challenge and compare to my sustainability capital.
These 2 sustainabilities refer to different things. The sustainability challenge in the text book refers to the ability of a company to survive and succeed in a dynamic competitive environment such as meeting needs from stakeholders and changes in economy.
Sustainability capital, one of the 8 K’s Theory of Dr.Chira, refers to the capital that people need to be developed. It means that people have to learn all the time as new knowledge is always occurred.
Question 2.
In the textbook, sustainability refers to the ability of company to deal with all factors that impact directly or indirectly on company and also refers to ability of company to deal with its stakeholders in order to create sustainability success.
When compare with Sustainability capital which is one of 8 K’s theory, they have the same objective. Both focus on long term success. Moreover, sustainability capital of Dr. Chira emphasizes on human resources. I think human resources is important to company because human is the main factor that lead company to both long term success and loss.
Q2). Analyze sustainability challenge on page13 from the text book and compare to Dr. Chira's sustainability capital.
This is what I understood in short term.
The text book clearly puts more stress on survival of the companies through tough competition. It somehow tells us about how to tackle labour problems, maintain proper business ethics, and also keep employees and shareholders happy.
But as per Dr. Chira's Sustainability Capital,(things are changing) the 8K's mentioned by him are very much related to HRM. As per his sustainability capital learning and knowledge never stops.
So Dr. Chira developed another new 5K's - as the concept for human resources development in globalization.
Question 2:Compare pg 13 Sustainability Challenge with Dr. Chira's Sustainability Capital.
Immediately after reading page thirteen in our text on Sustainability Challenge we know they are not talking about the same things. The book takes a broad view of sustainability which refers to the ability of a company to be successful in today's market place. This success is based on how well the company meets the needs of its stakeholders. These stakeholders being the shareholders, the community the organization is part of, customers, employees and all the other people that have an interest in having the company succeed like governments, trade-unions, and such.
The next part is closer to Dr. Chira's Sustainability Capital and I will explain how. The book talks about the ability for companies to handle and deal with change, how they need to be responsible and ethical in their business practices providing high-quality goods and services and have processes in place to ensure that stakeholders needs are met. All this has lead to the growth we see in professional and service occupations. The skill set for jobs is rapidly changing and knowledge is becoming more valuable. We have seen changes in traditional employment patterns and new jobs created. Also with aging populations and slow population growth and the lack of employees with the right skills, the need for qualified workers will outstrip demand and thus we have the term "war for talent".
Now by looking at Dr. Chira's Sustainability Capital of life-long learning and always having the need to acquire new knowledge. We can see by following this idea that as individuals we need to prepare ourselves to be the qualified employees sought in the future as mentioned above. By practicing learning in the short-run that leads to long-term success, then we are doing something right. We will add value to our companies and our companies can facilitate this by having commitment in its people.
For example today in the news there was a story of Indonesian nurse's on their way to Japan to take care of Japan's elderly. The Japanese government saw the need to bring in workers due to a lack of local supply and the nurses saw that learning a new language would expand their opportunities. Change is afoot and people and industries are working together to solve these challenges.
In conclusion the two ideas are related in that they need each other as active players to be a success as companies and individuals together as one. The world is rapidly changing and it is those that learn how to deal with these changes and work them to their advantage are the ones who will succeed. The companies that promote this life-long learning will attract those who see this as the way forward and will be themselves a success. In essence, one feeds the other and it is a cyclical relationship, one always feeding into the other. Success breeding success.
Question 2 : Analyze sustainability challenge in textbook and compare to my sustainability capital?
Comment : The sustainability is the ability of a company to survive in a dynamic competitive environment and to meet the needs of stakeholders are various interest group who have relationship with,and consequently whose interests are tied to the organization as employees, suppliers, customers, shareholders and community which based on an approach to organizational decision making that considers the long-term impact of strategies on them and to deal with economic and social changes ,engage in responsible and ethical business practices,provide high-quality products and services and how to put in place methods to determine them.
The challenge of this sustainability is how company to survive with succeed and to meet the objective and needs of stakeholders by dealing with changed situation in long term and in order to cover need of stakeholders who have variable expectation so the implement of company will have to compromise generally but do not focus on employee improvement because there are many criteria and limitations to balance them so which may not satisfy and practice completely for HRM strategy.
Compare to term of sustainability capital in 8k’s : concept for basic human resource development in Prof. Dr. Chira’s theory is different view because he separate other factors which effect to company succeed to other K ; such as Ethic capital , Social capital , Digital capital ,etc to concentrate and make sure for strategy development is suitable and efficient for each of K; Sustainability capital will focus and realize in employee view that how to practice , coach and develop them to strongly improve and survive with succeed base on changing situation for long term.
So what is wrong with page five, that depends on what you’re looking for? Figure 1.1 highlights the order of human resource management practices which need to be in place to help increase the performance of a company. The figure highlights 8 strategic HRM practices under broad and a little ambiguous headings. By using such headings the authors of the text are trying to move away from limiting themselves too much. For example where does the issue of employee motivation fall? Is it under compensation, training and development, performance management, employee relations or within the actual design of work itself? In my opinion it needs to be considered in all the mentioned practices, it cannot to confined or limited to one specific practice.
HRM is a fluid concept and thereby when you try to capture this fluid concept within a static medium such as figure 1.1 you are going to be facing limitations. I believe the authors of the text were trying to capture the broad idea of human resource management practices in a manner which would not be overpowering and easy to understand for individuals from various different academic disciplines. In doing so the authors skimped on a few areas in terms of detail and explicitly as has already been highlighted by my colleagues in the preceding entries. Once thing I do believe that the diagram need to make explicitly clear is that all of these practices need not only be put in place but also implemented and managed (not always that case here in Asia) in order for there to be a positive impact on the performance of the company. Only a well managed HRM program will be able to bring about “gradual” improvement within company performance over a period of time.
So coming back to your question “what is wrong with page 5”, well nothing much really, it accomplishes what it set out to achieve. It gives you a basic picture into HRM but is lacking in detail. I am assuming that as we progress onwards from page 5 through the remaining 750+ pages of the text that the issue regarding the lack of detail will gradually disappear.
Question1: Analyze page 5 and tell me what’s wrong with Human Resource Management Practices?
Answer: I agree about Goal & Objectives but I would not mention about it again (as many people already answered it). For my opinion, in the step of diagram in the book, the Employee Relations (creating a positive work environment) should not put in the last step. After the Selection process, we should start program Employee Relations go along with another process, and should attend with employee’s feeling and attitude about company and their job.
Why? Because, many companies fail in to keep their employees to stay in the long term, moreover that we also lose money in process of Training & Development which if after this process, some employees go out to find another place, it waste of time & money for our company. Moreover, if theirs have negative feeling and attitude to our company, it can be show out in their performance and the quality of their jobs (which will be negative impacts in long term).
For HRM, should have knowledge about Innovation, because the world changes everyday like also people. So, we should adjust and change the way to manage our employees and for company’s performance.
Question 2: Analyze sustainability challenge and compare to professor sustainability capital.
Answer: Sustainability in book refers to ‘the ability of a company to survive in a dynamic competitive environment’ (which based on how company meets the needs of its stakeholders). For “Sustainability” in term of Dr.Chira, which do in short term well will lead to sustainable in long term, in my opinion, I think HR department in organizations play very important role today, because nowadays skill or talent of employees play as a major advantages for competitive in business. So, talent’s of workforces is very important and HR department would control and find the way to keep and also develop their workforces in long term.
Which mean, in book look in big view in stakeholders (employees, shareholder, suppliers and community). For me viewpoint is we should start from inside, which mean try to conserve our workforce and also develop them and concentrate in making relation for positive attitude (which will show in performance and quality of products or services), try to develop them and always try to innovate the new thing to appropriate with our company and our workforce in long term. If today we do well, it will lead well in another day and will become sustainable.
Question 1. Analyze page 5 and tell me what’s wrong with Human Resource Management Practices?
First of all, my knowledge and background about the Human Resource Management are just about a few because my work field is a kind of marketing related, however; I realized how much HRM is so important. Since “People” is the most significant resources for every organization, they therefore should be focused.
For what’s wrong of HRM Practices which was explained in the last Saturday class that the result should not be concerned about the company performance. In my opinion, all strategic HRM in page 5 can be indirectly led to the success of the company. It is because if any stage does not work properly, it means that there can influence to company performance more or less. In addition, I agree with training and development such as IT or new technology or software because this will help the employees to improve capability which will result to increase company performance also.
Question 2. Analyze sustainability challenge and compare to professor’s sustainability capital theory
In text book, sustainability is referred to an aspect of corporate social responsibility which related to the impact of the organization on environment, also included the ability of that organization to run on and succeed in the dynamic competitive environment. That is mostly concerned about the environment and whether the firm can survive and succeed, which are different from the professor’s sustainability capital theory that indicates something done in a short term successful; consequently, continuing maintain or sustain to the future in long period.
Moreover, the text book mentions about the changing of skill demands for jobs, resulting from economic and e-business, that means nowadays become focusing on knowledge more than before. With this point of view, I agree that people, who have more knowledge, especially on IT or innovation, will be concerned more and more.
Lastly, sustainability in the text book also mentions about the environment mostly on economic changing, both local and global. However, the professor indicated in class about this point also which I also agree that the economy affecting to the business.
Question 1: Analyze page 5 and tell me what’s wrong with it.
- Refer to page 5, i agree with the strategic HRM, but i would like to add some points in to this strategic, first of all the organization should settle the objective and gold because without this two thing, you will be like a lonely boat in the sea, no direction where to go which place should stay or stop. Then in the part of recruiting, HR department should really recruit the right man to the right place, they have to consider seriously whether that employee are suitable for those job or not? Is their ability are suitable or enough to handle all those requirement? Because, if you put the right man to the right job is the best way for the compapy to gain the most benefit! And also in the Employee relation, HRM should know the way to motivate them.
Question 1: Human Resource Management Practices
Refer to the HRM practices of page5, chapter1 in the text book “Human Resource Management: Gaining a Competitive Advantage, 6e, by Raymond A. Noe, John R. Hollenbeck, Barry Gerhart, and Patrick M. Wright. These practices are aim to enhance the company performance which are formed of eight HRM practices.
The eight HRM practices need to pay more attention in some important points, for examples;
1.HR Roles & Responsibilities; This R&R need to comply with company mission or goal. Without the same direction company may not reach to the goal or perform efficiently.
2.Evaluation; Not only evaluate the performance of employees but it should evaluate for all aspect e.g. conduct the employees satisfaction survey to perceive how they are satisfy with their job, boss, work environment, Benefits, and colleagues. Also ask each employee to define their future target, what they will do for the next period and when it will expect to be succeeded. Recommend to conduct twice a year
3.Collaboration; Work as a team is also an important role. A good relationship among departments will lead company to the goal effectively. One of HR R&R are required to maintain and create a good relationship in organize both employees level and department level.
Question 2: Sustainability Challenge and Sustainability Capital
From text book page13 sustainability challenge refers to the ability of company to survive and succeed base on how well company meet the need of its stakeholders, and considers the long term impact of strategies on stakeholders.
The sustainability capital is one component of the eight capitals or 8K‘s theory define by Dr.Chira. The sustainability capital plays an important role in Human development. Due to innovation and knowledge keep growing all the time, to maintain/develop company capability/quality and compete with others, HR need to open and learning new things continually.
The above two mentions have a difference focus first one aims on meet the expectation of stakeholders, but for the sustainability capital this focus on learning and continually of human resources, which is a part of developing in human resource. Anyway the end destination of the difference practices is lead to the same goal of the company.
Q1) Analyze HRM practices on page5 and tell me what’s wrong with it.
Regarding strategic HRM in p.5, the strategic HRM is not enough, the mission and vision of company is very important role because determined HRM strategy. The company cannot success and survive without mission vision goal and objective and also other department.
Q2) Analyze sustainability challenge and compare to professor sustainability capital.
In textbook, sustainablity refers to the ability of the company to survive and succeed in a dynamic competitive environment. The professor's sustainability capital show the short term success continuing maintain to long term. Sustainability capital will focus on employee development to improve and survive with succeed base on changing situation for long term.
Question 1: Tell me what's wrong with page 5 from the text by Noe, Hollenbeck, Gerthart, Wright: Human Resource Management: Gaining a Competitive Advantage. Sixth Edition
From the book “Human resource management: Getting a competitive advantage “ page number 5 is telling major responsibilities of HRM ,that is analysis and design of work, planning ,recruiting ,selection, training and development, compensation ,performance management ,&employee relation. These all the things join together and will show good output of the company it means performance of the company , but as per my understandings are with this 8 strategy won’t provide better or consistent output always for that company should have a specific format or specific documents ,it means company should have a proper standardizations. It is another major duty of a HRM, coz without proper standard company can’t go forward consistently, examples like international organizational standard (ISO) its one part of organization. Like these lots of formats are there to follow the companies to make them standared.Implimenation of these strategies is another duty of HRM.it has to be added in the resposibilities of HRM.
Q2). Analyze sustainability challenge on page13 and compare to my sustainability capital.
From the book “Human resource management: Getting a competitive advantage “Page number 13 is explaining about “competitive challenges influencing HRM “First area is telling sustainability challenge .It’s a good strategy which is a company can grow up drastically and for making profit. But there are lots of negative effects too. First thing is traditional work style; it will get change it will effect one part of work force. Second issue is globalization it will get effect all the countries ,each and every market will have competition ,so that all the companies wants go for globally for making profit. It will affect the local companies and employees as well which is not able to go globally. And another thing explaining about lack of employee’s .after the implementation of new strategy will get change to lack of job, coz implementations of new technology can reduce the need work force, so that illiterate people won’t get any job, and educated people will get effect lack of opportunities. These are the disadvantage I understood.
But if we find the advantages, it will be more than disadvantages, coz now having competition each and every area, technology and innovation is changing the world, in this situation company wants to go traditionally is very difficult to maintain the business .so that we can conclude that always should have changes it can make more effective than before
“River always under the bridge “
Question 1. Analyze page 5 and tell me what’s wrong with Human Resource Management Practices?
As a first time reader the strategic HRM practices seems to be a good guideline for HR plannig.The book talks about the basics and general steps to be considared while doing the HR planning.But when we look at the practical world the HRM means more than what explained and seems like it lacking of many emmployee behavior, organizational values,vision and mission of the organization in detail.Another important factor is the successful co ordination of all the employees to the achievement of the company objective such as the co ordination of different departments of a firm to work together.The another factor is the creation of a better working atmosphere, that means the environmental factor which in turn leads to the employee satisfaction one important factor to reduce the employee turnover.
Question 1. Analyze page 5 and tell me what’s wrong with Human Resource Management Practices?
The Company consisting many department that each department has style of working,thinking,attitude and value are different. So HR department should knowing and understanding the basic of job description and needs of each department is what kind of staff they prefer in order to searching for the appropriate staff to coporate with them in effectively and have happiness in working.When HR provides the training for further knowledge and capability for staff besides that let them know what is the objective,aim of company so that a staff acknowledge and practise in the same direction.
Q2) Analyze sustainability challenge and compare to professor sustainability capital.
Sustainability challenge is talking about how to company survive and succeed in a dynamic competitive environment that they focus on the need of shareholder,
customer,employee and community which is different from the sustainability capital theory that focus on individual person,people must be improve their self continuously because the technology is deal with business if we can't tracking,surely how we can cope with the competition in the global.
Question 1. Analyze page 5 and tell me what's wrong with it?
The strategic HRM process model on page 5:
a. This model is not sufficient to move company to high performance. All of the steps towards on company performance, but there isn’t mention about company’s vision and mission, without the goal and objectives (both long term and short term). How can the human resource management department drive the whole company to make high performance and create high efficiency?
b. Selection should not be a separated step; it also can exist in the step of recruiting, training and development.
Question 2. Analyze sustainability challenge and compare to my sustainability capital.
“Sustainability has been viewed as one aspect of corporate social responsibility related to the impact of the business on the environment.” (pg.13).This is a dynamic competitive environment that related with company’s survive and success. How does the company react when facing the keep changing environment? Internally, meets the needs of stakeholders, provide a return to shareholders, provide high-quality products, services, work experience and work environment (condition) for employees, increased value placed on intangible assets and human capital, Effectively use new work arrangements. Externally, play role in legal and ethical issues, take social responsibility, perceive and react with economic changes.
Question 2: Sustainability Challenge and Sustainability Capital
- I agree with the book, "sustainability includes the ability to deal with economic and social changes, engage in responsible and ethical business practices", because in order to compete to the outside or adapt yourselve to economic and social change, in my opinion we must first get ourselves prepared with it. We must have the efficient staff in order to drive the organization straight to the direction. In the present, the skill demand for the job is really high because all the organization need to gain the most advantages from the staffs, so a "war of talent" have occured.
Then, for the ethical is very important for all the organization nowadays, because it it like a window that shown the organization's look or reputation. Refer to 8K's theory by Dr.Chira,HR should develop themselve in by follow 8K's theory, develop continuously. For the sustainability capital is one of the important component part in HR, company should encourage all the employee to open up and ready to recevie the new knowledge,and also try to develop the skill for eg. by training activity. The company realized that the world situation have changed then we have to learn and learn in order to be able to compete with the other.
Q1. Regarding to topic of analyze Strategic HRM, I would like to add up more details such
1)HRM needs to set the Goals / Motto in the company due to all staff have to practic and perform in the same direction of company. Ex."Great & Growing"
2)Social contribution, I think every company should return something back to our society in order to make this world better. Ex."Global warming", We (HRM)should concern more by saving energy,process of recycling in the company.
Q2. In my opinion, I think both of Sustainability quite similar, since the final purpose is success or achieve in the same goal of the company.
In addition, they always need to continous improve or develop in terms of PEOPLE(resource)since people are the main factor to make company sustainable growth.
Moreover, Knowledge and experience can help everything complete.
Thank you
Question 1
There are a number of cases, provided with the assistance of management departments, on how good HRM practices can enhance service productivity and quality. The cases are grouped as 1.Vision, Mission and Values, 2.Human Resource Management Plan, 3.Manpower Planning, 4.Performance Management, 5.Training and Development 6.Service Quality Enhancement
Question2) Analyze sustainability challenge and compare to professor sustainability capital
The action taken by the HRM as a short term mode in a global business some times not work effectively.because the human resource's effective and efficient utilization is not possible in a global market if the action taken is without the proper understanding of the situation.This chapter refers the problem that arises when an experienced guy leaves and the HRM may face the lack of job known personels and such instances the short term decisions taken may not be a goodone because of the urgency,but it may have a short term result but may not be in a longterm manner.
Question 2: Analyze sustainability challenge in textbook and compare to my sustainability capital? (Please see my answer of Question 1 on the reply no. 8)
The sustainability challenge from text book focus on how to satisfy the need of company stakeholders which including of customer, employee, supplier and other parties that expect to see the success of the company, but the 8Ks of Dr. Chira focus on how to sustain the success by human resource, how to development or adapt our learning of new things, or adjust the changes to sustain the long term success.
Q2) Analyze sustainability challenge and compare to professor sustainability capital?
In the book sustainability has been viewed as one aspect of corporate social responsibility related to the impact of the business on the environment. Sustainability refers to the ability of a company to survive and succeed in a dynamic competitive environment.
Fundamentals of Intellectual Capital (IC)
Intellectual Capital is often described as the difference between the market- and the booking value of an enterprise. It includes three components:
Human Capital (Potential for future success):
Skills, Know How, Experience and Expertise of the employees. Human Capital is a "loan asset": It varies whenever changes in the staff structure occur.
Structural Capital (Organizational Routines):
Methods, Concepts, Processes, Infrastructure, Patents and Brands. Structural Capital covers everything remaining in the organization, once the employees have left.
Relational Capital (Embedded stakeholder relations):
Established relations to suppliers, customers, investors, society and other stakeholders.
The three components of IC are interactive: The Human Capital raises the Structural Capital; both together generate the Relational Capital. The 8'Ks of Dr.Chira also tells us about the different concept in the Human Resources Development.
Sustainable growth can only be achieved by way of people within the company who are sufficiently qualified and who help support the company goals.
Comments on Question No.1
In my opinion, I cannot overlook the effor of Mr. Hollenbeck and Mr. Wright that they illustrated the concept of HRM which is not serving the needs of todays business world. I think the Figure 1.1 shows us the broder view of HRM practices in organization. However, I believe for any organization want to be successful, they need to create a clear “Road Map” which should gives its company’s vision and mission and where they want to be stand in the future in regards of competative market. So, we can say that the concept of Mission, Vision and other aspect of organization need to inter-relate to the figure 1.1 as it was not mentioned.
My other point of view that was not included in the Figure 1.1 is that, it was not mention about employees motivation and psychological aspect of behavior of employees. It talk about compensation which deals with rewarding employees. However, we need to understand that rewarding or money cannot be determination of employees motivation for work. It needs more than reward in form of money or other things to build a motivated workforce and that motivation can be achieve by giving employees more respect and resposibilty for their work and creat a better atmosphere for work. And also imply the behavioral science prospective to undertstand employees moto and other aspect of their menatlity so that HRM can create a better and more goal oriented workforce.
Therefore, I would like to suggest that the authors may take my above-mentioned points in to their consideration and relate to the Figure 1.1 and again I would not say that the Figure 1.1 is wrong. I would say it just missing some point which can be realte to this frame work.
Comments on Question No. 2
According to our text book Sustainability theory describe as to the ability of a company to survive and succeed in a dynamic competitive environment. So as we see that the book puts too much emphasis on stakeholders needs as to any company success.
However, comparison of Sustainability Capital Theory between our text book and Dr. Chira, we can see that 8 K’s Theory of Dr.Chira is also one of the concept for basic HR development. But Dr. Chira focus on more continous development of human rosource. By nature not all human being are rational thinker. So in my understanding, Dr. Chira suggested that in order to be successful, HRM should focus on employees development by providing them opportunity of learning the changes in their surrounding and coach them how to cop up with changes and stay ahead in todays competative business world.
Question 1:
Human Resource Management (HRM) is a planned approach to managing people effectively for performance. It aims to establish a more open, flexible and caring management style so that staff will be motivated, developed and managed in a way that they can give of their best to support departments missions.
In taking a strategic and integrated approach, HRM is linked to the department's strategic direction in a systematic way. Such an approach is often reflected in the following practices
1: Clarifying a department's strategic direction by way of articulating its Vision, Mission and Values statement.
2: Establishing the strategic linkage and integrating HR programmes through a HRM Plan.
3: Projecting its short to long term human resource needs through a Manpower Plan.
4: delivering quality service through training and engaging staff in developing a service culture in addition to business process re-engineering and work streamlining.
Question 2 :
For the purposes, sustainability refers to the ability of the company to survive and succeed in a dynamic competitive environment and the the company would like to meets the needs of its stakeholders(employee, community, customers, shareholders) and sustainability includes the ability to deal with econimics and social changes.
and the 8K's is the concept for basic human resource development for improve about the behavior at the present and in the future.
Question 1 :
Human resource management (HRM) is the strategic and coherent approach to the management of an organization's most valued assets.
The people working there who individually and collectively contribute to the achievement of the objectives of the business.
Human resources management comprises several processes. Together they are supposed to achieve the above mentioned goal. These processes can be performed in an HR department, but some tasks can also be outsourced or performed by line-managers or other departments as the process below :
1) Workforce planning
2) Recruitment
3) Induction and Orientation
4) Skills management
5) Training and development
6) Personnel administration
7) Compensation in wage or salary
8) Time management
9) Travel management
10) Payroll
11) Employee benefits administration
12) Personnel cost planning
13) Performance appraisal
Question 2:
The Sustainability Challenge is a major new venture with the goal of driving massive action to bridge gaps between economic necessity and environmental responsibility but for the sustainability capital 8K's that is the Basic Human Resource Development which in my understand, this is the way to develop the people by themself by maybe use the 8K's concept together for create the advantage for their people.
Dear Students,
Thank you for good co-operation with me in sending blog. The first one came rather quick, in the same Saturday.
I will be at the class at 2.00 p.m. I will speak first then listen to your presentations and then we will have workshop.
See you
Chira
Homework
HRM – Not forgetting the Processes
During my years of studying in the field of economics and business administration, reading countless books in the related subject matters, and working in and with a number of small, medium size and large companies, I’ve noticed a clear trend. Marketers tend to appraise marketing as being the most important resource and function in an organization, Financial authors and practitioners tend to think that without proper finance, a firm cannot succeed, thus making finance the most important resource and function in the organization, Tech enthusiast tend to claim that today, technology is the most important source of competitive advantage for any firm and finally Human Resource Managers and theorists continue to appraise people as the key to success.
Although I recognize that all of these functions, policies and practices are essential for any company, I refuse to raise one single element as the most important. I firmly believe that without focusing on every single one of these functions a typical company will not be able to achieve and sustain long term competitiveness. Furthermore, I continue to ponder in disbelief, how each of these authors and professionals continuously forget to mention and underline, and how many firms lack to implement, what I personally find to be the most essential factor in bringing all of these important elements together in an efficient way, enabling continuous overall improvement and thus providing long term competitiveness and success for the company as a whole – processes.
Processes add efficiency, enable optimal performance and eliminate waste. Processes are documented, implemented, measurable and continuously improved. Naturally, processes cannot be implemented without people, and many times technology will assist in creating, measuring, documenting, implementing and improving the processes. However, it is in combination of disciplines, not segregation of them, where we will find success.
In this post I will look at the three most relevant issues to HRM described in the text “People, the Engine of Success” and underline how in fact the title should be “People and Processes, the Dual-Engines of Success”.
The text defines three problems central to HRM and three particular things a business needs that only people can bring. Let’s look at these individually with the process perspective in mind.
The three problems:
1. People are thought of as being secondary importance compared to the things people do.
The text starts by stating that majority of people tend to think that a successful company is typically described based on profit. I tend to agree with this. From a shareholder perspective I would argue, that a company realizing either profit or growth can be deemed successful, at least at that particular point in time. The text continues to underline that when we think of the sources of profits, we tend to think about quality products, excellent service, the right location, good customers, etc. and continues to argue that in fact, all of these sources of profit come from the minds of the people, by people turning ideas into products, picking the best location and analyze who the best customers are. This is all good and nice, but a bit superficial for my taste. Although it does point that people are important, it lacks to illustrate the continuity, efficiency and compare ability of these tasks. It lacks to mention how companies can continue to create ideas, how companies find the most efficient ways to turn ideas into products, how can we replicate service success each time the service is rendered or how do we know that the location is actually the best and how do we ensure we make another successful selection the next time? These are all things that processes enable people to do, not things that come naturally to people. People can succeed once, or even a couple of times, but it is the processes that ensure that the success is continuous, happens time after time, can be improved each time it is excecuted, regardless of the people excecuting it.
2. Managers manage things, not people.
The text argues that it is a problem when we think about management as a function that manages processes, regions, departments or other functions rather than management of people. Furthermore, the argument is based on the very weak foundation of “..if you read their job tittles”. Ok, two things here. First of all, titles serve to communicate to the stakeholders of the company what the responsibility of that particular person is within the organization. I firmly believe that a title “Director of Asia” or “CTO” is far more descriptive to my customers than a title “Director of Bob, Jill, Marry and Joe” – who are they anyway? Secondly, firms are typically divided into departments or cost (or profit) centers. The profit centers are typically responsible for implementing and carrying out some part of the whole corporate strategy. The abstraction level of the strategy implementation is commonly done based on roles within the profit center, for example, the Vice President of Customer Services is responsible for the global level strategy, the Customer Services Manager of Europe is responsible for the European part of the Customer Services strategy, the Call center manager is responsible for the call center operation and related strategy and the Support Engineer is responsible for the per support call actions. Furthermore, in today’s business world there are typically a number of different people from different departments involved in the execution of a certain task. A task is typically something, not someone. A task can be for example launching a new product, implementing a new system or penetrating a new market. The fact that tasks are carried out by people does not alter the fact that they are still tasks and for example, corporate strategy is in fact implemented by completing tasks.
3. Most companies are still at the state of talking about how important people are to success, without building the infrastructure that makes success through people possible.
Now we’re starting to talk about the correct issues, although I think the authors still slightly off target. They argue that who is more important than what. I’d like to argue that how and why are more important than who and what. Of course if you are able to recruit absolute superstars that play well together you’re in pretty good shape. Especially if you are able to do that cost efficiently. However, that’s rarely possible. Even then you will need to have a solid recruitment process that defines who is the best for you and how do you go about recruiting that “who”. The “why” derived from the mission and vision of the company directs the company. If the “why” doesn’t exist, the “who” and the “what” do not matter. The reason why the “how” is more important than what and who, is that the “how” defines the currently found best practice for executing a certain task. The “how” can and should continuously be improved by the people, but it is essential that it exists.
Three particular things a business needs that only people can bring:
1. Creativity.
The first paragraph of the text talks about correct things like using people to increase capacity, reengineering for optimal performance and eliminating waste. However, by the end of the text all is again forgotten. The text correctly states that “Innovation can only come from the minds and hearts of people – their ability to produce novel ideas, their knowledge of the domain that enables them to adapt the idea to a problem or opportunity, and their determination and perseverance when it comes to implementing novel but appropriate ideas”. All of this is true, however, it fails to remind us of couple of essential elements in the process of innovation. Creativity, to be valuable to the organization, needs to be directed towards the organizational goals. Idea generation is typically most successful when certain tools are used to facilitate it. Innovation process rarely produces the desired output on the first try, rather it often involves several rounds of trial and error. Implementation is most efficient when it is done in stages and the success of each stage is measured. To summarize, although people are the source of ideas and responsible for turning them into productized deliverables, the only efficient and sustainable way to innovate is by doing it through a process that can be measured and improved.
2. Knowledge.
The text starts by reminding us that “People are the holders and transmitters of knowledge” and goes on to underlining the importance of knowledge in today’s business world. This is essentially true, however, if you pick up any management book focusing on the topic of Knowledge Management, you will find countless studies made that people, in fact are hoarders (not only holders) of knowledge, and out of free will they rarely transmit knowledge to other people. People are not inclined to share knowledge due to fearing that giving it away, will somehow take it away from them or make them less valuable. So, even when we do have people within the organization with a vast amount of knowledge, we need to create and implement a process that guides the capturing, organizing, refining and transferring of that knowledge. It is only through this process, where an organization can find long term benefits and success from knowledge. Otherwise, as soon as the employee with the knowledge walks out of the company, the knowledge is gone. Knowledge too, like any other “resource” is only useful when it is correct, in the correct format, at the right time and in the hands of the right person.
3. Relationship Capital
Altough relationships are primarily a form of social interaction that rarely are and rarely can be regulated with formal processes, the process centric approach will provide benefits for organizations in this aspect as well. The research scientist will benefit by analysing what social gatherings are the most valuable for the current project. Sales people will benefit by analysing and categorizing their customers based on profitability, amount of opportunities, or future potential growth and utilizing their time efficiently by serving and communicating with only the most valuable customers. Customer demand forecasting, customizations and customer need recognition are all examples of things that will benefit from a systematic and continuous process of information gathering and probing. People again bring the interface and personal involvement in these relationships, however, the processes are the key to continuously harnessing the value from these relationships.
In summary, what I wanted to achieve with this post is to highlight the importance of processes for any organization. There is no single element that will ensure long term success for the company; all of the parts including marketing, finance and HRM are required. Furthermore, too often, I have noticed that process based management is lacking in organizations and not very visible in MBA-programs, even though processes are indeed the only element that ensure that output variation is reduced and measurability is achieved, thus enabling sustainability, efficiency and improvability.
Sorry for the long post..
The three main issues relevant to HRM are as follows:
1)The shortage of skilled workers to fill vacant positions. In the chapter the authors state that human capital is in limited supply and that supply is dwindling. They estimate that there will be 10 million jobs vacant by 2010.
2)How to foster people's skills, relationships and motivation of employees in an always changing dynamic work environment to build longterm competitive advantages. The issue here is that people don't like change but must exist in an ever changing world and organizations need a way to shape this into sustained longterm success by focusing on the people and not just the tasks in the workplace.
3)The challenge of working and managing a mosaic of cultures and people in today's organizations. This is an issue because people are more mobile now than ever before in history. There may not be too many foreigners now in Thailand, however more are definitely on the way. As the world of skilled workers gets more and more competitive, it will become inevitable that more skilled workers will come and all of these people need to work, manage, create, innovate and share knowledge together as one team. Organizations must promote internal relationships and stamp out any discrimination and divisions. My last organization had Canadians, Filipinos, Chinese, Indians, Ukrainian and English in an office of twelve individuals working together, managing a business that had in excess of 30 million dollars in revenue per year. I for one believe this is a great benefit to myself as an individual and the company as a whole. However, with more cultural differences comes more challenges to deal with.
Dear all,
Refer to the chapter 2 presentation last week, I’d like to get the presentation files from the groups that had already presented to the class, your team members’ names. Moreover, please identify to me the names of presenters of each group. Please e-mail to my address @ [email protected]. Thanks.
Kanjana M.
Teacher Assistant
Question:-
Read Chapter I of Burad and Tomolo. And each person provides me with 3 main issues relevant to HRM.
Answer:-
The above question asked by our respected Professor Dr. Chira - made me think a lot. He would not have asked this question if it was so simple. The main problem is in today's very hectic world we always tend to think inside the box. Very seldom we think outside of the box.
That's the reason I like Economists. They really think outside the box.
This HRM class is really making me more interested in HRM every single day. Today as a manager, I had to take care of the employees of my company, my clients and also take care the financial aspects of the company.Each single employee looks at me and my job is to understand and help them, with whatever they need.
A good manager should always set a good example for others to follow. Make them believe you. That's the most difficult thing. It's got to do with mutual respect and admiration for each other. Treat them as you will treat yourself if you were in his/her position.
This is what I would like to say the three main issues should be, from my point of view:-
1)"HUMAN CAPITALS" - Look at the business card of managers and when you ask them what they do, they will always tell you that they take care sales aspects, or some will say they take care of finance etc. Hardly anyone of them will say that their real job is taking care of "Human capitals". This is something which is very sensitive and complex. We always tend to think people as the secondary element.
Thats wrong. It's the people of your company that can make your empire move forward. You cannot do anything without them. They are the one who can respond to your urgent needs and understand a real problem. As the book says even outside the service industry, employees are often the drivers of innovation and process improvement.
"Instead organizations should give up any illusion of control over human capital and not confuse control with order" (Ehin, 2000).
2)"CREATIVITY CAPITAL" - In this fast pace of globalization today the only way of success is to keep pace with technology. If you want to survive in this business world away from the market of commoditized products, you will need to think differently than others. That is called INNOVATION. Today big companies like APPLE - makers of IPOD, Toyota all are trying their best to make their employees to be INNOVATIVE in their thinking process. This is because through innovation, you can beat this commoditized market. Make something in this world, which no-one have thought about before. Today even old traditional manufacturing companies are thinking differently - thinking outside the box like an economist does.
3)"RELATIONSHIP CAPITAL" - The last but not the least one in the list. This capital serves many purposes including KNOWLEDGE CAPITAL. This is because knowledge transfer can only be done in context with relationship. If there is no relationship, there will be no knowledge transfer. This Relationship capital is about trust, social understanding, and shared values and behaviors. It cannot be forced upon by power. All service jobs are relationship oriented. It all depends on the employee's relationship with his/her organization and each other's relationship affects their relationship with the customers. Organizations rich in relationship capital can beat all other competitors in the market very easily.
This type of capital builds up over many years of experiences, that is why it's so hard to duplicate or break.
I am in Thailand and I love working with THAI'S.
I am the only foreigner in the company. But I love my employees like my family. They are indeed my TRUE FAMILY in this foreign country.
My employees (THAI'S) make me feel like I am in home with them. They are the real one's who drive my company forward. I have to take care of them and listen to them as if they are my own family members - catering to their needs. Above all HUMAN BEING and it's realtionship is all that matters in this animal kingdom.
We are just more civilized and have more matured brains than others in this planet.
A manager's duty is to be a good leader & leave a good legacy behind, so "HISTORY" can remember and follow the good path.
As is done by "GREAT LORD BUDDHA" in his teachings of "AHIMSA".
Question: Provide three main issues relevant to HRM
A business cannot success and sustain competitive advantages without managing the people, so leaders should understand how important people to success and make sure that they put the right people at the right place and at the right job, and away from thinking people are of secondary important. Besides understanding and managing human capital, leaders should know the important of intellectual capital, sustainability capital and relational capital for long-term competitive success.
1. Human Capital is the ability of people to innovate, create new ideas, improve efficiency and increase productivity since quality people are with their creativity, knowledge and networks are new sources of competitive advantage.
2. Intellectual Capital (Knowledge and Talent) and Sustainability Capital are more important than physical assets in determining sustainable business success.
3. Relationship Capital or Social Capital enhances collaboration, creativity, interaction as well as initiative and commitment to organizational success.
We cannot manage people as if they were machines. Instead of attempting to control their behavior with order, leaders should peruade, guide and empower employees, and alos give them supportive and create positive environments to generate initiative and creativity. In additions, collaborative working environment can enhance knowledge and facilitate knowledge exchange.
As people are different, so leaders must understand what influences human attention and enhances human interaction by seeking to fulfill their needs through motivations to achieve organizational goals and objectives. As well, aware how to retain those valued people or pool of talent workers that critical to reducing costs and do not losing them to competitors.
The three main issue that relevant to HRM
1. To realize and understand how important of HR function in the firm aside from product and benefit because of every activities that happened in the firm are all involve with people.
2. To have a quality people for the business is the key to achieve for the company goal (competitive advantage). As mention from the text book about three particular things from people included Creativity (the people who have new ideas, product and service, to develop the better ways to do things). Knowledge (specialize and skill) and Relationship capital (the connection with other, both in-outside organization)
3. Develop and maintains people as a high value asset of the firm individually, not control but with understanding.
Question: Provide three main issues relevant to HRM
After I read through the article" People,The Engine of success" I got so many points that related to Human Resources Management and I would like to decribe in term of implecation of HRM.
First, we have to support and strongly agree that people is the centralize,engine,valuable asset of the company to drive business successfully or not.
According to article that mentioned, there are 3 main things that people can bring are creativity,knowledge and relationship capital and these can create as company's value that can develop people in company and can be align with business's vision and mission. Therefore, for example in real practice, in my company " AB Food&Beverages" has our own company values that every staff level; top management,middle manager and all staffs has to follow by company values. Our Value has 5 things which are Aim High,Create New Way,Collaboration,Look outside and Freedom to act which is almost the same things that people can bring to each other in article. Moreover, we have staff survey in ask them in each value element and result can show which type of thing that our staff alaredy strong and which thing that is weakness. Company can maintain the strong one and improve the weakness one. These are the key functions for human resources department should be more focus in competitive environment.
Third, in the article said that the difficult job for any mangers is "managing people". I would like to share with all of you that one tool that can know deeply in each people type in order to manage your subordinates or know each other character to more synergize or more collaboration in team work. What is MBTI? MBTI will help anyone more understand personality inventories and thier application in organize setting. MBTI provides a useful method for understanding people by looking eight personality preferences that everyone use at different times,and we group into 4 pairs of preferences.
1. Energizing-how a person is energized, either Extraversion (E) or Introversion (I)
2. Perceiving- what a person pays attention to, either Sensing (S) or Intuition (N)
3. Deciding -how person decides,either Thinking (T) or Feeling (F)
4. Living -the lifestyle a person adopts, either Judging (J) or Perceiving (P)
For me, I am ESFJ and I have 3 my direct report managers which are different types. When we know what's is type of each person, HR department can assign the right job to them and sustain thier strenghts and develop thier weaknesses in a right way.
I think even small or big company, if they focus on people, this tool is very effective tool to be have done before assign job but it costly as well.
People is engine of business success.
When they can develop and sustian people's capability, the business will be more successful.
Q). Read Chapter1 of Burad and Tomolo and each person provides me with 3 main issues relevant to HRM.
The first issue concerns a company’s view on the importance of people for company success. Talking about success, many companies will think only about quality product or service forgetting that those things essentially need people to be involved. In fact, employees are the best way for companies to achieve and sustain a competitive advantage since people are the only way to bring creativity, knowledge, and relationship capital. Company management needs to understand how important people are to success.
Second, human are different from other capital. They are unpredictable and have their own requirements. Managers will be able to manage more effectively to generate best effort if they understand and leverage the individual differences of employees. Supporting self-organization, instead of controlling behavior, become a new model for organizations leading to efficient results. Companies need to create the conditions enabling people to do their best work and make the contributions to organizational success.
Finally, talent human capital is in limited supply and that supply is decreasing. Knowledge and skills within individuals are very valuable as they cannot be easily replicated and transferred. Organizations need to provide the best workplace amenities to attract, develop, and retain knowledge workers. In the near future, Baby Boomers retiring will occur. As many older workers leave the workforce permanently, companies need to deal with how to capture their unique knowledge and expertise so it can be used and shared with remaining employee. The companies that understand the value of human capital will do better than those that do not.
Question:-
Read Chapter I of Burad and Tomolo. And each person provides me with 3 main issues relevant to HRM.
1) The important of people (employee) in organization. Company have develop a business lexicon that describes the thing they do without mentioning the people that do them and thinking people are secondary important .The company may find the right location, analyze who the good customer are, investigate the alternative sources of capital, monitor costs and negotiate discounts, work with people at financial institutions to obtain the best financing and looking for a new opportunities in the industry but these factors alone can not make the company success. Since business is commercial activity between and among people therefore, giving important to people is the top priority of HRM management in the organization.
2) Manager management skill .One of the main reason that company will move from good to great is that the managers understand how important people are to success, making sure that people are put into the right job .Being a manager require various skills .They need to have a good knowledge to supervise subordinates and at the same time the matching of rhetoric with action and is also very important for managing people. Manager is one of key influencer that enables people to do their best and make the contributions to organization success. The managing attitude needs to be change from managing thing to people.
3) Both issues that mentioned above are in the subject of manage human capital. Human capital is one part of Dr.Chira’s 8 K’s theory .We could see that it is very important to the organization and this is why we need to learn hard about this. One more issue relevant to HRM which I found from the chapter is limited supply of talent people to fill a vacant position which is influence the organization needs to understand and appreciate the value of human capital of people and what they can do. Organization need to move away from traditional thinking and management such as people are secondary to function of work and managing things instead of people. Most often, the skill, relationships and motivation of employees determine long term competitive success, therefore the organization need to build up the work environment that could influence people to do their best and enable to enhance their capability to serve the future challenge. This is why we need to understand and manage human capital.
Question:Read Chapter I of Burad & Tomdo and each person provides me with 3 main issues relevant to HRM.
Answer :To make a successful and competitive advantage to company which to generate more profits and dominate the market for business with product and services differentiation , efficiency working and customer loyalty to achieve and sustain in changing situation as Globalization, Communication Technology , New sources on customization for long term.
“Managing people” (employee satisfaction ) is the most important key of organization to improve ability of people to work with happiness and efficiency to achieve company performance.
1.Productivity of Employee : High efficiency and reduce cost due to innovation, creating new ideas and new products and services , developing the better way to do things , work process improvement ,etc )
2.Collaboration : The connection of people both within and outside the organization that contribute to the creation of benefit organization because social and relationship serve many purposes , supporting , sharing , creativity , and interaction and enhancing commitment and initiative that make significantly to develop all for company performance.
3.Values : Both of employee and management should share and respect to individual values together and clear for value of organization as well that support HRM strategy to develop the attention and the way to communication base on employee understanding on organization policy and managing also understand this dynamic , maximize and balance physical and financial capital to balance employee satisfaction and customer satisfaction relate in organization’s objective and goal.
Q). Read Chapter1 of Burad and Tomolo and each person provides me with 3 main issues relevant to Hrm
As per this topic what i understood that the man power or labour force is very important part of any organisations,they the core point of any organistion,
the three major issues are following
1:labour force or work force capital it will be a major issue will be in the future .because all the organisation are trying make competive challenges or sustainability challenge ,in this case they have to improve their technology now a days all the technology are driven with innovations and its going very fast.but our labour force cant go with this same speed,it will make the shortage of work force .here its showing that lack of knowledge of our labour force ..this is the first issue which will effect in the future
2:2nd issues is very related with first issue .that is tecnology are developing day by day so each and evry organisation has to follow that other wise they can keep the organisation with sustainability challange.in this case all the employees has to get training on that technology.it is possible .but issue is how long ? this will be the another effecting factor ,,
3:third issue is skilled employees ,all the labour force wont be have same skill .if so all the country has to develop same .but now a days we can see that ..some of the countrys are growing up very quick others are growing slowly ,why?in this chapter shown us that humen beings they are making the development ,creativity of this humen beings are developing the technology ,so we should know how our country or organistion can develop?
it showing us need labours from other areas who having creative mind or innovative mind they have to come here they can do development ,hrm has to bring them .here i can suggest that . a country cant depend a people on that same country ,thay have to find from other countrys too .
this is three major issues i found from this chapter
Question : Three issues relevant to HRM
First, Human Capital
Human capital is the main factor for sustainability of business. The way to determine long term competitive success is how much company realize about their human resources. This is because human resources are drivers of creativity and improvement of business. Competitive advantage most often from knowledge, ideas, and technology and two of them are from human. Then, companies need to understand and manage human capital.
Second, Intellectual capital
Intellectual capital refers to knowledge, skills and talent. For sustainability success, organizations must have employees who have creativity, knowledge, skills, and talent. Intellectual of employees are necessary for running business because without intellectual organization cannot compete with others.
Last, Relationship capital
Relationship capital not only refers to collaboration between organization and employee, but it’s also refers to collaboration among employees. Relationship allows knowledge exchange.
From reading Burad and Tomolo, I got 3 main points relevant to Human Resource Management, those are, Human Capital, Intellectual Capital, and Relationship Capital.
1. Human Capital - People is the most important factor and resource for every organization; as a result, it has to realize how much HR Department is significant and concern more about activities or other related to people.
2. Intellectual Capital - This article indicates that this is a key of organization success, which included of Creativity and Knowledge.
3. Relationship Capital - This concerned about social interaction which also affect to organization success.
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Answer: In the past, we think ‘the difference’ only in term of products or quality of its’, but nowadays the world has changed, then we knew that power of human is the origin of everything.
After I read the article, I think the 3 issues are:
1. ‘People are not secondary importance, we had emphasized only in products try to make it better than the old one, try to reduce cost and try to improve it quality. But it all them are the last result from people. Now we should go back to the first step, people are very important as in the article ‘the quality of product come from the minds of people who generate the idea’ or that mean we should not think that people are secondary importance because everything is produce by people through their creativity. Link to HRM, in line of human resource, so we should emphasize in the quality of people like ‘The great work always come from the great people’.
2. Try to think in concept of DR.Chira, in the sustainability that make or improve quality of people in knowledge to make them can survive in long term. In the article in ‘New Sources of Competitive Advantage’. There are Creativity and Knowledge, people can create new ideas to develop better way through this two things. Like we should coach our employee in think in creativity to find the new thing in their job. ‘Innovation come only come from the minds and hearts of people’ so we must develop our people. We must not develop in quality of products but in quality of people.
3. Relationship Capital, as in 8K’s of Dr.Chira, I very agree with in the ‘Happiness Capital’. Because I have worked in my family business, it only SME, which always work with workers, not like employees of company that use their skill in their jobs. So relationship is very importance for me. I not looking only in their work but always ask their problems and help them that we can to make them happy in their jobs. (about 15 workers that have worked in my factory longer than 10 years) If they happy in their jobs, their will create the good quality and will lead to long term relationship also.
Answer: In the past, we think ‘the difference’ only in term of products or quality of its’, but nowadays the world has changed, then we knew that power of human is the origin of everything.
After I read the article, I think the 3 issues are:
1. ‘People are not secondary importance, we had emphasized only in products try to make it better than the old one, try to reduce cost and try to improve it quality. But it all them are the last result from people. Now we should go back to the first step, people are very important as in the article ‘the quality of product come from the minds of people who generate the idea’ or that mean we should not think that people are secondary importance because everything is produce by people through their creativity. Link to HRM, in line of human resource, so we should emphasize in the quality of people like ‘The great work always come from the great people’.
2. Try to think in concept of DR.Chira, in the sustainability that make or improve quality of people in knowledge to make them can survive in long term. In the article in ‘New Sources of Competitive Advantage’. There are Creativity and Knowledge, people can create new ideas to develop better way through this two things. Like we should coach our employee in think in creativity to find the new thing in their job. ‘Innovation come only come from the minds and hearts of people’ so we must develop our people. We must not develop in quality of products but in quality of people.
3. Relationship Capital, as in 8K’s of Dr.Chira, I very agree with in the ‘Happiness Capital’. Because I have worked in my family business, it only SME, which always work with workers, not like employees of company that use their skill in their jobs. So relationship is very importance for me. I not looking only in their work but always ask their problems and help them that we can to make them happy in their jobs. (about 15 workers that have worked in my factory longer than 10 years) If they happy in their jobs, their will create the good quality and will lead to long term relationship also.
Regarding to 3 main issues relevant to HRM, I think it shoul be as
Firstly, "People" or "Human" are the resoures which company have to keep/develop them as the best since people can generate more profits and they also can make the company great and growing.
Secondly, "Knowledge+experience", In many organizations,
should have internal training program which it seem to be like transfer Knowledge from Senior to Junior.
Moreover, it can make the good opportunity to build team up in order to be as a unity. It can arrange by HR department and motivate all staff to join.
Lastly, "Relationship or cooperation", It's make everything stronger, more perfect since you have more connections and also you will have more options / solutions as well.
In addition, as I mentioned about 3 main issues we need to act as continued improvment all the time in order to build the successful for ourselves and company.
Thank you
Three main issues relevant to HRM
1.Human capital takes center stage: People are the one who generate ideas, relationship, and attentive service now is required in organization. Consider people as a business engine and drive business to success, and now become more important than before.
There are three things to concern; ability to foster positive human interactions, employees’ stage of mind, and employees’ belief that organization shares their value.
2.The managing of human capital is entirely different challenge from managing to maximize physical and financial capital. People are organisms not mechanisms, their individuality and humanness is what enables them to create, to care, and to connect. Some organization forgets that the business is commercial activity between and among people, and thought people are the secondary important, and this cause a problem.
3.Organization must understand what influences human attention and supports human interaction, and what facilitates engagement and belief in the organizations’ value. So organization need to understand how human being operate, dynamic of human attention, and aptitudes related to human interaction. “Employee frame of mind and alignment with organizational goals and objectives also become critical considerations”
Re: 3 issues relevant to HRM from article "People, the Engine of Success"
1. According to the article, competitive advantage today most often comes from knowledge, ideas, and technology. Since technology has become a commodity, it does not bring sustainable competitive advantage. This leaves knowledge and ideas (creativity), which combine with relationship capital to form the concept of human capital, a new source of competititive advantage. Just like physical and financial capital, human capital does not have an unlimited supply.
2. Human capital is not managed like other capital in the company. Humans are unpredictable and individual; resistant to organization. According to Peter Drucker, managers should abandon attempts to control human capital, but rather provide the conditions that allow a more natural order to arise. Managers must support individual differentces and employee initiative.
3. The article states that "Many companies employ rhetoric about the importance of people, but few actually match the rhetoric with action." This, I think, is one of the biggest challenges in HRM. Theories are discussed and nice words are said about the importance of people, but few companies are organized in such a way as to really take advantage of human capital. Managers are able to monitor, control, and reap the benefits of physical and financial capital much more readily than they are able to build success through people.
Q). Read Chapter1 of Burad and Tomolo and each person provides me with 3 main issues relevant to Hrm.
The concept of sustainable development is the most popular concept of economic development today. In this concept two immediate aims are related: a) to ensure the proper, safe, good life for all people this is the aim of development, and b) to live and work according to the biophysical boundaries of the environment this is the aim of sustainability. Additionally, there emerges an ethical necessity for the insurance of opportunities for the future generations which would be analogous to those used by earlier generations.
Fast economic development does not conflict with environmental and social dimensions of a sustainable development but, on the contrary, creates strong precondition for the reduction of income inequality, poverty and negative impact on environment.
Globalization is a severe challenge to the cultural identity and economy of national countries creating more new challenges to diverse societies, nations and cultures. World economy is becoming more integrated. Sudden opening has already become a prerequisite for the acceptance of open trade policy and liberalization of finance and capital flows. This has increased international competition and accelerated the shift from national to global markets. It goes without saying that the state wealth directly depends on the state of sustainable development and participation in international economic interchange observing the principles of ecological ethics.
Three main issues relevant to HRM
HR besides to do work link with other department for finding out a suitable person with that department, there’s one thing should concern is human capital are knowledge, skill and talent because these thing can lead the organization to succeed.
The people not only had human capital but should have creativity for improving work and identify ways to eliminate waste of work so that organization can reduce costs and obtaining new product is created from employee creativity. So HR should provide the training for further knowledge because knowledge asset are more important than physical asset in determining sustainable business success and knowledge is enhanced through human collaboration.
Relational capital when employee cooperate working together the thing happen in organization is good relationship if the organization rich in relational capital can be more efficient and the cooperating among people also create value to the people in them.
Even though the organization has an appropriate employee who had a human capital and fill with creativity and relational capital. Organization should make them match with organization values, what is the essence of organization for leading employee to understand and moving to the same direction for the successful of business.
First, i have to say sorry for late reply.
Question: Provide three main issues relevant to HRM
1. Human Capital :
"We need to meet with individuals and treat them as learner to be engaged and potential decision-makers, rather than as pets to be trained and recognized".(Kohn,1998) From the aritcle the firm also focus on the human capital, the management team should understand and create the condition that will generate spontaneous effort, give them a chance as they should deserve it.
Competitive advantage nowadays come from the knowledge, ideas, and technology, human also have to develop themselves all the time and try to follow up all the situation all around, and also at the organization's side, should also drive with motivation and focus on the relationship in order to let's every goes smooth and successful.
Question: Provide Three main issues relevant to HUman resource Management.
Human capital does not mean just simply filling jobs with workers. It goes far beyond which has to deal with each person’s knowledge on creativity, skills and talents on Innovation and how their organization’s Internal relationship build with each other which eventually can drive a company to success and reach its goals and objectives.
Most organization views their employees as production units that they hope will perform adequately at minimal expense. They want to minimize tangible costs and increase tangible benefits. But they forget to utilize their employees’ ability to innovations that may keep your company competitive. Organization need to believe that Human capital it’s like hidden reserves when a crisis threatens your firm. So you can be prepare for any obstacles as business world change very rapidly.
Another aspect of human capital is employee Performance which refers to a number of actionable steps and processes undertaken by an organization to fully leverage their human capital and achieve a high performance workforce. Employee Performance Management strategies strive to give all employees clear direction and align employee productivity with organization goals and objectives. Keeping your workforce happy and giving them proper appreciation and respect will give your organization an advantage to fully utilize the Human capital concept. Acknowledge this concept and put it in action can make your organization to achieve this in an efficient and effective manner.
Another Important aspect of HRM is building Relationship Capital with your employees. Being a successful business requires having good interpersonal skills. It is important that you build strong relationships not only with your customers but also with your employees. In fact, your success may hinge on how you navigate these relationships in your organization. It takes everyone involvement to make a business successful, and if you are the lead operator in your business, you're responsible for ensuring that each employee understands his or her importance to your business's success.
Treat each employee with respect and consideration, regardless of their status within the business. Listen to what they think and feel, then show them that you've listened by taking action based on their input. Also make trustworthiness a top priority in your organization. Prove trust to your employees, and then conduct yourself so as to be worthy of their trust. When employees rely on and have confidence in their superior and their colleagues, they will feel more comfortable sharing their ideas and concerns. The result is an increased focus on common goals and teamwork. Many Studies shows that high levels of trust foster significantly more creative and more productive employees; this in turn drives business profits and more successful in the long term.
Q). provides me with 3 main issues relevant to Hrm.
Sustainable human resource development can be attained and sustained only when the people at large have access to opportunity, information, communication,
knowledge decision making, empowerment and implementation.
Dear Students,
Refer to what I told all of you last week, I’ll not go to the class in the coming Saturday. Instead, my colleague, Ms. Prakai will go to lecture in “Compensation”, which is in a part of “How to drive Motivation.” Anyway, I have already read all of your homework in the blog. They are very good, and I’m very happy that you become interested in HRM. Well, see you on Sat 6 September, 2008.
Have a nice day.
Prof. Chira H.
Dear Sir,
My apologies for submitting this homework late, as I did not know whether I would attend a current course. Now I am positive about my attendance, and this is my answer for the following question.
Question: Provide three main issues relevant to human resource management.
According to the article, products/services in general are coming from the minds of people, and thus human capital is the most important factor for success of every firm. I totally agree to this claim, as having the most skillful personal employed in the firm positively affects the firm’s competitive advantage in the industry.
I have also read a book “Good to Great” by Collins (2001), which is probably the best business strategy book I ever went through. According to Collins (2001), the personal has to come first in every matter of every firm, what was supported by the empirical findings made by author. Among other issues mentioned by Collins (2001), there is the one, which relate to the making the strategies within the firm. In my opinion it is the most important one to learn for top business leaders. The firm should first employ the best possible personal and then give them the ability to decide where the firm should go in the future (making strategies), and not make the strategy first and then look for the suitable people in order to implement it. This perception significantly decreases the risks related to the wrong strategizing made by one person (usually CEO).
One of the conclusions that may be made from pervious is that empowering the personal with the right tools is vital for successful management. It is important to listen to their suggestions and feedbacks and take all the received information into consideration. In my opinion, nowadays it is almost impossible to be successful using only one person’s experience (usually CEO), and most of the firms have multiple persons behind their success. For example Collins (2001) also mentions that the best people should be positioned to the most perspective opportunities, and not vice versa, as practiced in many firms (best people are positioned to improve unsuccessful operations). This also increases the motivation of the employees involved in these fields as there is a good possibility for them to become successful in what they do.
In general there is a strong competition between the firms of various industries for the most talented and educated people. Accordingly, it is not enough to get talented personal employed, but it is also vital to retain them in the firm for as long as possible. Retention of such people requires high level attention to the employees’ needs and personal goals and motivation. If understood correctly, personal will stay highly motivated and productive, what will immediately contribute to the firm’s success in its business.
In summary of previous it may be said that 3 most important issues in order to be successful in every field of business are: people, people and people.
September 3, 2008
Dear Students,
How do you do? How was the class last week about compensation? What did you learn? Please send me (by blog) some ideas mainly apply on reality.
This week we will learn about “The Analysis and design of work + Selection and placement”. Thus please read text book and present chapter 4, 5 and 6. We will do presentation same as last time.
I will also say about business strategy and HR strategy which I will recommend a good book for you name “Executing your strategy”.
The first exam will be in the 5th week (Sat. September 13, 2008).
Please let your friend know this message.
Thank you.
Chira Hongladarom
Question:-
How was the class last week about compensation? What did you learn? Please send me (by blog) some ideas mainly apply on reality.
Answer:-
The class last week about compensation was very nice.
I would like to Thank Dr. Prakai for giving us his valuable experience.
This is what I learned from his class.
Compensation can two types: -
Direct compensation and Indirect compensation.
Both these compensations are given based on Increments of time: which can be hourly and monthly salaried.
Also compensation also depends on PERFORMANCE of one's job. It depends on the type of job one performs and also his commision given for his performance.
Compensation payments can be :- DIRECT financial payments and also INDIRECT financial payments.
Some factors influencing pay are:-
Legal rules
Union membership
Company policies
Competitive strategy
Equity
Q:How was the class last week about compensation? What did you learn?
First of all, thanks to Dr. Prakai for very nice presentation.
It is important for a company to realize how to pay or rewards employees to motivate them for better performance. The compensation plans or reward systems must tie in pay for performance, and compensations should be both cash and non-cash benefits.
Employees cannot perform effectively unless the firm has clear strategies, make sure employees understand it, and encourage them desired effect. Moreover, the firm must emphasize ethical business practices, corporate caring, open work environments, strong leaders, and an atmosphere of trust.
And there are the five step process for establishin pay plans: The salary survey, Job evaluation, Pay grade grouping, Price pay grade-wage curves, Fine tune pay rates
In my company - hotel's employees are measured by using customers’ survey as a measurement to pay for performance in each department.
I heard that CP GROUP use employee’s survey to measure how their people feel about their work, salaries, managers and the organization. They use the two-ways survey for manager to assess employees and at the same time employees can value their manager.
From my point of view during studying and sharing with some ideas with Dr.Chira, Dr. Prakai and my classmate, I found that human capital is our key trend and challenges for any business unit in today's world with high competitive and globalization.
However,maximising the value of organisational resources has never been more challenging.New key trends in human capital builds on the critical issues that we have identified and introduces new developments of major interest to all executives involved in people management, I think especailly Thai culture that not focus more on people.
Human capital plays very important role in the process of economic growth and individuals' labour market outcomes that are linked to their educational attainment. I think key success of development people should be developing since we are in school.The Government should be reviewed policies that influence the incentives to invest education which linky to human capital.
Q:How was the class last week about compensation? What did you learn?
Answer - Dear Dr.Chira, last class we have discussed about the compensation that working as an employee should get whether by cach or non-cash. Pay is just onely one kind of motivation which other motivations are also significant.
One is working for the company, basically they expected something in return. We are talking about paying according the performance not just pay according to the level. Almost every company are nowadays pay base on how excellent the performance you are, like my company are also reward, promotion, or compensate according to your performance, and also let the level of manager evaluate each other.
According to HRM class on 6 September, 08 , Dr.Chira lectured about compensation. Normally, people want something in return when they work. In the aspect of employees, they need compensation not only by cash but non-cash also. For me, everybody’s need is different. Some may need more money(tangible) but some may need good welfare(intangible). I think it depends on the individual’s background and motivation. For example, Dr. Chira comes to teach students at Bangkok University because he honors Khun Surat Osathanugrah. This means people have different motivation. Mostly, people want more money but money is not everything. I think leaders should understand background of employee, and should give the right compensation to the right employee. If employees are motivated in the right way, they will try to do work as they can. In short, the right compensation can draw the ability of employee.
What I realized and learned from the class is people are important as a strategy in every business firm. The HR people should understand the strategy and goal of the company, so then they can understand individual issue and responsibility of each employee.
But I believed that in Thailand, there is still an issue of limit of manpower or budget from the company to invest HR function because as I can see from my experience, the HR is only busy with HR duty i.e. payroll, tax and social security policy but less in training and development as it create cost to the company. So the management is focusing in the area of marketing and sales.
And in order for every employee to achieve the goal or successful, they should involves in setting and understand the strategy clearly because the strategy is not only for the leader but for every individual person.
From the topic of compensation, I really like and also agreed on the one which is talked about the attitude of the employee to the organization, to the boss and to the colleague or even to the job on our response, it’s the most important factor to have a positive attitude on running company to success or fail, if the employee having the negative attitude. Failing in the company means that the company has to invest on time, people and budget in order to solve the problem.
An example that helps in changing attitude to the employee could do in many ways i.e. having the games or workshop, brainstorm to get an idea that could help to develop on the employee, boss, colleague and jobs. After the games or workshop, the employee should be able to see value, responsibility to themselves and other.
Q1). How was the class about compensation?
Aj.Prakai talked about 2 main things, overview on HR strategies and compensation.
For the first topic, he gave us the quotes from Jack Welch and Khun Paron Issarasena emphasizing the most valuable asset in business is people. Human performance framework then was reviewed and the end important results are given to individual’s competency and motivation. There are recently changes in HRM and employee roles such as changing from seniority to competency, from regular pay increase to pay for performance, from think function to think business, and from follower to initiator.
The second part is about compensation. It can be cash and non-cash. It consists of fix and variable portions. Companies will keep fix part minimum and variable part maximum as they are cost of the companies. Normally, job title is linked to pay. Pay depends on salary range, experience (YOS), and performance. What should be kept in mind when hiring someone includes value, capability, market rate, and position.
Q2). Sharing overall experience in 4 weeks with Prof.Dr.Chira.
The first feeling before I met him was an excitement. The famous professor was going to teach us at Bangkok University. The first class on August 16, 2008 confirmed that he is distinguished not only for fame but also in the way he teaches. Teaching in English makes him a firm professor, but talking in Thai turns him to be a kind teacher. Today, we all know and appreciate his help in transferring us his knowledge. The knowledge, which not every teacher has, has been gained from 30 years of real practical success.
Over the past 4 weeks, I have learned so many things. One of the most important things that Prof.Dr.Chira always emphasizes is that Thai students have to believe in our potentials and competences. What we lack and need to develop is a habit of sharing opinions. This useful habit will help us in improving not only learning process in the class, but also working environment and other aspects in the real life situation.
Another thing that I like the most is the concept beneath this subject. Prof.Dr.Chira always says that he does not teach us to be a HR manager but to be a manager who understands HR. This concept has changed my thought and feeling towards this subject and has encouraged me to study it.
I believe people are the most valuable asset with all my heart. The 8 K’s Theory of Prof.Dr.Chira gives me a useful concept for basic human resource development. What companies should start doing is that to have more HRM input in the strategy formulation. Enough HRM roles, together with realistic vision and mission, the companies can be successful.
Q2: What did I learn from Prof. Dr. Chira in four weeks?
I’m so glad to study with Prof.Dr. Chira and very appreciate for the useful contributions. I am realize that benefits from this class are not only for grade or pass the exam, but the valuable experiences in learning, thinking and sharing. Although textbooks are good for us to read, do not simply believe in what the authors wrote, we also have to think beyond that and think carefully about “why” question.
Most businesses misunderstand that marketing and finance is the most important, and just leave HR department do their routine job in recruiting and selection employees without allow them involve in decision making and/or setting organization’s goals. In fact, people is very important assets to drive company to competitiveness and sustainability whereas marketing and finance is for short run, and HR survive in long run. Therefore, leaders must understand “people” as well as “business”.
Moreover, the company has to care about employees’ feelings because “Pay” is only a part of motivation; other motivations such as happiness, job satisfaction, freedom, and fairness are also important. Today, the world is short supply of talent, so HR should know how to keep the right people. And good leaders should be HR champions who enhance capability of people better than them, do not use control and command but empower them to creativity, and allow them in engagement as well.
I'd like to thanks Prof.Dr. Chira for provide us this blog which is a very useful way for all of us to share our ideas and also read the good opionions of HRM from folks and international friends.
It is a very good experience to studying with Dr.Chira .Some I learnt could not find in university book. First, I had learn that “there is no limitation on people” and “ what we can/can’t achieve is depend on the attitude of individual” These message influence me to have a new way of thinking and I agreed that “Can do” attitude is very important to everyone.
Second,Dr.Chira did not teach us to be HR Professionals but he touch us to us to be a person who can enhance capability of peoples (HR Champaign). 8K’s theory of Dr.Chira is very interesting but unluckily that we did not have a chance to learn it all in last 4 weeks.
Human capital is heart of every organization therefore the HRM practice should be well designed, practical and answered to company mission and vision.
It is very important to understand pay and compensation. Pay is part of motivation but there are others significant motivations which can motivate people also. For example, Dr.Chira teach at Bangkok university because he would like to honor the foundation of university.
The organization needs to balance pay and other motivation, high compensation only can not keep staff forever with the company. Therefore company need to consider about giving job satisfaction, ability to grow, freedom and flexibility, equal participation, access to open information and fairness treatment and also pay need to separate between regular pay and performance pay in order to keep talent .Here is real case occurred in my company .One of my friend was employed in management trainee position and this position is apply for a young talent only .As she was a latent, she expected that her pay should be better than normal staff but she did not get it because company did not pay on the performance. Not so long in the company she was left and gets 50 % higher pay in the new company. This is an example why we need to think differ from traditional pay system.
Above message is only some example on what I learnt in 4 weeks .I think that this is very useful class and it would be great if it distribute to people outside the class .It is very good to have a bloc, it is free sharing learning experience and I think that this will help Thai student to build up a habit of sharing opinion and I think this type of learning will strengthen Thai education system also. I will contribute this by sending a link to people I known and I will try best to give a good comment in bloc to make it useful to the others.
Dr. Chira has asked us to comment on what we have learned over the past four weeks in his class. First of all it has been an eye opening experience, to say the least, about academics in Thailand. Also I was quite excited about the class because he said that we were going to debate ideas in class.
I like his idea of the 4 L's of learning: Learning Methodology - this relates to the way people learn and how not just to copy ideas and to challenge and ask the question why? Learning Environment - the exchange of ideas; Learning Opportunities - to debate and think of ideas; Learning Communities - to implement and become part of the learning community.
We talk about how people are the core of every business and that the HR strategy must be linked and intertwined with the organization's strategy. People must be happy and engaged in their places of work. That pay is only part of motivation, however job satisfaction, ability to grow, freedom, flexibility, equal participation, access to information and fairness are also part of motivation.
We also learned about how companies should invest in bettering their employees in all aspects of their lives. Which takes me to the best class we've had so far. The guest speaker, a friend of Dr. Chira's, came in and delivered an excellent class and presentation. The main idea that we learned in this class is that it's only people that matter and that individuals will only perform for the company if they have competency and motivation. Competency has three parts consisting of knowledge, skill - experience and attitude and it is up to the company to make the employee competent. However, even with all this and no motivation, the employee will not perform.
The class would benefit from more talk about how organizations have gone through these issues that we have been discussing. Some ideas about techniques and policy execution that we can discuss and perhaps talk about what would and would not work in Thailand. Also, it would be beneficial to hear more about what the Thai's experience with HR has been in their careers in Thailand. What did they think was cool or unique and things they liked and disliked?
As well I would like to see more cases discussed in class from whatever sources that are available to us. As MBA students I would like to hear how others would make decisions and how they came to their conclusions and what was their thought process was. I would like to go on but that is all. Thank you.
Q2: What did I learn from Prof. Dr. Chira in four weeks?
Answer : I studied and practiced from Dr.Chira for HRM in real life that the key words is How to manage your team to work with happiness and also how to make them to open they mind and willing to work smart with high energy in order to achieve company’s goal and try to initiative and develop what else to create new and benefit for organization in future with high loyally.
The motivation is the most important to reply the key words as above however Cash compensation measure and relate to their performance in the technical term which’s not all of expectation that employee need the company to serve but actually , non cash compensation which meant activities , training and coaching , flexibility, participation, authority , etc that are high necessary to make employee’s good feeling and love to be here and attend to deliver and support all point to achieve company’s goal so management should balance both of compensation.
Management really need to make employee to clear and understand for business objective but do not with push strategy . Management should try to pull them to participate and take that objective to be their objective that is the better strategy in HRM.
The Strategy is not effectiveness if it can not be implemented and executed so Management should work all of pattern ( formulation , Implementation , Execution ) however should aware and take culture , environment , customers , etc to be the factor for the strategy and C&E ( Connecting and Engaging ) is the good point that management should take them to develop for Best HRM strategy as well.
In the past four weeks I have had the pleasure to attend to Dr. Chira’s lectures. The lectures have been interesting, full of tought and I’ve benefited tremendously from being to compare the lecture learnings to my own past experiences.
We’ve talked a lot about how people are the key success factor for many organizations and how organizations should focus on bringing people into the strategy formation, implementation and execution process. I think this is not only beneficial for organizations today, but it is also a must. Without full buy-in and support from employees, organizations will not be able to execute their strategic plans efficiently.
Some of the ideas how organization can engage the employees in these processes included motivation, competence and compensation. Compensation we have looked at from many different aspects, finally coming to the conclusion that it can never be fully monetary in form. Motivation and competence commonly come hand in hand, with freedom to effect their work, active competence improvement within the organization and a good organizational culture and atmosphere. These are all issues that the book chapters merely brush upon and really the core learning’s from the class come from the debates during the lecture.
I’m really looking for the upcomming lectures and debates.
What I have learned during the last four weeks of lectures:
First of all I want to thank Dr. Chira for raising a vital for the successful business topic – importance of well performed human resource management! I am convinced that each student in our class has learned something new for him-/herself during the first part of this HRM-course.
In the modern world each firm has to put much attention to its human resource management, as it is what really matters in the success in every industry. It is not enough to only make the employees and other stakeholders to understand the strategies of the firm, but these groups have to be involved already during the strategy formulation stage. This increases the motivation of the employees to perform, as they have an ability to influence the firms operations.
Previous brings us to the motivation, what is the most important factor to maintain in employees and other stakeholders in order to achieve good results. This motivation can be maintained with simple financial compensation, but usually it is not enough. Such issues as organizational culture, opportunity to perform, build a career and constantly learn new things (becoming more competent), having good tools for successful task performance are also vital in order to become successful. I think that in general in may be said that the more the firm is investing into its employees, the more output these employees will give back.
In further lectures I would like to receive more practical examples from the real firms managing their human resources in order to achieve some particular goals. For example how the most successful firms in Thailand are managing their HR, and why they are doing so? How much resources do these firms invest in their employees and what is the output received? Also it would be really beneficial to get some information about the difference in HRM in Thailand and Western countries in general (What is done similarly and what is done differently and why?). Thank you!
According to your question,
I would like to explain that you did not explain the details more based on the text book but you always express or share the information with your invaluable experience.
Moreover, during one month later I can know more about the concepts of PEOPLE and STRATEGY in terms of technical processes by HRM. I think those knowledgement, it will helpful for me and I can apply in my life including my working period.
The important thing is you always teach/focus us(our classmates) that is we need to "think out of a box" in order to generate the new ideas and the new concepts....
Thank you
Q1. According to class on 6 September 2008.
Today, in every business, the most valuable asset is people. If we think MK and FN are importance in running business. The answer is “yes”, but every process always comes from human. So HR will become playing in the importance role in business also.
About compensation, I would like to link with concept from Dr.Chira said in class. For future, we would pay salary base on performance, not only base on fixed salary to make everyone in company alert for working. But in my opinion, in Thailand they don’t like this because some old style people they don’t like competition in their work and some people fell it like everybody in workplace are trying to compete others. For me, base on performance is very good idea, but we should not make them see clearly that they must compete with their co-workers. We should design process to weight or measure theirs’ performance base on some policy of their company, which everybody accepted it.
And some people, they didn’t work for only salary. But depend on many factors, like happiness, satisfaction, ability to glow, etc. So we should know their perception and desired.
Q2. What have I learnt for 4 weeks from Dr.Chira?
First of all, I would like to say I very grateful that I have Dr.Chira as my teacher. I like concept of “Reality” which we shouldn’t only know only concept that we can’t use in the real world. I understand how important for human’s power. In every business if we want to success in the line of business, we should start from people. Because everything like creativity through innovation comes from people and they are the engine to running business. If they satisfy with their jobs, they will be work well and always make their work better and better in long term. Like Dr.Chira concept of “sustainability” and another of “Happiness” in 8Ks’
After all, I would like to thanks Dr.Chira, who provide us concept which are very useful that I will use it in my work as in concept of “reality”. Thank You very much.
What I have learned from class for the past four weeks?
Its start with your comment and then our turn on sharing what we have learned from each topic in each week. This class encourages me to think carefully and go beyond what I’ve read. Studying is not limit in class but open widely, blog for example, I presume this is a key message that Dr. Chira would like to deliver to us for sharing with others.
For HRM people or human capital is the key. Organization needs to understand their people and on the other hade this people also need to understand their organization as well. An efficiency HRM is not focus only capability but also concern in ethics for example HR at Siam Cement who succeeding in HRM
Anyway, thanks to Dr. Prakai our guess speaker for a very useful knowledge on topic compensation. Employee compensation can be both cash and non-cash and base on the performance, experience, and year of services. Furthermore, HR should play major role in create an environment to motivate people to perform, with out motivation and competency of each individual it will not be a human performance
What I really get is not only the knowledge in HRM, but it also enhances my learning behavior as well.
What I have learned from class for the past four weeks?
I am grateful like everybody in class to have Dr. Chira as an instructor. For the past, I never have an instructor like Dr.Chira who always actuates students to think and share idea after studying. For the past four weeks, i've learned not only in textbook but i 've learn to adapt theory into my working life also. Human management is not easy as its name, because human mind can change all the time and change rapidly. It’s very good to know the theory about human resource management because human is a major factor in everything.
Thoughts on the compensation lecture: People are motivated by different things. While most say money is important, their behavior shows that other things may be more likely to lead to good performance or job satisfaction. Work relationships, working conditions, self-satisfaction, time off, recognition, and non-cash benefits are more influential and have longer-term effects on employees than a simple raise in their base salary.
The overall experience of the first four weeks of class has been to look at the HR function as a part of the overall corporate strategy, rather than an isolated function. I agree with some of the readings that HR is important to corporate strategy, but it is clear that the integration with the whole company is lacking in the real world. Business people have learned to talk about the importance of people to corporate success, but few have learned to move from slogans and platitudes to real leveraging and nurturing of human capital.
It has been a unique experience having an instructor like Dr. Chira, who shares his theories and self-confidence with the class, challenging students to apply the theories to their own companies from the perspective of an executive, rather than as a functional specialist. As for expanding the learning system to other groups, as a class we will be discussing this in the near future as we plan an outside seminar on HR issues.
May I share my comments from learning HRM's class previously.
From the beginning, it was very useful to learn about HRM activities in this class as well as the experiences from Dr.Chira who share about how to make this function effectively in the management of Human Resources.
To successfully manage human resources, individuals need personal creditbility, business knowledge, understanding of the business strategy, technology knowledge, and the ability to delivery HR services. In addition to contributing to a company's business strategy, human resource practices are important for helping the companies deal with the competitive challenges and contribute to business strategy.
Regarding the strategic approach to HRM, it seeks to proactively provide a competitive advantage through the company's most important assest: its human resources. However, HRM function needs to be integrally involved in the formulation of strategy to identify the people-related business issues that the comany faces. Once the strategy has been determined, HRM has a profound impact on the implementation of the plan by developing and aligning HRM practices to ensure that the company has motivated employees with the necessary skills.
The nature of pay structures is undergoing a fundamental change in many organizations. Some change to fewer pay levels to reduce labor costs and bureaucracy. and some employers are shifting from paying employees for narrow jobs to giving them broader responsibilities and paying tem to learn the necessary skills. Pay surveys also permit the organizations to benchmark their labor costs against other organizations. Globalization is increasing the need for organizations to be competitve in both their labor costs and productivity.
My opinion for the compensation is employees' salary should be based on thier performance in order to encourage them to work with thier highest abilities. However, the employers also have to conduct clearly standard measurement so everyone cannot protest but accept it.
For the first weeks, the class focused on HRM as one of company's strategies to succeed in its business field. The HRM lecture clearly descripted its definition,what are content in it and how to apply it in today business.
1. How work process is linked with the theory of Six Sigma?
Six Sigma the measure of how much a process deviates from perfection.
For me, work processes are linked with Six Sigma by the notion that you can apply the five-step (DMAIC) process of define, measure, analyze, improve and control to improve work processes at all levels. In my experience, while at work you are constantly tweaking and adjusting how something is done, continuous improvement of work processes.
First you define the work process, the challenges, quality attributes and the possible deficiencies. Second you collect the necessary data. Then you analyze the data to develop insights into the work process, including possible defects like paper bottle-necks or security issues. Then you develop and improve the work processes and measure the results to ensure that challenges are overcome. Finally you write the policy and control limits to be followed for the new and improved work process. Remember to monitor the process the ensure that no unexpected deviations of the work process occur.
Of course you wouldn't get into this much depth on a day-to-day basis, only when necessary. However I would like to point out that, like defects in a product, work processes need to be done with as few defects as possible.
Work process that link with Six Sigma there are five step is DMAIC the process of define, measure, analyze, improve and control. it is the improvement system for reduce defect, the step can apply for improving the quality of education, I will give the instance of using these step : University set a goal that they prefer the student graduate within regulation on 80% they doing the process of DMAIC are :
1. define: increasing the ratio of graduate student within the regulation
2. measure : there many factor about un-graduate student within the regulation such as money support, learning system, family problem
3. analyze : the barrier is money support that influent with study
4. improve : eliminate the barrier (it is possible to fine the way for reduce academic fee)
5. control : how we control the problem that will not happen again such as finding sponsorship or student can make money by their own
Anyway, Six Sigma is the process of business to improve the capacity and reduce the defect, not only Six Sigma theory using in the product and service industry but also can apply to use in the education industry , now is the globalization world the quality of education is more important because improvement of economy and technology so that we can cope with the competitior.
Question 1: How work process link with theory of Six Sigma?
Six Sigma is a very organized and detailed process for improving quality of work process and eliminating the number of defects as close to “zero defects” as possible. All quality improvement occurs on a project-by-project basis with employees’ involvement.
In addition, these projects must be selected according to the goals and objectives of the company, and the projects must be team-based activities at the continuous improvement of the work process. Once the projects are identified, the company will assign an executive responsible for project success and they should be paid tied to the successful achievement of six sigma goals.
At the heart of Six Sigma is DMAIC, a five-step process applied to improvement projects.
The process is “Defined”, including what their problems are. It is important to know which quality attribute are most important. The process is “Measured”, and data are collected. Then, the data are “Analyzed” to develop information and causes of the defects. Solutions to problems are developed to “Improve” the process. Finally, the process is monitored and “Controlled” to make sure that no undesirable changes occur.
To be effective, the company must design processes that meet stakeholders’ expectations and can be produced at six sigma quality levels.
Question 2: How work process link with my 3 circles theory?
Regarding to Prof. Dr.Chira’ s 3 circles theory: Context, Competencies, and Motivation. These circles must work together to support the purpose of organization.
The work process should be linked with organizational design and competencies. The company should know how to increase capabilities of their people when they work. When companies set up the project, they have to select the best and talent project manager who can be negotiator and leader as well as enhance their employees to work as teamwork. Moreover, the work process has to link with pay for performance to motivate employees to higher performance and keep those talents.
In addition, when the company treats people, they should concern about employees’ feeling by treating with Happiness, Respect, Dignity, and Sustainability to gain their loyalty and can survive in the long run.
If the company needs the new generation of workers to be more creative, adaptable and able to response quickly to changing, thus the issue such as engagement, empowerment, diversity, teamwork and corporate culture are also important to promote quality of people. And it is important to understand how to keep to right people since the talent employees will leave your company if they feel unfair and/or the competitors can give them better benefits.
Question 1: How work process link with theory of Six Sigma?
Six Sigma is seek to identify and remove the cause of defects and errors in manufacturing and business processes. The link of work process and Six Sigma is that we can use Six Sigma to improve or design work process by applying the five-step (DMAIC) process of define, measure, analyze, improve and control. When the work process is designed well, customer dissatisfaction will be decreased.
The first step of designing work process is that we need to define and understand about company objective, mission and vision, challenges, customer demand and expectation. Then we need to collect the relevant data on key aspect of current process .The next step is we need to analyze the cause and effect relationship and also we need to ensure that all the factors are considered. From the analysis we’ll know that what area needs to be improved. Then design and develop new work process to fixing problem for that area. On another hand we can develop the work process to strengthen the strength area also. Finally, we need to set the policy to ensure that the work process is run properly and we also need to have planned to correct when it goes wrong. Monitory of work process is necessary in order minimize the effect of unexpected problem in work process also.
Question 2: How work process link with my 3 circles
3 circles theory of Dr.Chira consist of Context, Competencies and Motivation.3 circles theory can apply in every work process levels in all organizations.The organization need to consider their outside facing challenges such as economy, politic, regulation. Using IT in the organization is one way to increase competitive advantage to company. But by utilize the use of IT in the company; the employees must be trained in order to ensure that they are ability to perform their job well under normal and complex situation. Motivation is very important for everyone. Motivations have a lot of influent on peoples; they will try to do their best and willing to do more and more. In another word,they will work with passion. Therefore company needs to have motivation program which can make employee happy then the employee’s loyalty will be created to the company.
Q1). How work process link with theory of Six Sigma?
The work processes are the activities that members of a work unit engage in to produce a given output. Every process consists of operating procedures that specify how things should be done at each stage of the development of the product.
If Six Sigma theory is applied to the work process, it will be able to produce a very high proportion of output within specification. Speaking more technically, the Six Sigma's implicit goal is to improve all work processes to meet the quality level of defect levels below 3.4 defects per million opportunities (DPMO).
The application of Six Sigma to a work process includes DEFINING the process improvement goals, MEASURING key aspects of the current process and collecting relevant data, ANALYZING the data in order to develop insight information including the most important causes of the defects, IMPROVING the process by executing the developed problem solutions that result in defect elimination, and CONTROLLING to ensure that any deviations from target are corrected before they produce defects.
Q2). How work process link with Prof.Dr.Chira’s 3 circles theory?
From my view, Six Sigma is a strategy in terms of operation management. It concerns the product quality improvement in work processes by measuring the number of the defects. Even it involves employee training providing defect-reducing tools, it should be counted as a part of HR development.
I believe that 3 circles theory, when applied to the work processes, will give the excellent results, not only providing high quality products but also high performance employees. These results come from we pay attention to HRM practice including HR development via Prof.Dr.Chira's 3 circles theory.
Prof.Dr.Chira's 3 circles theory is a strategy in HR development and management in organization. To apply the theory to work processes effectively, leaders must first have the correct visions and be able to specify the clear missions and goals.
The first circle is context. Both external and internal contexts for work processes will be considered. The external contexts include changes in globalization, economics, politics, laws, society, and technology. The internal ones include application of IT and organization management. This circle will answer the questions such as how to set up or design a work process by considering the above mentioned contexts.
The second circle is competencies. When applying to work processes, this circle will consider the required skills, knowledge, and competences for people in order to effectively perform in each work process. This circle also deals with how to develop or increase people’s capability when they work. For example, we may need to train them about leadership, innovation, and time management.
The third circle is motivation. To work successfully; besides knowledge, competences, and skill; people need to have motivation. Leaders have to encourage employees to view their work processes as the challenging works or as the high- benefit-for-society works.
The purpose of this post is to discuss how Six Sigma links with work processes. I will not go into too much detail regarding what Six Sigma is or what work process are, as I assume that the readers are familiar with the terms already. Instead, I’d like to look at 1.) What Six Sigma is good for, 2.) Why it is not good for every company/sector and 3.) What are some of the alternative methodologies that companies can use?
1. What is it good for?
Six Sigma is a disciplined, data driven approach and methodology for eliminating failures in work processes. It strives to improve the quality of the processes so that the processes do not produce more than 3.4 defects in one million opportunities.
Six Sigma is currently used by many of the world largest organizations and some of them have realized substantial benefits from implementing the methodology.
Although many of the methods used in the Six Sigma approach are not new but have in fact been used by companies long before the Six Sigma approach was invented, the Six Sigma approach brings some key elements that make it extremely successful for some organizations. These elements include striving for close to perfect quality, having clear management support and engaging employees in the methodology. Let’s look at these three elements individually.
Setting goals is one of the key elements in any program that hopes to achieve an improvement in the work processes. Six Sigma has set the standard goal for all work processes to be 3.4 defects in million opportunities. This provides organizations with two fundamental things. It provides comparability between all the processes in the company and it provides a high enough target that will ensure long term improvement within the organization.
Six Sigma is an approach with a clear and distinct structure. A company wishing to adopt the six sigma management approach will need full support from the top management to be able to implement the approach. The approach takes leaders from the different levels of the company as ambassadors and trainers of the concept. Similar structure and requirement in full management support is often missing in many of the other quality improvement methodologies.
Six Sigma also provides clear employee commitment and engagement. Employees go through different trainings to achieve different levels of mastery in Six Sigma. This provides the employees with clear personal growth targets that can be used to keep focus on quality improvement. Furthermore, having a clear and distinct vocabulary will bring people closer together to work at the shared organizational goals.
Why is it not good for everything?
Although Six Sigma has some substantial advantages in bringing people together to improve the work processes within the company, some criticism or realism has to be applied. For example, is close to perfect quality really required and does the company really benefit from it? Quite commonly organizations will be able to improve quality quite substantially in the beginning of the quality improvement process, however, after reaching a certain level, incremental quality improvements can become quite difficult to achieve. They might even become so difficult to achieve that from a cost-benefit point of view, it just does not make sense for the company to fix them.
Furthermore, the holistic business management methodology can be way too heavy for some organizations. Although Six Sigma might be appropriate for a large enterprise such as Motorola or GE, it might be dauntingly heavy and inefficient to implement in a small 30 person organization.
Quality measurement in service sector has always been problematic. Services tend to have qualities like perish ability, simultaneous production and consumption, personalization in the style of delivery etc. These can be difficult to measure accurately and quantitatively.
Some criticism has also been made on the continuative focus of the Six Sigma approach. Incremental improvements are treated as way more important aspects as entirely new processes. This can in some cases handicap the organizations ability to innovate new and completely groundbreaking concepts or processes that would substantially change the way things are done – potentially leading to a substantial improvement in the efficiency of the process.
What are the alternatives?
There are many alternatives to Six Sigma for improving work process. Some of the available options include models like ISO, EFQM, BNQP and CMMI. All of the different quality management approaches share similarities, but have minor unique details. There is really no single “best” option that can be recommended. It really depends on the organization in question. For example, a company needing an ISO certification in order to be able to work with a client might benefit from Six Sigma, but would eventually be required to fulfill all aspects of the ISO-requirements and therefore implementing Six Sigma might be a waste.
Furthermore, it rarely makes sense for a US company to adopt a European Quality management approach or vice versa. Finally, some companies just need the quality improvement to boost their efficiency and might want to take best practices from each methodology, without tying themselves into any single approach.
The three circle theory proposed by Dr. Chira combines the three key factors contributing to the success of work process 1.) The context – basically meaning how the company is set-up and how the work is organized, 2.) The competencies of the people and their ability to carry out their work now and in the future and 3.) The motivation of the employees to carry out their assigned duties and to participate in improving the organization as a whole.
Organizational context, derived from the organizations mission and vision and guided by the strategy of the organization is a key element in work process design as it provides the answers to the questions “what does the organization need to do to achieve its goals?” and “how can the organization achive its goals in the most efficient manner?”.
The competencies of the employees within the company are fundamental to being able to execute the companys strategy. The company must know what competencies will be required in order to achieve the goals and how these competencies can be aquired now and sustained in the future.
Finally, the motivation of the employees determine how eager they are to participate in achieving the companys goals and how eager they are to improve the company as a whole. Without motivating and engaging people in the companies activities and work processes, companies will have a hard time in achieving its goals.
Question : How work process link with theory of Six Sigma ? and How work process link with 3circles theory of Prof. Dr.Chira Hongladarom?
Answer : Generally , Work flow starting from Input to activities and come to the output and the output of company are high or low performance which have many factors effect to them however the one of the most important criteria to success or fail that are the work process or activities which employees in that unit engage in to produce a given output . So why theory of Six sigma which are system of measuring analyzing , improving and controlling processes once they meet quality standards and training of this system will be provided to employees to understand and learning how to defect-reducing tools to cut costs and more output with high efficiency.
From my observation, the theory of Six sigma align or similar as the theory of 3circles of Dr. Chira which composed of Context , Competencies and Motivation to improve the productivity for company performance but there is one difference and it very necessary that is the Six Sigma don’t mention or concentrate in “ Motivation ” which Dr. Chira always teach us people or employees which are the most important wheel to deliver the objective of company and it’s not only skill and knowledge , know how, compensation to provide them but also morale and loyalty which management should focus and take it to be the policy of organization .If management can make satisfaction to employees to loyal in company , employee are willing to work the best to improve capability and productivity even the assignment is very challenge and they have to adjust a lots in process or study new in everything . So Dr Chira’s theory is better to more understanding and deep clarify for management to set HRM strategy to improve performance of company and take competitive advantage to gain more market share and to make customer’s satisfaction.
The first question posed for this week is how the work process is linked with the theory of Six Sigma, particularly in the area of services, such as the tourism sector. Manufacturing of tangible goods and the creation of services have much in common, and theories can often be applied across the spectrum of goods and services. Six Sigma can be a valuable tool in analyzing the service delivery process, which generally has high customer expectations for quality.
Six Sigma focuses on work process characteristics that can be measured, analyzed, improved and controlled. The work process in services includes the output desired, which is a function of certain tasks performed by people (and may also include additional raw materials and equipment). Depending on the type of service being provided, appropriate quantitative and qualitative measures can be developed. Each service encounter is different, so the measures cannot be applied without accounting for this variability. Choosing the right aspects of the work process to measure can also be difficult, so the 80/20 rule may be a good place to start. For instance, 20% of the tasks may account for 80% of the time required to complete the service process. Or, 20% of the customers may account for 80% of reported dissatisfaction.
An important drawback to enforcing a quality program like Six Sigma, with its strict measurement requirements, is that service providers themselves may resist. Since it is people, rather than machines providing the end product, it may be more difficult than expected to recalibrate their performance to guarantee outputs that meet specifications.
The second question is to compare the Three Circles Theory to the work process. The three circles are Context, Competencies, and Motivation. The context is the organizational design, while the competencies refer to the ability to perform tasks, and the motivation is the desire to accomplish the goal. The competencies and motivation in the work process for services relate directly to the employees. If they have the right competencies and motivation, they will perform the activities required to create the desired output. The context of the organization provides the framework within which this transformation from resources through activities to outputs can take place.
1: how work process link with theory of six sigma?
Today, when a company thinks about how it can increase profits it usually considers how it can increase its revenues. Often, the company has already eliminated excessive costs, the "low hanging fruit." But reducing costs is really only part of the story. Increasing revenues is a much more effective way to increase the bottom line.
What these companies often ignore remains a source of potential enormous profit: existing customers. Although no one disputes that customer loyalty is essential, very few know how to measure customer loyalty systematically. Fewer still know how to use that information to determine where and how to make improvements. What makes Six Sigma important to the human resource function? Obviously, HR professionals must play a key role in any organization that adopts this process. You are a critical linkage in understanding Six Sigma and in working with management to find the right people to build and maintain a critical mass of talent. Moreover, HR administrators must avoid becoming irrelevant in this process by being at their professional best in making Six Sigma work. It is the ticket to a culture without boundaries that opens the way to a common focus whose target is perfection. The Six Sigma process actually becomes a culture in and of itself, motivating people to work together to achieve higher levels of efficiency and productivity. Technological developments have already done this to a large extent - but technology is better viewed as a strong foundation. With that foundation in place, we can now look to human potential - intellectual capital -- as the driving force that provides the balance in moving all types of organizations to higher levels of quality. As with any such activity, Six Sigma depends on strong and vocal top-down commitment. Six Sigma develops employee camaraderie and new levels of confidence, pride and professionalism. Successful Six Sigma leadership requires more than dedication; there must be a precise alignment and balance of an organization’s choice of people and its processes. It can be looked at as a marriage of social and technical systems. Human resource professionals have a particularly critical role here; they need to make the best possible use of a company’s intellectual capital - and if it's not there, go out and find it. Heavy going? Not when the survival of businesses, careers and domestic or international competition depend increasingly on the kinds of competitive results produced by quality-driven strategies and processes. The possibilities that Six Sigma carries in quality improvements, cost savings, customer satisfaction and loyalty, and employee development are enormous. Unless there's adequate commitment of time, talent, dedication, disciplined persistence and an investment in company funding, Six Sigma can't reach its true potential. It is not just another quality or productivity program, but a central, pervasive effort that demands unprecedented focus and teamwork
2:how work process link with Dr:chiras 3 circle theory?
AS i understood from the 3 circle theory is .this is the 3 things which has to be very important in any of the organisation ,,if i want to start a bussiness ,hat i should do? ishould know all about that bussiness ,it means enviornment which is internally and externally.with out have any proper knowledge about this i cant forward even 1 step.this what explaining the first cirle .second thing is competencies now technologys are developing day by day,with technology and competition too .if i have a small quality problem in product ,competetor will catch my all the bussiness ,
so i should keep my product with good quality so that
i can get sustainability challange with product.
3rd cirlce is explaining motivation,employees are the major asset of any organisation ,we will comapre bussiness with football play ,if our team players are not good we will loss our game ,so players should be good ,we should give good input to them so that we can get better output .3rd cirlce is explaining that neatly.
i can conclude here with out that 3 circle we cant run any of the bussiness coz it explaining everything about what bussiness realy need .six sigma is explaining only about after start a bussiness how to improve that 3 circles explaining everything about bussiness.
Question 1: How work process link with theory of six sigma?
Six Sigma is process that helps the organization to reduce the number of defects in each small process in order for the company to achieve the target goal. And to created a special infrastructure of the people with in the organization
Using Six Sigma applied to improvement projects can be identifying in to process as follow.
- Defined, to see what is the most important and where is the area to improve, mostly link to the company goal.
- Measured, to look at the current situation and also compare with the collected data.
- Analyze, to find out the capability and alternative solution for the problem, ways to improve.
- Designed, go in to details and make sure all are related to company goal
- Verify, is the latest before hand in process to the person who responses the task.
On every state, the management must be sure that its link to the objective and the company’s goal.
Question 2: How work process link with my 3 circles theory?
Regarding to the 3 circles theory that invented by Prof. Dr.Chira, which is included Context, Competencies and Motivation, all of these theory must work together in order to have the capability of the people and to keep them with the company.
In the work process, we should know how to select people with the skill and capabilities that will enhance the company performance. Also the leader themselves should have the skill of problem solving and be able to motivate and guide their team. The work process also should concerns of “Pay” as it can motivate people for higher performance and created loyalty.
The company should treat all employee fairly, doesn’t matter the higher or the lower level. The reward, increasing salary and promotion should be recognized by their performance.
The style of management in the company, treat fairly, the environment, training and all activities must be provided to the employee because its can created the loyalty.
The 3 circles theory is very important in HRM management, for HR people and for the high level management to keep in mind and using in day to day basis.
Q1). How work process is linked to the Six Sigma theory?
In competitive businesses, many organizations have attempted to manage their organizational performance by using various strategies or tools to develop and/or refine their workflow. Six Sigma is one performance management tool that they use to track and measure how many "defects" and “errors” they have in a process by defining, measuring and analysing the workflow. The second step consists of designing/improving and controlling/verifying the process in order to bring those defects and errors as close to zero as possible. The objective is to minimize waste of resources while increasing their customer satisfaction.
Q2). How work process is linked to Dr. Chira’s 3 Circle theory?
Dr. Chira defines three circles in workflow management.
The first circle is “context” which includes external and internal contexts. The external contexts encompasses changes in globalization, economics, politics, laws, society, and technology. The internal ones include the application of IT and organization management. This circle will answer the questions such as how to set up or design a work process by considering contexts.
The second circle is “competencies”. When applied to work processes, this circle will consider the required competences for people in order to effectively perform within each work process. This circle also deals with how to develop or increase people’s working abilities. For example, we may need to coach them about leadership, creativity, and time management.
The third circle is “motivation”. To work successfully; besides knowledge and skills people need to be motivated. Leaders should encourage employees to view their work processes as the challenges that will allow them to reap the rewards.
Dr. Chira’s model suggests that we enhance performance management by zeroing in on the areas where the three circles overlap, thus maximizing benefits. It brings vision into focus, which makes it a powerful leadership tool.
I would like to answer two questions in one answer. For my opinion many of companies that use system of theory to measure the quality of their products like TQM and also Six Sigma. But all of this must have program or like scorecard to check every step or process to measure the quality of products that you want to improve to meet the standard that you have set. The point of mine is to compare between Six Sigma, the program that we use to measure the quality and the theory of 3-Circles of Dr.Chira. for my opinion, it like Sig Sigma is the program that set to your employees to do as they had been set before to meet the standard but for 3-Circles in look internal in every employee mind or attitude. There are Moderation, Reasonableness and Self-Immunity system. If we can teach or coach then to know or to do 3 things inside the circles plus with Lifelong Learning and Morality & Ethics, it will become in long term or like sustainability with happiness that can be the result of the quality that come from their mind not like the system that we set to let them do.
Work process that link with 3 circles is when the leader who have a good vision set the goal that want to reach, he/she must be provide the mission for implementing by set the process for following but the goal will not succeed if the leader don’t have an employee who have skill and competency, but the basic thing in human resource should have are human capital, intellectual, ethic, happiness, social, sustainability, digital and talented for advantage in increasing skill and competency by training them, after the leader have the right person who can execute this mission, the thing should concern is about motivation, how to make them have good performance salary is one of motivation but there are another significant is the theory of HRDS: happiness, respect, dignity and sustainability these thing the employee should receive from organization for retention and the return thing to organization is loyalty and good attitude
Q1.How work process link with theory of six sigma?
The six sigma theory compares how much extend a work process/operation varies from perfection.The six sigma theory can be applied to any operation/work process.It follows the DMAIC procedure to evaluate and improve the processes.The reduction in the defects in turn reduce the wastage and hence increase in the profit of the organizaton.
The six sigma theory firstly define the process which need to be improved,then measure it to collect all possible datas relevant to that proces. Then analyse it and come up with the improvement plans and then its controlling.The result need to be monitored and need to be evaluated in specific intervals to ensure the outcome.
by implementing the six sigma in work process,the best practice is following and thus reducing the defects.This system implements a systematic procedure for all the operation that the communication between the individuals are ensured.This reduces the wastage of time accompanied when carry forward a work from one to another.The latest innovation in in this theory is the combination of six sigma and the lean process.Many of the organizations gains a sustainable competitive advantage by this "LEANSIGMA".The lean process reduces the waste accompanied with the process and the six sigma reduces the defects in the proess and come up with the best result.
So the knowledge in six sigma is essential for any firm ,that tries to grow globally and to reduce the defects and ensure the quality of the product/service offerd by it and to gain a sustainable competitive advantage in long term.
Q2.How work process link with 3 circles theory?
The three circle theory is meant to explain about how a firm can achieve a competitive advantage in a longer term.The first circle ,the context,deals with the organizations goal,vision mission.For any firm going global should have these three aspects.This is the macro aspect of the human resource architecture.
the second circle,the competencies deals with firms strategic formulation.By analyzing the internal and external environment of the firm,the competitive advantage of the firm will be decided.Then based on the competitive advantage the firms strategy can be developed to gain a long term sustainable competitive advantage.The proper excecution of the firms strategy also is the explained by this.
The third ,the motivation is really very important for a firm to gain a competitive advantage in a longer term,because the satisfied employees only can perform a good out put.The HR department need to pay attention on this area because nowadays many firms struggling of the high employee turnover rate.Most of the cases shows that the poor compensation and the lack of employee relations are the main reason for the employee turn over.Human fatigue -the unhappy employee because of the routene and repeated work is another issue.So the HRM need to implement an ER department and other activities that helps to motivate the employees and hence to have a better peerformance.
The successful combination of the 3 circle theory can benefit a good output.
Question 1: How work process link with theory of six sigma?
Every organization want an output with quality, then six sigma is used in organization. Six Sigma is a theory for removing the defects or error in Manufacturing and Business process. In manufacturing, six sigma is used for managing the quality of work and product. Not only production department but human resource management can also apply six sigma theory into working process. As I mentioned, Six sigma is used for controlling quality of work or service. Then, it relates directly to work processes due to the output should be defined, measured, analyzed, improved and controlled. These concepts are a process of six sigma.
Question 2: How work process link with my 3 circles theory?
3 circles are context, competencies and motivation. First, context links with the work process in term of input and equipment. Input refers to materials, data, and information. Equipment refers to facilities or systems. While working, employees need to understand circumstance. Second, competencies refer to the ability, it links with human resources which is about skills, knowledge of employees. Last, motivation links with every step. The difficult task of human resources is to motivate employee in the right way.
In short 3 circles play important role in working processes. If organizations want to increase employee’s capability, they should understand 3 circles then design work process step by step for employees to follow.
1. How work process link with theory of six sigma?
Basically, Six Sigma is a high-performance, data-driven approach to analyzing the root causes of business problems and solving them. It ties the outputs of a business directly to requirements of the marketplace.
At the strategic level: Align an organization keenly to its marketplace and deliver real improvements (and dollars) to the bottom line. At the operational level: Move business product or service attributes fully within the zone of customer specifications and dramatically shrink process variation, the cause of defects that negatively affect customers.
The key words and phrases that I take away from this description, as well as from my reading on the subject, are: data-driven approach to analyzing root causes, deliver real improvements to the bottom line, product or service attributes/customer specifications,
Shrink process variation, the cause of defects.
Six Sigma is a problem-solving process. Given a particular problem, the tools and techniques it provides are obviously effective, given the success attributed to it by its proponents. Starting with roots in Statistical Process Control, and with tools that come out of its precursor, TQM, Six Sigma adds a focus on bottom line impact that has made it worth the attention of top management, a necessary condition for effective improvement efforts. It also brings a structure of expertise, with the vaunted "Black Belt" certifications that serves the purpose of helping to focus attention of these experts on one or at most very few projects. This focus is a major benefit in getting things done. Management-supported focus on the details of individual processes and the problems associated with them is, in my humble opinion, the core strength brought to the party by Six Sigma.
2: How work process link with my 3 circles theory?
Sufficiency Economy is a philosophy developed by His Majesty King that stresses the middle path as a guiding principle for people at all levels in pursuing their livelihood. It is applicable to the individual, families, communities, as well as at the national level.
Moderation, reasonableness, and the need for self-immunity for sufficient protection from impact arising from internal and external changes. To achieve this, an application of knowledge with due consideration and prudence is essential. In particular, great care is needed in the utilization of theories and methodologies for planning and implementation in every step. At the same time, it is essential to strengthen the moral fiber of the nation, so that everyone, particularly public officials, academics, businessmen at all levels, adheres first and foremost to the principles of honesty and integrity. In addition, a way of life based on patience, perseverance, diligence, wisdom and prudence is indispensable to create balance and be able to cope appropriately with critical challenges arising from extensive and rapid socioeconomic, environmental, and cultural changes in the world. The sufficiency economy philosophy is a set of moral, ethical and practical guidelines intended to help the Thai people more effectively navigate globalization through adherence to 3 principles – moderation, reasonableness, and self-immunity – and 2 conditions: knowledge and virtue.
i am sorry about the 2nd answer that i answer before this answer by mistake i talked about the king's philosophy and here it about the 3 circle i was supposed to comment on
2: How work process link with my 3 circles theory?
The context is the first circle which includes the external and internals of an organization that deals with the organizations goal, vision mission. The second circle is about the competencies that is mainly focused on the skills and competencies "The terms "skills and "competencies" are not used as synonyms. Skills are used to designate an ability to perform complex motor and/or cognitive acts with ease, precision, and adaptability to changing conditions, while the term competence designates a complex action system encompassing cognitive skills, attitudes and other non-cognitive components." competencies are described in a rather inspirational manner, that is, they articulate what we would like an organization or an individual to be better at. Competencies are important, as they help to communicate what an organization or individual stands for or what the expectation is. Competencies are the capabilities needed to act in particular contexts. They include cognitive and practical skills, as well as the knowledge, attitudes, values, and motivation required in a particular context. Concepts and principles used to develop the competencies framework the competencies (knowledge, skills, attitudes, values and motivation) are inextricably interconnected. The different people engage in the same behavior for different that there may, in fact, be more than a reason, a constellation of various influences, and, that the reasons for continuing the same behavior may be different from the ones that triggered it off at the first place. In other words, motivations may be diverse, multiple and dynamic. To succeed in increasingly competitive domestic and global markets, organizations must create and motivate a workforce that is able to realize competitive advantage. What type of performance is necessary to attain such an advantage is heavily dependent on the market a firm is in and the strategic choices a firm makes.
Q1: How work process link with theory of six sigma?
Six sigma stands for the six standard deviations, provide the techniques and tools to improve the capability and reduce the defects in any process. In many organizations simply means a measure of quality that strives for near perfection. Six sigma is a disciplined, data driven approach and methodology for eliminating defects by driving toward six standard deviations between the mean and the nearest specification limit in any process.
Every work processes are link to six sigma by its methodology i.e. DMAIC and DMADV which are use to improve an existing business process and create new product or process designs respectively.
The first three steps of these two methodologies are start with “Define”; considered what the company goal is including customer expectation. “Measure”; key aspect of current process and data collecting, then “Analyze” data to verify cause & effect and ensure that all the factors are considered. For DMADV the “Design” and “Verify” will be done after data analyzing. The last two steps of DMAIC are “Improve”; or optimize the process base on data analysis. And “Control” to ensure that work process has been done in appropriate way and prevent the result in defects and continuously monitoring work process.
Q2: How work process link with Dr.Chira’ three cycles theory?
The three cycles theory of Dr.Chira are the combination of context, skills/competencies, and motivation. Theses three area are important to strategic in managing and developing the organization. Work processes and the three areas are needed to run together with each other to make an efficiency process.
Context: including external and internal, for example apply to use technology with work process
Competencies: focus on skills and capabilities of employee and its development to enhance work efficiency
Motivation: create a good attitude and motivate employee to engage with their work and willing to perform.
All the process in an organization required all of the three areas and these three areas are also to align with the company practice and goal.
Question 1: How work process link with theory of six sigma?
For my idea , The Six Sigma is the process that would like reduce the defective task , Business processes or defective devices by reduce the defective as less as possible. The Six Sigma that is developed mad improve about the quality and efficiency more than the TQM or the Kaizen. The definition of the Six Sigma theory is all about variance reduction. By variance, we are referring to the amount of control you have over your processes. Another way to look at it is how good you are at predicting or forecasting the future outcomes of a given process or Basically, Six Sigma is a high-performance, data-driven approach to analyzing the root causes of business problems and solving them. It ties the outputs of a business directly to requirements of the marketplace.
Question 2: How work process link with my 3 circles theory?
For about the 3 circles are context, competencies and motivation,
1 The context is the input and output of the HR organization such as the strategies, technology knowledge, resourcing, culture. For this mention is we have to adapt about the input that we have change to the output by make more the quality and efficiency.
2. The competencies is we have to compete everytimes by both the internal organization and external organization.
3. The Motivation is sometimes the company have to give the compensation to drive about the motivation for employee to improve and develop the skill and knowledge and in the same time the employee should improve themself everytime for moving forward in the future also.
Q1: How work process link with theory of six sigma?
Six Sigma is the business process that would like to improve and develop enormous capabilities by designing and measurement the daily business activities and for reduce the defective part, defective job and other and reduce the resources using and in the same time this process will help to add and increase the customer satifaction also.
Question 2: How work process link with my 3 circles theory?
The first is the context, which the context that include internal context and external contexts for work processes. The internal include about the technology and knowledge, strategy and material and other.
The external include environment of the organization and technology changing, culture and other.
The second is competencies. The people in every organization that should have to compete with another and every people in the department and in the organization, So we have to develop and should have about the innovation and widely idea for compete to each other.
The third is motivation. People and emplyee in every organization need to have the motivation. The motivation that is the process to encorage the people and employee to work for good job and excellent performance.
Q1). How work process link with theory of Six Sigma?
- Six Sigma is a business management strategy, which try to indentify and solve the problem that was the causes of defects and error in manufacturing and business processes. Six sigma will use the quality management theory, which include statistical. Six Sigma projects will carry out the task within the organization, try to reduce the error in each step and also has quantified finanical targets which will concentrate in cost reduction or profit increase.
Q2: How work process link with Dr.Chira’ three cycles theory?
- First cycles is context, will describe all the work that require the work within the organization, setting the goal for the company, which include external and internal that effect to change the companys' image.
- Second one is competencies : focus on skill and capabilites of all employee, try to help them develop their own competency to drive the company success.
- Motivation : HR people should create motivation environment to motivate people, try to make them engaged as a part of the company.
Sorry for late reply of question 2, as I has no Internet for a few days.
Q2 How work process is linked with Dr. Chira's three circles theory.
The context is more macro encompassing organizational inputs, outputs, strategy and technologies.
Competencies is more micro and is about the skill sets and knowledge of the employees as people working towards company success.
Motivation is the linking of the context and the competencies championed by HR. Employees attitudes and mindset are much needed to bring all work processes together in the right balance to succeed in having effective work process.
Dr. Michael Hammer video
1) What aspect you think it helps you to perform better in organization? Link with work processes, get the main point on re-engineering.
Re-engineering is about reinventing our work processes, look at them and start over, forget the past and come up with an entirely new way of working. The emphasis is on how we do the work, filling orders, serving customers, making products and so on. Start fresh with a clean sheet of paper. We need new ways of working in the 21st century and a global market place means constant change.
First of all, the organization must have proper executive leadership. It all starts at the top. Second you identify your work processes. Focus on the processes that cross the organization. Make a team of people to work on the processes and develop a good understanding of them. Third you need to bring everything you learned together and develop new ideas for work processes.
In all this HR is central to re-engineering. Changing processes means changing jobs and skills needed by the workers. You should take the people you have and develop them to help lead the transition. Critical parts are technology and HR, without these two aspects there is no chance of success in re-engineering.
2) What are the obstacles preventing you to achieve efficient work process? What stands in the way of re-engineering work processes?
Culture can get in the way of re-engineering. Everywhere has its own aspects of culture and some will support re-engineering and some will not. Some cultures are more comfortable with change like the U.S. and some are more comfortable with working in teams like in Asia. Some cultures are overconfident and afraid of change because of past success like in Germany and Japan.
Also you must everyone in the organization understand the business that they are in. Very often people do not understand the business they are in and this can cause development problems. People must be involved and must know to make efficient work processes.
Question: "Dr. Michael Hammer Video - Reengineering".
What aspect you think it helps you to perform better in organization ?
Answer: Re-engineering has 2 hands as told by Dr. Hammer. One hand is technology and the other important hand is Human resources. Both are important in today's competitive industry. Re-engineering is about continous learning. You throw out an old obsolete thing which does not work and chnage to a totally new process. Both TQM and Re-engineering are focusses on processes and improvement. The only important thing to do Re-engineering is only when it is most suitable otherwise it can have disastrous consequences.
To keep up with today's ever changing world technology comes with very high priority. So re-engineering can help if there is good leadership qaulities and good mission and vision at the top level of management.
Also comes with it proper communication at all levels of management to employees.
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Question: What are the obstacles preventing you to achieve efficient work process ?
Answer: Talking from the Asian point of context, Culture can be one of the main obstacles. Because I believe by human nature we all are somewhat resistant to change. It's natural as we are all human being made of flesh, bone and tissues and we have brain to think.
We are not Robots.
Even as per my personal experience of working for many years in California, even US people are resistant to change too. So applying re-engineering may not be an easy task where cultural diversities are there. Specially in Asian countries importance is given to team work and age, rather than competence and smartness.
Another important point can be weak leadership qualities and bad communications.
Also commitment is another big obstacle in the path.
Question1: What aspect you think it helps you to perform better in organization?
TQM and reengineering are both involve in improvement of the processes and to serve the customers. However, reengineering redesign business processes of the organization by abandon what we have and start the new one as well as focus on put workers together in a team.
Instead of looking at the tasks that each function performs, the company should be looking at complete processes from materials acquisition, to production, to marketing and distribution to integrate a wide number of business functions. The firm should be re-engineered into a series of processes since much time is wasted passing-on tasks from one department to another. As well, the new work process should be measurable and meet customers’ satisfaction.
Reengineering work process is not once in the life time, but at least every five year. A company should be reengineering again and again because the world change is fast and unpredictable.
Question2: What are the obstacles preventing you to achieve efficient work process?
Reengineering assumes the need to start the process of performance improvement with a "clean paper," to get rid of the inefficient processes as well as changing the way of thinking in an organization. Thus, a company must have executive leadership commitment and employees engagement.
Since not only marketing or just one department serves the customers but also all departments do it so. Therefore, cultures and employees’ feelings can be the obstacles to success efficient work process.
Changing work processes require new kind of people. A company needs existing HR to develop their new skills such as using new technology, able to work in team and can rotate to multiple jobs.
Human resources are vital for reengineering. Everybody in organization should understand the business. An organization should invest in human capital with training and develop them with right attitude to achieve efficient work process.
Question3: What do we learn on week6?
Training is important for future competiveness, so an organization should think of training as investment not as expense. The owners and top management of company must have the good attitude about invest in human capital that will generate value added which company can survive in long run.
Not only the government must invest in education in field of science & technology learning, but also a firm must generate more training since our education system is weak.
Training is old fashion; the new trend is learning and learning with technology (E-Learning. Dr. Chira suggested investing in people with learning, 4L’s Peter Senge: Learning how to learn, unlearn, Learning from experience, Learning from mistake, and Self-learning and relearn. Besides, the trend is moving from skill to knowledge to attitude.
Therefore, it is important to create performance plus loyalty to avoid losing talent workforce. As well,the success of organization often come from aggressive cooperation rather than competition.
How work process link with theory of Six Sigma?
According to academic literature and research states that Six sigma is a smarter way to manage a business or any department in any organization. The main purpose of Six Sigma is that the customer first and to make satisfied customer and to attain this goal, Six Sigma uses facts and data to drive better solutions. Six Sigma efforts target three main areas and they are: 1) Improving customer satisfaction 2) Reducing cycle time and 3) reducing defects. Improvements in these areas usually represent dramatic cost savings to businesses, as well as opportunities to retain customers, capture new markets, and build a reputation for top performing products and services.
In a lot of ways, Six Sigma is about putting in to practice the notions of working smarter, not harder. In order to make Six Sigma successful, it requires a great deal of organizational teamwork. It means having the systems to provide customers what they want when they want it. It means providing employees with the times and training to tackle work challenges with some basic analytical tools so they know what to do and when it needs to be done.
We can see the real example of how work process link with the theory of Six Sigma by looking at one of the largest company in the world GE, As GE.s CEO, Jack Welch, wrote in the annual report that in just three years, Six Sigma had saved the company more than US$2 billion. Based on the GE’s success we can at least conclude that if your organization adapts Six Sigma then you will be driving toward the path of success by making satisfied customers and efficient workforce.
How work process link with 3 circles theory of Prof. Dr. Chira Hongladarom?
As we know how Six Sigma link with work process. But Six Sigma missing some very important facts which Dr. Chira developed in the theory called 3 Circle. Dr. Chira’s 3 Circle theories consists of First the context, Second the Competencies and Third the Motivation. In a nutshell we can say that Context means organization’s mission and vision and where they want to reach and how they will sustain in the competitions in the long run. So an organization must have some goals and objectives to achieve their mission and vision.
To achieve their goals and objectives, an organization needs to have competent workforce who will eventually perform the work and make the organization successful. The organization needs to create an environment where employees can express their human capital in more innovative and creative way. So that their competencies can be differentiate and this will give an edge to be leader with their competition.
But in order to have competent workforce and achieve the organizational goals and objectives, as Dr. Chira put lot of emphasis the terms called Motivation. It’s not an easy task to create a motivated workforce, but it’s also not impossible. To create a motivated work force, an organization needs to treat its workforce with respect and dignity. Create an atmosphere where employees have freedom of work and have responsibility to perform their work.
Motivation gives people freedom in mind and we can see this result in the History. The Great Indian Leader Mahatma Gandhi who motivated the whole nation of India to fight against British emperor to achieve their freedom. So, in my opinion without motivated workforce, no organization cannot sustain in the long run.
What aspect you think it helps you to perform better in organization? Link with work processes, get the main point on re-engineering. (Dr. Michael Hammer video)
Innovation and change are now central of today’s business environment and this in turns has led to new management practices. On the other hand, according to Dr. Michael Hammer, Reengineering the Corporation describes how the radical redesign of a company's processes, organization and culture can achieve a quantum leap in performance, helping corporations save millions more, raise their customer satisfaction still higher, and grow ever more nimble.
As Dr. Hammer said, if you think that reengineering was once enough, think again. In the 1990s, reengineering was implemented in the back office, the factory and the warehouse. For the 21st Century it is being applied to the front office and the revenue-producing side of the business: product development, sales and marketing. The new wave of reengineering is breaking down the walls that separate corporations from each other. Processes do not stop at corporate doorsteps. Product development, planning and many other processes are really inter-enterprise in nature, entailing work by both customer and supplier.
In conclusion I would like to mention that Dr. Hammer puts most emphasis by introduces the concept of reengineering is that reengineering means continuous process, continue to improvement, improvement of customers and at last continue to improve what you have.
What are the obstacles preventing you to achieve efficient work process?
According to Dr. Hammer one of the biggest obstacles that can prevent to achieve efficient work process is the Cultural differences. In order to achieve efficient work process, an organization must need to learn the differences of different cultural norms, especially when they are in Global market. Again culture forms with people so it’s important that you understand the background of your workforce and treat them with respect according to their culture.
When you talk about reengineering, the first thing we should ask ourselves that what we are reengineering? Is it only product or people? Of course its combination of both and here HR play the critical part of reengineering. HR needs to puts its workforce in right place where workforce can overcome the obstacles of cultural differences by having proper knowledge of its particular organizational culture.
I would like add on this concept by referring one of the famous universal proverb…”When you live in Rome, act like Romans”. So based on this proverb I would like to draw my own opinion that for any organization, if for example when you are doing business in Thailand you need to understand Thai people and respect their culture and norms.
Firstly, I would like to apologize that I summit assignment too late because I had business trip in up-country and just came back on Sunday.
1.How work process link with theory of Six Sigma?
According to academic literature of Six sigma is a tool to improve quality process.provide the techniques and tools to improve the capability and reduce the defects in any process which are contain of defined,measure,analyze,design and verify.
In term of work process within organiztion is means that measure of quality that strives for near perfection. Six sigma is a disciplined, data driven approach and methodology for eliminating defects by driving toward six standard deviations between the mean and the nearest specification limit in any process.
In work processes are link to six sigma by its methodology i.e. DMAIC and DMADV which are use to improve an existing work process, create new product or process designs respectively.
Applying Six Sigma to improve working process in organiztion, in my opinion should be focusing on people in every step.
- Defined, to see what is the most important and where is the area to improve which are linked to the business's objectives and strategies
- Measured, to look at the current situation and also compare with the collected data.
- Analyze, to find out the capability and alternative solution to improve working process
- Designed, specific details and execution plan to improve working process.
- Verify, last one, should be verify who should be assigned to be respones to improve working process.
2.
Question3: What do we learn on week6?
One of the main points I understood from Dr. Chira’s lecture is that Training is important for future competiveness. Lot of time organization doesn’t put emphasis on train the workforce. They look at training as an expense but not as good investment. But as Dr. Chira suggested that organization should look at Training as investment on human capital, which will eventually give your organization a competitive advantage. We see the good example of Training of Siam Cement in Thailand where they invest 3% of their profit on Training.
I also believe like Dr. Chira that Thailand needs to invest more in Science & Technology which will give Thailand a better edge in this competitive world. Look at Singapore how successful they are as a country because they invest their Human Capital in the field of Science & Technology. Singapore has only 4.5 Million people where Thailand has population of 63 Millions. So if Thai Government invests on human capital and training of Thai workforce then just imagine how successful this country can be in the future.
Another important area that Dr. Chira taught us is about the concept of Learning. We need to understand the concept of Learning by looking at 4L’s peter Senge. Today’s trend is moving towards training to learning like E-learning. Also HR needs to create a workforce with right attitude not only workforce with skill and knowledge. So Training is one of the most important elements in any organization which will value added to Human Capital
Q1). What aspect you think it helps you to perform better in organization?
To stimulate better employees’ performance in organization, top management with great leadership should focus on business process reengineering. Reengineering is to reinvent the work processes by forgetting what we do in the past and coming up with entirely new things. Instead of organizing a company into functional distinction and passing tasks from one department to another, we should identify work processes and assign a team to be responsible for all the tasks in each process.
A company should be reengineered every 5 years as the world keeps changing. After reengineering, we will use continuous improvement techniques such as TQM to solve problems.
One of the vital factors in successful reengineering is HR. Reengineering will result in changing processes or jobs, meaning that we require new kind of people or skills. So, the key point to succeed is to develop the new required skills to the existing employees.
Q2). What are the obstacles preventing you to achieve efficient work process?
There are many obstacles for reengineering. One is a culture. Each organization has its own culture that could cause difficulty for reengineering such as culture of working individually or overconfidence.
Another obstacle is that people in organization do not understand the business from broad perspectives. It is impossible to achieve efficient work processes without this understanding.
The purpose of this post is to discuss the topic of Reengineering, mainly based on Dr. Chira’s interview with Michael Hammer. We will look at how it helps organizations perform better, how it is linked with the work processes in the organizations and what are some of the common obstacles preventing you to achieve efficient work processes.
What is it?
Reengineering is essentially re-inventing the way we work within organizations. It is usually radical and disruptive in nature, starts from a completely fresh slate and scraps all the existing models and processes.
Why is it essential? Or is it?
According to Hammer, Reengineering is essential because we need to constantly adapt to a changing world to remain competitive as an organization. The ongoing change is rapid and unpredictable and only those companies that can anticipate change and adapt to it will survive in the long run. Although I do see reengineering being useful sometimes, I think that reengineering is not something that should be looked as an absolute and only solution. The outcome of a process improvement should not be predefined to be disruptive in nature, starting from clean slate. In many cases incremental improvements will benefit the company far more than scraping all the ground work that has been done before. I would recommend companies to try to find a balance in this, using disruptive reengineering if it seems that the company benefits from it or selecting another, more evolution oriented approach should that seem more feasible for after the process analysis is completed.
How to start with reengineering projects?
Michael Hammer suggested a very generic approach for getting started with reengineering. The companies undergoing reengineering projects should first secure executive leadership and top management support for the project, secondly they should identify all of their existing processes and create teams that will work on each process, the team will then identify shortcomings in the current processes and come up with goals for the new processes. Once the goals are defined, the teams then create new processes that are implemented throughout the organization. This generic approach can very easily be used for starting any process improvement project, whether it is reengineering or something else.
What are some of the common obstacles preventing you to achieve efficient work processes?
Typical challenges for a reengineering project are the very same as for any new management methodology. First you will need to obtain top management support in order to have a fair chance of success, secondly if you are going to fundamentally change the way people work day-to-day, you will need their buy-in in the concept. This can usually be achieved by communication and thoroughly explaining what are the benefits and ensuring that the benefits for everyone are far greater than the tradeoffs. Some companies are handicapped in implementing improvement projects from the get-go as they tend to think of themselves as superior and not requiring change. All-in all, every organization will have to create their own version of the program, one that fits their organization and communicated in a way which is understood within that company’s culture and context.
What about continuity?
The one thing that disturbed me the most about reengineering is that it seems to lack continuity. It has continuity in the sense that reengineering has to be done every so-and-so many years in order to re-adapt to the world that has changed around us. However, it assumes that the original reengineered approach has been the best approach when implemented and cannot be further improved until the next reengineering round – thus completely missing the incremental improvement aspect.
To conclude, although I do like the idea of radical improvement and re-creation of organizational work processes, I’d suggest that people participating in these activities would keep their mind open. There is usually more than one tool that is needed to get to the solution that works best for any one particular company.
Question1: What aspect you think it helps you to perform better in organization?
The reengineering is about the work process, new way of working and its can measurable and meet customer satisfaction. Reengineering is about understand the business and make it fresh and clean. As the world is move fast, so we have created the new company into the new world, again and again as long as the world is change.
TQM and reengineering is not the same theory but we use it as complimentary and both are the process that concern about customer.
The key idea of reengineering are
- Leadership (start from the top)
- Identify the process, work process that we will develop and understand. But it not about organization chart or the department because in the organization, the majority people are understand themselves but they don’t understand what the customer wants.
The reengineering is not happen one time in the company but it’s will happen at least every five years because of the world is moving fast
Question2: What are the obstacles preventing you to achieve efficient work process?
Reengineering is involves in every parts in the company and as reengineering is about changing all the process, the way of thinking and the way of work, that mean that its will effect directly to the people, employee engagement.
The culture (the most difficult thing to change in the organization) both culture of working and culture of the people in different countries. Some people are easily to accept the new idea but some people are more difficult to accept it. In the same time, the reengineering also creates benefit a lot in some culture.
As mentioned, reengineering is about changing the process of working, that mean it’s directly involves to HR because changing the process means changing job and responsibility of the people, the new way of working.
The first step of reengineering is about having everybody understand their business, then they can start develop.
One more important is about having a good quality of the leadership because he or she should be able to set visions, and then communicate that vision to everybody and make the commitment.
Question3: What do we learn on week 6?
The company should think of the training as an investment not as expense because it will create the quality of the people in order to have high performance in future competitiveness. The training is not only about the skill but it also included the attitude of the employee.
Q1:What’s aspect you think it helps you to perform better in organization ?
Answer1 : Mentioned to reengineering in the class which are the application of technology and management science to the modification of existing systems, organizations, processes, and products in order to make them more effective, efficient and responsive or it is the directed at potential change in all business or organizational processes, including the systems acquisition process life cycle itself and it is very important to understanding for employees to accept and willing to support this application .
so I think firstly to perform better in organization that have the reengineering are the team working and the attitude. (I’m the one of middle management )
1. Team work : I will focus and set strategy to make feeling of employees to be the one team by taking everyone to participate and understand the objective and process clearly with sharing experience and 360 feedback for their confident and also build moral as a team to take one perception to create one value for goal achievement of organization.
2. Attitude : this is the individual perception depend on background of people which from family background , society , education , etc so it is not easy for management to change their attitude to accept to learning new process and enjoy the changing but it’s not impossible for this issues so management have to motivate ( but also offer the training to make them more confident ) and their team have to take them to open mind for this changing.
Q.2 : what are the obstacles preventing you to achieve efficient work process ?
Answer2 : many organizations have failed to reengineer at the first or later because the key factor is people in that companies do not open heart to learn new concept , new process and do not attend to improve capability for this system because
1. Attitude and perception of people which are individual depend of their background so if someone who have influence in the group do not willing to understand and also convince teams to defense and reject the new one that came to make complication in the current process which they are used to so it’s terrible.
2. Culture and environment which are atmosphere to motivate and build employee to enjoy and happy for this changing and culture of organization ( People and others ) to be high and strong conservative that all to effect for employees to attend and support the new way of treatment and working design so Management also aware for this point as well.
3. A lack of support from upper management , It is very important for policy which Top management will assign to treatment for this changing ( Reengineering ) because if Top management just set the strategy and ask for reengineering will be come to improve the company performance but do not care for the execution and employee’s feeling that always failed to achive efficient that work process . so Top management really understand and learn from 360 feedback which help company to clear from bottom to top in order to set and implement the new work process with high effective.
1. What aspect you think it helps you to perform better in organization?
I think should start from the leader first. Leader must know the target where we want to go then searching a staff who have capacity to do it and setting a team for implementing while doing this mission leader should have to stay with them no matter what because re-engineering is huge matter. It is harshly changing of working process. Leader have to control them and make them understand what you want
Additional, re-engineering will be succeed the thing should concern also is making the team understand the business and what is the objective of changing process. All thing that I mentioned the leader is vital person who have to develop people to reach the goal of organization.
2. What are the obstacles preventing you to achieve efficient work process?
I think it is culture, the team has many cultures some culture will support re-engineering some will be difficult re-engineering but the challenge for leader is find the way to adapt re-engineering in the situation.
Dear Dr. Chira and Classmates,
I propose that we organize our seminar around the theme of Organizational Learning, Knowledge Management and Human Resource Management. This theme would allow us to present topics surrounding the central topics that we have covered during our lectures, including recruitment, capability development, learning, work processes and human capital.
I have recently published a case study, together with Dr. Vincent from BU in the “Vine Magazine -The journal of information and knowledge management systems” that discusses my previous experiences in building human capital and improving work processes in a fast growing IT-company. I could easily turn this article into a good case-study presentation, which would provide practical insight on the implementation side.
I also briefly discussed this seminar with Dr. Vincent and he could come as a visiting speaker and talk about how Knowledge Management and HRM relate to each other.
In addition, Dr. Chira could present his thoughts on the topic and we could have e.g. one or two more presenters from the class to present topics that relate to this field, depending on how long the seminar is.
I believe this seminar could be a great success and bring recognition to Dr. Chira’s class as well as the whole International MBA-program in BU.
Please let me know how you feel about this topic and the idea for the seminar.
Kind Regards,
Olli
1. What aspect you think it helps you to perform better in organization?
In order to increase employee performance, the leader needs to focus more on reengineering work process. The company should identify their existing processes and develop teams to work on each process. Work process should be well design and make sure that all the resources are allocated properly to each work process. In competitive world things are changes very fast therefore the company need to review their work process in every 5 years. But reengineering work process alone is not enough to make the company success, it need to prioritize on people development and make the employee understand the same thing and have one goal .The company should be communicate the change and create new work environment to support the change.
Q2). What are the obstacles preventing you to achieve efficient work process?
I think personal attitude, culture, communication and lack of support from top management are they key factors that obstacles preventing people to achieve efficient work process. Personal attitude and culture are hard to manage and control but good motivation with good work environment can make people happy and it will reduce conflict and make the work process run smooth. But getting the right support from management and improve communication in the organization can be improved and it will help efficient the work process.
Q1: What aspect do you think it helps you to perform better in organization?
The Hammer’s reengineering is the radical redesign of business processes. It offers an easy way out, by doing away with all that is and reconstituting a workable process on the basis of completely fresh ideas. It can help the company which has problems with the old style of business process and can’t deal with the modern problem.
However, the theory was overly optimistic about how easy it would be to implement radical change. In fact, we can redesign processes in a revolutionary way, but the implementation will almost always be evolutionary. The revolutionary way will always result in a huge layoff because human is not a machine part.
Personally, I am a well-adjusted people that can accept changes easily. I use the concept of reengineering in my daily work. Whenever I face problems and realize that it would take long time to finish by using the existing process, I will try to innovate so as to increase my performance.
I have been familiar with the reengineering concept since I worked with Lehman Brother. Due to the effects of the economic crisis of Thailand in 1997, the company had to cut cost and asked employees to redesign their workflow so as to improve performance. In my department, I found that we took a long time to distribute analysis to our clients. The old process was: (1) a first staff selects the article(s) about the corporation that could affect the stock trading movement from news sources; (2) a second staff makes copies of those articles and distributes them to the analyst who covers those stocks; (3) The analyst evaluates and comments; (4) The analyst passes the comments to the fourth staff to be distributed to the Marketing department; (5) then the marketing section conveys the analysis to the client. This process took about 4 hours to complete and used 5 people and 5 steps. We reengineered the process by letting the analyst select the news, worked and then contributed his/her analysis to the marketing staff as support staff faxed the analysis to the client. The new process reduced lead time from 4 to 1 hour and reduced labor from 5 to 2 staff.
Q. What are the obstacles preventing you from achieving an efficient work process?
The most important obstacles of achieving efficient working process are people attitude and organization culture, which often differs in the public and private sectors. People in private sector accept changes more readily than those in the public sector. For example, the reengineering idea first made its way into Thailand when Kasikorn Bank successfully applied the reengineering concept, improving service/time efficiency significantly. Simple tasks such as deposit and withdrawal that could take hours due to long queues and poor service performance now takes less than 5 minutes.
However, the implementation of reengineering was less successful in the public sector. For example about 3 years ago, Thaksin government tried to reengineer the public system by creating the “One stop service” and laying off many people with an early-retirement in the process. They began to evaluate staff performance with a grading system for human resource decisions, rather than base such decisions on more traditional concepts such as that of seniority. A lot of people rejected the idea, and the project failed.
1. What aspect you think it helps you to perform better in organization?
The organizations performance can be increased by re engineering.The re engineering in the HR aspect means the re structuring of the internal organization of the human resource.The main benefit of the re engineering is innovation and creativity in the existing situation.Another important factor is that,by re structuring the job responsibilities overtime,the human fatigue can be eliminated or reduced.The timely re organization of the management will enable the internal competitiveness among the employees which in turn improve the organizational efficiency.
This strategy in actual means the continuous improvement of the management and job description. Most of the training programs are conducted as part of this strategy.The re enngineering strategy is important because of the competitive nature of the global market.The continuous improvement and change in the technology urges the management to ensure the updation of the organisation's exsisting strategy accordingly.
Q2). What are the obstacles preventing you to achieve efficient work process?
I think the main obstacle in the implementation of the re engineering in the organizaton is the internal employe conflicts.The well co ordinated work force is the success of the effective re engineering strategy.But the internal conflicts that can arise because of the re allocation of the job responsibilies of the individuals in the organization will be a main obstacle for the succcessful implementation of the re engineering strategy.Another one is the peoples perception about the change,without acknowledging about the changes and its benefits people's wont be happy to change from the exsisting condition.The organizational environment, job satisfaction,and employee motivation are also the factors effecting the efficient implementation of the re engineering in human resource management.
1. What aspect you think it helps you to perform better in organization?
In organization, everybody has his or her own duty. I think the aspect that will be helpful for performing better in organization is to have good attitude, and believe in team work. In present, competitions are stronger and stronger. The way to get competitive sustainability is to reengineering the organization. Reengineering is about redesign of an organization's processes or business process, when organization adopts reengineering, it has to make systematic process. The process will not wok if employees do not collaborate. The most important thing is to make reengineering to be continuous.
In short, for the reengineering, there are three importance things to e helpful to perform better in organization. The first is systematic, second is collaboration , and last is continuous improvement .
2. What are the obstacles preventing you to achieve efficient work process?
For reengineering, the major obstacle is the leader because the leader must understand culture, and goal. If leaders do not mean to change the way they work, employee also cannot change. In fact, leaders have to force employees to create new things and teach them to be concerned about learning. In order to get competitive sustainability, leaders and employees have to collaborate to make the organization to be learning organization.
1. What aspect you think it helps you to perform better in organization?
- To reengineering we have to forget the pass and come up with the new idea (whole change) ,reengineering we must have a good leader who could make all the employee understand their business well,know who is your competitors, who is your customer and etc.
Reengineering respond to change , and while TQM try to find the problem and them imporve it. We could see that both think in a different way, but they have the same step(1.same process, 2.keep improving step by step and 3. try to take care of the customer). Eveything are change so fast, so the company should not act like a dead wood as well as the employees .Company better to review the work process every 5 years.
With reengineering we need to go with 2 critical things, first come with Technology; use the technology to renew all the process or tasks, second Human Management; with no successful in Human Resource, there is no reengineering. Company have to help all the employee to increase more capablity.
Hammer said "you will need to re-adjust your employee as to their capabilities".
2. What are the obstacles preventing you to achieve efficient work process?
- In my opinion, obstacles that prevent to achieve efficient work process in the way of reengineering, that is "Senior System", mainly regard to the culture and Asia people are normally resistant to change.
1) What aspect you think it helps you to perform better in organization?
I think the important point shoulb be attitude of the staff. It means that all staff in organization should hava a good attitude with organzation and also they should improve themselves all the time together with collaborate within the team member in order to making the good performance and grow in the same direction.
So, the reengineering should be done also in each department or organization.
2) What are the obstacles preventing you to achieve efficient work process ?
It may be the culture in each organization, also you need to be supported by your boss in order to success in your work. ( In the real case, Japanese company will not support female more in the top level management than support male)
And business knowledge skills that you need have/well know, if you did not know well or expert in your part.
it's quite difficult to succuss to make the work process as efficient.
Thank you
1.What aspect you think Reengineering helps you to perform better in organization?
Reengineering is focus on develop/improve process to efficiency productivity and satisfy customer which similar to TQM but its abandon what organization have and start it over, not like TQ that is finding problem and fixing and improving from what organization have
Best time for reengineering is when business is growth, so organization can develop the existing people to a new kind of job or function. There are two component of reengineering that important; Technology Management and Human Resource Management. With out these two factors reengineering will not be success.
2.What are the obstacles preventing you to achieve efficient work process?
Culture for example, Western and Asia has difference culture such as Western are more like to work individually, Asian are more hierarchy. Each organization in each particular culture is cause the difficulty in reengineering.
However, the understanding in their own business of all employee in organization and qualify leadership (vision, communication, determination) are also important.
Reengineering is about reinventing work processes, forgetting the past and creating new ideas. The process involves analyzing how work is done (serving customers, etc.) then starting fresh as if with a clean sheet of paper to determine how best to do the work. Reengineering is necessary because the word keeps changing. Change is fast and unpredictable. Reengineering is a continuous process of responding to change and anticipating change.
TQM and reengineering are complementary processes that are both concerned with process improvement. TQM, however, focuses on improving current processes while reengineering is about starting over. This requires that company executives provide leadership and support from the top, that processes are identified (not just departments or organizational structure), that teams are assigned to analyze each process and its objectives, and that new process are created and implemented.
There are two critical components of reengineering: technology and human resources. Human resources management is central to reengineering because as processes change, jobs change, and there is a need to develop people to hold new kinds of jobs. When training employees to be productive in a reengineered environment, the first step is not to improve their skills, but to improve their knowledge of the business. Employees should understand the competition, the customers, and the top problems the business faces. The company leadership should have the skill to articulate a vision of where the company wants to go, to communicate the vision to others, and have the commitment to stay on course no matter what.
Reengineering can help an organization perform better by continuously modifying the way it does business in response to changes in its environment. Individuals can perform better if they understand the business and feel as though they are a part of the solution, rather than just one replaceable part in the whole machine. Individuals who are learning new skills will be less bored over time and feel more of a commitment to the company because company management is paying attention to them.
There are obstacles to reengineering, too. Resistance to change is a strong force at both the organizational and individual level. Not everyone sees the most efficient process as the most desirable process. For instance, cultural norms toward acceptance of change, teamwork vs. individual effort, and respect for hierarchy will affect the ability of workers to identify and adapt to optimal business processes. There is also the challenge of keeping workers striving for greater efficiency if this means some will lose their jobs. Reengineering efforts may be more successful during times of business growth, as the growth will provide new opportunities for employees who might otherwise be displaced.
What aspect you think it helps you to perform better in organization?
Each organization has its own culture that could cause difficulty for reengineering such as culture of working individually.To increase employee performance, the leader needs to focus more on reengineering work process. The company should identify their existing processes and develop teams to work on each process. Work process should be well design and make sure that all the resources are allocated properly to each work process.
2.What are the obstacles preventing you to achieve efficient work process?
The most important obstacles of achieving efficient working process are people attitude and organization culture and lack of support from top management are they key factors that obstacles preventing people to achieve efficient work process.
1:What aspect you think it helps you to perform better in organization?
Sparked by the new information technologies, a revolution is about to take place in the way human resource services are organized, staffed, and delivered. To prepare HR professionals for these radical changes, Reengineering Human Resources provides a comprehensive guide to the basic concepts, processes, and technologies that are driving this change.
In most organizations these days some degree of Business Process Engineering (BPE) or Business Process Re-engineering (BPR) is taking place. If this is the case then some documentation may already have been completed that will guide the project team in defining the requirements of a new system.
When BPE projects are completed properly, the end products include recommendations on what information needs to be collected and used, and, who will collect it,
2.What are the obstacles preventing you to achieve efficient work process?
Every action there will have equal and opposite reaction ,so if you implement a new startegy or technology ,employees cant follow with technology with same spped ,initial failure will happen,second thing is hrm has to go with technology in the same speed .otherwise all the organisation will fail ,coz foundation document should be good other vice it wont work proprly
Regarding the seminar topic, I agree with Olli. I think he has got a good idea to make the seminar attractive.
I would be happy to share my ideas in real life work experience - specially regarding MNC and also SME companies.
I can volunteer to be one of the speakers, if needed.
It's upto the class and Dr. Chira.
Let's all try and make it happen to be one of the best seminars which history will remember.
It can also help our BU to get fame and name.
My Dear friends, let's make it happen. But we need your help and co-operation as a team.
THANKS to all my friends and Dr. Chira.
How work process links with theory of Six Sigma theory?
“‘Six Sigma Management’ can be defined as a systemic and innovative activity that assesses the causes for the defects and errors occurred in every sector of the management based on the statistical measure, analyzes the causes and ultimately eliminates them” (Kim 2006). ‘Six Sigma’ is a widely recognized and implemented model (especially among major firms) in order to achieve and sustain operational and service excellence. Many of the ‘Six Sigma’ elements were used by some companies already before the model was introduced. Despite of this, next key elements make the model popular in the business world: aiming for almost perfect quality of products with only minimal defects allowed, gaining full management support for the strategic actions and ensuring full employee commitment and engagement. If performed well, these three elements allow firms to improve their profit margins and quality of the produced products and services. One thing that should be remembered is that the model is concentrated on fixing the existing processes and not taking into consideration the development of new products or technologies. Additionally, the model may be too heavy for the SMEs and thus, is only beneficial for the large multinational firms.
How work process links with 3-circles theory of Dr.Chira Hongladarom?
The model consists of three main factors that benefit work processes. These factors are context, competencies and motivation. This model is linked with both, micro and macro environments. Context includes the macro environment, where the firm operates and gains its resources and profits from. The organizational design, strategies of the firm and its goals are considered here. Again, the products and services are made using the competencies of the employees of the firm, and the higher it is, the higher the competitiveness of the firm on the global market. Competency of employees alone is not enough, as they have to be properly motivated in order to perform their tasks well. Previous arguments show that three circles of the model are really important for insuring the competitiveness of every firm.
Why education is important in competing in globalization?
Education of labor and their competency compared to other countries is the most important issue for competitiveness on the global markets. The more knowledge and skill firm possesses (e.g. lower production costs, superior technology), the greater is the demand for your services and products. The education of future labor takes its start from the education system of each country. The more government invests into the education system of the country, the more competitive laborforce is available for the companies operating in the region. This is for example why the major multinational firms keep their headquarters and R&D departments in the highly developed countries with high education standards, while production activities requiring only minor skill levels in many cases have been transferred to the lower cost counties. In general it is impossible to find globally competitive employees from the country with no globally competitive education system. Training on site is one of the options for the firms to improve the competency of its labor force, but it may require much time and effort from the company side.
Topic: Foreign employees in Thailand and the difficulties working with Thai people.
The exact number of foreign workers is unknown, but the estimates are around 1-3 million. Usually foreign workers – mostly from Laos, Burma and Cambodia - are hired to perform difficult, dangerous and dirty tasks that Thais try to avoid. These include domestic service, construction, farm labor, rice mills, fruit orchards and services such as restaurants and cheap brothels. The wage of this labor is usually lower than Thais are paid for the similar jobs.
From the other hand, there are many foreign expatiates performing the tasks for the top end positions. These employees are placed to Thailand because of their high competency, which cannot be found locally (e.g. low education standards).
As any other country of the world Thailand has its differences that have to be understood and respected if wanting to do business in the country (e.g. religion, customs). Apart of these there are some other difficulties that foreign companies may experience in Thailand. First difficulty is the low level of English knowledge, what makes the communication difficult. Additionally, the education standards in Thailand are rather low, and accordingly there is a shortage in competent labor force. Another difficulty is a set of protectionist policies that Thailand practices. One example is that legally foreigners cannot own any assets in the country. From investment point of view the issue is really negative, as investors do not want to commit to the businesses they cannot fully control. This prevents foreign technology and competency from accessing the markets, isolates the open competition. In the short term this may be a good solution for Thai economy, but in the long run country will be left behind from other Asian countries (e.g. India), which receive plenty of foreign investments.
What I learned from the interview about cross cultural working system with Dr. Chira?
The world is inevitably going towards globalization, borders are opening, more and more people prefer to work and educate themselves abroad. The knowledge and competency are constantly transferred from developed to less developed countries and the education is becoming vital for the success not only from personal, but also from business point of view. This issue has to be understood also in Thailand, as there are various groups of people who try to act nationalistically in order to protect the interests of the country. There is nothing wrong with some level of nationalism, but an overprotection of own interests through eliminating the global competition will harm the economy in the long run.
While doing business in the foreign country it is vital to take into consideration and respect its cultural identity, religion and customs. With this respect and understanding it is relatively easy to gain important connections with local entities and create business processes. It is important to understand, that this works in both ways, Thais have to understand foreigners and vice versa. Many companies fail on the international markets as they do not value points of views of local employees and try to do everything own way, which is proved successful in the home country. The issue is that if the employee is not aware of the goals of the firm and his/her role in it, there might be a problem on the way of achieving positive income levels.
One of the issues, which make doing of business in Thailand challenging, is the hierarchic system in everything, not only in business. In many cases employees are not allowed to make decisions independently, but the permission has to be asked from the very top. This way it is challenging for Thai employees to improve their analytical skills and independency. This also increases the insufficiency and slows down the business processes. People who are allowed to do their jobs independently are usually more motivated to perform well.
In general, Thai and western societies are quite different from each other in many ways (e.g. culture, religion), but with open- mindness and mutual understanding of each others’ points of view and actions, it is significantly easier to ensure success in multicultural business environment.
Q1.)Why education is important in competing in globalization ?
Answer.)Before I run down to write why is education important in this changing globalization, we must first understand what is "globalization".
In today's world of technological advancements, Globalization defines our era. It is in simple words - "what happens when the movement of people, goods, or ideas among countries and regions accelerates". Recently globalization has come into focus, generating considerable interest and controversy in social sciences, human laws, policies,etc.
Starting from Terrorism to HIV-AIDS, SARS (Severe Acute respiratory Syndrome), area of FREE trade to protectionism, popualtion growth to poverty and justice system, "Globalization" seems deeply implicated in all major issues of the new century - may be good or bad.
Globalization has created a debate of who is the better and how to become the best. Nobody remains the best for long time because of globalization.
But out of all these "EDUCATION" is one thing which remains intact unchanged in the middle of this globalization context. Sometimes we should think how these super high speed translational dynamics of globalization, affect - Education. Today the world is another place, different than what it used to be 100 years ago.
Human lives, lifestyles, continue to change when people learn to live with harsh realities. These realities are constantly challenged by globalization. The only one force in the world which can tackle this challenge is - Proper education.
Education is the one which can impart values, morals, skills, and competencies for the ever changing globalization.
Without education it is like breathing without pure oxygen.
The lives and experiences of youths growing up today will be linked to economic realities, technological chnages and social processes that flow from one country to another because of globalization. Because of global transforamtions the eductaion system will also needs to be modified to suit these changes.
Specially for THAILAND the education system needs to be modified to suit the new generations of THAIS who are growing with technological advancements around - because of globalization. The Thai Government needs to put more stress on English language skills and hire good teachers from other countries for science and technology development for students of Thailand.
Q2.) Send a blog to me estimate the number of foreign employees in Thailand by nationalities and find out what is the problem working with Thai people?
Answer.) The no of foreigners working in Thailand are around 3.5 million. Burmese by far are the most, along with Laos and cambodia. They are normally hired to do low category labor jobs with very cheap wages.
But taking into account the expatriates: probably Japanese people top the list - specially in Bangkok.
Japanese people are followed by British and Americans for teaching English in many schools in Thailand.
After the Americans comes the Scandinavians and koreans, Indians and Chinese people.
The burmese workers are normally taken as "migrant workers" and they are not treated as - EXPATRIATES.
----
Problem working with Thai people: -
There are issues, but to be honest as per my experience the good issues of Thailand outweigh the bad ones.
But today here I am to write about the problems of Thai people. Here they are as follows:
1.) Thai people do not respect "Time" like the westerners or japanese people. Sometimes Thai's come late by half and hour and still they don't feel any regret.
2.)Thai Culture - is a kind of barrier as one cannot say anything or comment about an elderly person, even though he or she had done some terrible mistakes or is very slow or not-fit for the job.
3.) Thai's don't think - out of the box often. If you ask them to do something which they normally don't do, they can get stuck.
4.) English language - skills of Thai's are not so good. It kind of creates a barrier for communication. This is because most of the technological advancements of computer and softwares are done and communicated well all over the world in English language only.
5.) As per my experience - Thai's like to switch jobs very quickly without learning or gaining anything from his/her previous job. At last they end up no-where.
6.) Thai's are - habituated very much with "Krieng-JAI" & "Mai pan rai". Sometimes it's not so good. This can lead to employees creating the same mistakes.
Q3.) Search my name in google, there is an interview about cross cultural working system with Mr. Kriengsak Niratpattanasai. Read them and write to me in blog what you learn.
Answer.) It was very nice reading the interview between very experienced & multi-talented - Dr. Chira (who knows the perfect blend between East & West) and Mr. Kriengsak (the interviewer).
I came to know a lot more about Thai's and how to deal with them. Here is my small conclusion about how to bridge the gap between these different cross cultural systems: -
The interview article stresses the importance of colleagues from different backgrounds and nationalities understanding each other's cultural backgrounds and values - in order to negotiate a way through possible conflicts,anger, frustrations, mis-beliefs & dis-appointments in office and society.
The opinion of Dr. Chira, not only helps develop a more pleasant working environment, but also helps to overcome the negative effects of cultural tensions, and as a result will lead to higher productivity and less job-related stress.
First of all foreigners should try and get to know the Thai history and the importance of Thai culture in Thai society. A lot of foreigners are unaware that Thailand took pride in having never been colonized.
So these are what foreigners should follow: -
Respect the Monarchy all the time; know the Thai History; emphasize their independence; be easy-going socially; don't rush into things; learn the basics of Buddhism; think of time as cyclic order; dress neatly and appropriately.
It's not difficult at all.
Also Thai's can learn from foreigners a lot about science and technology development, etc.
It should be both sides - give and take policy.
Also when working with a new foreign manager, Thai's should prepare to meet a person unfamiliar with local culture and practices. Do not expect all expats to be aware of "Thai ways and style". Also please be generous in forgiving foreigners as sometimes their mistakes are purely un-intentional.
Thai's need to also understand where a foreigner is from and then try to forsee how he/she will act, and try to understand what effect it will have on you as "Thai" .
Not only the foreigner had to adjust, Thai's also had to adjust too, though he/she is in your country (Thailand). It is initially tough task for a Thai to adjust, but once you make an effort and adjust, you will feel much happier.
Remember that we all are human beings and nobody is perfect in this world and we need help from each other. So self-understanding for both Thai's and foreigners is just as important as every project.
I hope this will clear some doubts and mis-understanding.
Thailand is really "The LAND Of SMILES".
I am very proud to live and work in Thailand, and I do really LOVE Thailand from the bottom of my heart.
Thanks,
Khop Khun Kharp,
Sawadee Kharp.
(Why) Is education important in global competition?
For this blog topic I wanted to rephrase the question by adding brackets around the word “Why”. The reason for doing this is that it allows us to broaden our perspective on the original question a little bit and look at different forms of global competitiveness and what really are the key factors driving them.
To fully understand the question we have to ask the question in a couple of more ways, for example: “What are the different types of work in today’s global world?”, “Who benefits from education in global competition?”, “How do people benefit from education?”, and “How do companies benefit from educated labor force?”. Let’s look at all these aspects individually, however, before going to that, let’s put down some assumptions regarding the types of labor that participate in the global competition.
I would divide the needed global labor force into three spesific forms. I know this categorization is subject to substancial critizism but newertheless it helps to conceptualize the topic. Firstly, we have nations that provide labor intensive work for the global market place for a relatively cheap prise. Secondly, we have nations that poses highly skilled individuals doing knowledge work and third, we have nations that benefit from their natural resources. How do these nations and the people who live within them really benefit from the strategies of these nations?
Labor intensive work
By labor intensive work I mean work that requires low knowledge input, merely mechanical labor, that is usually cheap and commonly available in the developing nations. Typical forms of labor intensive work here would entail such things as production lines, basic assembly, and other forms where there is not substancial knowledge capital required to produce the output and where the work is repetative in nature. For this kind of work education is not essential. People can be trained and prepared to carry out these duties within days or weeks, instead of going through years of education and higher education.
Labor intensive work benefits a nation in many ways. By being able to provide a more cost efficient production line, it benefits countries by being able to receive capital inputs that might not have been otherwise possible. If used wisely, this can substancially speed up the transformation of the nation in to a more modern state that will benefit from the production knowledge, possibly being able to compete on the world scale in production process design and by other means in the future.
However, as such, nations competing with purely labor intensive work and cheap labor assets will quickly realize that the benefits of this model are unlilkely to be sustainable in the long run. Quite commonly, these nations will find that there will be other nations that are less developed in economical, educational and productions fronts that will be able to provide the same services at an even lower price. Since the dominating competitive factor within this type of work is the price, the nation providding the services with the cheapest price will come out as the winner in the competition.
Knowledge work
By knowledge work I mean work that requires special skills, special understanding of development and an understanding of how to improve the work prossesses themselves. This is actually an interesting concept today, due to the fact that many nations that have previously been labor intensive nations have for example started to provide services surrounding for example software develoment, customer support, outsourcing etc. We have to look at these things carefully. Is software development today labor intensive or knowledge work? Sure it will require a higher level of education to produce code in the modern programmin languages, but does that mean that the labor force can be considered knowledge intensive? I personally believe that it does not.
Knowledge intensive work requires nations to be able to renew development processes, establish quality systems, work according to customer requirements and I haven’t yet seen some of the recently developed outsourcing nations to achieve this level. Having said that, I would be inclined to say that countries that have been recocnized by having abundant software develoment, IT, or customer service skills at a substancially lower price points than the most developed countries have benefitted from moving from labor intensive work to knowledge work. I am still waiting for the moment when truly creative and unique concepts arise from these countries (at the same per capita ratios that currently exist in the most developed nations).
Work that benefits from with Natural Resources
The third group of nations that I want to look at within the concept of this topic are the nations that are rich in natural resources. These nations’ posses something unique that benefits them tremendously on the global scale, namely natural resources. These nations are concerned with two contradicting aspects, one being dependant on cheap enough labor intensive labor to harvest the resources and the second being knowledge intensive workforce that will be able to provide the required efficiency for harvesting the natural resources and making it sustainable in the long run. The other part of the labor force is hoped to be knowledge workers and the other part is hoped to be in the form of relatively cheap labor. Overall, as long as the natural resources in these countries last, they will be in the position to utilize and develop the nation via the benefits reaped by the natural resources regardless of the cost.
So, coming back to the original questions, “Who benefits from education in global competition?”, “How do people benefit from education?”, “How do companies benefit from educated labor force?”, and “What are the benefits of non-educated labor force in global competition?”
Who benefits from education in global competition?
Up to a certain point, we can say that the everybody witin the country benefits. However, education brings higher wages with-it, which in turn makes the nation less competitive in the long run, which in turn causes the highly educated people, expecially those who want to live in their own nation to suffer from the situation. Finland is a relatively good example of this. There is 100% literacy level, and over 70% attendance at tertiary level education still causes problems with the employment of highly educated individuals. A country the size of Finland just does not seem to need the amount of knowledge workers it produces.
How do people benefit from education?
Now this is a more philosophical question that depends very much on the people themselves. For me, the main purpose of an education has been two-fold. I have always been curious and wanted to know and understand as much as possible, hoping that in the end it will lead me to enlighnement of some sort in a certain subject matter and secondly, through education and certifications of educations I have felt that it will be possible to achieve things that would otherwise be out of my reach. In part, my ambitions have been realized through education, however, I do have to admit that I envy some of my friends that have not gone through the same process as I truly do belive that “knowledge is pain” – in many occasions I would be inclined to think that ignorance would be a blizz.
How do companies benefit from educated labor force?
Companies are the ones that truly benefit from the currently different levels of labor available internationally. They will be able to creat innovative concepts and products within their Think Tanks in the Silicon Valley, program the code for these products in Bangalore and then produce the physical device relatively cheaply in Southern China. This way they can utilize the benefits brought by the Globalized world.
Summary
Nations and companies alike can benefit in short term from uneducated cheap labor and providing labor intensive work. For many nations today, this can be a beneficial strategy to speed up development and fund the educational system within the country. However, as a long term strategy, if the success of the country is measured based on PPP of GDP we would have to agree that education is important. Having said that, we have to pose another set of questions such as “does knowledge increase happiness?”, “is PPP of GDP the right measurement?” and “what really is the most important thing in life?” – you can find some “research” done regarding happiness and PPP GDP from e.g. http://www.swivel.com/data_sets/show/1007195..
Estimation of Different Nationalities Working in Thailand and What is Problematic in Working with Thais?
It was very diffiult to get any exact figures on the amount of expatriates living in Thailand. However, I managed to find pretty good statistics on foreign arrivals to Thailand and their reason for visit from the TAT website http://www2.tat.or.th/stat/web/static_download.php?Rpt=ita – there is a lot of information here on tourists should you ever need any statistics.
Here are some highlights from the year 2007:
- There were about 14,5 Million international visitors in Thailand last year
- About 12 Million were on holiday, 1,3 Million, 500,000 came for conventions, and about 630,000 for other reasons
- Two biggest business traveler countries were Japan with 180,000 business visitors and Singapore with 120,000 business visitors – no major supprise there..
- East Asian’s were the largest group of international visitors with about 700,000 business visitors, 270,000 European business visitors, 94,000 business visitors from America and 90,000 business visitors from South-Asia
Altough these figures do not give you precise numbers of expatriates working in Thailand; it gives you a pretty good understanding of who conducts business with Thailand.
The second part of the question is a bit tricky – I don’t really feel like I’m in the position to give any stereotypes regarding what makes it difficult to work with Thai people. People in Thailand come from many different walks of life, some are true world class super stars and others, well others are not. I’d say that one thing that makes it slightly difficult is the lack of language skills, however, Thailand is by no means unique in this sense.
Interview with Mr. Kriengsak
Mr. Kriengsak’s interview with Dr. Chira was definitely an interesting read. It talked a lot about some of the things that we have discussed during our HRM lectures and it opened my eyes to many new thoughts. I’ll go through some of the key things that I pulled out from this interview.
Thais have a long history of working together with foreigners, foreigners have brought Thailand knowledge and expertise in many areas and Thailand has provided foreigners with not only many of the unique products available in Thailand but also their warm hospitality. Dr. Chira mentioned that things are not how they used to be, now (or at least in the year 2000) there seemed to be a line separating the Thais and the foreigners. From my own experience, I can feel that somekind of a line exists, however, I’ve noticed it to get thinner as my Thai language and culture skills have improved. I have also heard many stories from people who have lived in Thailand for over a decade, they have all consistently said that Thailand has changed substantially over the last 1 or 2 decades. I don’t know whether it is that there is a strong nationalism fad originating from the economic crisis, or whether it is just the fact that foreigners are no longer unique in Thailand. I suppose similar issues have been coming and going in my home country as well during the last couple of decades. We have seen a major increase in foreigners entering the country – some people welcome them and others blame them for everything that is wrong in our own country. This fact brings us to the end of the interview – the five last points or recommendations given are really universal, they don’t only apply to expats working in Thailand, but expats working in any new host country. Exchanging information, knowledge and skills with your colleagues in the host country, teaching them about your own ways and learning about the host country’s culture, history, beliefs and values is the only sustainable way for people to work together globally and enjoy the variety of the different beautiful cultures of the world, without losing sight on their own heritage. Goverments of all countries should support and empower these innitiatives, otherwise you will end up with problems like racial, cultural and religional segragation within your own country.
Dr. Chira also discussed many other important issues during this interview, including things like the world being dynamic and people, as well as, organizations having to adapt to the changing situations – this is very much according to the same lines as we saw during the re-engineering lecture.
He also mentioned that the previous economic crisis of Thailand should have been looked as a situation to improve the efficiency and the structure of the country and its markets. You can see the American president and the presidential candidates saying the same thing about the current ongoing financial crisis that originated from America. It would be interesting to know in hindsite how much the country’s financial system has improved because of the crisis.
Furthermore, during the interview Dr. Chira made many interesting statements regarding Thais, the way they learn, what are their views regarding foreigners etc. and since this interview is already eight years old, it would be interesting to hear if Dr. Chira has seen these issues change since the interview.
All and all I think it was an interesting interview that introduced many important topics in a very concise form.
Why education is important in competing in globalization?
Education is one of the fundamental objectives for development a country and economic growth by raising the educational level of individuals and enhancing people to develop and raise them out of poverty and use other rights in the society. In addition, we cannot complete in the global marketplace unless education.
Education should be based on the principle that all learners are capable of learning and self-development. Learning must be applied to not only basic education, which is defined by primary, and secondary education, but also higher education that cultivates intellectuality in our young and capable people with modern technologies to cope with rapid changes. Therefore, education institutions are highly expected to take leadership in molding the country’s future leaders, develop high-level technology for acceleration of economic growth and development of country.
Why education in Thailand is in trouble?
Thailand’s education is too much emphasize on rote learning, memorization and contents that are causes of students’ low achievement in thinking ability and performance, which not relate to real situation, labor demand, and development policy of the country. Moreover, Thai students are not sufficiently cultivated with necessary skills, for instance, English language skills, Science &Technology, self-learning, critical thinking, problem solving, and creative ability.
How can we remedy education system?
Thailand’s education should emphasize on creativity and learning abilities that are primary qualifications of high quality HR include:
1) Improve the quality and standard of education at fundamental and all level for long-term improvement on the country competitiveness capacity and development HR in long term. Thailand needs to redesign the teaching and learning approach that enables students to learn at all time and all places and cultivate them with all attitude and behavior of life-long learning in enhancing country’s competitiveness.
2) Enhance S&T knowledge of the future generation. Compared to others country, Thai universities not produce sufficient number of graduate. Thai higher education institutions have produced very few numbers of innovations because there are not enough incentives and systems to encourage faculty staff to conduct quality of research, and lack of opportunity to receive continual development that relevance to the country development policy and plans.
3) Promote R&D and long-life learning. Encourage students to think rather than memorize or just to receive degree. Thai universities have rather poor research capacity and most of research has low level of industrial relevance. We should promote a public and private joint research between universities and industries to conduct research for promoting Thai wisdom. The low quality of S&T manpower is an obstacle for the country’s competitiveness.
What did you learn about cross cultural working system in an interview with Khun Kriengsak?
It’s so nice interview. I have learnt a lot of concept from Dr. Chira:
It is a good opportunity for us to learn more about modern technologies from many foreigners who are working in Thailand offering expertise in the areas of engineering, architecture or other kinds of modern technologies. Thus, we should not be too negative about foreigners. Instead look at their strengths and learn from them, as they have accumulated much knowledge and experience.
Many Thais may feel negative toward foreigners that they are the cause of the crisis but actually there are good as well as bad and all of us are also part of the cause. Thus, we should learn from mistake and look at the crisis as an opportunity to improve our efficiency.
Thais’ boss does not like to listen since they become obsessed with power and does not need to listen to ideas or feeling of subordinates. Thus, if we become boss in the future, we should develop listening skill, learn by observing other people, and care about subordinates’ feeling. The word “mai pen rai” is often interpreted in the wrong context, so somebody look down on a Thai as a lazy person with no commitment. We have a potentiality with nice culture; we have to change some attitude to more interaction, participation, creative thinking and sharing ideas.
In globalization, we have to adapt to change and must learn how to work and live with the world. In addition, we have to understand the international management approach and try to adapt it locally. That means fitting the approaches to the local reality with respect for the local culture and norms, with sensitivity to the local political context. For example, managers do need to be local in their understanding, but they also have to be global in their behavior.
Q: Estimate the number of foreign employees in Thailand by nationalities and find out what is problem working with Thai people?
In 2007, there were 11,313,473 visited Thailand, and the top 10: Japan, Malaysia, Korea, England, China, USA, Singapore, Germany, and India respectively. Japanese had been the 1st range came into Thailand about 1.2 million or 10.63%; approx. 30,000 were expat working in Thailand. Thailand has been one of five most attractive countries for Japanese manufacturing firm in electronic and automotive sector as a survey conducted by JBIC for many years. Japanese firms are well known for their strong interest in the job training, particularly in the form of group activities such as seminars. As well, they bring their patented technologies from their parent office to their affiliates in Thailand.
Around 80 to 90 percent of the firms have foreign CEOs, with more than 50 percent of the firms having CEO from their parent companies. Compared to Western firms, Japanese firms show greater tendency to assign foreign personnel to senior management positions. The tasks for which foreign staff is given responsibility include overall management in labor relations to deal with labor issues that requires good knowledge of social and cultural of local labor conditions.
While differences do exist between MNCs of different nationalities in Thailand, the differences are often not highly significant to develop and expand the relationships with local to improve their business performance. Thus, we have to learn and understand their style:
Japanese people adapted to harmonize with others. Although they have introverted personalities, they pay serious attention to harmony and cooperativeness in the group. They feel comfortable with familiar people in the communities they belong to. As well, they have more interest in human feelings and emotions than scientific or logical concerns, compared with westerners.
Japanese culture is group oriented and people tend to work together rather than exert their individuality. Expressing strong personal opinions is not common as in western countries. Japanese people tend to accommodate others' opinions rather than speak up for themselves. In discussions, Westerners clearly express their own opinions and speak directly in order to avoid confusion. On the other hand, Japanese people do not speak directly on the understanding that it is polite not to be direct. Expressing a contrary opinion would imply disrespect of the other person. This is why it is said that Japanese people don't say "no".
Japanese usage of "Yes" and "No" is opposite to English. Japanese people often speak English with Japanese grammar. When they answer a negative question such as "Don't you think so?" and they don't think so, the concept of Japanese grammar is such that they answer "Yes, I don't think so".
The difference of attitudes between Japan and Thais is that Japanese people attach importance to forming a group while Thai attach importance to individual. Within Japanese organizations, when speaking of other employees, the person's name is said without an honorific title even for high ranking employees. This comes from a strong group consciousness that every employee of a company belongs to the company and is a part of the company, and people are categorized as insiders or outsiders.
Japanese employees have strong feelings that they are owned by their company and should to pledge their loyalty to the company. Changing jobs is regarded as disloyalty and is a disadvantage for the next employment opportunity. As more importance is attached to a group than to an individual.
Question1 : Why education is important in competing in globalization ?
Answer1 : From discussion in HRM class on last Saturday ; why education in Thailand is basement for competing in globalization is not improved and focused from Government . That is too difficult to explain to foreign students to understand in an innate characters of Thai politician and culture and cycle of Thai political institution. Anyway that from your asking about the education , I would like to comment especially for Thailand.
Actually, Thai government is the most important and largest association to develop , reengineer and motivate the education system which was not efficiency and effectiveness in now a day to be better in order to attack with other competitors because we can not refute to due with competitors and clients both of domestic and international market in Globalization situation because it is relevant with export for sales and import of cost with non tariff barrier concept so if we want to grow and sustain for business performance, The education are established to provide education and training, often for children and the young. A curriculum defines what students should know, understand and be able to do as the result of education. A teaching profession delivers teaching which enables learning, and a system of policies, regulations, examinations, structures and funding enables teachers to teach to the best of their abilities that is the key basic to run and achieve in the goal of business for future so if the government improve capability of people since they are children when they grow up with strong and good - thought process to do everything and actually , Not only for IQ that need to improve but also EQ is very necessary to educate and establish in Children’s mind because they will work smart and good attitude with ethical responsibility to improve performance in future with positive attention.
Question2: What did we learnt from interviewing of Mr. Kraingsak and Prof. Dr.Chira Hongladarom ?
Answer2: Many comment of Dr Chira in interviewing is very straight for my feeling for instance; Thai society lacks a learning culture , Thai people do not like to read, listen ,attend in the seminars , think in the box only , always unplan , not proactive and interact , not attack to the challenge and fear in the crisis ,etc because all of them are nature and culture of Thai people mostly which are established from traditional culture and method to thinking .
However currently, the globalization come to effect Thai people’s life which are not only work or study but also relate to life style , behavior so Thai people should understand in the approaching of international management , the way for compete advantage in foreigner partners , colleagues , clients and try to adapt it locally to work and live with happiness
The experience and concept of thinking of Dr chira teach me if we still survive and upper than other Thai peoples and foreigners in cross cultural behavior and learning that we have to more attention , observation , listening , reading , effort , focus and concentration to be the best exposure people in order to view with world wide
Question3: Estimate the number of foreign employees in Thailand by nationality and find out what’s problem working with Thai people ?
Answer3: Update from the ministry of foreign affairs on May 2008that have foreign employees around 65,000 people officially and it is difficult to find out actual figure of foreign employees by nationality however I assume from some articles that presented mostly foreigner who come to visit and work for Thailand area which from China , Malaysia , Japan , Europe , USA. The one reason of many foreigner who come to work , invest and live in Thailand because the cost of living in Thailand is not too expensive and everything is comfortable so foreigner are happy and fun to live at there .
The problem issues that happened because variety of foreign employees which have difference culture and behavior.
-Miss communication that always occur in the office because of foreign languages and the way to thinking and understanding in message that take from CEO’s direction .
-Team working because Thai people like to relaxing , do not prefer the pressure and challenge which is difference from foreigners to dare for attacking so they can not work together if some project which have the chance.
Q1.) Why education is important in competing in globalization?
Given the increasing economic globalization and restructuring in the world political and economic systems, and the requirements for knowledge and information within that system, educational needs (in terms of structure, function, curriculum and approach) at all levels, especially at the tertiary level, have changed. These educational requirements for the workforce of the future are extremely important. However, the systems developed for informal learning, specifically for adult learners to engage in life-long learning, are important as well.
There are significant contrasts between knowledge, education and learning. Education is generally seen as a formal process of instruction, based on a theory of teaching, to impart formal knowledge (to one or more students). However, the process of learning can occur, with or without formal institutional education. Knowledge accumulation and the accumulation of skills for using ICTs will occur increasingly outside the traditional institutions of formal education. Learning in the workplace, and through collaborations that sometimes span the global and at other times involve tightly nit local communities with similar interests, will become more commonplace.
However, knowledge should not be limited to a select few. As the store of knowledge expands throughout the world, all of the world’s people should have as much access as possible. However, the formal institutions of education that exist today, and even many of these in the planning stages in developing countries, are becoming less relevant to the requirements of emergent ‘knowledge societies’. I think that these countries must actively reshape their educational systems in ways that are consistent with their national priorities.However, these national priorities must now take into consideration the fundamental changes occurring in the underlying structures of the global economy and new strategies for achieving competitive national advantage.
The implication of this transformation is that a new system of knowledge, education and learning will include many components that do not exist in the current educational model. The new system of knowledge, education and learning should include the following components.
1.A focus on abstract concepts
2.Uses a holistic, as opposed to linear, approach
3.Enhances the student’s ability to manipulate symbols
4.Enhances the student’s ability to acquire and utilize knowledge
5.Produces an increased quantity of scientifically and technically trained persons
6.Blurs the distinction between mental and physical labor
7.Encourages students to work in teams
8.Uses virtual teams around the world
9.Is an agile and flexible system
10.Break the boundaries of space and time.
For Thailand’s, I think we really need reshape our education system which is now our system it is not encourage educator to think and sharing the opinion. It may take time to change the whole system but we really need to start it now .Seriously, otherwise we’ll not be able to due with the global challenge.
Q2.) Send a blog to me estimate the number of foreign employees in Thailand by nationalities and find out what is the problem working with Thai people?
It is difficult to estimate the exact number of expatriates in Thailand, those who have been granted work permits by the government continue to rise on an annual basis.
What I found was the number of expatriates in Bangkok .The number working legally in the capital rose from 47,107 at the end of 2004 to 54,607 at the end of 2005, up 16 percent, and jumped another five percent to 57,343 by mid-year 2006.
Many more are known to live in Thailand's capital without work permits, leaving the country every 90 days to renew their tourist visas. Right now the government is mulling tightening regulations on tourist visas to crack down on these illegal residents.
what is the problem working with Thai people?
With an ever growing number of MNCs and foreign companies investing in Thailand, more and more foreign managers had to understand and overcome challenges managing their Thai teams.
According to Henry Holmes and Suchada Tantongtavy’s “Working with the Thais, A guide to managing in Thailand” the key challenges that arise from working with Thais can be grouped into either Communication or Cultural issues.
By Communication, what is meant is the spoken or written communication medium, which is usually English. They describe this as the “Obstacle of English” and they break it down into 4 level: “1, Translate it into Thai, 2, Think of the response in Thai, 3 Translate the response into English, 4 Finally speak it out in English.”
As a result of this, “the difference between the expat’s perception and the Thai’s perception bears serious consideration.
By Cultural challenges, what is meant by Holmes and Suchada are many key cultural concept not necessarily unique to Thailand, like Kreng Jai, a rather complex concept that could be loosely translated as “conflict avoidance”, “Hai Kiad” translated as “honor and respect” “Hen Jai” literally “See into the heart” or “Empathy” and “Sam Ruam” translated as “Emotional Control”. Adding to this keys important Thai concept, is the fact that Thailand is traditionally a feudal, vertical and hierarchical Society, which can be difficult to understand for Westerners more used to horizontal, democratic systems.
Holmes and Suchada concludes by saying “You, as an Expat Manager, will probably be bringing your systematic work style to the Thai workplace. The challenge will be to implement your management policy or work style, and struggle to maintain control and consistency, or expect half-hearted efforts by a Thai staff who have yet to believe in the system your bring.”
Therefore, we can see that beside communication issues, cultural differences and possible points of challenges, in the end, working with Thais is, like with any international, cross cultural working relation, all down to individual relationships. Management experience, cultural openness and understanding will be the keys to success or failure.
Q1: Why is education important in competing in globalization?
First of all let us define globalization. When we use this term are we implying that it is the integration of economic, political and cultural systems around the world? Perhaps we mean that it is the Americanization and the dominance of the U.S. in world affairs. On-the-other-hand it could be viewed as a force for economic growth, prosperity and democratic freedom. Perhaps it is better looked at as environmental devastation, exploitation and suppression of human rights.
For this purpose let's define it as the integration of domestic economies into international ones through international trade, FDI, capital flows, migration and the spread of technology around the globe.
Now for education. Education is the teaching and learning of knowledge, conducts and competencies. Its focus is the building of skills, trades and professions.
Simply put, without education, this idea of globalization will not fester into what idealists believe. And that is globalization will spread wealth around the world. In-order for this idea to work and function properly there needs to be a proper medium for the information and ideas to flow through and there is no greater system than education to do this. Thus you must have education to compete globally. Through this channel, nations and worlds unite into making some people better off and many others believing that they can become better off. Those nations that have the best education systems will ultimately be the ones that compete the best in globalization.
Q1). Why is education important in completing in globalization?
To compete in globalization, companies require high quality people to complete successfully. Education is one of the tools to make people become more quality. Finding and maintaining a qualified workforce is an important factor in the company decision to expand into a foreign market. Human capital resources of any country are a HRM issue affecting global competitiveness. Each country differs in their levels of human capital such as occupation skills, education level, and technical competencies. The high skills and low wages of workers in many countries make their labor forces very attractive.
Why does education in Thailand has problems?
First, it’s about how students were taught. In Thailand, the students are taught to memorize things without the real understanding of the subjects. Memorizing things do not help boost the students’ intellectual abilities. Thai schools do not focus on analytical skills. This framework does not provide any opportunities for students to have creativity, imagination, and curiosity. Another thing that blocking Thai students from creativity and ability to think is that our education system too much focuses on the right answer while, in the real world, there can be various valid answers.
Second, it is about teachers. Teachers must know and understand that the whole students are not the same. They differ in many things like capabilities, personalities, interests, and talents. The teachers must create a good and happy environment encouraging the students’ learning. We still see the cruel teachers who hit students without a good reason or even give too much homework making the students have to study hard till very late at night.
Third, we should emphasize the student-centered learning instead of teacher-centered. In Thailand, it is easy to conduct teacher-centered as the number of students per classroom is relatively large. Thus, teachers cannot focus on individual difference of the students. This one way of communication creates many problems including lack of confidence to give their own opinion, lack of creativity and inefficient teamwork.
In terns of subjects, Thailand also needs to improve the teaching of mathematics, sciences, technologies, and languages to develop a more productive and competitive labor force that will help Thailand catch up with other advanced countries.
Q2). Estimate the number of foreign employees in Thailand by nationalities.
The estimated number of foreign employees working legally in Thailand, based on the data in August 2008, is: 27,305 from Japan; 12,456 from China; 11,181 from England; 10,285 from India; 8,773 from America; 8,189 from Philippines; 6,558 from Taiwan; 4,486 from South Korea; 3,984 from Australia; 3,571 from Malaysia; and 35,428 from others.
Q3). Find out what is problem working with Thai people.
Many expatriates could find some problems working with Thai people. Some examples include:
Thai people are not encouraged to think for themselves. The bureaucratic company management and seniority systems have no place for individual thinkers. Many times, they just have no answers when they are asked what they think. The reasons for not speaking up when they should can be something beyond what was mentioned above. It could be that they need time to translate the answer from Thai with perfect grammar before saying any word.
Many Thai employees try to do thing even they do not understand what a foreign boss ask them to do. They still try to do the work based on their own assumptions as they are scared to ask. Or if they are asked whether they understand what the boss want them to do, they may say yes while their answer in mind may be no. This is because saying no seems to be impolite for Thai view.
Most Thai people tell others what they think the others want to hear rather than the truth. They may commit that the task will be done by Friday. When Friday comes, the task still is not completed or it may be actually impossible to finish the task by Friday at the first place. They may pay the compliments to others while they think opposite. This happens, especially in the situation where face to face meeting is held or where who the commenter is can be identified. They are scared of hurting others and getting bad effects from that person who is commented.
Q4). What I have learned from the interview between Prof. Dr. Chira and Mr. Kriengsak about cross cultural working system.
Even this interview is not very long, I have learned a lot from it as described below.
Although foreigners and Thai people have a good working relationship, there is still a separating line. Some Thais have negative picture on foreigners, while we should actually learn from them how to think, plan, work, and live and then adapt it to our own society.
Expatriates working with Thais should allow the first 6 months for them to adapt to new working styles and then bring them up to the speed. The foreign bosses need to give support and encourage their Thai employees to interaction and participation. Creating learning environment and teaching them how to think could benefit both sides. Besides Thai language, the expats should learn about Thai history and religion to gain more understanding, instead of misleading or looking down, in Thai culture, society, and people. Supporting activities for this learning should be encouraged and organized by the Embassy and Chamber of Commerce.
For Thai people, the majority group who has less exposure to foreigners may create their own negative assumption about foreigners. The other group who educate abroad or work closely with foreigners needs to take efforts to educate and share the view, information, and experience for the first group to change their assumptions. Also, the latter group can contribute in making foreigners gain more understanding Thai people better.
Q2: Estimate the number of employees in Thailand by nationalities and find out what is the problem working with Thai people?
It is difficult to find the exact number of nationalities working in Thailand. However I was able to find that in 2007 the Thai labour officials and NGOs estimated that there were at least 2 million migrant workers in Thailand. The vast majority whom come from Burma, 75%. The rest came from Cambodia and Laos. Most worked in agriculture, industry and in the services like construction, manufacturing, fisheries and domestic service. Doing the jobs that few Thais want to do themselves.
As far as Western workers go, due to long-standing relationships and Treaty's signed, many foreign workers would come from Japan, the U.S., Britain and other Asian and European nations.
I don't personally know the problems about working with Thais but the language and culture is what I have been told is the biggest challenge.
Q1). Why is education important in completing in globalization?
What is globalization? Is it the integration of economic, political, and cultural systems across the globe? Is globalization a force for economic growth, prosperity, and democratic freedom? Or is it a force for environmental devastation, exploitation of the developing world, and suppression of human rights?
To compete in globalization,business require high quality of human resources to complete successfully accordingly. Education incesting is one of the tools to make people become more quality and capibility.
Finding, Recruiting and retaining a qualified workforce is an difficult and important factor in the company decision to expand into a foreign market. Human capital resources of any country are a HRM issue affecting global competitiveness.
We faced different levels of human capital such as occupation skills, education level, and technical competencies in each country such as The high skills high wages in U.S. and low wages and lower skills of workers in many countries as China make their labor forces very attractive. Investing in education is very huge amount of the country but it's very important to invest for competining in globlazation.
Q2) Why does education in Thailand has problems?
I don't think we have problem in education much like in developing countries but I think our educational system should be improving continuosly. Why student in Thailand is so different to American, because of culture is also different. I think learning is not only in school, parents also very important and they are a key person to develop thier educational of their kids as well.
Parents and teachers should change thier style of teaching from momorizing to thinking and analyzing instead. For example, when kids ask sometthing, parents should not answer them immedately but should asking them what it should be the answer? Let them think first and explain them more if it not correct.
In school, exam should not be only the multiple choice.it should be an essay, let them think more and apply to the real situation.
Q3). Estimate the number of foreign employees in Thailand by nationalities and Find out what is problem working with Thai people.
The estimated number of foreign employees working legally in Thailand ~100,000 workers.
From my observation from many expatriates in several business areas, they have some problems working with Thai people as details below;
According to differ in culture, I think the big issue is different of working style between Western and Eastern. Thai people are not self-confident much and they don't against or express thier comments to their boss when they have something different from boss's comments.That's quite difficult to working together but boss also chaging and developing to align with Thai culture.
Q3: What have I learned from the interview between Prof. Dr. Chira and Mr. Kriengsak about cross cultural working systems.
First of all I would like to say that I have read this interview before and thought that it was very good. I am pleased that we get to comment on it now. I do agree with what is said mostly, however I will make some comments on where I do not agree totally.
Dr. Chira talks about how foreigners have been coming for Thailand for many years and sharing knowledge and information. That these people often stay on and build a life for themselves in Thailand and even at times change their name to a Thai name. However, now there seems to be a divide between foreigners and Thais and even Mr. Kriengsak mentions how this has brought a rise to "nationalism".
My opinion is that they are missing a strong point on where this division comes from, this "nationalism". I know that it is common to say that "globalization" or "Americanization" is creating a homogenized world of one culture. But just look at the news on any given day and you will see a different story unfolding. That is that sociocultural trends and the principal effect of globalization has brought an increase in nationalism and tribalism, more struggles for independence , devolution and self-determination and a return for concern about ethnicity and cultural identity all around the world. Fox, K. 2004 If you need proof, look to Scotland, the Scots now have their own parliament, the first since the Act of Union 1707. That's almost three hundred years before devolution transpired. So this phenomenon is not a Thai one but a global one. It is normal to see this unfold here and it has its own role to play in Thailand's development.
For the next part I will refer to Dr. Chira's comment on how Thais and Thais in power do not listen. That lower Thais cannot stand up and tell their boss that they are wrong. My comment here is that this is a cultural trait and one that is unlikely to change until the people whom represent the old-order in Thailand are not with us anymore. The issue for Thailand is that many businesses in Thailand are family businesses and the son who will take over the business, may study for an MBA, but no doubt will still run the business like his father. The good news is that will more and more Thais moving up the economic ladder, hopefully this new business owner will not copy to rules of old. I was told a story about a Thai automotive parts manufacturing company and how no one wanted to share any knowledge or information. That everyone hide everything from each other. When asked why, I was told that everyone was afraid of the boss and if you made a mistake he sacked you. Therefore everyone wanted to protect themselves from being fired by association and thus refused to share information and hide all their work. Nobody knew what anybody else was working on and that was good to them.
The last part that I will comment on is on cross-cultural behaviour and working. It is true that Thais and foreigners need to learn more about each other. In my experience Thais seem to demand respect without giving respect themselves. In my opinion, since this is Thailand, that Thais should put more effort into teaching and welcoming foreigners to their land, culturally and socially. Just as when you come to my country I welcome you with open arms.
This needs to start at home and at school for Thais that racism and prejudice is bad. It should not be encouraged by parents, family or anyone. I have had the unfortunate experience of visiting a Thai private school where there was a child in grade 1 or 2. I could not believe my ears when I heard children calling a half Thai-black child, "Black Thing" in Thai. I was told that this was the kids nickname for her. As well there was a half Thai-English boy who was constantly, simply referred to as "Farang". These are things to be ashamed of, not encouraged. What I am saying is that in order for Thais and foreigners to get along better there needs to be a conscious effort on both sides into working together for the future.
1. Why education is important in competing in globalization?
The emergence of a global creating the necessary of new knowledge and hence upon advanced education because the knowledge is driven economy, the higher education is important as an early stages of globalization. The globalization is only a matter of industry and business, and the education as a moral process part of this development. If we understand education as part of the information business, education system can be seen as the core of the globalization process. Governments are trying to compete on the global markets by placing the onus of policy on education to produce the “human capital” most appealing to global competition.
2. Why the education in Thailand has problem?
From my opinion, one of the big problems is about the education system, there are some examples
- The huge class sizes (more than 50 students to a class)
- The low quality of teacher training, old traditional.
- The system that forces teacher to pass students even though they have actually failed
- The low wage for the teacher
- The books and the science equipment are limited and it doesn’t exist in a lot of school
- The ministry of education unable to keep the quality of the people
3. The estimate number of foreign employee in Thailand by nationality? And what is the problem working with Thai people?
The estimated number of foreigner who is working in Thailand:
Approximately:
Japan: 27,000
China: 12,400
English: 11,000
India: 10,000
America: 8,700
The main concerns for the foreigner who work with Thai is about the culture and believe in hierarchy because for Thai people, the boss is the boss especially when you are foreigner; we expect the style of the leadership. As the boss, you may able to ask for some opinion but at the end of the day you will be the person who has to make the decision.
“No” is could be the impolite word for Thai (from old traditional) so make sure when you ask for Thai employee if he/she understand what you want he/she to do. He/she will most probably say “yes”
The other thing is about; you should try to avoid criticizing Thai people in front of other people or directly to them.
4. What we have learned from reading the article?
Information exchange is an aspect of globalization because the foreign investment brings not only an expansion of the capital but also technical innovation, which is more in the product methods, management technology and it represents a highly valuable resource for the developing countries.
And Thai people, most of the people who have less exposure to foreigners may create their own idea in negative way to the foreigners. The group which is graduated from abroad or work closely with foreigners needs to take efforts to educate and share the view, information, and experience for the first group to change their assumptions. Anyway, from the old tradition of Thai education, we were educated that Thai is the best and we should love each other a lot between Thai.
1. Why Education is important in competing in globalization
Because well education lead to quality workforce. One important key in every organization to compete in competitive market is human resource; better workforce better outcome. Therefore most of the companies arrange a development program to enhance and support their work skill.
For Thailand, the problems in education can be describe in three major aspect; Student & Family, Education Institution, and Government.
Student & family: Most of the parents are focus on what the grade are and push their children to focus on this issue only. Consequently, student aim to get a good grade and most of them are done it incorrectly e.g. guessing what topic will be in the exam and try to remember only, without understanding student can not creating an idea as well as gain any knowledge in long term.
Education Institution: For example in some academy does not have sufficiency tool and equipment to teach their student, especially technology in rural area. Additionally, lack of vision in school and teacher are need to be solve e.g. concerning in student more than teacher or institution itself , let student have opportunity to express their thought, comment always welcome and no wrong answer. Learning today is interactive or two way communications.
Government: The supporting from government always required, private sector can not make an education in Thailand growth completely. Government need to encourage Thai to perceive an important of education. In upcountry of Thailand most of the children has to quit school for working with reason that their parent can not afford the tuition fee, even think that make money is better than education.
Anyway, one important thing that gives us an experience and knowledge beside school is reading. At least all three aspects that describe above must encourage Thais to have a reading behavior. When you love to read then you will understand what you have read and able to analyze and create new idea.
2. Estimate number of foreign employees in Thailand (by nationalities) and problem working with Thai people.
With referring to the statistic of Thailand Immigration Bureau, the number of foreigner arrival Thailand during January to July 2008 is around 9.2 million. The most top five countries are; Malaysia, Japan, China, South Korea, and UK.
However, the record shows that the number of expat who arrived Thailand for business purpose are around 0.26million (or 2% from the total number of the arrival) which are; UK-12%, US-8%, Japan-8%, Cambodia-7%, and China-7% respectively
Working problem in multinational organization, communication is one problem that happens in everywhere. Communication refers to conveying information; language, interpersonal processing, listening, observing, speaking, questioning, analyzing, and evaluating. Language can be most difficult if both sender and receiver is not native speaker or unskilled, education and cultural background effect to the analyzing and evaluation process. Miscommunication can lead to the problem in near future e.g. double work, wasting time, bad result.
3. What I learned from the interview between Prof. Dr. Chira and Mr. Kriengsak about Cross cultural Working System
This interview guides me to capture working relationship among Thais and foreigners and suggestion in working across culture for both Thais and expat. For example;
Expat; let Thai perceive that they are gaining experience, knowledge, and skills by working together. Also need to learn about Thai language, culture, history, religion, etc. which is not on the financial side only.
For Thais, we need to open mind, educating or sharing information among Thais for more understanding about foreigner. Furthermore, Thai should look the crisis as an opportunity to improve, we need to understand the international management approach and adapt it.
Additionally, listening, learning, reading, and thinking are the important key that I get from an interview as well as note that the analytical of situation needs to look as a big picture before getting into detail.
Q1. Why Education is important in competing in globalization?
Because the education helps to give us sees through someone's trick the other. The success organization must have people who has education a person is the resource that is worthy extremely in the driving moves the organization achieve to succeed according to aim keep. thus the education then is the necessities in that person for showing a person has the latency, be of good quality , be knowledge , enough to compete with the rival in the labor market , thus , the education is the starting point of that person and move to another point following the theory of Dr.Jira 8K’s mention that the human resource has a component of eight capital are human capital, intellectual capital, ethical capital, happiness capital, social capital, sustainability capital, digital capital and talented capital all these if people have is worthy human resource for Thailand about education has many problem the way study is focused on teacher as center, emphasize passing on knowledge and the substance make the student is knowledge but , have no brain a student only for memorize when , reach the time will lead the knowledge comes to use can not applied and the important thing that enable Thai education is not develop is leader and politic for instance corrupting in the budget that bring to develop about the education or the vision of a leader to see the worth of the education in the people if , the people has good education that the indicator at the quality and the latency in the people that can develop the country progress and can compete with the competitor in the market universal So, a leader then must is a person that has conscious and the vision about education which , will meet succeed must get the support from politics and the person who relate about education that will make Thailand improves education way , equal to the foreign countries and can stand at world stage has strongly.
Q1.) Why education is important in competing in globalization?
A country’s ability to compete in the world economy depends on a highly educated workforce. Ability to build a competitive labor force is the heart of a country’s competitiveness. Education is a golden key to handle all building and training knowledge to country’s workforce. Therefore, the more government invests into the education system of the country, the more competitive labor force is available for the companies operating and for competing globalization.
Can Thailand compete on the global stage?
Many foreigners said on several threads that rulers and education system of Thailand are not keen with having Thais enter and compete on the global stage. The rulers of the country would prefer a 'closed' society that was self-sufficient in terms of sustaining life and depending on tourism and some limited manufacturing - without competing globally.
One of our friends above also mentioned about our legal that foreigners cannot own any assets in the country and from investment point of view, the issue is negative and it prevents foreign technology and competency from accessing the markets isolates the open competition and in the long run, we will be left behind from other Asian countries.
In my views, those can’t proof that Thailand isn't interested in competing globally or improving our education system or even cant’ compete on the global stage? Our system has many good rules and intelligent Thai people are trying to change but it is a monumental task and it will take a long time. Another factor is the rapid change of the needs of the education system and Thailand is essentially playing catch-up, when they've caught up in one area, the needs will have changed, and it make the job all the more difficult.
For the owning assets issue, assume that if we release this legal and let foreigner own our assets. Many foreigners will come to Thailand, run and own many businesses. The country’s GDP may growth at two digits. The country will be upgraded to a developing country, and full of rich people. However, “what is benefit for Thai people”. “What is good for us? No, Nothing, since the rich people are only foreigner who use our asset to build their rich, Thai people in general can be only staff in the foreign company and can’t own any assets and/or only be the second people in their own country.
So, to compete in globalization, Thailand doesn’t’ need to change our legal of letting foreigners to own our assets. We can create our growth by our own effort, we just need to learn to know the enemy (competitors), learn to use Western strategies and weapons to fight with Western competitors. Just like “Sun Tzu or Sun Wu” theory said;
“Know your enemy, know yourself, and you can fight a hundred battles with no danger of defeat. When you are ignorant of the enemy but know yourself, your chances of winning and losing are equal. If you don’t know both your enemy and yourself, you are bound to perish in all battles…know the terrain, know the weather, and your victory will be complete”.
Q2.) Estimate the number of foreign employees in Thailand by nationalities and find out what is the problem working with Thai people?
1. Estimate the number of foreign employees in Thailand; I will divide foreign employees into 2 groups:
1. Unskilled labor, estimate around 1-2 million– mostly from Burma, Laos, and Cambodia – and hire to perform difficult, dangerous and dirty tasks that Thais try to avoid.
2. Skilled labor, estimate around 130,000, mostly are from Japan, Malaysia, Korea, England, China, USA, Singapore, Germany, and India respectively- These group hire by their headquarter office, to perform the tasks for the top end positions. We will see this group of people in the company, which has foreign ownerships more than 10% of its equity. (The estimate figure have already included English teacher in Thailand)
2- What is the problem working with Thai people?
When we work across country, culture and language difference are the most important problem that we need to deal with.
From my own experience of working with foreigner and searching some over the internet, I found foreigners blame Thai people in many issues (more than 30 issues), but I will show you a few main example issues as following;
1. English knowledge is very poor and it makes difficult to communicate with foreigner.
The Thai English educational system is not improving for the following reasons:
• We start too late for learning English:
Most of worker in Thailand now are the people who started learning English at Prathom 5, which is too late for competent English learning. (me, for example, I started too late of learning English, 10 years pass … until now … my English knowledge is very poor and I still can’t speak or write English correctly.)
Many research said that the best time of learning is at age 3, or on kindergarten level. So, Thai government changed the level of starting period in learning English for Thai people from Prathom 5 to kindergarten level since 2003, It means that our next generation people will have less problem with English knowledge, however the English teacher are Thai which will create another problem below;
• Lack of qualified English Teacher:
Teacher salary is very low in Thailand, Thai teachers initial starting wage at a government school is 7,000 Baht and this is not going to attract high caliber applicants, and many Thai teachers cannot even utter "Hello". If we look for native English teacher, we also don’t have enough people to support this stage because we can’t offer a high attractive income for them compared to other Asian countries.
Native English teacher in Thailand can earn in average at 40,000 Baht per moth compared to 100,000 per month that they can earn from teaching in Korea. Our working conditions are very poor too, teacher in Thailand do not receive medical care, no reimburse for visa or work permit costs. Most English teachers in Thailand are suffering from their daily life (low income, high expenses) and cannot concentrate on their teaching job. Their cost of living is higher than Thai people are, for example, if you are Thai and ask to buy a shirt in a street shop, they will sell to you at “199 Baht”, but if you are foreigner, the price will increase to 399 Bath. Most of them have not salary left for saving. Whenever their contracts ended, they will quickly move to teach in other Asian countries (the remaining teacher Thailand are people who contract have not ended yet and the people who is married to Thai people, which have no choice to move anywhere).
To solve these problems, we have to pay more salary for English teacher and offer the attractive benefit and other interesting conditions and also provide a visa and work permit with no or very low cost for a person who work as an English teacher in Thailand. Then we will have qualified English Teacher enough for our schools through out the country and our English knowledge will improve quickly.
2. Time Management:
Thailand is traditionally an agricultural society, when we grow the rice we have to wait for a year to gain the result, so the meeting times or schedules, are not as important as they may be in western country. Thais time may be 20-30 minutes "late".
3. Thinking problem:
A lot of complains about the poor quality of Thai thinking system; Thai people are now less creative than other countries. Some of Thai people are now could not think or “Kitt Mai Pen” Thais are too much “thinking in the box rather than thinking out of the box” etc. I think Thai people do thinking out of the box but we stuck in our culture that we cannot say anything or comment an elderly person, we can’t show our idea to public if that idea look better than our senior people’s idea.
I did one mistake to senior staff since 8 years ago, we have foreign boss who motivated us and asked us to share any ideas or any comments like Western people do. I believed him, and shown my idea that look better than senior staff’ idea at the meeting room. She felt losing her face among people and a day after that she returned a lesson to me and I still “hurt” until today, so, I scare to do the same thing to Thai senior people and I don’t believe in every thing that foreign boss said, something good for western people but not for Thai.
We all are being forced by our culture and our family rules, therefore, at work, we don’t like being forced by foreign boss who are not our Thai senior citizen or our family member, so when foreign boss forced us to do anything that we are not comfortable to do so, we just ignore it. We have our own way of interpret things to suit our ways.
Q3. Search my name in Google. interview about cross cultural working system with Mr. kriengsak. read them and write me in blog what you learn.
After reading the interview with Dr. Chira, I categorized myself to the one of Thais who takes sides by labeling foreigners as bad people. I am in the third group who do not studies abroad but have moderate awareness of the Westerner by working closely with foreigners. Just as Dr. Chira said, the economic crisis has triggered Thais to feel negative toward foreigners (included me).
Even I know that the cause of this crisis come from both Thai and foreigner but I still hate Hedge Fund and George Soros.
Because of the Globalization, foreigners are continue coming to work in Thailand and increase every year, especially in financial company, we can see them in everywhere and I have to work with them in every day, and by acting as a good manner, speaking with a smiling face but inside my heart, I still hate them.
However, from the article, Dr. Chira gives us the good suggestions about how to work with foreigner. I will use some of them in practice for reducing my bad feeling.
Thanks for good advice.
Q2. Estimate the number of foreign employees in Thailand and find out what is problem working with Thai people?
Estimate the number of foreign employees work in Thailand is one million people that divide as two groups:
1. Labor force such as Myanmar, Laos, Cambodia
2. Skill force such as American, Japanese, Indian, Chinese, Philippino
The problem working with Thai people
1. Language: Thai people the language skill still not good enough for communication that occur the barrier when have to communicate with foreigner and understanding is not the same direction that effect to performing is error and also output
2. Responsibility Thai people lack of pay attention and responsibility in job and they style of working is opposite with foreigner Thai always say “never mind” still have time to do work, which is work style that cause the lazy
The above mentioned is the cause can occur problem in working among Thai and Foreigner miss understanding each other including style of work is different.
Q3. What I have learn from interview about cross cultural working system?
Culture and Education is crucial and necessary in working with Thai people and foreigner, when foreigner decide to work with Thai people that can divide Thai people as three groups: first group is the people who never work with foreigner, second group the people who have educated from abroad and third group the people who used to work with foreigner So, if foreigner work with first group must be more adapt themselves for smoothly work because first group they don’t understand what foreigner think, style of work, the way of thinking because they don’t think will work with foreigner that’s why they not educate in cultural and social then, the miss understanding among them can occur the barrier and Thai habit they not dare to ask, don’t like to ask and don’t like reading that effect to Thai people less the knowledge when compare with foreigner hence, working with this group the foreigner should all learning about Thai cultural, habit, style of work and the way of thinking and try to create the environment of learning for Thai that can cause benefit for both side and for the second and third group adaptation for foreigner might not much when compare with first group nevertheless, foreigner need to understand them as well as first group for working well together.
Q1. Why Education is important in competing in globalization?
The importance of higher education is really reflects in the global market based on the country’s economy. The knowledge economy is growing rapidly worldwide, and in most advanced nations, national wealth now depends more on education and creativity than on natural resources. so the value and demand for, higher education is that important in today’s competing global market. The corporations that hire graduates have themselves become globalized, which means that the graduates need new skills and increased exposure to multiple cultures. The competition for talent - both students and faculty - is increasingly global. Technology is, of course, producing critical changes in the areas of communications and information management, and enables higher education to change well effectively for competing globally.
Nowadays the governments increasingly have come to realize the key contribution of higher education in global national positioning, creation of national wealth and welfare, and attracting significant foreign exchange.
Global changes in culture deeply effect educational policies, practices, and institutions. Particularly in advanced industrial societies. The question of "multiculturalism" takes on a special meaning in a global context. The education prepare students to deal with the terms of local, regional, national, and transnational conflict, as cultures and traditions which have a significant influence over the global market. Education can support in developing the self and constitution of identities, the multiculturalism as a social movement, and citizenship education in curriculum intervene in the dynamics of social conflict emerging between global transformations and local responses.
The higher education can change the peoples attitudes towards various cultures and will inspire them to be creative and innovative to meet the global demands.So the role of higher education is so important in todays competing world.
Q1) Why is education important in competing in globalization.
- Education provides people with the tools and knowledge they need to understand and participate in today’s world. It helps to sustain the human values that contribute to individual and collective well-being. It is the basis for lifelong learning. It inspires confidence and provides the skills needed to participate in public debate. It makes people more self-reliant and aware of opportunities and rights.
Q2) Estimate the number of foreign employees in Thailand by nationalites.
- Japan (year 2001= 118,170persons, year 2002=131,684persons,year 2003=162,909)
- US (year 2001=49,253,year 2002=58,402persons, year 2003=85,292persons)
- UK (year 2001=36,778persons, year 2002=41,599persons, year 2003 =74,856persons)
- Germany (year 2001=19,057persons, year 2002= 18,923persons, year 2003 37,055persons)
- Middle East (year 2002=20,004, year 2003=34,704persons)
- Other (year 2001=326,903person, year 2002=359,388persons, year 2003= 578,716persons)
Q3)Find out what is problem working with Thai people.
- In my opinion, the fisrt priority of problem is language, thai people feel anxious when talking to forigners, but nowadays there are a lot of improvement in Thai people.
Q4)What I have learned from the interview between Prof. Dr. Chira and Mr. Kriengsak about cross cultural working system.
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Q1) Why is education important in competing in globalization.
- Education provides people with the tools and knowledge they need to understand and participate in today’s world. It helps to sustain the human values that contribute to individual and collective well-being. It is the basis for lifelong learning. It inspires confidence and provides the skills needed to participate in public debate. It makes people more self-reliant and aware of opportunities and rights.
Q2) Estimate the number of foreign employees in Thailand by nationalites.
- Japan (year 2001= 118,170persons, year 2002=131,684persons,year 2003=162,909)
- US (year 2001=49,253,year 2002=58,402persons, year 2003=85,292persons)
- UK (year 2001=36,778persons, year 2002=41,599persons, year 2003 =74,856persons)
- Germany (year 2001=19,057persons, year 2002= 18,923persons, year 2003 37,055persons)
- Middle East (year 2002=20,004, year 2003=34,704persons)
- Other (year 2001=326,903person, year 2002=359,388persons, year 2003= 578,716persons)
Q3)Find out what is problem working with Thai people.
- In my opinion, the fisrt priority of problem is language, thai people feel anxious when talking to forigners, but nowadays there are a lot of improvement in Thai people.
Q1). Why is education important in completing in globalization?
Accordingly, it is easy to slip into the assumption that arrangements in education globally are pretty much the same as arrangements in the different countries. But differences in the histories and political economies of the nations of the world have resulted in differences in the situation of education across the globe. This regards not only questions of access, funding, organization, programs and institutional variety, but questions of needs and goals. While it is clear that “globalization” is a real phenomenon, one can easily fail to acknowledge its complex and multi-dimensional character. Depending upon how it is characterized, globalization takes on enormous ideological freight. It has been widely assumed that the new internet technologies, a visible feature of globalization would of themselves create a revolution in higher education. A good deal of the foregoing could be summarized by saying that globalization is increasingly and everywhere making the university a "business." But this misses the main problem: it is not merely that the modern university is now increasingly being run as a business but that it is a poorly run business.
Q2). Why education in Thailand does have problems?
Thailand’s economic competitiveness has declined significantly in recent years. The low qualities of the labor force and weaknesses in the education system have made it difficult to adopt new technology and increase productivity. Unless there are significant improvements in the delivery of social service, particularly education and training, Thailand will experience problems in moving to the next stage of development. In order to meet the challenges in education for restructuring of the Thai economy and society for sustainable development, there is an urgent call for reengineering education in Thailand. It goes without saying that the total intellectual assets of the country are defined by its people’s intellectual capabilities. That is their creativity and learning abilities, which are primary qualifications of high-quality human resources. Education is an important apparatus to cultivate and enhance such capabilities. To cultivate the intellectual capabilities of its citizens, Thailand has formulated a comprehensive education reform policy to redesign the country’s education system in order to enable its citizens to display their creativity to the maximum possible extent and fully realize their potentials. Since then fundamental and progressive changes of various aspects have taken place at school level which provides 12 year basic education. According to the Act, learning reform is at the heart of all matters concerned in education reform. It is stated that education should be based on the principle that all learners are capable of learning and self-development. The teaching-learning process shall aim at enabling learners to develop themselves at their own pace and to the best of their potential. Such principle of learning reform is applied to not only basic education, which is defined by primary, and secondary education, but also higher education. The ratio of higher education students in Thailand compared to the age group of 18-21 years population in 2002 was only 27.4, which was relatively low, when compared to other Asian nations. The enrollment ratio at lower than degree level was 43.6% and at degree level 39.5%. Most higher education institutions (44%) concentrated around Bangkok metropolitan areas, providing access to higher education for students in Bangkok twice time more than other provinces. In addition to this, 70% of higher education students are from families of high income. The university entrance examination which has emphasized on the memorization for a long time is perceived as one of the major causes for rote learning and students’ low achievement in thinking ability and performance. In addition to this, there was mismatching of graduate profiles and market requirement, which implies that there is no unified national goal and that our human resource development is not in line with the needs of the country. Universities under the Ministry of University Affairs normally receive more amount of budget than those higher education institutions under the Ministry of Education and students from families of high income pay less tuition fees than those who are economically disadvantaged. Compared to other countries, Thai higher education institutions have produced very few numbers of innovations because there is not enough incentives and system to encourage faculty staff to conduct quality research. Most of all, many of them lack an opportunity to receive continual development. Under the present bureaucratic system of administration, most public universities realized their inefficient management structure and limitation of management flexibility of the civil service work. Thus, public higher education institutions cannot adapt themselves in time to cope with the rapid changes. Compared to private higher education institutions, it is obvious that there is no optimum utilization of resources in public ones due to uncoordinated operation and duplication of work. These constraints made them unable to attract the best and the brightest lecturers. Accordingly, it is hard for public higher institutions to achieve academic excellence.
Further, there was yet no effective mechanism in monitoring and evaluating the performance of public higher education institutions to see their relevance to the country’s development policy and plans. In most other countries in South East Asia, Western teachers are paid more, it's easier to get work permits with fewer hoops to jump through, and the Ministry of Education in these countries is much more forward thinking. Thailand already has problems getting and keeping good, qualified Western teachers. Implementing this new law will simply mean even more of these teachers will go elsewhere.
Q3). Estimate the number of foreign employees in Thailand by nationalities.
There are over 100,000 professional workers who are registered with the Immigration Bureau and have work permits. These are mainly private-sector employees brought in or recruited by companies operating in Thailand. These professionals have entered the country with passports and valid visas, and are legally permitted to be employed. Nearly 19,000 of them are from Japan, which is more than double the number from any other country. Between 5,000 and 7,300 of the registered professional workers come from each of the following: China, the United Kingdom of Great Britain and Northern Ireland, India, Myanmar and the United States of America. A large number of foreigners also live in Thailand without a stay permit or work permit, but they reside in the country for long periods of time. Every three months they travel out of the country and obtain a new three-month visa at the Thai Embassy or Consulate. The total number of such persons is not known but could well exceed 10,000. They often work as freelancers or for small businesses that do not wish to go through the process of requesting a work permit for a foreign employee.
ESTIMATED FOREIGN POPULATION RESIDING AND WORKING IN THAILAND, BY CATEGORY, 2004
Category Residing Working
Total 2,346,438 1,989,964
Registered professionals and dependants 200,000 102,446
Persons on student visas 19,233...
Persons overstaying visas 502,680 502,680
Displaced persons
In camps 135,000
In Bangkok 4,605 3,000
Registered workers and dependants from Cambodia, Lao People’s 1,284,920 1,181,838
Democratic Republic and Myanmar
Unregistered workers from the above three countries 200,000 200,000
REGISTERED FOREIGN PROFESSIONAL WORKERS
IN THAILAND, BY ORIGIN, 2004
Origin Number Per cent
Total 102,446 100.0
Japan 18,888 18.4
China 7,218 7.0
England 6,880 6.7
India 6,491 6.3
Myanmar 6,267 6.1
United States 5,278 5.2
Taiwan Province of China 4,559 4.4
Philippines 3,254 3.2
Australia 2,630 2.6
Republic of Korea 2,517 2.5
Others 38,464 37.6
Q3: What have I learned from the interview between Prof. Dr. Chira and Mr. Kriengsak about cross cultural working systems?
The interview between Prof. Dr. Chira and Mr. Kriengsak about cross cultural working systems gives a basic idea about the Thai's perception towards the foreign employees and their behavior based on the Thai culture.
Dr. Chira finds the main problem as the local people's perception towards the foreigners.Many Thais believe that the foreigners exploit their nation's wealth, but very few realises that the benefits they achieved with the help of expats and how those foreigners helped the thais to develop in thier way of working ,thinking and the way they interact when they included in some creative decision making situations.
another important thing is that Dr.Chira mentioned about how a foreigner can deal with the locals nicely on knowing the Thai culture , and the benefits of the language skill as they can effectively use n their field of work.By knowing different peoples attitudes towards the foreigners they can treat different ways to get the desired result.When deal with the foreigner and locals the proper communication is very important.in thatsense Dr.Chira criticise the Thai educational system that they are not effective to use the english language efficiently,even though there have a lots of foreign investments in Thailand.So this interview can be a motivation for the Thais to rethink about the defficiencies in their education system , as well as a guideline for those foreigners to interact with the Thais.
Q3). Estimate the number of foreign employees in Thailand by nationalities.
There are many nationalities working in thailand in different area of sceince and engineering,and business.Here is the aproximate list of the foreign employees by their nationality,
Japan 19,010
China 7,250
England 6,900
India 6,500
Australia 2,750
These expats mostly works with the sceince and engineering,and educational industry.There have amajor share of foreigners as laboures from myanmar, Laos and Combodia.
Q1). Why is education important in completing in globalization?
Education is important in every situation not only in completing in globalization but in localization also. This is because education is a tool for helping people to get through success. Global market accepts people who have education because they believe that education is one of the tools to make people become more quality. Education helps people to think, to create, to solve things systematically. People who have more knowledge and skill will have more chance to go international company. However, Ministry of Education in Thailand has to make sure about quality of education in Thailand, and make global market accepts people graduated form Thailand.
Q2). Estimate the number of foreign employees in Thailand by nationalities.
The estimated number of foreign employees working legally in Thailand, based on the data in 2007,
Japan ~ 27,000
China ~ 12,000
England ~ 11,000
India ~ 10,000
America ~ 8,000
Philippines ~ 8,000
Taiwan ~ 6,000
South Korea ~ 4,000
Australia ~ 4,000
Malaysia ~ 3,000
Q3). Find out what is problem working with Thai people.
There are many problems of working with Thai people such as attitude, accountability, timing management, and seniority system. Thai employees adhere to old working style, and do not accept any change. Most of Thais are very considerate of asking question, and they try to do thing by without understanding. In foreigners’ view, they think that Thai employees should ask question immediately when they are not sure about the objective of wok. This point is very important because they can’t have good outcome by without understanding, For accountability, Thai employees will do work at the last minute, and have less responsibility for timing. Thai employees are afraid of telling the bad news, they like to tell only good news. When they tell bad news, it means it’s too late to solve that problem. Thai employees do not concern about preventing problems, they will wait until the problems happened and then solve them. Lastly, Thai culture is concerned about seniority system. This means, when younger worker becomes manager, other colleagues who older then manager will not want to listen or obey. It’s also hard for new generations to become boss because they have to wait until they are old enough.
Why education is important in competing in globalization?
Educations are importance of all human cultures, in fact, of almost all animal life. Humans have always considered education and competition important issues, both in the past and in the present. Of course, there have been fluctuations in emphasis and much has changed throughout the centuries. Education in Thailand is generally well organized, if on the government's own admission, of a low academic standard compared to the development and modernization of the country as a whole.
Thai government is the most important and largest association to develop , reengineer and motivate the education system which was not efficiency and effectiveness in now a day to be better in order to attack with other competitors because we can not refute to due with competitors and clients both of domestic and international market in Globalization situation because it is relevant with export for sales and import of cost with non tariff barrier concept so if we want to grow and sustain for business performance, The education are established to provide education and training, often for children and the young. A curriculum defines what students should know, understand and be able to do as the result of education.
It is not surprising that education and competition are related. The competitions are found so important in adult life, that a society especially educates their young to compete. The relevance of competitions to education and about how to conduct such competitions, I believe that the availability of good competitions is beneficial for education in almost any discipline. It is my experience that enthusiastic organizers are more important to the success of a competition than most of the other variables. It should be realize, however, that organizing a good competition is a major challenge, which must not be underestimated.
Globalization originally described economic developments at the world level. The ideas of a high skill in which the upgrading of educational standards is seen as central to the delivery of social justice and economic growth. However, their characterization of the relationship between national and global economies is seriously defected. Their explanation for the economic and social of these societies in terms of the global demand for skill rests on commonly held but inadequate economic assumptions.
The no of foreigners working in Thailand are around 3.5 million. Burmese by far are the most, along with Laos and cambodia. They are normally hired to do low labor jobs with very cheap wages. Japanese people are specially the top lists in Bangkok. There are many Japanese companies that also have Sub Company in Thailand.
The Burmese workers are normally taken as "migrant workers" and they are not treated as - EXPATRIATES.
Foreign employees in Thailand and the difficulties working with Thai people?
I am writing about the problems of Thai people. Thai people do not respect "Time" like Japanese people. Sometimes Thai's come late by half and hour and still they don't feel any regret. Thai Culture is a kind of barrier as one cannot say anything or comment about an elderly person, even though he or she had done some terrible mistakes or is very slow or not-fit for the job. Thai people have the problem of working without any expectations for progress, which has resulted in the slow development of our country. English language skills of Thai's are not so good. It kind of creates a barrier for communication. Thai's are consideration to other felling sometimes its too much.
Dear the readers and students,
As we’ve known, Prof.Dr.Chira is the guru on “Human Capital” and he devotes himself to “the Development of Human Capital in Thailand” which I am very grateful to his contribution. Therefore, on the special occasion of “CEC KMUTT Open House 2008”, CEC has invited Prof.Dr.Chira to make a presentation on the topic of “Human Capital in the Globalization”. Details show in following. I would like to invite everyone who is interested in the topic or other activities to join the Open House Day. More information in www.cec.kmutt.ac.th. Coffee break and lunch are served for audiences.
……………………………………………………………………………
เรื่อง เชิญเข้าร่วมกิจกรรมเปิดบ้านศูนย์การศึกษาต่อเนื่อง มจธ และรับฟังการบรรยายพิเศษ
เรียน สมาชิกชาวบล็อกทุกท่าน
หมายเหตุ รายละเอียดกิจกรรมเปิดบ้านศูนย์การศึกษาต่อเนื่อง มจธ
ดูเพิ่มเติมได้ที่ www.cec.kmutt.ac.th
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- การบรรยายพิเศษ (Special Presentation for CEC KMUTT Open House) โดยในงานได้รับเกียรติจากวิทยากรผู้ทรงคุณวุฒิ ที่มีชื่อเสียงและมีบทบาทสำคัญในการพัฒนาคน รวมถึงผลกระทบต่อคนในยุคโลกาภิวัตน์ ณ อาคารสัมมนา ชั้น 3 ในวันอาทิตย์ที่ 9 และวันอังคารที่ 11 พฤศจิกายน 2551 ดังรายละเอียดใน website
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(ดร.ธรรมนูญ เฮงษฎีกุล) ผู้อำนวยการศูนย์การศึกษาต่อเนื่อง มจธ
ศูนย์การศึกษาต่อเนื่อง มจธ
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จาก J.
Comments on Seminar: Learning Organization
How can you learn another person without knowing him or her personality and values? How can we motivate or inspire other person on doing something? I believe these are the two questions that every organization should ask about their human resources before they want to learn the organization. What I meant, before learning organization, we need to learn people in our organization. People are the one who create organization and who helps the organization to be successful one.
As Mr. Peter Bjork, MD of CCM mentioned in the seminar that, if you want to improve learning organization then you need to learn how to accept change. I would like to give very simple example of learning organizational culture or values which can be found by looking at our daily life. Any couple (Boyfriend/Girlfriend or Husband/Wife) most of the time express each other feelings by saying “Let’s learn each other” or “Let’s understand each other more”. What they really mean by these sentences? To my understanding those couple who really wants to learn each other they must have love and respect for each other views. If they have love and respect then their relationship will have a very greater chance to be successful with time. In reality we see many broken relationship because I believe they fail to learn each other views and personality. We must remember we all come from different background and culture. What is right to you it may not be right to me. So in order to learn and understand someone, we need to understand their culture and values. What I am trying to say that, you need to have love and respect to learn anything either couple relationship or organizational Human resources relationship. Therefore I believe without love and respect, learning objectives will not achieve in the long run.
In conclusion I would like to say that first of all let’s learn how to love and respect your employees in your organization. If we look at the reality then we can see that most of the time love will help us to be successful because we human beings need motivation and inspiration and these factors comes from when there is love and respect…Not always from money incentives or increase of salary.
Comment on Seminar : Learning organization
According to Peter Senge (1990: 3) learning organizations are:
…organizations where people continually expand their capacity to create the results they truly desire, where new and expansive patterns of thinking are nurtured, where collective aspiration is set free, and where people are continually learning to see the whole together.
So from the above statement have really support to out seminar becasue before learning organization, we should learn those people inside the organization first, may be we have to convince, motivate, inspire and many way that will help to know those people better.Usually,people talk about being part of something larger than themselves, of being connected, of being generative.
As Mr. Peter Bjork, MD of CCM had mention in the seminar,the if we want to improve the organization, we first have to accept the change
From the seminar also mentioned about the King's structure, if we have follow his step we should live smooth,peacefully and happiness. From his structure teach us to know the sufficient way to live, teach us how "just enough".
In my idea, before we can learning organization or to drive organization , we first should know what is inside the organization (what the assets we have in the hand, so we will know the way to manage all those thing. So from the seminar, have given all of us many ideas such as the theory from Mr. Peter Bjork, MD of CCM or our belove King's Structure.
