เอกสารประกอบการบรรยาย
Maximizing
Human Resource Management in
Sustainable Economy
By.. Prof.Dr.Chira Hongladarom
Secretary – General
Foundation for International Human Resource Development
12 July 2010
International School of Tourism, Suratthani Rajabhat University, Surattani.
1) Quotations
“If we don’t change,
we perish”
Peter Drucker
“People have unlimited
Potential”
Antony Robbins
“Human Resource is the most important”
Paron Isarasena Na Ayudhaya
“Cultivation is necessary but harvesting is more important”
Chira Hongladarom
Fact
“The Net worth of Microsoft is 5% physical assets, 95% human imagination”
2) Objectives
- To discuss HRM among different countries.
- To explore research topics in the future.
- To share different experiences.
3) Why ‘s Human capital?
My 8K’s + 5K’s
8 K’s Theory : basic in Human Resource Development
1) Human Capital
2) Intellectual Capital
3) Ethical Capital
4) Happiness Capital
5) Social Capital
6) Sustainability Capital
7) Digital Capital
Talented Capital
5 K’s (New) Theory : Human Resource Development in globalization
- Creativity Capital
- Knowledge Capital
- Innovation Capital
- Cultural Capital
Emotional Capital
4) Why it is important to compete in the globalized world?
- To arrive at sustainable economy.
- To plan with the future.
As we move ahead into 21st Century – Alvin Toffler predict..
we also in the fourth wave – sustainability, wisdom, creativity, innovation and intellectual capital
5) Maximizing human capital
My 3 Circles Theory
Context or Internal Environment in organization can support for high competency?
- Flexible organization structure
- IT
- Working process
- Data and knowledge
- to create value added.
Look at quality from Gap Analysis. What are skills and competencies we need?
Try to fulfill the gap.
I think for Thailand, we lack
- Learning Culture/Learning Organization
- Leadership
- Vision / Big Picture
- Innovation
- Time Management
- Creativity
- Positive Thinking
- Teamwork
- Knowledge Management
- Change Management
- Effective Empowerment
- Ability to making decision
- Ability to listen to others and accept the truth
Competencies can be divided into 5 parts;
1) Functional Competency such as;
- Engineer must have engineering skill.
- Accountant must have accounting skill.
2) Organizational Competency such as;
- Re-engineering
- Six Sigma
- Change Management
- TQM
- Organization culture
3) Leadership Competency such as;
- People Skill
- Vision
- Trust
4) Entrepreneurial Competency such as;
- Have good ideas
- Execute ideas
- Face failures and overcome the difficulty
- Risk Management
5) Macro and Global Competency
- Know what going on at national and global level.
- Explore opportunity and avoid danger.
How to apply effective motivation?
- Appropriate performance and reward
- Standard Performance & reward structure
- Opportunity in career growth and organization growth
- Participation
- Team working
- Good Bonus
- Ability to learn
- Learning Opportunity
- Organization culture
- Transparent evaluation
- Fairness
- Style in management
- Working Environment
- Empowerment
- etc.
6) Business and Human Capital
7) Factors which maximize potential of human capital .
8) Philosophy & Belief of Human Resource
9) CEO
+New and Smart HR
+Non HR
10) New and Smart HR
|
Old HR |
New HR |
|
Routine |
Strategic |
|
HR Department |
CEO + Other Departments |
|
Training |
Learning |
|
Expense |
Investment |
|
Static |
Change Management |
|
Information |
Knowledge |
|
Stand alone |
Partnership |
|
efficiency |
Effectiveness |
|
Value |
Value Added |
|
Command & Control |
Respect & Dignity |
|
Micro |
Macro to Micro |
|
Red Ocean |
Blue Ocean |
|
Liability |
Assets |
11)Maximizing diversity
- different age group
- gender
- cross cultural management
12) Execution
- Corporate culture
- Management style
- Work environment
- Command & Control
- Understanding dual purpose of employee.
13) HRDS Theory
- Happiness
- Respect
- Dignity
- Sustainability
Conclusion
In the Human Resource Management study,
How = 20%
Why = 30%
the greatest challenge is execution (50%)
Make it happen!!