21 September 2011
Seminar at Institute of Human Resource and Social Security of Tianjin University
Welcome Address by Prof. Liang
- I would like to extend warm welcome all of you.
- Our Institute of Human Resource and Social Security has 7 teachers and 6 associate professors.
- Our Institute has strong capacity in research field.
- We conducted research at the national level as follows.
- The research on graduates’ employment
- The research on employment stimulation in China.
- We conducted research at the municipal level as follows.
- The research on compensation structure
- The research on payment structure
- We conducted research support policymakers.
- Our research support gender equality such as women’s union, investing in supporting system and social security.
- We also have international alliances.
Presentation on Human Capital in Thailand China – Thai future cooperation
by Prof. Dr. Chira Hongladarom, Secretary – General, Foundation for International Human Resource Development
1)It is a great honor to be here.
2)My objectives are;
É To discuss the role of human capital in economic and social development in Thailand.
É To cement further strong relationship with people of China.
É To explore cooperation between my Foundation and Institute of Human Resource and Social Security of Tianjin University
É To discuss the long-term relationship between Thailand and China in economic areas.
3)My work in the field of human capital started at Thammasat University, more than 35 years ago.
- I was the founder of the well-known Human Resources Institute at Thammasat University and was the first executive Director and stayed in the job for 20 years.
- At that time, the Institute was the pioneer in pushing for human resources policy in Thailand both at macro and micro level.
- Moreover, I was elected as Chairman of Tripartite National Labor Institute which is the policy making body of labor in Thailand.
- My contribution was to promote and create awareness of importance of human capital as important as financial, physical and natural resources capital.
- The Institute also played a big role in supporter the passing of historic Social Security Legislation about 20 years ago.
4)With my rich experience, the government has asked me about 12 years ago to set up the Foundation for International Human Resource Development which later approved by cabinet by the Royal Government of Thailand.
- The Foundation believed in working together with other neighbor countries especially countries of ASEAN+6 which includes China and GMS and others.
- The latest work is the 20-day workshop on human capital development in energy and environment sector, in which representatives from Yunnan and Guangxi Provinces and Beijing joined.
- The future work will be International Conference on Energy and Environment Sector
Cooperation among GMS Countries (Phase 3)
on March 5-17, 2012. - This project will be divided into 3 sessions as follows.
- 5-day Pre-Conference Workshop on Environmental Agencies Case Studies
- 3- day International Conference on Energy and Environment Sector Cooperation among GMS Countries (Phase 3)
- 5-day Post-Conference Workshop on HRD and HRM in Energy
5)My previous position with the support from the People’s Republic of China as:
- Lead Shepherd of APEC HRD Working Group. 2005 – 2007 during my term, I was guest of honor in China several times with my APEC role.
6)My Concern in Thailand is that at Macro level, the investment in human capital is conducted without great results.
7)Under my advice, the present Government tried to develop second decade of education reform which concentrate on;
- Lifelong Learning
- Learning Methodology
- Management and leadership development among school administrators and Govn’t bureaucrats .
- Networking with other stakeholders in Education
8)Another weakness of human capital development is;
- Weakness in the role of families.
- Wrong Social values which maximize material gain.
- Influence of Western values to Thailand.
9) At enterprise level, the role in human capital development is so crucial.
- The Weakness are;
(1) CEO-maximize only short term gain.
(2) Human Resource people deal with functioning area.
(3) Non-HR people, line managers do not trust the HR function.
10) In the last 10 years, I have developed new concepts for learning culture
4 L’s
q Learning Methodology
q Learning Environment
q Learning Opportunities
q Learning Communities
2 R’s
- Reality
- Relevance
2 i’s
- Inspiration
- Imagination
- As a way to stimulate people at macro and micro to think strategically and critically.
- As far as human capital qualities are concerned I developed Theory of 8K’s and 5K’s for Human Capital Development.
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
8) Talented Capital
5 K’s (New) Theory: Human Resource Development in globalization
- Creativity Capital
- Knowledge Capital
- Innovation Capital
- Cultural Capital
- Emotional Capital
- And finally..I believed that maximize human potential following this quotation..
“Cultivation is necessary but harvesting is more important.” Chira Hongadarom
To have qualified Human Capital is not enough-you must create inspiration and incentives for quality Human Capital to become excellent.
I call it 3 Circles Theory
1. Context
2.Competencies
3.Motivation
11) “How to..” is not important as “how to do it successful both at Macro and Micro level”. China’s experience is important. I believe that my visit to China this time, discussing with all the experts in this room, we can learn from one another.
12) My visit to your institute is to explore future research cooperation which China has a great deal of experiences.
13) People in China and Thailand have known each for more than 200 years.
As you may know, the Chinese migrated to Thailand more than 100 years ago, and Chinese and Thai have been assimilated.
I am also Chinese 25% because my father was Chinese origin married my Thai mother.
14)With the world moving into uncertainty and unpredictability, China and Thailand should work together in many other areas;
q Economics
q Trade
q Transport (logistics)
q Tourism
q Education and human resource
q Medical Science
q R&D
q Others
15) I consider myself as People Ambassador who believe in trust, equality, and mutual respect between Thailand and Republic of China’s people.
16) China will be world power less than 20 years from now. We look forward to create creative collaboration in many areas.
Thank you very much.
Presentation on Research by Prof. Liang
- I wrote my book on “50 principles of psychology” which is about psychological issues reflecting on my educational background and my teaching. This book helps handling at the Micro level especially individual attitude and harmony. Employers must understand individual differences
- One child policy has posted a lot of impacts on workforce. When these children are grown up, they do not know how to handle the relationship. The employers must get used to this trend and should make them happy to work.
- The second paper is from Prof. Zhang. It focuses on women labor force with high education but they get burned out of work. This paper explains why they easily get burned out.
Comments from Prof. Dr. Chira Hongladarom
- You have highlighted two research papers.
- One child policy has a lot of impacts on human resource.
- In engineering class, 50% are women.
- Elizabeth Canter says “The most difficult leadership is never discovering yourself”.
- Thailand and China should do joint research on women’s leadership.
- Women need balance in life.
Presentation on Research by Prof. Liang
- I do research on urban employment and how to promote employment.
- Another research I do is Career Planning.
- I agree with your ideas of Human Capital.
- If you have career planning, it will lead to more ambition and motivation.
- This book also has chapter on work-life balance.
Comments from students
1. Thank you very much, Dr. Chira. Could you please explain Happiness Capital? How can you measure and turn it into productivity?
Prof. Dr. Chira Hongladarom
- Happiness is a part of your own. It is happy workplace.
- Happiness Capital has these components
- Health-never work in stressful life.
- Passion-love what you do
- Purpose-what is the job for?
- We can measure Happiness by ranking from 0-10.
- Happiness is one component of performance. Performance can be influenced by other factors.
2. What are the differences between Reality and Relevance?
Prof. Dr. Chira Hongladarom
- Reality-some theories can be applied to the real situation especially the local context.
- Relevance –something related to you like the collaboration between Thailand and China. Do not use textbooks to apply to all situations.