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km.wu.ac.th

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    • 1. HRM in an International Hospital Dr. Apichati Sivayathorn Clinical Professor of Dermatology Chief Medical Officer Bumrungrad International 3 November 2006
    • 2. Africa 8,345 Middle East 69,048 South Asia 48,887 South East Asia 675,257 East Asia 58,613 Europe 68,125 North America 62,118 South America 1,488 Oceania 16,808 Others 1, 510 BumrungradBumrungrad An Emerging “Global” HospitalAn Emerging “Global” Hospital
    • 3. Balanced Scorecard Framework
    • 4. 2007 Strategic Goal Be the Best Hospital Employer in AsiaBe the Best Hospital Employer in Asia.
    • 5.  Aging Population  Skills Shortage  The War for Talent The HR Challenges… Next
    • 6.  The practices and activities taken by an organization in order to identify and attract individuals to the organization.  Activities and programs to help keep talented professionals with the organizations as well as to help decrease the turn over rate Successful principles… RecruitsRecruits RetainsRetains MotivatesMotivates  Inducing or providing an incentive to employees to perform to the best of their abilities.
    • 7. 3 4 5 6 Staffing & Recruiting 1 2 Performance Management Rewards CareerDevelopment Training & Developm ent Talent Management/ Succession Planning HR Management Cycle
    • 8. Successful principles: Approaches/Tools  Recruitment Strategic Marketing  Internal Recruitment  External Marketing  Employer Branding  Competency-based interview 3 4 5 6 Staffing & Recruiting 1 2 Performance Management Rewards CareerDevelopment Training & Developm ent Talent Management/ Succession Planning Where in HRM cycle MotivatesMotivates RetainsRetains RecruitsRecruits and Recruitment
    • 9. Walk-in Applicants E-recruiting Special Events Recruiting Campus Visits Summer Internships Media Advertising  External marketing
    • 10. MotivatesMotivates RetainsRetains Successful principles: RecruitsRecruits and Approaches/Tools  Performance Management  Strategic Rewards  Base salary  Benefits  Incentive  Recognition programs  Career Development  Career path  Learning & skill development Opportunities  Talent Development Programs  Employee engagement 3 4 5 6 Staffing & Recruiting 1 2 Performance Management Rewards CareerDevelopment Training & Developm ent Talent Management/ Succession Planning Where in HRM cycle Retention
    • 11. Organization Strategy Department Action Plan Individual Performance Management  Annual Plan & goal  Skill & Career Development Plan  Competency Appraisal Employee Performance Performance Management Outcome  Development  Productivity  Advancement  Discipline  Pay raises  Other Organizational Results  Performance Management framework
    • 12. Business vision, mission and Strategies Human Resources Strategies Organization Compensatio n Strategy Base salary Short term incentives  Bonus  Thank you Angpao Benefits External Factors  Industry forces  Market trends  Competition  Stakeholder concerns Internal Factors  Desired cultures  Management style  Pay and reward objectives  Support infrastructure  Strategic Rewards Recognition Program
    • 13. 0 50.000 100.000 150.000  Career Management RN 1 Entry level Promotion Salary Increase RN 2 RN 3
    • 14.  Enhance employee’s knowledge and skills  Commonly done through class room training, carried out by instructor  Direct supervisor/manager select and encourage employees to attend the courses that are job-related General Orientation Unit Orientation On the job training Off-the-job-training Self Development BI Training and Development System  Informal approach that permits employee to learn job tasks by actually performing them  Direct supervisor takes charge of trainer  Employment situation  Company policies and rules  Compensation and benefits  Corporate culture  Team membership  Employee development  Dealing with change  Socialization  Update knowledge and new technology from textbook, Journal, newspapers, magazine, work instructions  Learning through movie, features, VDO, internet  Training and development framework
    • 15. Primary Identification Performanc e Appraisal Year of Service 360º Feedback Confirm/Profile Development Personality test Individual Development Plan Individual Assessmen t Specific Exercise Paper-based test  Talent Identification and Assessment Process
    • 16.  Employee engagement survey Quality of Work Work/ Life Balance Enabling Environment Tangible Reward Inspiration/ Values Future Growth/ Opportunity
    • 17. Successful principles: 3 4 5 6 Staffing & Recruiting 1 2 Performance Management Rewards CareerDevelopment Training & Developm ent Talent Management/ Succession Planning Where in HRM cycleApproaches/Tools  Performance Management  Strategic rewards  Base salary  Benefits  Incentive  Recognition programs  Training & Development  Career Development MotivatesMotivates RetainsRetains RecruitsRecruits and Motivation
    • 18. Any question or comment?