AEC and Human Resources Development

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ASEAN Economic Community

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AEC and Human Resources Development

  1. 1. * . ( ASEAN) . * (ภาคบ่าย)21/06/2011 . sakdah@gmail.com 1 2015 HR -21/06/2011 . sakdah@gmail.com 2
  2. 2. 21/06/2011 . sakdah@gmail.com 3 IMF 17,200 17 200 5 ( ) NPL 2009 ( )(NICs)21/06/2011 . sakdah@gmail.com 4
  3. 3. Momentum How does this relate to SEA? By 2030 y China will be world’s largest economy, double the size of US economy y India’s economy will be 5 times larger, representing 10% of global GDP How does this relate to SEA?04/07/2011 . sakdah@gmail.com 5 y Part of historical trades routes for 900 years - SEA will rise naturally as Chindia rises y E7: predicted to be larger than G7 economies by 2050 Includes Indonesia, Vietnam, Thailand, Philippines, Mexico, Indonesia Vietnam Thailand Philippines Mexico Turkey21/06/2011 . sakdah@gmail.com 6
  4. 4. 2011 3.7 2007 2.0 2.6 8.3 1.7 200 0.4 0.6 08 5.5 -2.2 2009 2 26 -2.6 -4.1 4.9 3.1 2010 2.3 1.4 7.8 2.4 201 1.5 0.8 08 11 6.4 World US Euro Area AP (excl Japan) (excl. Source: EIU Country Briefing Report, October 201021/06/2011 . sakdah@gmail.com 7 Source: Harvard Business Review, June 2011 KFC21/06/2011 . sakdah@gmail.com 8
  5. 5. 1-9 World Ranking Port Name Trade Region Total TEU Country 1 (2) Shanghai East Asia 29,069,000China 2 (1) Singapore South East Asia 28,430,800Singapore 3 (3) Hong Kong East Asia 23,532,000China (SAR HK) 4 (4) Shenzhen East Asia 22,509,700China 5 (5) Busan North East Asia 14,157,291Korea 6 (8) Ningbo East Asia 13,144,000China 7 (6) Guangzhou East Asia 12,550,000China 8 (9) Qingdao East Asia 12,012,000China 9 (7) Dubai Mid East Mid-East 11,600,000UAE 10 (10) Rotterdam Northern Europe 11,145,804Netherlands 22 (22) Laem Chabang South East Asia 5,068,076Thailand Shanghai Singapore Hong Kong Dubai Rotterdam21/06/2011 . sakdah@gmail.com 9 2546 2546 2546 2545 2546 WTO 2545 ­¤µ‡¤„µ¦‡oµÁ­¦¸Â®nŠ¥»Ã¦ž BIMST-EC Å°Žr¨œ—r ´Š‡¨µÁš« «¦¸¨Š„µ ´ 2547 ­ª·˜ÁŽ°¦r¨œ—r °·œÁ—¸¥ ­®£µ¡¡¤nµ œ°¦rÁª¥r ¨·„Á˜œ­Å˜œr Áœžµ¨ £¼“µœ ¨³Åš¥Single Market Production Base 270 6021/06/2011 . sakdah@gmail.com 10
  6. 6. Separately: ASEAN Plus One mechanisms with individual Dialogue Partners of ASEAN Source: ADB’s Emerging Asian Regionalism, A Partnership for Shared Prosperity21/06/2011 . sakdah@gmail.com 11 • „n°˜´ŠÁ¤ºÉ°ž¸ 2510(1967) ‡¦¦° 40 ž¸ Á¤ºÉ°ž¸ š¸É¨oª (2550) Ê • ‹—ž¦³­Š‡rÁ¦·É¤Â¦„ – ­¦oµŠ‡ªµ¤¤´œ‡Š Á¡ºÉ°˜oµœ£´¥‡„‡µ¤‡°¤¤·ªœ·­˜r ‹»—ž¦³­Š‡Á¦¤Â¦„ ­¦µŠ‡ªµ¤¤œ‡Š Á¡°˜µœ£¥‡»„‡µ¤‡°¤¤ªœ­˜ É 2540 2540 2510 2510 2510 2527 2510 2510 2542 251021/06/2011 . sakdah@gmail.com 12
  7. 7. • • • A S E A N F r e e Tr a d e A r e a : A F TA AMBDC GMS21/06/2011 . sakdah@gmail.com 13 Year 2011 Taiwan Korea China Japan HK Vietnam Myanmar Cambodia Laos Thailand Philippines Brunei Indonesia Malaysia Singapore21/06/2011 . sakdah@gmail.com 14
  8. 8. ASEAN Economic Community : AEC ASEAN Security ASEAN ASEAN Socio- Community Economic Cultural (ASC) Community Community (AEC) (ASCC) Equitable E it bl Fully Integrated F ll I t t d Single Market and High competitive economic into global production base economic region development economy /21/06/2011 . sakdah@gmail.com 15 201521/06/2011 . sakdah@gmail.com 16
  9. 9. Á‡¨ºÉ°œ¥oµ¥­· œ‡oµÁ­¦¸ Áž· —Á­¦¸ „µ¦°Îµœª¥‡ªµ¤­³—ª„ - ¨—°»ž­¦¦‡—oµœ£µ¬¸Â¨³ ¤µ˜¦„µ¦š¸¤Än£µ¬¸ É · Á‡¨ºÉ°œ¥oµ¥¦· „µ¦Á­¦¸ Áž· —Á­¦¸ „µ¦°Îµœª¥‡ªµ¤­³—ª„ Á‡¨ºÉ°œ¥oµ¥„µ¦¨Šš»œÁ­¦¸ Áž—Á­¦ Áž· —Á­¦¸ „µ¦°µœª¥‡ªµ¤­³—ª„ „µ¦°Îµœª¥‡ªµ¤­³—ª„ Á‡¨ºÉ°œ¥oµ¥ÁŠ· œš»œÁ­¦¸¥·ÉŠ…¹œ Ê Áž· —Á­¦¸ „µ¦°Îµœª¥‡ªµ¤­³—ª„ - ¨„Áž¨¸¥œ…o°¤¼¨Â¨³«¹„¬µŸ¨„¦³š É Á‡¨°œ¥µ¥Â¦ŠŠµœš„¬³Á­¦ Á‡¨ºÉ°œ¥oµ¥Â¦ŠŠµœš´„¬³Á­¦¸ Áž· —Á­¦¸ „µ¦°Îµœª¥‡ªµ¤­³—ª„21/06/2011 . sakdah@gmail.com 17 e-ASEAN21/06/2011 . sakdah@gmail.com 18
  10. 10. 21/06/2011 . sakdah@gmail.com 1921/06/2011 . sakdah@gmail.com 20
  11. 11. 11 Clusters21/06/2011 . sakdah@gmail.com 21 Singapore offers access t to 2.8 billion people within a 7 hour flight Pharmaceuticals h l radius 3M, Shell, , , Exxon Mobil Top 10 & Bi Biotechnology21/06/2011 . sakdah@gmail.com 22
  12. 12. •Integrity Integrity •Quality •Knowledge-based manufacturing and •Physical •Reliability services connectivity •Excellent •Productivity •Thought and information Thought •People and People p place to live, •Strong legal hub business networks work, learn system •Commitment and play to education and skills21/06/2011 . sakdah@gmail.com 23¦ŠŠµœÅ®¨°°„ INSIDE OUT -21/06/2011 . sakdah@gmail.com 24
  13. 13. ¦ŠŠµœÅ®¨Á…oµ OUTSIDE IN21/06/2011 . sakdah@gmail.com 25 . sakdah@gmail.com SMEs21/06/2011 26
  14. 14. CEO21/06/2011 . sakdah@gmail.com 27 CEO –21/06/2011 . sakdah@gmail.com 28
  15. 15. - CEO21/06/2011 . sakdah@gmail.com 29 ...21/06/2011 . sakdah@gmail.com 30
  16. 16. CEO21/06/2011 . sakdah@gmail.com 31 Organization Development Theme g p + + + + - + + + Unfreezing U f i Changing Ch i Refreezing R f i 5 5 5 / / Source: Lewin’s Three-Step Process21/06/2011 . sakdah@gmail.com 32
  17. 17. IS21/06/2011 . sakdah@gmail.com 33Source: Harvard Business Review – May - June 198321/06/2011 . sakdah@gmail.com 34
  18. 18. Reflective Observation • Logically analyzing ideas • Planning systematicallyActive Experimentation Abstract Conceptualization • Showing ability to g y • Carefully observing y g get things done before making • Taking risks judgments • Influencing g • Viewing issues from people different perspectives Concrete Experience • Learning from specific experiences • Relating to people • Being sensitive to feelings and people f li d l21/06/2011 . sakdah@gmail.com 35 Harness the Power of Change Face Reality! Managing Less Is Managing Better Downsize, Downsize Before It’s Too Late! It s De-Layer: Get Rid of the Fat! Act Like a Small Company Listen to the People Who Actually Do the Work Go Before Your Workers and Answer All Their Questions Make Quality the Job of Every k l h b f Employee Take Advantage of E-Business Opportunities21/06/2011 . sakdah@gmail.com 36
  19. 19. Source: Ronan and Shenkar country clusters-cultural comparisons21/06/2011 . sakdah@gmail.com 3721/06/2011 . sakdah@gmail.com 38
  20. 20. 21/06/2011 . sakdah@gmail.com 39 /21/06/2011 . sakdah@gmail.com 40
  21. 21. Focus HRM INPUT PROCESS OUTPUT OUTCOME HRD RESULT ( )21/06/2011 . sakdah@gmail.com 41 “ ” “ ”21/06/2011 . sakdah@gmail.com 42
  22. 22. 5YYears Pl Plan (2006-2009) 2006-2009) TIPS- TIPS-BSC Learning & Growth p Perspective HRIS I New Target Welfare & Team &Skill Salary Balanced (Employee Self Section Se tio Promotion fi Benefits Development D l t Structure St t Scorecard S d Service) System z OT Online z Manpower z JD/Competency z Training Road Map z Salary Structure z BSC / KPIs z Promotion System z Leave Online z e-Recruitment e Recruitment z Career Path C P th z Measurement Tools z HR Best Practice z T i i Yearly Plan z Training Y l Pl Promotion P ti z Shift Online z Skill Test z New Benefits z Evaluation Review z Thailand 5s Award z Career Development Regulation z HR Intranet z Interview Adjustment z Coaching/Mentoring z Safety Award z Leadership Training z Young Target z HR Less Paper Committee z Regulation Review z IDP z HR E-Form z Promotion Committee Selection z New Orientation z Salary Survey y y z Strategic Workshop z Team Building z Talent Retention Program z Procurement Manual / z ISPS Code RO Online z 5s Best Practice z ISPS Code21/06/2011 . sakdah@gmail.com 43 3 Years Plan(2010-2012) Y Plan(2010-2012) Pl (2010 (2010 Learning & Growth Perspective SAP, New HAPPY88 PSHEMS, KM ??? ??? Performance HRIS II (Work Life Sparcs N4 LO System Balance) z Key person SAP z PSHEMS z Performance z Happy z 5PS Culture Base Pay Workplace z White Factory z Cooperative z Happy Brain z Happy Body Fund z 5P Culture z Happy Money z Emp.Survey21/06/2011 . sakdah@gmail.com 44
  23. 23. 21/06/2011 . sakdah@gmail.com 45 20% 20% 20% 10% 10% 5% 15% 10% 5%21/06/2011 . sakdah@gmail.com 46
  24. 24. A+BC Getting the right people At the right place On the right time = (ROI) = ( ) =13 2554 Sakda Hwankaew 47 Towers Watson’s View on Total Reward A framework that captures all aspects of the work experience p p p Pay Pa Benefits B fit z Base salary z Long-term sickness benefit z Bonuses B z Pension P i z Recognition z Holiday z Allowances z Staff restaurant z Geographical and shift z Relocation assistance allowances z Life insurance z Career d C development l t z Leadership z Learning experiences z Culture z Performance management z Involvement z Succession planning z Diversity z Training z Work/life balance z Talent Management z Interesting meaningful work z Coaching z Job security Learning and Development L i dD l t Work Environment W kE i t Source: 2010 Towers Watson. Proprietary and Confidential. For Towers Watson and Towers Watson21/06/201148 . sakdah@gmail.com
  25. 25. THE FOUR FUNDAMENTAL CAPACITIES OF PEOPLE Potential Capacity Competency Performance Source: Grow Talent Company Limited ,India Personal Ability LQ = Learning Quotient Quality Skills CQ = Conceptual Quotient RQ = R l ti Relationship Quotient hi Q ti t Knowledge AQ = Action Quotient21/06/2011 . sakdah@gmail.com 49 Assessment Center Job Rotation Career CounselingSpecial Project Assignment g g Off-site Training Program y Self Study Community of Practice ( y ) (CoP) Job Enlargement/Enrichment Shadowing Mentoring Apprentice Training E-LearningOn-the-Job TrainingO th J b T i i Coaching Preferences, P f Corporate Culture, Actual Possibilities Source : Hunseok Oh (Department of Education, Seoul National University, Korea) ( p y )13 2554 Sakda Hwankaew 50
  26. 26. “‡œ” Ťnčn “˜oœš»œ” ˜nÁžÈ œ “š»œ¤œ»¬¥r” š¸ÁžÈ œš»œ¤œ» ¬¥r Á¡¦µ³Äœ˜´ª‡œ¤¸ž¦³­„µ¦–rš„n°Ä®oÁ„·—‡ªµ¤Îµœµ„µ¦ ‡º°¤¸ É É¸ “š»œ‡ªµ¤¦¼”o šÎµ°¥nµŠÅ¦Ä®o‡ªµ¤¦¼Äœ˜´ª‡œ „¨µ¥ÁžÈ œ‡ªµ¤¦¼šÁ¸É žÈ œž¦³Ã¥œr­µ®¦´‡œš´Š°Š‡r„¦Å—o? (—¦.°¦´ 혙·¡œ›») o o Î Ê ´ r 21/06/2011 . sakdah@gmail.com 51 Framework of Competencies by the Advanced Manufacturing IndustryManagement Occupational Specific Requirements Technical & SpecificRequirement Knowledge Areas Tier 4 : Industry-Wide Technical Competencies Entry Level & Technical Level • Manufacturing • Production • Supply Chain Logistics Process Dev./Design ocess e / es g • Maintenance, • Quality/Assurance • Health & Safety Installation & Repair Cont. Improvement Tier Ti 3 : W k l Workplace Competencies C t i• Business • Teamwork • Adaptability/ • Marketing & • Planning & • Problem Solving & • Applied Fundamentals Flexibility Customer Focus Organizing Decision-Making Technology Tier 2 : Foundation Academic Competencies• Applied • Basic Computer • Applied • Reading for • Business • Listening & • Location/ • Speaking/ Science Skills Mathematics/ Information Writing Following Using Presentation Measurement Directions Information Skills Tier 1 : Personal Effective Competencies • Integrity • Motivation • Dependability & Reliability • Willing to Learn
  27. 27. 2010 – 2011 Salary Increases: General Industry 2010 - 2011 General Industry - Median Salary Increases 14.0 2010 2011 12.9 11.9 11.5 12.0 10.0 11.0 10.3 9.6 10.0 10.0 00 10.0 10.0 9.0 8.0 8.4 8.0 7.0 7.0 6.0 5.5 5.5 6.0 5.3 6.0 60 4.0 5.0 5.0 5.0 4.0 5.0 3.5 3.5 3.3 3.5 3.5 4.0 3.0 3.0 3.2 2.5 2.0 2.0 20 0.0 Source: 2010 T S Towers Watson – C W t Compensation Planning Report, October 2010 ti Pl i R t O t b z 2011 Salary Increase presented are based on projected/forecasted figures shared by participating companies z A total of 2 560 companies shared information for 2010 and 2 200 for 2011 2,560 2,200 General Industry figures21/06/2011 . sakdah@gmail.com 54
  28. 28. 21/06/2011 . sakdah@gmail.com 55 • , , • Ambassador Ong Keng Yong ASEAN and the Asia Pacific s Role in Regional Yong, Pacific’s Architecture, 25 MARCH 2010 AUCKLAND, NEW ZEALAND • . , , , 20 2550 • , , , 25 2552 • Dr. Kitti Prasirtsuk, Economic Crises and East Asian Cooperation, 9 May 2009 • Ed Ramsami, Five Temptations of a CEO, 21 October 2009 , p , • Peter A. Topping, Managerial Leadership, The Mcgraw-Hill Executive MBA Series, 2002 • Low Jeng-tek Entering South-East Asia through Singapore, 7 June 2011 Jeng tek, South East Singapore21/06/2011 . sakdah@gmail.com 56

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