* activated and test back

2. OVERVIEW
In Thailand, the workplace is unemployment rates hover just below one
percentage, it really is a “Candidate’s market”. Thailand has the number
4 lowest unemployment rate in the world.
Thai Employees are most accustomed to climbing the career ladder by
switching companies, rather than staying with a firm for a long time and
being promoted form within.
That’s why Thai HR Professional must to be A “ Superman” , “Super
Heroes”

3. MODERN HR : COMPETENCY
Business Mastery
HR Mastery
Change Mastery
Personal Credibility

4. 4 ROLES AND FOUR DELIVERABLES
 Administrative Expert
 Employee Champion
 Change Agent
 Strategic Partner
(Ulrich 1997)

5. MEASURING HR @ WORK
A. Determine the Mission
B. Identify specific Goals and objectives
C. Develop the strategy to attain those
Goals and objectives
D. Design the process, organization,
and structure to execute the Strategy
E. Measure and Report

6. HR MISSION QUESTIONS
 Does it completely support the
Organization’s Mission
 Does it make sense? Does it say the
same thing to Management
 Will it stand the test of time?

7. HR Professional
Content of HR knowledge required :
1.Strategic Management
2.Labor Cost and Employment
3.Remuneration Management
4.Human Resource Development
5.Employer and Employee Needs Management

8. STRATEGIC MANAGEMENT
Developing, Contributing to and supporting the firm’s values,
strategic goals and objectives; formulate; guiding and leading
the change process and methodology; and evaluating HR’s
KRAs to support to organizational effectiveness.
KH of:
a) The Organization’s mission, vision, values, business acumen.
b) Strategic planning process and implementation.
c) Management functions, including planning, organizing, directing
and controlling.
a) Techniques to promote creativity and innovation.
b) Corporate Governance procedures and compliance
c) Rule and regulatory processes.

9. LABOR COST AND EMPLOYMENT
Developing, Implementing and evaluating sourcing, recruitment
and selecting, orientation, succession planning, retention and
exit programs. (To ensure the labor cost to supportive the Goals
and Objectives)
KH of:
a) Quantitative analyses required to assess past and future Human Capital
effectiveness
b) Employment-related laws and regulations ( Work Conditions, Workforce
planning, etc.)
c) Recruitment strategies
d) Planning techniques ( Succession planning, forecasting )
e) Reliability and validity of Selection methodology
f) Interviewing techniques ( Structural, Behavioral )
g) Voluntary and involuntary terminations, downsizing, outplacement strategies
and best practices.
h) Employer Branding Techniques.
i) Negotiation Skills and Techniques.

10. REMUNERATION MANAGEMENT
Developing/ selecting, administering and improving
Compensation & Benefits programs for all employees levels that
support the strategic, objectives and company values.
KH of:
a) Labor laws and tax laws
b) Rewards Strategies
c) Budgeting and accounting practices related to compensation and benefits /
welfares
d) Job evaluation methods
e) Job pricing and pay structures
f) Economics factors and labor markets
g) Pay Programs
h) Motivation theory and needs analysis

11. HUMAN RESOURCE DEVELOPMENT
Developing, implementing and evaluating activities and
programs that address staff training, developing and learning,
talent and performance management, and the unique needs of
staffs, to ensure that the set of competencies meet organization
and personal needs
KH of:
a) OD theories and applications.
b) Training program development techniques to create general and technical
training programs.
c) Training methods, facilitation techniques, instructional methods and program
delivery mechanisms.
d) Performance appraisal methods
e) E-learning
f) Executive Coaching and mentoring programs
g) Laws and regulations concerns

12. EMPLOYEE AND EMPLOYER NEEDS MGT.
Developing, implementing and survey the workplace relationship
between employer and employee, in order to maintain
relationships and working conditions that balance needs and
rights in support of the Strategic goals, objectives, and values.
KH of:
a) Labor laws and regulation
b) Techniques for facilitating positive employee relations.
c) Employee involvement strategies ( Staff Committees, communication, staff
meeting )
d) Workplace behavior and practices
e) Unfair labor practices
f) Positive Employee relations strategies and non-monetary rewards.
g) Collective bargaining process, strategies and concepts ( pro. and con. )