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HR Outlook 2016 & Business Trend
HR North Forum 2015
by Tayat Sriplung
081-6399076
tayat.sriplung@hotmail.com
20
o Change Management
o Succession Planning, Talent Development
Executive Coaching
o
o ,
o ,
o (KPI),
o
o Engagement
(Stakeholder Engagement)
o Sales Incentives
o
o Inside-Out Brand
, 2551
Top 100 HR in Thailand Award, 2550
Certified NLP (Executive Coaching)
Management Certification Program, UCLA
HRM Program, London Business School
Southern Illinois University
Management Information System
Luther College Information
System, Thammasat University, Acct
Accenture (1) Senior Manager
Process & Technology, (2) Change Management
Group Head
Managing Director Watson Wyatt (Thailand)
124 Management
Consulting
The Nile
081-6399076
tayat.sriplung@hotmail.com
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19
AEC Expat AEC
1. Local Hire
Low Economy Country
2. Local Expat Hire
Expat Benefit
AEC
3. Expat Hire
AEC
( )
EXPAT AEC
20
( )
AEC Expat AEC
High Economy Country (Per Capita Income )
2
a) Expat Benefit
b) Expat
Benefit (local
expat benefit expat benefit
Low Economy Country (Per Capita Income )
a) Local Expat Hire Local Hire
Job Description 2
3
( )
EXPAT AEC
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21
Visa Work Permit
Asean Visa & work permit
22
Visa Work Permit
Visa & Work Permit
9 (Mutual Recognition Arrangements :
MRAs)
7
1 . .2558 7
10 Work Permit ( )
" " . 21 2554 .
2558 Visa & work permit 8
1 2559
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2
1. AEC
2. AEC
3.
4. Expat Benefit AEC
5. 180 AEC
(
)
AEC
AEC
(Compensation)
AEC
(Double TaxationAgreement: DTA)
2
- (Economic Double Taxation)
- (Juridical Double Taxation)
Countries Date of entry into
force
Taxable year Remarks
1 Indonesia 21 October 2003 1 January 2004
2 Laos 23 December 1997 1 January 1998
3 Malaysia 2 February 1983 1 January 1983
4 Myanmar 15 August 2011 1 January 2012
5 Philippines 11 April 1983 1 January 1983
6 Singapore 27 April 1976 1 January 1976
7 Vietnam 31 December 1992 1 January 1993
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39
OD, HRD
Talent Development
Talent
Talent Touch Point ( Vendors, Suppliers,
Business Partners)
Manner
Talent AEC
AECBuddy
40
OD, HRD
Talent Development
( )
AEC AEC Talent
1. Business meeting
Visa Business Trip
2. By job assignment
Visa Business Trip
3. Project Assignment
Visa
4. Short term assignment
AEC 6-12
5. Long term assignment
AEC 12
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1 (13:15 14:45) HR & AEC
1. AEC
2. AEC HR Process
2 (15:00 16:00) AEC Recruitment
1. Employer Branding
2.
3.
51
Agenda
Century Consulting 08
9444 6853
52
Employer Branding Definitions
An integration of internal and external communications,
disseminated to current and potential employees
The essence of our offering as an employer that is
communicated internally and externally
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Century Consulting 08
9444 6853
53
There is a proven relationship between excellence in key
components of employer branding and the level of market
premium organisations enjoy.
Main components:
Employee engagement
Employee communication
Training and development
External reputation
Significant components of employer
branding
Century Consulting 08
9444 6853
54
Sound organisational structure and direction
Positive culture
Enlightened leaders, competent management
Care of people
Meaningful work
Growth and opportunity
Pay and benefits
Making a difference
- Herman Group
What potential employees are seeking
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75
Recruiting Process Map
SKILLS
Determine job
requirements
FIT
Select
Competency
Based Interview
Form/
Interviewers
SOURCE
SCREEN
ASSESS
Skills Interview HR + Line
Critical Behavior
Interview HR (+Line optional)
Attitude Test
HIRE
SELL
Confirming
Interview
Number, level needs
CORPORATE
MANPOWER
PLANNING
REQUESTED HIRING
NEED
Positions opened
from growth,
promotion,
attrition
Screening Interview - HR
Skills Testing (If required
Paper/Action) - HR
76
/ (Resource Planning/Hiring Needs)
HR Managers coordinates with input from Business Unit or Function Directors
Business Units or Functions determines fiscal year requirements and budgets
Recruiting team plan sourcing and interviewing strategies
/
Positions may be open from growth, promotion, attrition
/ (Resource Planning/Hiring Needs)
HR Managers coordinates with input from Business Unit or Function Directors
Business Units or Functions determines fiscal year requirements and budgets
Recruiting team plan sourcing and interviewing strategies
/
Positions may be open from growth, promotion, attrition
SKILLS
Define job
requirements
FIT
Select
Competency
based interview
profile and
interviewers
SOURCE
SCREEN
ASSESS
Skills Interview
Critical
Behavior
Interview
HIRE
SELL
Confirming
Interview(s)
number, level
needs
Business
PLANNING
REQUESTED
HIRING NEED
Position(s) open
from growth,
promotion, attrition
Screening
Interview
Testing
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( ) Position Profile (Skills)
Business or Function Directors requesting the position specifies competency, level, specific skills required
Recruiter verifies request against headcount and financial plans
Recruiter selects the appropriate Skills Interview Notes and Results forms (based on Job Competency Maps)
/ /
Requester may or may not review/revise the skills profile depending on level, special skills or knowledge required
( ) Position Profile (Skills)
Business or Function Directors requesting the position specifies competency, level, specific skills required
Recruiter verifies request against headcount and financial plans
Recruiter selects the appropriate Skills Interview Notes and Results forms (based on Job Competency Maps)
/ /
Requester may or may not review/revise the skills profile depending on level, special skills or knowledge required
SKILLS
Define job
requirements
FIT
Select
Competency
based interview
profile and
interviewers
SOURCE
SCREEN
ASSESS
Skills Interview
Critical
Behavior
Interview
HIRE
SELL
Confirming
Interview(s)
number, level
needs
Business
PLANNING
REQUESTED
HIRING NEED
Position(s) open
from growth,
promotion, attrition
Screening
Interview
Testing
78
( ) Position Profile (Fit)
(
Recruiter selects the appropriate CBI profile (based on critical competencies required by the positions and
levels)
( ) Position Profile (Fit)
(
Recruiter selects the appropriate CBI profile (based on critical competencies required by the positions and
levels)
SKILLS
Define job
requirements
FIT
Select
Competency
based interview
profile and
interviewers
SOURCE
SCREEN
ASSESS
Skills Interview
Critical
Behavior
Interview
HIRE
SELL
Confirming
Interview(s)
number, level
needs
Business
PLANNING
REQUESTED
HIRING NEED
Position(s) open
from growth,
promotion, attrition
Screening
Interview
Testing
Competency = (1) Attitude & Inspiration
= (2) Skills Action Based
= (3) Knowledge (Ability to Learn)
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(Sourcing)
Recruiter uses skills profile to determine sourcing strategies, for example:
(Classified ads), (Internal networks), (Job fairs),
(Search firms) Referral program
Recruiter conducts sourcing activities (e.g. writing job descriptions, implementing strategies, etc.)
(Sourcing)
Recruiter uses skills profile to determine sourcing strategies, for example:
(Classified ads), (Internal networks), (Job fairs),
(Search firms) Referral program
Recruiter conducts sourcing activities (e.g. writing job descriptions, implementing strategies, etc.)
SKILLS
Define job
requirements
FIT
Select
Competency
based interview
profile and
interviewers
SOURCE
SCREEN
ASSESS
Skills Interview
Critical
Behavior
Interview
HIRE
SELL
Confirming
Interview(s)
number, level
needs
Business
PLANNING
REQUESTED
HIRING NEED
Position(s) open
from growth,
promotion, attrition
Screening
Interview
Testing
80
(Screening)
Recruiter conducts Screening Interviews of individuals to determine:
(Interest in and understanding of the firm)
(Professional presence and communication skills)
(Work history and academic qualifications)
(Applicant concerns)
(Compensation expectations)
Recruiter provides additional information and addressing applicant concerns
(Screening)
Recruiter conducts Screening Interviews of individuals to determine:
(Interest in and understanding of the firm)
(Professional presence and communication skills)
(Work history and academic qualifications)
(Applicant concerns)
(Compensation expectations)
Recruiter provides additional information and addressing applicant concerns
SKILLS
Define job
requirements
FIT
Select
Competency
based interview
profile and
interviewers
SOURCE
SCREEN
ASSESS
Skills Interview
Critical
Behavior
Interview
HIRE
SELL
Confirming
Interview(s)
number, level
needs
Business
PLANNING
REQUESTED
HIRING NEED
Position(s) open
from growth,
promotion, attrition
Screening
Interview
Testing
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81
(Assessing)
(Skills Interview)
Line personnel conduct Skills Interviews to determine how well the applicant matches the profile in the areas of Skills
and Proficiencies
60 90
Skills Interviews vary in length, but are usually 60 - 90 minutes
At least one Skills Interview is required; there may be others depending on level and specialties required
(Assessing)
(Skills Interview)
Line personnel conduct Skills Interviews to determine how well the applicant matches the profile in the areas of Skills
and Proficiencies
60 90
Skills Interviews vary in length, but are usually 60 - 90 minutes
At least one Skills Interview is required; there may be others depending on level and specialties required
SKILLS
Define job
requirements
FIT
Select
Competency
based interview
profile and
interviewers
SOURCE
SCREEN
ASSESS
Skills Interview
Critical
Behavior
Interview
HIRE
SELL
Confirming
Interview(s)
number, level
needs
Business
PLANNING
REQUESTED
HIRING NEED
Position(s) open
from growth,
promotion, attrition
Screening
Interview
Testing
82
(Assessing) -
(Skills Interview)
Interviewers continue building rapport, providing information and answering questions
Interviewers must possess equal or greater experience and specific skills compared to the applicant in order to
accurately determine skill and proficiency levels
(Assessing) -
(Skills Interview)
Interviewers continue building rapport, providing information and answering questions
Interviewers must possess equal or greater experience and specific skills compared to the applicant in order to
accurately determine skill and proficiency levels
SKILLS
Define job
requirements
FIT
Select
Competency
based interview
profile and
interviewers
SOURCE
SCREEN
ASSESS
Skills Interview
Critical
Behavior
Interview
HIRE
SELL
Confirming
Interview(s)
number, level
needs
Business
PLANNING
REQUESTED
HIRING NEED
Position(s) open
from growth,
promotion, attrition
Screening
Interview
Testing
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(Assessing) -
- Critical Behavior Interview (CBI)
/ / CBI
Line/ Management personnel and/or recruiters conduct a CBI interview to determine how well the applicant
matches the critical competencies
CBI
CBIs vary in length and number based on level:
- 2 45 (Two 45 minute interviews)
- 90 120 (One or more 90 - 120 minute interview(s))
(Assessing) -
- Critical Behavior Interview (CBI)
/ / CBI
Line/ Management personnel and/or recruiters conduct a CBI interview to determine how well the applicant
matches the critical competencies
CBI
CBIs vary in length and number based on level:
- 2 45 (Two 45 minute interviews)
- 90 120 (One or more 90 - 120 minute interview(s))
SKILLS
Define job
requirements
FIT
Select
Competency
based interview
profile and
interviewers
SOURCE
SCREEN
ASSESS
Skills Interview
Critical
Behavior
Interview
HIRE
SELL
Confirming
Interview(s)
number, level
needs
Business
PLANNING
REQUESTED
HIRING NEED
Position(s) open
from growth,
promotion, attrition
Screening
Interview
Testing
84
(Assessing) -
- Critical Behavior Interview (CBI)
Interviewers continue building rapport, providing information and answering questions
CBI CBI
CBIs must be conducted by CBI-trained interviewers
(Assessing) -
- Critical Behavior Interview (CBI)
Interviewers continue building rapport, providing information and answering questions
CBI CBI
CBIs must be conducted by CBI-trained interviewers
SKILLS
Define job
requirements
FIT
Select
Competency
based interview
profile and
interviewers
SOURCE
SCREEN
ASSESS
Skills Interview
Critical
Behavior
Interview
HIRE
SELL
Confirming
Interview(s)
number, level
needs
Business
PLANNING
REQUESTED
HIRING NEED
Position(s) open
from growth,
promotion, attrition
Screening
Interview
Testing
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(Selling)
Selling with applicants continues throughout the process
(
Recruiters begin selling by providing information about the firm and the open position requirements (selling is
important throughout the process for experienced individuals, because they are typically in demand and have higher
expectations than most entry-level individuals; although important, it cannot be done at the expense of assessing)
(Selling)
Selling with applicants continues throughout the process
(
Recruiters begin selling by providing information about the firm and the open position requirements (selling is
important throughout the process for experienced individuals, because they are typically in demand and have higher
expectations than most entry-level individuals; although important, it cannot be done at the expense of assessing)
SKILLS
Define job
requirements
FIT
Select
Competency
based interview
profile and
interviewers
SOURCE
SCREEN
ASSESS
Skills Interview
Critical
Behavior
Interview
HIRE
SELL
Confirming
Interview(s)
number, level
needs
CG/MU
PLANNING
REQUESTED
HIRING NEED
Position(s) open
from growth,
promotion, attrition
Screening
Interview
Testing
86
(Selling)
Amount of selling required will vary by level and by demand for the particular skill set
Line managers and directors may meet with applicants to specifically sell the benefits of the position and firm
(Selling)
Amount of selling required will vary by level and by demand for the particular skill set
Line managers and directors may meet with applicants to specifically sell the benefits of the position and firm
SKILLS
Define job
requirements
FIT
Select
Competency
based interview
profile and
interviewers
SOURCE
SCREEN
ASSESS
Skills Interview
Critical
Behavior
Interview
HIRE
SELL
Confirming
Interview(s)
number, level
needs
CG/MU
PLANNING
REQUESTED
HIRING NEED
Position(s) open
from growth,
promotion, attrition
Screening
Interview
Testing
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89
Source: A guide to (corrected) validity coefficients from Meta Analysis M. Smith - UMIST, 1986
Reliability
Random Prediction
0.45
0.40
0.35
0.15
0.10
0.65
1.0
0
Assessment Centres
Ability Tests/ Job Sample Tests
Group Exercise/ Composite Personality Scales
Competency Based Interview/ In-Tray Exercise
Employee Interview/ Single Scale of Personality
Educational Qualification
Graphology, Astrology, Phrenology
Perfect Prediction
Example of contents
Psychometric tests
Group discussion
In-tray exercise
Behavioural event interview
90
MISS
( )
Inaccurate
prediction
(Person would have
succeeded on the
job)
MISS
( )
Inaccurate
prediction
(Person would have
succeeded on the
job)
HIT
( )
Accurate
prediction
(Person succeeds on
the job)
HIT
( )
Accurate
prediction
(Person succeeds on
the job)
HIT
( )
Accurate
prediction
(Person would not
have succeeded on
the job)
HIT
( )
Accurate
prediction
(Person would not
have succeeded on
the job)
MISS
( / )
Inaccurate prediction
(Person fails on the
job)
MISS
( / )
Inaccurate prediction
(Person fails on the
job)
Predicted Success
Goal of Selection :
MAXIMIZE HITS
(Low) (High)
JobPerformance
(Low)
(High)
Miss -
Hit -
:
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91
Recruiting Process Map
SKILLS
Determine job
requirements
FIT
Select
Competency
Based Interview
Form/
Interviewers
SOURCE
SCREEN
ASSESS
Skills Interview HR + Line
Critical Behavior
Interview HR (+Line optional)
Attitude Test
HIRE
SELL
Confirming
Interview
Number, level needs
CORPORATE
MANPOWER
PLANNING
REQUESTED HIRING
NEED
Positions opened
from growth,
promotion,
attrition
Screening Interview - HR
Skills Testing (If required
Paper/Action) - HR
92
1. In Tray Exercise
2. Role Play
3. Skill Testing
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In Tray Exercise
In-tray exercises, or the digital 'e-tray' equivalent are a test of candidates
ability to deal with a real work scenario: requests, demands on their time, and
information overload.
Practical employers include this type of business simulation within their
assessment centres to test candidates ability to process information quickly,
analyse problems, make decisions, take action, manage their time, work
accurately and express themselves tactfully in a business context.
In Tray Exercise
94
VDO: In Tray Exercise
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VDO: In Tray Exercise
VDO: In Tray Exercise
96
Role Play
It is an activity in which people do and say things while pretending to be
someone else or while pretending to be in a particular situation.
The interviewer may assume the role of a client or customer while candidates
act as though candidates have got the job for which you're applying.
Think of role play as an opportunity: with the right combination of preparation
and mental agility, candidates have the chance to illustrate the skills written on
their resume, such as teamwork, communication and quick thinking.
Role Play
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Skill Testing
Skill tests measure a person's capability or skill in performing a particular job
activity.
Examples of skill tests include a typing test for a typist, key board test for a
data entry operator, a math test for a bookkeeper, or a measuring test for a
material cutter, or English test for a secretary or a professional staff, or Thai
essay for an office personal.
Skill Testing
100
VDO: Skill Testing
