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HUMAN RESOURCES DEVELOPMENT FUNCTIONAL DESCRIPTION CHIEF HUMAN RESOURCES OFFICER (CHRO) Peravate VP-HUMAN RESOURCES DEVELOPMENT (VP-HRD) Suwimol (Act.) Kittikun CORPORATE CULTURES & LEARNING ORGANIZATION MANAGER (CCLM) CORPORATE COURSE TRAINING & LANGUAGE CENTER - Pornphun - John - Siritharn CORPORATE COURSE TRAINING LANGUAGE CENTER • Implement the corporate courses training roadmap from executive direction • Design and register course syllabus. Building roadmap for fundamental and standards course; (e.g., Onboarding program, Safety Health & Environment, Business Ethics, SD, Presentation, SPSDM…) • Develop e-learning courses with related functions in line with the Career development path • Assure quality of selection employee to match training program for career development and employee engagement • Set up key success index and monitor result of corporate training programs • Coordinate with corporate compliance in order to conduct Corporate & Compliance training course in HQ and Decentralize to all regional operations and ACC • Select, Deploy and design standardize foreign language competency, definitions, descriptors and evaluation tools using appropriate international standard. • Embed “Foreign Language Standard” into employee life cycle for competitive advantage in language ability to serve company mission • Managing course and customized language development programs to achieve business objective and support corporate strategy. 92
HUMAN RESOURCES DEVELOPMENT FUNCTIONAL DESCRIPTION CHIEF HUMAN RESOURCES OFFICER (CHRO) Peravate VP-HUMAN RESOURCES DEVELOPMENT (VP-HRD) Suwimol (Act.) Kittikun CORPORATE CULTURES & LEARNING ORGANIZATION MANAGER (CCLM) LEARNING ORGANIZATION & KNOWLEDGE MANAGEMENT - Wirachat - Samonpak - Audsadang - xxxxxxxxxx KNOWLEDGE MANAGEMENT KNOWLEDGE STATION LEARNING ORGANIZATION • Embedded KM approach to be part of business management to serve OE concept in each department which impact to corporate KPI • Promote, Educate KM tools & techniques to serve “Share & Learn” environment • Provide KM consult for each department to set up KM environment, monitoring system, how to apply KM tool & technique to link with company direction • Monitor and consolidate all KM initiatives to ensure KM directions are served business growth and support LO approach • Provide KM tools that optimize learning methodology to suit with development roadmap of target employee • Create an environment to serve learning as well as, provide learning approaches (e-Library) which are matched to new brand concept (Live Digital Live More) • Provide ready-to-use and update knowledge and information systems in line with Career development approach • Develop Knowledge Station for supporting sustainable learning organization • Encourage self learning environment for employee in terms of creating eager-to-learn and share their knowledge in order to change employees’ learning behavior • Inspired employee with LO principle which is a guide line to create learning organization are as follows 1) Eager and seek for knowledge to expand their New Ability 2) Strong Mental Ability and pursue for solutions when confront the problems 3) Promote Corporate Culture to shape all employees’ vision and mission to the single direction 4) Encourage consistency of knowledge sharing and collaborative learning 5) Integrate Cross Functional Knowledge and develop to new knowledge in order to develop employees’ ability to work • Monitor and measure to develop to Learning Organization 93
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HR “ SHARE for CHANGE ” March 2
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OPENING SESSION “SHARE for CHANGE
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Coffee time 5
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HR RE-ORGANIZATION 7
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HR WORKS AS ONE CHRO VP-HCSP VP-HRD
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HUMAN CAPITAL STRATEGY & PLANNING 1
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HCSP ACCOUNTABILITIES HCM Strategy
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HCSP Deliverable : Human Capital In
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HCSP Deliverable : Human Capital In
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HCSP Deliverable : Workforce Planni
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HCSP Deliverable : Performance Mana
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Lunch Time 23
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HUMAN CAPITAL MANAGEMENT ORGANIZATI
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Employee Life Cycle Model • Exit
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HUMAN RESOURCES BUSINESS PARTNER MA
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HRBP Accountabilities & Deliverable
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HRBP Accountabilities & Deliverable
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HR INFORMATION MANAGEMENT 35
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HRIM Accountabilities & Deliverable
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Human Capital Management Suwimol (A
Page 41 and 42: EMPLOYEE RELATIONS AND COMMUNICATIO
Page 43 and 44: Objective 1. เพื่อให
Page 45 and 46: Internal Communication Working Grou
Page 47 and 48: Employee communication ‣ Content
Page 49 and 50: 3. Vision, Mission ,Business and CS
Page 51 and 52: ‣ Media management 51
Page 53 and 54: AVP-up (UC/ES) Manager/Specialist (
Page 55 and 56: ‣ Evaluate Internal Communication
Page 57 and 58: ERC Accountabilities & Deliverable
Page 59: HUMAN RESOURCES MANAGEMENT FUNCTION
Page 62 and 63: HUMAN CAPITAL MANAGEMENT ORGANIZATI
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Page 70 and 71: LMS: Core Task-Accountability-Deliv
Page 72 and 73: Search LMS Learning Management Syst
Page 74 and 75: Frame of Accountability: Assessment
Page 76 and 77: ASM Deliverable Business Strategy 1
Page 80 and 81: TCD Deliverable : Succession Plan B
Page 82 and 83: TCD Deliverable :Scholarship Busine
Page 86 and 87: LEARNING & CAREER DEVELOPMENT 86
Page 90 and 91: CORPORATE CULTURE & LEARNING ORGANI
Page 94 and 95: HUMAN RESOURCES DEVELOPMENT FUNCTIO
Page 96: CLOSING SESSION TIME FOR CHANGE
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