Human resources management strategies of the Center for Professional Assessment (Thailand) : retention and job satisfaction | |
| Author | Kwankaew Chavengvorakul |
| Call Number | AIT Proj. no.SM-15-08 |
| Subject(s) | Human Resource Development--Thailand Assessment centers (Personnel management procedure) Job satisfaction--Thailand |
| Note | A project submitted in partial fulfillment of the requirements for the degree of Master of Business Administration |
| Publisher | Asian Institute of Technology |
| Series Statement | |
| Abstract | In today’s business world, Human Resource Department plays a dominant role in all organizations. HR strategies have become vital to motivate the employees who in turn play a crucial role in the success of an organization in the long term. In order to achieve the organization’s goals, human resource planning serves as a link between human resource management and the overall strategic plan of an organization. The planning helps to address gaps such as hiring and learning. The strategies can ensure that labor demand and supply are balanced and qualities of employees meet the requirements. Moreover, employee training is an import ant tool to increase employees’ competencies leading to firm improvement and development. Therefore, CPA as an English language assessment center with strict rules and regulations, where keeping confidential information is important have to design HR plans and strategies to ensure that they are moving the organization in the desired direction. CPA also tries to create a loyalty among employees in order to allocate and manage their employees into different sections of the organization effectively and efficiently. According to the collected data and information through company’s data base, interview, and participant observation, I have found the way CPA recruits/maintains/develops new employees. Furthermore, I can see the organizational culture which makes employees he re become loyal to their jobs. The study found CPA must have ethical and moral minded employees, because of the confidential working nature of CPA. The recruitment procedure is carried out using open - ended interview to assess candidate’s attitudes, and compatibility to CPA’s visions. After accepted, senior employees will train new employees. Employees are allocated to do different assignments and rotated to various sections. Thus, they could replace each other and would help avoiding free rider s. CPA also requires currents employees to be trained annually. The purposes are to emphasize employees with ethics, and foster self - improvement. The organization believes that successful employee would make successful firm. Strong relationship among employees makes a powerful organization. Also, as hard as seeking for honest employees, retaining the effective ones also. CPA handles the problem by building employment loyalty. CPA offers other benefits such as complementary English class by native teacher. Senior level managers, also act as fatherly figure to the mid and junior level employees. |
| Year | 2015 |
| Corresponding Series Added Entry | |
| Type | Project |
| School | School of Management (SOM) |
| Department | Other Field of Studies (No Department) |
| Academic Program/FoS | Master of Business Administration (MBA) (Publication code=SM) |
| Chairperson(s) | Sununta Siengthai;Winai Wongsurawat |
| Examination Committee(s) | Vatcharapol Sukhotu;Igel, Barbara |
| Scholarship Donor(s) | Royal Thai Government Fellowship |
| Degree | Project (M. B.A.) - Asian Institute of Technology, 2015 |