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1/21
[ Topic ]
1. TBAS & Thai TB Company
2. HR Planning & What Labor wants
3. Key Success Factor
Sharing TBAS Human
Resources Management by Mr. Bunchob Ongtanasin, Vice President
2/21
[ 1. TBAS & Thai TB Company ]
1) TBJ Policy: TBAS was set to be "Hub of Asean & Oceania" 2) Top Management Vision
Let's think how to be capable before
making an excuse for our incapabilities.
Let's truly adapt this behavior.++++
TBAS will promote the Thai TB Leadership
Advance Training & Education Program
to develop employee Knowledge & Skill
1) North and Central & South America
(11 companies)
Toyota Boshoku America, INC.
Toyota Boshoku Corporation
Toyota Boshoku
Europe N.V.
TBASLocated in Thailand
2) China (13 companies)
Regional Administrative Office
3) Asia/Oceania(13 companies)
4) Europe & Africa
(7 companies)
Toyota Boshoku
(shanghai) Co., Ltd.TB Way
++++
Toyota Boshoku
Company Policy
3/21
[ 1. TBAS & Thai TB Company ]
4/21
[ 1. TBAS & Thai TB Company ]
5/21
[ 1. TBAS & Thai TB Company ]
6/21
[ 2. HR Planning & What Labor wants]
TB Way is values, action pattern, and throughway which should be esteemed as TB
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TB Way is used as a tool for creating Basic concepts of HRM
BASIC CONCEPTS of HRM
[ 2. HR Planning & What Labor wants]
8/21
Structure of Thai TB Human Resources Management
Basic conceptOf HRM
Global policy
+ +
Company Policy“To reinforce our stance as a company with strong community ties”
ER Policy & KPI“To develop stable labor-management relations ”
[ 2. HR Planning & What Labor wants]
9/21
In Thailand, we have 4 main concepts to achieve Good Employee Relations
(1)Clear ER
Role & Responsibility
(2)Good
Communication
(3)Good Working Place& Compensation
(4)Good
Relations
Policy & KPIto develop stable labor-management
relations
[ 2. HR Planning & What Labor wants]
10/21
Concept : Make sure the Employee Relations Staffs understand the organization and make clear of their roles and responsibilities
� Understand
-Scope and scale of organization
-Company business
-Company culture
-Marketing environment, etc.
� Role & Responsibility
-Center for communication
-Arrange employee relations activities
-Maintain cooperation with Welfare Committee
-Coordinate with government officers
(1) Clear ER Role & Responsibility
[ 2. HR Planning & What Labor wants]
11/21
Top Executive Communication
Head of Department Communication
HRM Communication
Welfare Committee Communication
Employee Communication
Concept : Thorough Communication to enhance understanding in all levels.
(2) Good Communication
[ 2. HR Planning & What Labor wants]
12/21
TBAS Communication way is a guideline for good communication
Objective Topic Frequency Objective Topic Frequency
1. Policy (Company) 1. TBJ policy Once a year 4. Information1. Information (Child birth/ Sick/
Priesthood / Dead/ Wedding)Weekly
2. TBAS policy Once a year 2. New Employee (Shokai) Monthly
3. Bonus Announcement Once a year 3. Attendance Daily
4. Salary base up Announcement Once a year 4. New Emp. / Resignation Data Monthly
5. Promotion up or Rotation or
Transferring AnnouncementOnce a year 5. Organization chart update Monthly
6. Calendar / Changed Holiday Once a year 5. News 1. Politic problems
2. Announcement (Rule) 1. New/changed rule/regulation As changed 2. Fire
2. Changed time of morning exercise As changed 3. Pestilence (BCDCEFGH)
3. Payroll and other income As changed 4. Accident & Abnormal Case
3. Announcement 1. Welfare update ( New issue ) As changed 5. Personal Income Tax / SSF / PF
(Welfare) 2. Birthday Lunch Monthly 6. Other 1. Suggestion (Box)
3. Company Activities Yearly 2. Welfare Meeting (Suggestion)
3. Annual Health Check Yearly 3. HR Clinic (Q&A)
4. Welfare Committee Election Every 2 Year
As Requested
As Requested
(2) Good Communication [ 2. HR Planning & What Labor wants]
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Example
Monthly Meeting by HRM Employee suggestion
Company Policy by Chairman Pass probation speech by VP
Employee can communicatewith Management or HRM
by a Suggestion box
Employee can communicatewith Management or HRMvia welfare committee
[ 2. HR Planning & What Labor wants] (2) Good Communication
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Training & Education Stable Career Path Fair Promotion & Evaluation
Appropriate Salary & Allowance Welfare Management
-Shuttle van-Health care-Child education-Language skills-etc.
Provide appropriate compensation and maintain the Company’s stability
Stable employment &
Company growth&
Safety and Health
(3) Good Working Place & Compensation
[ 2. HR Planning & What Labor wants]
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(3) Good Working Place & Compensation
Safe workplace, Good Environment and Facilities
Nurse room Coffee shop, ATM, Drinking water
Environmental Activity
Example
5S Kaizen Audit (weekly)
[ 2. HR Planning & What Labor wants]
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(4) Good Relations
Concept : To enhance relations of all levels by creative activities
TBASER
Employee
Management
Welfare Committee
Thai TB Group
TBAS ER’s roleas an initiatorof relationship-
building activities
[ 2. HR Planning & What Labor wants]
17/21
(4) Good Relations
TBAS Company Relationship-building Activities in 2010 year
[ 2. HR Planning & What Labor wants]
18/21
Example
First working day (yearly) Safety First before long holiday Songkran Day activity (seniority)
Birthday lunch (monthly) Bowling with Welfare committee Thai TB Group Sport day
(4) Good Relations[ 2. HR Planning & What Labor wants]
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[ 3. Key Success Factor ]
Knows What Labor wants
Knows What Company wants
Mutual Trust and Respect
FairnessMost of Labor problems occurs from Feelings of Unfairness
among employees about Promotion & Evaluation
Involvement of all levels in company activities
20/21
Basic concept : Required attitude for both management and labor sides
Management
Contributing to improve the labor’s living standard is the burden of management side who asks labor side for long services
Labor
(The wage is the compensation of working)
The effort to build up the sources of salary increase by Kaizen activity, should be the burden of both management and labor sides
Both sides
To rapidly increase salary that exceeds the ability of companywill cause the bankruptcy and may cause this risk of jobless
[ 3. Key Success Factor ]
� Logic by Top Executive : Mr.Shozo Ishikawa (TBAS Chairman).
21/21
Q & A
End of presentation
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