Professional Human Resource Accreditation (PHR)

1)

2508

46

(Institute of Personnel Management

IPM)

2)
10
(1)
(2)
(3)

(4)

(5)

(6)


(7)
(8)
(9)
(10)

(IPM) | 1
(PMAT)

3)

(HR Competency)
(Accreditation)
4)

(HR Competency)
(Accreditation) 46

1)
2)
3) (HR
Competency)
4)
(Accreditation)
5) (Stakeholder)

17 2554

22 2554

27 2554

60
( 70 )

(IPM)|2
(PMAT)


(Human Resource
Accreditation) (Professional Human Resource - PHR)
1) http://www.pmat.or.th
2)

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17 .. 2554 ()
- 08:30 - 17:30 . ( )

(Human Resource
Accreditation) (Professional Human Resource - PHR)
.. 2554
1)

2) 5
2 4 (Employment)
(Compensation) (Employee Development)
(Labor Relations)
3)
18 .. 2548

(IPM)|3
(PMAT)


1)

2) 70
(Assessor Interview)

3) 60 http://www.pmat.or.th
4)

1)
2)
3)
4)

http://www.pmat.or.th

1 1 ( 1 )
....( )....
**

(IPM) | 4
(PMAT)




(PMAT) 3,000

4,000

( )

111 052-2-30302-3
02-7340604 info@pmat.or.th

(IPM) | 5
(PMAT)




(HR Competency)

HR
(Stakeholders) HR
Competency
Focus Group

HR
Competency Modeling & Profile 2
1. Generic / Managerial Competency
2. Functional / Technical Competency
Functional / Technical Competency
Certification

HR Functional / Technical Competency 2

Human Resources Management Framework

Vision
Mission / Value

HRD

HRM

Training and
Development

Business
Strategies

HR Planning

Recruitment
and Selection

Labor Law and

Employee
Relations

Compensation
and Welfare

Performance
Management

HR Strategies

Organization
Development

HR Intervention

Career
Development

HR Planning
Employee
Relation
Organization
Development

Compensation
Recruitment
Training
Development
& Learning

Career
development
Performance
Management

(IPM) | 6
(PMAT)

Proficiency Level
Practitioner

(Feedback)

Professional

(Value added)

Senior Professional

(Change Agent)

HR Competency component
HR Role

Practitioner

Senior
Professional

HR

Competency

Component

Professional

(IPM) | 7
(PMAT)

Human Resources Planning Framework

Stakeholder
Concern
1.
2.
3.
4.
5. &

1.
2.

3.
4.
5.

6.

(HR Strategies)
1.Recruitment
2.Compensation
3.Utilization
4.Development

Recruitment

ER
Compensation
PM
T & D

Career
OD

Organization
Effectiveness

Human Resources Planning

(Human Resources Planning)

(Stakeholders)

(Recruitment, Employee Relations, Compensation Management, Performance

Management, Training & Development, Career Development, Organization Development)


Practitioner

Professional

(IPM) | 8
(PMAT)

Senior Professional

(IPM) | 9
(PMAT)

Recruitment Framework
Internal Sources
Methods.
Job Posting
Talent Inventory
Transfer
Rehire
Business
Strategy

Selection Tools
Interview
Assessment center
Test
Work Simulation
Reference Check
Selection Method
What Assessment?
- Job Analysis
- Job Description
- Competency
- Job specification
How assessment?
How evaluate effectiveness

Manpower
Planning
- How many
- Where
- Who
- When
Recruitment
Strategy
External Sources
Methods
Walk in
Advertising
Agencies
Schools/Campus
Souring

Selection Decision
Hiring
Transfer
Determining
Training need
Criteria for
Choosing
Selection tools.
Validity
Reliability
Economic
Practicality

Recruitment & Selection

(Recruitment & Selection)
(Manpower Planning)
(Recruitment Strategy) (Job Posting, Talent
inventory, Transfer, Rehire) (Job Analysis, Job
Description, Competency Profile & Job Specification) (Selection Tools)

(Selection Decision)

Practitioner

(IPM) | 10
(PMAT)

Professional

Senior Professional

(Business Strategies)

(Employer of choice)

(IPM) | 11
(PMAT)

Compensation Management Framework

Business
Strategy

Human Resource
Strategy

High
Performance
Low Cost
High Quality
Service
High Effective
Process
High Employee
Satisfaction
...........

Compensation Management
Techniques
Pay for Position
- Pay Structure
- Special Group Pay
Pay for People
- Competency Based Pay
- Knowledge & Skill Based Pay
- Special Pay for Special Competency
-Potential Based Pay( Staring Rate ..)
- seniority Based pay

Recruitment
Strategy

Compensation
Management
Strategy

Pay For Performance

-Merit Increase
- Performance Bonus
-Profit Sharing
- Gain Sharing
-Incentive
- .

Utilization
Strategy
Development
Strategy

Benefits and Non financial Reward

- Benefit - Non Financial Reward

Compensation
Management
3.
(Compensation Management )

(Pay for job)

(Pay for performance) (Pay

for people or Competency)



Practitioner

* (Pay for job)
* (Pay for performance)
* (Pay for people)
*
(IPM) | 12
(PMAT)

Professional

Senior Professional

*
*
*
*

*
*
*
*

(IPM) | 13
(PMAT)

Labor Relation Framework

4.

/
/

1.
2.
3.

/

/

Employee Relations
(Employee Relations)

Practitioner

Professional

Senior Professional

(IPM) | 14
(PMAT)

(Integrated)

(Relation and Networking)

(IPM) | 15
(PMAT)

Training and Development Framework

5.

Business strategy
Human Resource Development Strategy
1.Learning
Determination

1.Training&Development
need Determine.
2.Training &
Development
Program
Design

Training &
Development

4.Program
Evaluation

3.Managing
Training &
Development
Program

Follow up &
Feedback

Training
Development
& Learning
Outcome

4.Evaluation

Learning &
Socialization

2.Learning
Agenda

3.Managing
Learning
Agenda

Learning Culture, Environment & Infrastructure

Training, Development & Learning

(Training, Development & Learning)


" " (Training & Development: Training & Development Need, Training & Development
Design, Training & Development Program and Evaluation) (Learning &
Socialization: Learning Determination, Setting Learning Agenda, Managing Learning Agenda and
Evaluation )

(IPM) | 16
(PMAT)

Practitioner

Professional

Senior Professional

(Integrated)

(IPM) | 17
(PMAT)

Career Development
(Career Development)


(Career path) (Job Family)
(Competency)

(IPM) | 18
(PMAT)


(Talent Management)

Practitioner

Professional

Senior Professional

Talent Management, Succession Plan

(IPM) | 19
(PMAT)

Organization Development Framework

People (Individual, group, Intergroup)

1. Organization
Development
Strategy

2. Organization
Diagnosis
Data gathering
Analysis
Identify OD opportunity

7.

3. OD Intervention
Planning
People (Individual,
group,Inter group)
Process
Improvement

4. OD
Implementation
Implementation
Managing Rescission to
change

5. Organization
Development
Evaluation

Restructure

Structure

Work Process

Organization Development
(Organization Development)



-
-
-

-
-

(IPM) | 20
(PMAT)

Practitioner

Professional

Senior Professional

(Initial
Diagnose)
OD Intervention (Maintain)

Best Practice
(OD Intervention)

OD Consultant

(Continues Improvement)

(Change Leadership)
(Integrated)

(IPM) | 21
(PMAT)

Performance Management Framework

Corporate Mission Vision Value & Strategy
Performance Planning

Core

Team

Function

Individual

Professional

nt
me
ess

Ass

Organization

xecution
e E

Competency
Performance Skill
Driven
Knowledge
Attribution

anc
form

Per

Performance

Performance
Deployment &
Alignment

ment
p
o
l
e
v
De
ance
m
r
o
f
Per

Performance Management
(Performance Management)
(Cascading & Alignment)
(Performance Planning and
Agreement)

(Performance

Execution) (Performance

Development) (Assessment & Feed Back)

Practitioner

*
(Cascading and Alignment)
(Performance Planning and Agreement)
* (Performance Execution)
* (Performance
Development)
* (Assessment & Feed Back)
(IPM) | 22
(PMAT)

Professional

Senior
Professional

*
(Cascading and Alignment)
(Performance Planning and Agreement)
* (Performance Execution)
* (Performance
Development)
* (Assessment & Feed Back)

*
(Cascading and Alignment)
(Performance Planning and Agreement)
* (Performance Execution)
* (Performance
Development)
* (Assessment & Feed Back)

(IPM) | 23
(PMAT)

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