Human Resource Development and Innovation in Thailand

1. Human Resource Development and Innovation in Thailand By Tayat Sriplung

2. Agenda • Innovation in Thailand • What are the reasons of lack of “INNOVATION” in Thai Workplace • What are the ways to improve “INNOVATION” in Thailand Source: Wikipedia Online Dictionary

3. Innovation in Thailand Organization Sub-Factor Breakdown (Ranking) • Basic Infrastructure 38 • Technological Infrastructure 48 • Scientific Infrastructure 53 • Health and Environment 48 • Education 48 Source:IMD World Competitiveness Yearbook 2006 Weakness • Total Expenditure on R&D (% of GDP) 58 • Overall Productivity (PPP)** (GDP per person employed) 56 • Business Expenditure on R&D 55 Note: * From 61 Countries, ** Overall Productivity is in Business Efficiency Dimension, International Institute for Management Development

4. Agenda • Innovation in Thailand • What are the reasons of lack of “INNOVATION” in Thai Workplace • What are the ways to improve “INNOVATION” in Thailand

5. What are the reasons of the lack of “INNOVATION” In Thai workplace • There’re many factors affected the INNOVATION environment in workplace • Organization • Structure / Culture / Vision / Strategy • People • Leader / Employee • Customer / Business Partner / Community • Business Process / Knowledge Management / Technology

6. Attitude Survey in Workplace Innovation • Workplace innovation measures how well a company fosters creativity, asks for suggestions and encourages employees to make suggestion. • Asian employees rated their companies quite high, 52% of respondents agreed that their companies encouraged them to make suggestion. Note: percentage of favorable responses Source: WorkAsiaTM 2005 (WorkAsiaTM is employee attitude survey which had been conducted across 11 countries covered 115,000 employees ).

7. Attitude Survey in Workplace Innovation • Thai Employees rate the lowest score among developing countries on question that “I’m encouraged to give suggestions to improve business practices, process, and systems”. Asia Pacific Norm = 43% Asia Pacific Norm = 46% Asia Pacific Norm = 59% Source: WorkAsiaTM 2005 (Employee Attitude Survey), Watson Wyatt Worldwide.

8. Attitude Survey in Teamwork • Asian employees rate teamwork in workgroup quite high. On the negative side, employees strongly tied to their immediate teams run the risk of becoming territorial and losing sight of the bigger pictures (the company), not exception in Thailand. Teamwork Within Department Teamwork Across Department Asia Pacific Norm = 66% Asia Pacific Norm = 68% Asia Pacific Norm = 50% Asia Pacific Norm = 32%

9. IQ Comparison • The average intelligence quotient (IQ) of Thai people remains in the “Low” score when ranked internationally. Source: Wikipedia Online Dictionary

10. Personality Test – Innovation trait • Refer to INNOVATION trait of personality score database (489 Thai Executives), “Persistent” shows the highest score in this trait. However, other innovation trait components (“Risk” and “Tempo”) are quite low. Definitions Persistent refers to tendency to be tenacious despite encountering significant obstacles Creative Thinking measures the tendency to try new things and new ways of doing things Risking refers to one’s level of comfort related to business ventures that involve uncertainty Tempo refers to the degree to which a person enjoys doing work that need to be done quickly High 8-10 pts Moderate 5-7 pts Low 2-4 pts Source: Personality Test Database, Watson Wyatt (Thailand)

11. Employer Branding Survey • From Watson Wyatt Employer Attractiveness Survey, 4th year students from top 4 universities clarified their personal priorities during the first two years after graduation focusing on “Achieve work-life balance” Note: The 4 universities are Chulalongkorn, Thammasart, Kasetsart and King Mongkut Institute of Technology Source: Employer Attractiveness Survey, Watson Wyatt (Thailand), 2006

12. Strength and Weakness of Thai Employees • Management Level (Manager level up) Source: Watson Wyatt HR Trend Survey Q2-2006 • Employee level (Below Manager Level) Source: Watson Wyatt HR Trend Survey Q2-2006

13. Top 3 Difference Competencies for Thai’s and Foreigner’s Employee • “Technology”, “Initiative”, and “Learning” are top three major competencies which HR professional rated Thai employees’ competencies are lower than foreigners’.

14. Concluded Reasons There’re several reasons of the lack of “Innovation” in Thai workplace • Not like reading’s behavior in Thai people • No “Build on Top” Attitude, it’s called “Do it all over again” • Team culture problems, for example; • Jealousy • Ineffective in cross functional teamwork • Lack of knowledge transfer from generation to generation

15. Agenda • Innovation in Thailand • What are the reasons of the lack “INNOVATION” in Thai Workplace • What are the ways to improve “INNOVATION” in Thailand

16. What are the ways to improve “INNOVATION”? • School/University • Workplace • Examine culture change program • Redefine role of supervisors (to be coacher) • Create an environment that encourages risk-taking and greater sharing of ideas • Emphasize employee involvement

17. Learning Organization System Thinking Organization Level Shared Vision Team Level Team Learning Individual Level Mental Model Personal Mastery Culture Leadership Coaching & Feedback Org. Process & Structure Knowledge Management Socialization • “Learning Organization” is where people continually expand their capacity to crate the results they truly desire and where new and expansive patterns of thinking are nurtured.

18. Questions and Answers Q&A

19. Thank you Watson Wyatt (Thailand) Limited 6th Floor Gaysorn Place 999 Ploenchit Road Bangkok 10330 Thailand Tel : 66 2 656 1470 Fax: 66 2 656 1469