การบริหารทรัพยากรบุคคลเชิงกลยุทธ์ของบริษัท อู่กรุงเทพ จำกัด
12
Issued Date
2556
Copyright Date
2556
Resource Type
Language
tha
File Type
application/pdf
No. of Pages/File Size
ก-ญ, 301 แผ่น
Access Rights
open access
Rights
ผลงานนี้เป็นลิขสิทธิ์ของมหาวิทยาลัยมหิดล ขอสงวนไว้สำหรับเพื่อการศึกษาเท่านั้น ต้องอ้างอิงแหล่งที่มา ห้ามดัดแปลงเนื้อหา และห้ามนำไปใช้เพื่อการค้า
Rights Holder(s)
มหาวิทยาลัยมหิดล
Bibliographic Citation
วิทยานิพนธ์ (ศศ.ม. (รัฐประศาสนศาสตร์))--มหาวิทยาลัยมหิดล, 2556
Suggested Citation
ทัสสนีย์ ขลังธรรมเนียม, พันตำรวจโทหญิง การบริหารทรัพยากรบุคคลเชิงกลยุทธ์ของบริษัท อู่กรุงเทพ จำกัด. วิทยานิพนธ์ (ศศ.ม. (รัฐประศาสนศาสตร์))--มหาวิทยาลัยมหิดล, 2556. สืบค้นจาก: https://repository.li.mahidol.ac.th/handle/123456789/93576
Title
การบริหารทรัพยากรบุคคลเชิงกลยุทธ์ของบริษัท อู่กรุงเทพ จำกัด
Alternative Title(s)
Strategic human resource management of the Bangkok Dock Co., (1957) Ltd.
Author(s)
Advisor(s)
Abstract
The objective of this research is to study the operational process of the strategic human resources management in order to analyze problems and limitations as well as to come up with approaches to improve the efficiency of Bangkok Dock's strategic human resources management. This is a qualitative research, based on relevant documents. Primary data was collected by interviewing sample study groups which are at least four high management executives, and group interview with at least 29 staff from department level. The collect data had then been analyzed by using comparison analysis and finally synthesized to come up with an improved approach for Bangkok Dock's strategic human resources management. It was found that: 1. Regarding human resources management policies and strategies, the organization's policies and strategies had not been comprehensively translated into action plans. The communication of the policies within the organization was also weak. 2. Regarding the human resources management system, the execution of the procedures laid out the Human Resources Management Development Project plan had not been completely carried out as suggested by the principles of strategic human resources management and TRIS assessment criteria Additionally, certain strategies had not been applied, for instance, the Competency System, and consequently affected every procedure of the strategic human resources management. 3. Fundamental facilities to support human resources management system; the organization's internal communication were not clear and thorough. Even though there were several available communication channels. Moreover, the staff were not well engaged in setting rules, regulations and other activities within Bangkok Dock. There was also a lack of a Human Resources Information System (HRIS) which is used to create an analytic personnel database. Moreover, the operation of The Human Resources Division remained reactive, resulted in the lowest score on TRIS's assessment. However, since Bangkok Dock's safety, health and environmental policy and execution met with international standard; it received the highest assessment score. The explanations for Bangkok Dock's scoring lowest in human resources management are: 1) Top Management lack skills and did not realize the importance of strategic human resources management. 2) The organization's policies and strategies had not been comprehensively translated into action plans. The communication of the policies within the organization was also lax. 3) Shortage of staff in Human Resources Division. 4) The Human Management System is controlled by government regulations, which did not allow changes by means of discussion and recommendations gained from the study
Description
รัฐประศาสนศาสตร์ (มหาวิทยาลัยมหิดล 2556)
Degree Name
ศิลปศาสตรมหาบัณฑิต
Degree Level
ปริญญาโท
Degree Department
คณะสังคมศาสตร์และมนุษยศาสตร์
Degree Discipline
รัฐประศาสนศาสตร์
Degree Grantor(s)
มหาวิทยาลัยมหิดล