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P.1 ©Sukanya Rassametummachot
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P.2 ©Sukanya Rassametummachot
ปญหาการพฒนาผบรหารระดบสง
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P.3 ©Sukanya Rassametummachot
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P.4 ©Sukanya Rassametummachot
Management has been defined as the process of getting things done
through and with people. It is the planning and directing of effort and
the organizing and employing of resources (both human and
materials) to accomplish company objectives. Manager ensure work
gets done; focus on day to day tasks; and manage the activities of
others. (Chicago State University)
Leadership is a process by which a person influences others to
accomplish an objective and directs the organization in a way that
makes it more cohesive and coherent. Characteristics of leader must
be more strategically focused and rather than directing employees
through tasks, they inspire and motivate employees to drive
themselves. Leaders are very focused on change. (Chicago State University)
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P.5 ©Sukanya Rassametummachot
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P.6 ©Sukanya Rassametummachot
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P.7 ©Sukanya Rassametummachot
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P.8 ©Sukanya Rassametummachot
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P.9 ©Sukanya Rassametummachot
The Management Development Program (MDP) is a
program designed for managers at all organizational
levels who want to develop and/or enhance their
understanding and practice of fundamental management
principles in the context of today's challenging
environment.
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P.10 ©Sukanya Rassametummachot
Teaching of leadership qualities, including
communication, ability to motivate others, and
management, to an individual who may or may
not use the learned skills in a leadership
position.
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P.11 ©Sukanya Rassametummachot
Gordon Otieno Odundo, MBA is an experienced health
services manager and leader in the healthcare industry in
Kenya.
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P.12 ©Sukanya Rassametummachot
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P.13 ©Sukanya Rassametummachot
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P.14 ©Sukanya Rassametummachot
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P.15 ©Sukanya Rassametummachot
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P.16 ©Sukanya Rassametummachot
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P.17 ©Sukanya Rassametummachot
Future
Leadership
Requirements
interventio
ns
to fill the gaps
Current
Leadership
Competency
Organization
Strategic Plan
Development
Program to fill
the Gaps
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P.18 ©Sukanya Rassametummachot
แนวทางการพฒนาผบรหาร
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P.19 ©Sukanya Rassametummachot
Development
Model
70
10 20
Leadership Development
Succession Planning
Career Development
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P.20 ©Sukanya Rassametummachot
70:20:10 Learning Model A Framework for High Performance Development Practices By Charles Jennings
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P.21 ©Sukanya Rassametummachot
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P.22 ©Sukanya Rassametummachot
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P.23 ©Sukanya Rassametummachot
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P.24 ©Sukanya Rassametummachot
(July 30, 2014)
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P.25 ©Sukanya Rassametummachot
(July 30, 2014) (March 15, 2016)
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P.26 ©Sukanya Rassametummachot
26
Top 10 Qualities That Make A Great Leader by Forbes
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P.27 ©Sukanya Rassametummachot
Rank Skills 2013 2014
1 Adaptability to change 54% 60%
2 Strategic Thinking 57% 55%
3 Integrity 51% 48%
4 Very good communicator 50% 40%
5 Being trustworthy and open 43% 38%
6 Vision 32% 35%
7 Develops and fosters diverse teams 20% 33%
8 Delegation 41% 28%
9 A positive mind-set 31% 26%
10 High self awareness 20% 26%
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P.28 ©Sukanya Rassametummachot
Leadership
Competency
inspiring /
Influencing
Others
Integrity /
Governance
Strategic
Thinking
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P.29 ©Sukanya Rassametummachot
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P.30 ©Sukanya Rassametummachot
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P.31 ©Sukanya Rassametummachot
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P.32 ©Sukanya Rassametummachot
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P.33 ©Sukanya Rassametummachot
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P.34 ©Sukanya Rassametummachot
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P.35 ©Sukanya Rassametummachot
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P.36 ©Sukanya Rassametummachot
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P.37 ©Sukanya Rassametummachot
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P.38 ©Sukanya Rassametummachot
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P.39 ©Sukanya Rassametummachot
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P.40 ©Sukanya Rassametummachot
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P.41 ©Sukanya Rassametummachot
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P.42 ©Sukanya Rassametummachot
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P.43 ©Sukanya Rassametummachot
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P.44 ©Sukanya Rassametummachot
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P.45 ©Sukanya Rassametummachot
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P.46 ©Sukanya Rassametummachot
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P.47 ©Sukanya Rassametummachot
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P.48 ©Sukanya Rassametummachot
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P.49 ©Sukanya Rassametummachot
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P.50 ©Sukanya Rassametummachot
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P.51 ©Sukanya Rassametummachot
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P.52 ©Sukanya Rassametummachot
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P.53 ©Sukanya Rassametummachot
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P.54 ©Sukanya Rassametummachot
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P.55 ©Sukanya Rassametummachot
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P.56 ©Sukanya Rassametummachot
(Sources: McKinsey Quarterly, January 2014)
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P.57 ©Sukanya Rassametummachot
4 Commons Mistakes
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P.58 ©Sukanya Rassametummachot
LDP
360
degree
feedback
Changed
Behavior
Goals /
KPI
Achieved
Business
Results
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P.59 ©Sukanya Rassametummachot
Evaluating Training Effectiveness:
Kirkpatrick’s 4 levels
Level 1: Reaction
Level 2: Learning
Level 3: Behavior Change
Level 4: Results
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แบบประเมนและตดตามผลหลงการฝกอบรม (ระดบ 3: Changed Behavior) ชอสมรรถนะหลก: การมงผลสมฤทธ
ชอหลกสตรทเขารบการฝกอบรม: การบรหารผลงาน (Performance Management) วนทฝกอบรม: 12 สงหาคม 25XX
วตถประสงคของการฝกอบรม: หลงสนสดการฝกอบรมแลว 1 สปดาห ผเขารบการฝกอบรมสามารถ 1) ก าหนด Performance Goal ในงานของตนไดสอดคลองกบ Department Goal หรอเปาหมายของหนวยงานทกขอ 2) ผลงานในรอบ 3 เดอน เปนไปตามเปาหมายทก าหนดทงในเชงปรมาณและคณภาพ
ความหมายของคะแนนประเมน 0 = ไมผาน (แสดงพฤตกรรมและ/หรอผลงานไมแตกตางจากกอนการฝกอบรม) 1 = ประเมนใหม (แสดงพฤตกรรมและ/หรอผลงานตามทตองการบางสวน แตยงไมเปนไปตามตวชวดทระบในวตถประสงคทกประการ 2 = ผาน (แสดงผลงานและ/หรอพฤตกรรมไดตามทระบในวตถประสงคทกประการ)
ผลลพธทตองการ จากการฝกอบรม
พฤตกรรม กอนการฝกอบรม
ผลลพธทเกดขนจรง หลงฝกอบรม
ระยะ เวลา
ประเมน ตนเอง
หวหนา ประเมน
หมายเหต
0 1 2 0 1 2 1) ก าหนดเปาหมายในงานของ
ตนไดสอดคลองกบเปาหมายของหนวยงาน
1) ปฏบตตามเปาหมายทผบงคบบญชาก าหนด แตไมเคยก าหนดเปาหมายเอง
ก าหนดเปาหมายในงานของตนไดเอง และสอดคลองกบเปาหมายทผบงคบบญชาก าหนด
1 สปดาห
X
X
2) ผลงานในรอบ 3 เดอน เปนไปตามเปาหมายทก าหนดทงในเชงปรมาณและคณภาพ
2) ผลงานทงในเชงปรมาณและคณภาพเปนไปตามเปาหมายทก าหนดเพยงบางสวน (ประมาณ 50%)
ผลงานในเชงปรมาณไดตามทก าหนดทงหมด แตยงพบความผดพลาดในงานทมอบหมาย 1-2 ครง
3 เดอน
X
X
ประเมนใหมอกครงใน 3 เดอนถดไป
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ชอสมรรถนะ: การมงผลสมฤทธ (ประเมนระดบ 4: Business Results)
ชอหลกสตรฝกอบรม: การบรหารผลงาน(Performance Management) งบประมาณตอหลกสตรตอคน: 4,000.- บาท วธการฝกอบรม: In-house Training โดยวทยากรภายนอกทมความเชยวชาญ
วตถประสงคการฝกอบรม: หลงสนสดการฝกอบรม ผเขารบการฝกอบรมจะสามารถ
1) ก าหนด Performance Goal ในงานของตนใหสอดคลองกบ Department Goal หรอเปาหมายของหนวยงานตนสงกดทกขอ (ภายใน 1 สปดาห) 2) ผลงานในรอบ 3 เดอน เปนไปตามเปาหมายทผบงคบบญชาก าหนดทงในเชงปรมาณและคณภาพ
ผลลพธทคาดหวง
จากการฝกอบรม
พฤตกรรม
กอนการฝกอบรม
ผลลพธทเกดขน
หลงฝกอบรม
การค านวณผลตอบแทน
หรอความคมคา 1) ก าหนดเปาหมายในงานของตน
ไดสอดคลองกบเปาหมายของ
หนวยงาน
1) ปฏบตตามเปาหมายทผบงคบบญชาก าหนด แตไมเคยก าหนดเปาหมายเอง
1) ก าหนดเปาหมายในงานของตนไดเอง และสอดคลองกบเปาหมายท
ผบงคบบญชาก าหนด
ผลของการฝกอบรมสามารถ
“ลด” เวลาในการสอนงานของ
ผบงคบบญชาลงไดอยางชดเจน
ท าใหผบงคบบญชามเวลา
ปฏบตงานของตนไดอยางเตมท
(ดแนวทางในตารางดานลาง
ประกอบ)
2) ผลงานในรอบ 3 เดอน เปนไปตามเปาหมายทก าหนดทงในเชง
ปรมาณและคณภาพ
2) ผลงานทงในเชงปรมาณและคณภาพเปนไปตามเปาหมายทก าหนดเพยง
บางสวน (ประมาณ 50%)
2) ผลงานในเชงปรมาณไดตามทก าหนดทงหมด แตยงพบความผดพลาดใน
งานทมอบหมาย 1-2 ครง
แนวทางในการค านวณความคมคาจากการฝกอบรม ผลลพธจากการฝกอบรมขางตน องคการสามารถใชในการค านวณความคมคาจากการลงทนของการฝกอบรมได ดงน
1) ค านวณจากเวลาท “ลดลง” ในการสอนงานของผบงคบบญชาคณดวยอตราเงนเดอนของผบงคบบญชา 2) ค านวณจากเวลาทผบงคบบญชาเคยใชในการ “ตรวจทาน” งานของผเขารบการฝกอบรมคณดวยอตราเงนเดอนของผบงคบบญชา
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