Project Description
With the accelerating pace of social and economic change the HR discipline has rapidly evolved from being transactional to transformational. HR professionals need to understand the relationships between business strategy, organisational change strategy and HRM strategy and their role in each. The primary purpose of the course is to provide Participants with the knowledge and tools required to make evidence-based decisions about HR strategies, styles and approaches appropriate for their respective agencies, associations and organisations/industries. The program aimed to equip participants from the Mekong region to better respond to the needs of their organisations/industry sectors, in an environment of complex labour market challenges and the devolution of responsibility for HR development.
Project Personnel and Beneficiaries
The Participants’ organisations and government agencies included:
– Ministry of Education, Cambodia
– Office of the National Water Resources, Thailand
– Save the Children International, Laos
– National University of Laos
– Women’s Voice and Leadership, Myanmar
– Ministry of Natural Resources and Energy, Laos
Outcomes to Date
Course participants were required to prepare Award Projects based on the learning outcomes. These projects were continuously reviewed and discussed with their group mentor throughout the course. Projects included:
– Developing Strategic HRM Framework for Laos Friends Hospital
– Capacity Building on Inclusive Leadership Skills in Foreign Affairs Division
– Enhancing Relationship Between Enterprises and VET Colleges
– Peer to Peer HR Leadership Training for Government Officers
These projects were taken back to the participants workplace and implemented at the conclusion of the program.
Project Significance
The objectives of the course were addressed through a program comprised of topics which allows discussion, interrogation and comparisons about the effects on HR management and development for the future in the Mekong region and Globally, topics covered included:
– Technology and globalisation
– Skills demand/gaps and the labour market
– Diversity and inclusion in the labour market
– Learning & Development trends
– Training pathways and recognition of skills
– Inclusive leadership
– Leadership styles
– Personality assessment and profiling
– Career development
– Change management
– Performance management
– Education sector initiatives
– HR strategies and innovation