WHEN HR LEARN TO BE A LEADER AND MAINSTAY TO REDUCE THE COST BY COST AND LOSS EVALUATION OF HUMAN RESOURCE MANAGEMENT

Abstract

Thailand’s real estate industry has been growing steadily and has been highly competitive
In business, Return On Investment (ROI) was important, so the administrative team had to
considerate it before an investment. There was no exception even it was the investment on
human beings because we had to find out to what extent the investment was worthwhile.
This caused in the role of new HR generation to changes. They have to be both business
partners and business players. When the organization changed, it was expected that the
HR team had to be leaders or mainstays for the changes. In fact, HR team couldn’t be the
actual players as expectation. Moreover, they could not be away from their routine orbit.
There was the issue that the HR team should develop their management ability to become
expected partners and players.
In the study, the authors tried to find out the thrust causing potential to develop HR team
to play a role as business partners and business players. The study focused on the topic
of “How to drive HR team with more powerful and reach as expected level-player”, the
way to drive and link HR Cost and Loss deployment which were based on World Class
Manufacturing (WCM) and Total Productive Management (TPM) organization development
system that they were likes principle pillars of management. In other words, it was called
‘people development’. The authors summarized some of the methods to evaluate the loss
that occurred and also considered preliminary cost (Solving Efeso, 2011) in order to find
the motivation in management. When the loss was considered in the monetary form, there
was a driven force to reduce loss which was the way for organization development. The
authors expected that HR team would be actual business partners and business players.