วันที่ 13 มกราคม 2558 เป็นวันดีของผม เช้าแวะไปขอพรและนำการ์ดเชิญงานแต่งงานลูกสาวไปให้ญาติผู้ใหญ่ทางคุณแม่ของผม ซึ่งไม่ได้พบท่านมาเป็นเวลานาน พล.ตรี ยุทธนา รูปขจร ท่านอายุเกือบ 80 ปี แต่ยังแข็งแรง เมื่อท่านเห็นผมท่านเข้ามาสวมกอดด้วยความยินดี สร้างความอบอุ่นให้ผมเป็นอย่างมาก หลังจากนั้น ไปแสดงความยินดีและสวัสดีปีใหม่ ท่านอธิปดีกรมการค้าภายใน คุณบุณยฤทธิ์ กัลยาณมิตร ท่านดูหนุ่มขึ้นทั้งๆที่มารับงานหนักกว่าเก่ามาก รู้จักกับท่านมานาน ตั้งแต่ท่านอยู่กรมเจรจาการค้าต่างประเทศ ได้คุยและแลกเปลี่ยนเรียนรู้ร่วมกันหลายเรื่อง ตั้งแต่เรื่องน้ำมัน รถไฟ เหรียญยี่สิบห้าสตางค์ เหรียฐห้าสิบสตางค์ ช่วงบ่ายไปขอพรจากท่าน ดร.สุเมธ ตันติเวชกุล เลขาธิการ มูลนิธิชัยพัฒนา ท่านได้เล่าเรื่องต่างให้ฟังหลายเรื่อง ทำให้ได้ข้อคิดและเรียนรู้ในสิ่งใหม่ๆที่ไม่เคยทราบมาก่อน และไม่เคยคิดว่าจะเกิดขึ้นได้ ช่วงค่ำประชุมคณะกรรมการบริหารมูลนิธิศูนย์บูรณาการพัฒนามนุษย์ด้านการท่องเที่ยว พิจารณาแผนกลยุทธ์ด้านการท่องเที่ยวของมูลนิธิศูนย์บูรณาการพัฒนามนุษย์ ก่อนการประชุม มีการตกลงร่วมเป็นเครือข่าย ระหว่าง มูลนิธิศูนย์บูรณาการพัฒนามนุษย์ สมาคมมัคคุเทศก์อาชีพแห่งประเทศไทย สมาคมส่งเสริมธุรกิจท่องเที่ยวไทย มูลนิธิวัดป่าหลวงตามหาบัว ญาณสัมปันโน ผู้เข้าร่วมประชุมล้วนเป็นผู้ทรงคุณวุฒิด้านการท่องเที่ยวทุกท่าน ได้แก่ คุณวิโรจน์ สิตประเสริฐนันท์ รองประธานฝ่ายวิชาการ สภาอุตสาหกรรมท่องเที่ยวแห่งประเทศไทย และนายกสมาคมมัคคุเทศก์อาชีพแห่งประเทศไทย นายสัตวแพทย์ สมชัย วิเศษมงคลชัย อดีตนายกสมาคมท่องเทีียว ปัจุบันเป็นผู้บริหารมูลนิธิวัดป่าหลวงตามหาบัว ญาณสัมปันโน ผู้บริหารวัดเสือ ที่มีชื่อเสียงระดับโลก คุณสุเทพ อารมณ์รักษณ์ นายกสมาคมส่งเสริมธุรกิจท่องเที่ยวไทย คุณโสทรินทร์ โชคคติวัฒน์ เจ้าของบริษัทท่องเที่ยว คุณปัทมา วิไลเลิศ นักวิจัย ผู้เชียวชาญด้านการท่องเที่ยวในกลุ่ม GMS คุณวิบูลย์ จุง ที่ปรึกษาตัวอย่างแห่งปี 2556 กรมส่งเสริมอุตสาหกรรม นักเขียนแผนกลยุทธ์ และ ผม ม.ล.ชาญโชติ ชมพูนุทอดีตเจ้าของ และ ผู้บริหารบริษัทท่องเที่ยวหลายแห่ง ทั้ง Inbound / Outbound /Domestic /ตัวแทนขายตั๋วเครื่องบิน และนักบริหารโรงแรม ปัจุบันหันมาเน้นเรื่องการบริหารจัดการคนในภาคบริการ โปรดติดตามอ่านความคืบหน้าในการขับเคลื่อนของมูลนิธิศูนย์บูรณาการพัฒนามนุษย์ด้านการท่องเที่ยว ซึ่งจะมีการเปิดตัวในเร็วๆนี้ ม.ล.ชาญโชติ ชมพูนุท 14 มกราคม 2558
แก้ไขล่าสุด ใน วันพุธที่ 14 มกราคม 2015 เวลา 02:12 น.
วันศุกร์ที่ 09 มกราคม 2015 เวลา 00:00 น.
Softcontrol Articles Blog Page
บทความ -
การศึกษา
In the competitive knowledge economy, people are an organization’s biggest asset. Why? Because, by and large, knowledge is held primary by people, and it is knowledge, and the application of knowledge, that is the source of competitive advantage. In the 1950’s Peter Drucker famously stated that “information only becomes knowledge in the hands of someone who knows what to do with it”. Taking these insights and assumptions serious means that companies in pursuit of competitive advantage must:
- Compete for, and employ people who match the performance/success requirements of the job with their existing skills and knowledge
- Empower the people to do their jobs well, through further job-specific knowledge acquisition and skills training
- Leverage the value of this knowledge by converting it into a form that can be shared, reflected upon and applied in value-adding activities
- Capture and store the knowledge so that it doesn’t evaporate when employees leave their position or the company
This discipline & process is called Learning & Knowledge Management, and the effective mastering of Learning & Knowledge Management is one of the key determinants of competitive advantage, innovation, and company performance in today’s knowledge-driven marketplace – for small-and medium-sized businesses as well as for large organizations.
Let’s look at some of the common workplace challenges relating to Learning & Knowledge Management.
What are the common ENTERPRISE challenges?
Without a conscious management focus on knowledge management, a lot of critical knowledge and learning issues can arise:
![LMS Thailand - Enterprise Challanges](http://www.softcontrol.net/images/LMS-Thailand-Enterprise-Challanges.png)
- Knowledge not located in one central repository. In many organizations, knowledge resides unorganized inside the heads of employees, or in ad-hoc, unstructured documents and files across the organization. This means information cannot easily be accessed across multiple locations or departments
- Knowledge is not organized for easy search. Without organizing and structuring knowledge and information in a way that allows this knowledge to be searched and specific required information to be accessed, the continuity of knowledge transfer or knowledge update becomes difficult or impossible, especially when employees change departments or leave the company. The search for information is particularly difficult, time-consuming and cost-intensive in a paper-based system
- Knowledge security not guaranteed. Without a system to organize and control knowledge, this knowledge is not secure. Information can leak, can be stolen, deleted, forgotten or lost in many other different ways.
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What are the common MANAGEMENT challenges?
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Poor knowledge and learning management practices can also lead to management risks and headaches:
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No managerial access to and clear understanding of knowledge. Managers lack visibility of their employees’ inherent skills, knowledge and experience. This leads to an inability to allocate proper personnel for open position, to identify the best candidates for succession planning, and to assess employees’ knowledge level and capabilities, i.e. lack of testing and metrics
- Training & up skilling becomes difficult. Equipping new employees with the right skills, and making information available for newly filled positions can be a complicated, inefficient and time-intensive undertaking without access to the right knowledge, especially for highly specialized or complex skills environments.
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What are the common STAFF challenges
With a limited or difficult to access knowledge base, your staff won’t be able to perform at their optimum:
![LMS Thailand - Staff Challanges](http://www.softcontrol.net/images/LMS-Thailand-Staff-Challanges.png)
- Reduced productivity. Staff are generally less productive without the right skills at the right time, and excessive training effort leads to less time in productive activity
- Poor communication and exchange. Knowledge owners and trainees don’t have effective channels of communication
- Lack of a transparent training plan. It’s often not clear how training leads to skills and career development
- Lack of an interactive learning environment. Without a structured learning environment and purpose-built knowledge bases it becomes difficult to design engaging and interactive learning systems and compelling training materials.
A modern Learning & Knowledge Management System (LMS) provides powerful solutions to the challenges of managing company knowledge and employee learning. In the next edition of this whitepaper we will look at the ins and outs of selecting an LMS that meets your specific needs.
- บทความนี้คัดลอกมาจาก http://www.softcontrol.net/articles-blog/common-challanges-of-lms-and-kms
แก้ไขล่าสุด ใน วันศุกร์ที่ 09 มกราคม 2015 เวลา 10:53 น.
วันศุกร์ที่ 09 มกราคม 2015 เวลา 00:00 น.
Softcontrol Articles Blog Page
บทความ -
การศึกษา
A large majority of IT projects fail
There are hundreds of studies analyzing the successes and failures of IT projects both inside and outside of Thailand, and nearly all of them show that the vast majority of projects will not meet their objectives and cannot be considered successful. What’s more, the reasons for these failures are also remarkably familiar, have not changed over the last decades and cover the usual suspects: insufficient analysis, planning and stakeholder involvement and communication as well as an inability to bridge the gap between business- , user- and technical requirements all contribute to poor technical and business performance of IT projects.
Advice and guidance on how to manage IT projects to successful outcomes can be found in many places, and support from experienced and trusted IT partners should be sought for complex projects or when internal expertise is not at hand.
Selecting and implementing the right Learning & Knowledge Management software contains some unique aspects and criteria - in this paper we will look at the most important of these factors.
What you should NOT do when choosing & implementing your Learning & Knowledge Management software
To preempt the many common mistakes organizations make when selecting and implementing Learning Management Software (LMS), here are a few tips on what to avoid:
Don’t consider LMS as an ‘IT Systems Purchase’: Many organizations (especially in Thailand) look primarily at the technical IT specifications and requirements when selecting the software. While technical criteria are certainly an important factor, this can be a dangerous distraction from the main reason to introduce such a system…which is to make the right learning and knowledge easily available at the right time, and independent of the knowledge that comes and goes with people. As an organization, you don’t need to be particularly IT savvy, but you need to be exceptionally clear about your learning and performance outcomes.
- Don’t delegate ‘digging deeper’ to an unqualified person or to the IT department: For the same reasons explained above, the task to work out the exact requirements of the system should not left to someone insufficiently qualified for this task, or to an IT person whose focus and expertise is only technical. Instead, select someone who has the skills, relationship and imagination to map out the learning & knowledge requirements for LMS functionality.
- Don’t sign an order before a “full trial access”: Any system considered for purchase should be tested rigorously, technically, functionally, and from a holistic integration, stakeholder and end-user point of view. This is possible only with a so-called ‘full trial access’, where you the customer are given access to a fully functional trial version of the product. Most vendors will allow you such access, for a pre-defined period or with some other time-bound element. Such a trial period needs be used to test the system systematically and rigorously. Naturally you won’t be able to trial each and every potential aspect but it will give bring you a whole lot closer to a realistic view on the tools potential and match to your requirements, and will serve to compare tools to each other.
- Do not leave the planning & thinking to the vendor: often organizations assume that that Thailand vendors will take care of every possible need or eventuality. Certainly the vendor should be experienced enough with the product to answer important questions honestly and critically, but not all vendors have the in-depth experience or the interest to help you maximize the success if your LMS decision. They also do not know the unique ins and outs of your business and processes. So the task of scoping and describing your requirements as detailed as possible, to identify the required customizations, work-arounds or LMS limitations is by and large up to you, the customer. Ideally this task must be completed before the vendor gets involved, so that the two parties can have some healthy conversations about your requirements and about the capability of the software. By being prepared and by sharing your well-defined requirements this way you will maximize the opportunity for making the vendor a more capable and supportive partner in this undertaking.
What you SHOULD do
There are a few critical actions an organization must take and questions to answer before choosing the right LMS.
Take stock of your current & future needs: What are the managerial and leadership goals for the Learning Management System? How many employees will use, benefit or be affected by the system, now and in the future? To what extent will trainings and classes be conducted online or in a classroom format?
- Research both the system AND the vendor first: What is the vendor’s reputation? Are they successful with offering this and other systems? Are the willing and experienced to customize your system and in what ways? Can the vendor estimate how long it will take to build the system, make it available to users and go live with it? How easy is the data transfer to the system? And don’t forget to walk through the ‘standard user experience’ with guidance from the vendor.
Download this articles as whitepaper HERE.
คัดลอกจาก http://www.thaiihdc.org/web/administrator/index.php?option=com_content
แก้ไขล่าสุด ใน วันศุกร์ที่ 09 มกราคม 2015 เวลา 11:03 น.
วันศุกร์ที่ 09 มกราคม 2015 เวลา 00:00 น.
Softcontrol Articles Blog Page
บทความ -
การศึกษา
Managing knowledge and learning in the modern organization – what to look out for when choosing an LMS - and the significant benefits that can be gained.
A short recap
So we have looked at some of the common challenges facing the learning organization in today’s knowledge economy. These challenges we have identified
- from an organizational, enterprise-wide perspective (Knowledge not located in one central repository, knowledge is not organized for easy search, knowledge security not guaranteed),
- from a managerial perspective (No managerial access to and clear understanding of knowledge, Training & up skilling becomes difficult) and also a
- staff perspective (reduced productivity, poor communication and exchange, lack of a transparent training plan, lack of an interactive learning environment).
Looked at from another angle, the challenges of poor learning & knowledge management can also be summed up as:
- Ineffective, costly & time-consuming learning process
- Vicious cycle of knowledge loss and reacquisition
- Lack of managerial control
All solutions considered should address the various ins and outs of these challenges directly and effectively. In the next section we outline some of the characteristics and features you should look out for when selecting a learning management system.
Things to look for in a quality modern Learning Management System (LMS)
A modern LMS should allow employee and company knowledge to be captured, structured and easily made available for multiple forms of teaching, learning, collaboration, managerial reporting and strategic decision-making. When looking at different Learning Management Systems you should ascertain that the system has solutions & features to deliver following critical benefits:
Quality & control: knowledge must be centralized, paperless and easily accessed and kept up-to-date
- Continuity: the ability to standardise knowledge transfer between new and transferring staff
- Structure: knowledge should be layered and structured according to multiple criteria such as organization structure, location, job role, development path etc…
- Security: knowledge can be securely hosted on an enterprise server
- Accountability: easy creation and management of real-time online reports and analysis for managers, supervisors and trainers; enables progress tracking, certifications, skills appraisals, tests and career development.
- Mobility: shared access and collaboration, available everywhere over company network or internet, and across multiple media, platforms and devices. Powerful communication features
- Reduced training costs: Measurablyless time from new to productive employee; standardised trainings across different media; less trainer & manager hours.
- User-friendly: easy to use, easy to customize. Spend time learning the job, not learning to use the tool.
- Easy scaling: easy and cost-effective expansion
The list above is a good start to asking the right questions from your software vendor, and to design some performance tests for the system under consideration.
A quality LMS that is well-suited for your learning & knowledge management needs will be liked by your customers, staff, managers and accountants alike… because it delivers substantial business benefits, operational benefits and cost/financial benefits.
คัดลอกจาก http://www.softcontrol.net/articles-blog/benefits-of-lms
Speak to your trusted IT partner and LMS expert to start the process of finding a system that will turn your business into a truly learning organisation.
แก้ไขล่าสุด ใน วันศุกร์ที่ 09 มกราคม 2015 เวลา 11:08 น.
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