Human resources slide 1

HUMAN
RESOURCES
PLAN
U Aung Kyaw Soe (OLT)
 AGENDA
Human resources slide 2
Introduction

Objectives and Policies

Organizational Structure

Planning Needs

Executive Staffing

Operations Management Staffing

Recruitment Methods

Selection Techniques

Training and Development

a Performance Appraisal

Compensation and Benefits

Conclusion
• OLT is contemplating expansion into Yangon and
Mandalay Regions

• HR Management Concept
• Propose comprehensive HR plan to accommodate business
needs
OLT Mission Statement

• To be the top transport company in the area which

offers the best service and taking environmental and
ethical aspects into consideration as well as offering a
fun and travelling experience for customers.
HR Mission Statement

• Human Resource’s mission is to support the

company’s total operation in meeting its goals through
its most valuable resources - it’s people.
OLT HR Values
• Performance
- There are global high quality standards for performance and personnel in
order to guarantee top service.
• Innovation
- People are encouraged to use their know-how and be creative in order to
deliver new and better solutions to customers.
• Progressive
- Develop HR competencies, skill and knowledge while being closely in
touch with customers.
• Green
- Through training and environmental leadership OLT can best minimize its
environmental footprint.
Visions

• Aim to be one of the leading transport company in Myanmar.

• Have a good brand image.

• Attain significant market share on travel industry.

Business Objectives

• Have 5 Branch offices in Myanmar.

• Expand to Pathein and Khaw Thaung.

• Provide reliable quality service to customers

HR Objectives
• Create qualified and united personnel, with effective
management, which facilitates the ultimate success of the
company

• Create a rewarding atmosphere and appealing working place

• Create organization that is adaptable to future expansion and

changes
Main HR policies

• Promote mostly from within the company except in

special circumstances

• Motivate employees by recognizing and rewarding for

their performance in order to achieve their individual
goal that are integrated with organizational goals

• Foster open communication

Main HR policies

• Promote diversity by treating employees fairly,

providing knowledge of cultural differences and be
supported by management

• Offer compensation policy above going market rates

• Encourage employees to continuous training

Conflict Resolution

• Problems solved in the lowest possible level

• Effective communication, informal and formal

• Organizational goals will determine the decisions

in conflict situation
Ethical Issues
Code of Ethics developed, entail following guidelines:

• OLT has great respect for the law in the country in which it operates
and tries to sustains good relationships with the government
agencies.

• OLT will and its employees are expected to perform in the best
interest of the environment and show social responsibility.

• Avoiding use of company assets, resources and property for personal

or other inappropriate purpose.
Corporate Culture
• OLT has strong open corporate culture which supports
diversity and active communication.

• The people oriented organizational culture motivates to

create a positive and innovative working environment.

• Corporate language is Myanmar and English, and OLT

operates as a multicultural firm and also acknowledges
and adapts to local practice.
Organization

• Key functions centralized

• Heavy reliance on information and communication

technology

• Focus on core competencies

Organizational Structure
O L T O R G A N IZ A T IO N A L C H A R T

O LT
H e a d O ffice
CEO

O LT
B ra n c h O ffic e D ire c tor

BFM BHRM BOM BMM

B ra nc h Fin a nc e M a na g er B ra n c h H R M a n a g er B ra nc h O p e ratio n M a na g er B ra n ch M ark e ting M an a g er

BAM
B ra n ch A ss is ta nt M an a g er

OE
O p era tion E x e cu tive
Ideal Career Path at OLT
Top Management

Branch A. Manager

Operation Executive

Intern
Key Functions

• Operations: sales, information systems, b2b-customer

service, service delivery and assurance and systems
operations
• Finance
• Marketing: promotion, PR, market research
• Human Resources: managing human capital
Company closely with each other through specially
assigned teams
Key Functions
• Committed team of HR
Responsibilities:
specialists
Planning
• Personnel responsible for
Recruitment performing multiple tasks
Staffing • BHRM coordinates work of
Job design department
Training and development • Transactions are handled
with the help of HRIS
Performance appraisal
• Central HR Department
Communications manages all HR tasks
Compensation and regardless of country
benefits
Labor relations
Outsource Activities

• Maintenance

• IT-services

• Legal services

• Security

OLT also hires temporary work force if needed, e.g.

promotion campaigns
Job Analysis and Design
• Focus to: Enlargement, Enrichment, Empowerment,
Teamwork practices encouraged

• Job analysis in changing environment

• Pathein is test market area, Movement, changes

Job Analysis

• “The systematic process of collecting relevant, work-related

information related to the nature of a specific job”
• Job analysis includes information about:
• –Tasks
• –Job skills or KSAOs
• –Physical setting and job demands
• –Performance behaviors
KSAOs
• Knowledge: “An organized body of information, usually of a factual or
procedural nature, which, if applied, makes job performance possible.”

• Skills: “The proficient manual, verbal, or mental manipulation of people,

ideas, or things”

• Abilities: “The present power to perform a job function, to carry through

with the activity while applying or using the associated knowledge”

• Other: Physical abilities, traits, miscellaneous requirements.

Enrichment and Enlargement
• Enrichment
• Support independent work environment
• Offer job rotation and relocation
• Provide training opportunities

• Enlargement
• Cooperate with new centers
• Add new tasks and duties to jobs
Branch Office Director
Job Summary: The Branch Office Director is responsible for providing strategic leadership for
the branch by working with top management to establish long-range goals, strategies, plans,
and policies.

Job Qualifications and Specifications:

• Masters degree (MA) or equivalent
• Five to ten years related experience and 2 years as Director or President recommended
• Ability to relate to people at all levels of an organization and possesses excellent
communication and presentation skills.
• Experienced leader with excellent project management skills with high ethical standards
• Illustrates strategic visionary, analytical ability, good judgment and strong operational focus.
• Moderate ability to travel and flexibility to attend social events
• Fluent written and spoken English required, other languages advantage
Branch Office Director
Job Duties and Responsibilities:

• Be accountable to the Head Office of all branch’s actions

• Develop strategy plan, policies and overall objectives for Branch
• Represent the organization to the public and participate in community
activities
• Preside at top management meetings
• Act as a strategic partner for the top managers in the development of the
company’s plans and programs
• Provide leadership and example to all OLT employees
• Evaluate and advise on the impact of long range planning
• Review financial performance
• Evaluate all potential alliances acquisitions and/or mergers
• Perform other incidental and related duties as required and assigned
Branch Finance Manager
Job Summary:
CFO determines, interprets and supervises all of the financial operations of
the BPC Finland.

Job Qualifications and Specifications:

• Masters Degree in finance.
• Minimum of 3-5 years experience in finance, from which at least a year in
management.
• Good understanding of the common regulations, policies, and procedures
which apply to financing.
• Expected to travel occasionally
• Fluent written and spoken English required, other languages advantage
Branch Finance Manager
Job Duties and Responsibilities:

• Oversee all the operations of the finance department

• Plan all the financial operations, determine the goals and delegate
assignments
• Develop a reliable cash flow projection process and reporting mechanism
• Determine annual and monthly budgets of operations
• Communicate and cooperate with all the other top managers
• Motivate and supervise subordinates
• Provide financial reports to Branch Office Director
• Coordinate the annual audit and be responsible for the annual financial
report
• Perform other detailed financial analyses
• Perform other incidental and related duties as required and assigned
Branch Marketing Manager
Job Summary:
BMM’s primary function will be to plan, organize, write, update and
coordinate the use of the marketing plans and tools

Job Qualifications and Specifications:

• Masters Degree
• Minimum of 3-5 years experience in marketing functions, of which at least
1 year in management.
• Expected to travel often
• Fluent written and spoken English required, other languages advantage.
• Good negotiation and communications skills.
• Enthusiastic, creative and learning attitude.
Branch Marketing Manager
Job Duties and Responsibilities:

• Plan the usage of annual marketing budget

• Research the marketing science as needed
• Organize and oversee the use of selected marketing tools
• Delegate the marketing assignments
• Create and maintain database of industry contacts.
• Report monthly budget use to the BFM
• Organize multiple overlapping marketing projects
• Perform other incidental and related duties as required and assigned
Branch Operation Manager
Job Summary: BOM to manage and establish the required service assurance,
technical services, customer service, service delivery, business systems
services and systems operations for reliable delivery of goods and human
capital for the purpose of maximization of customer satisfaction and
productivity.

Job Qualifications and Specifications:

• Masters Degree (MA) in BA
• Minimum of 5 years experience of which at least 2 years in management
duties.
• Good people skills, and efficient attitude combined with the ability to
motivate and inspire subordinates.
• Occasional traveling
• Fluent written and spoken English required, other languages advantage
Branch Operation Manager
Job Duties and Responsibilities:

• Plan and schedule the service assurance, technical services, customer

service, service delivery, business systems services and systems operations.
• Monitor the schedule and performance of the operations.
• Correct and examine possible failures of schedules.
• Report monthly budget use to the BFM.
• Perform other incidental and related duties as required and assigned
Branch Human Resource Manager
Job Summary:
BHRM plans, organizes, and controls all activities of HR department.
Responsible of the all the matters related in human resources policies,
programs and practices in OLT Branch.

Job Qualifications and Specifications:

• Master's degree in Human Resource management or related
Personnel/Human Resources field,
• Five years' managerial and supervisory experience in personnel
management; OR
• Any equivalent combination of experience and education that provides the
required knowledge, skills, and abilities.
• Fluent written and spoken English required, other languages advantage.
Branch Human Resource Manager
Job Duties and Responsibilities:

• Develops staffing, recruiting, training and compensation systems

• Determine department goals, objectives, and systems.
• Evaluate reports, decisions, and results of department in relation to established goals
• Participate in administrative staff meetings and cooperate with all the top managers
• Implement and annually update compensation program;
• Rewrite job descriptions as necessary
• Monitor performance evaluation program and revises as necessary.
• Develop, recommend, and implement personnel policies and procedures;
• Make recommendation to BOD for improvement of policies, procedures, and
practices on personnel matters
• Prepare and maintain handbook on policies and procedures
• Perform other incidental and related duties as required and assigned
Branch Assistant Manager
Job Summary:
The Branch Assistant Manager is responsible for planning and
implementing complex transportation processes, operations and technology.
BAM is also responsible for developing plans to monitor transportation
resources utilization levels and reviewing efficiency of transportation
operations.

Job Qualifications and Specifications:

• Degree in BA
• Minimum of 3 years experience of which at least 2 years in assistant
manager duties.
• Good people skills, and efficient attitude combined with the ability to
motivate and inspire subordinates.
• Occasional traveling
• Fluent written and spoken English required, other languages advantage
Branch Assistant Manager
Job Duties and Responsibilities:
• Analyze risks associated with different approaches of process changes.
• Apply statistical analysis principles and techniques to analyze transport operations
parameters.
• Determine key messages to communicate to internal stakeholders for application of latest
technology trends.
• Develop cargo consolidation solutions to optimize space, cost and efficiency.
• Develop methods and techniques to manage time and temperature sensitive cargo.
• Develop transport risk management plan to improve process of transport execution.
• Develop work products aligned to business requirements throughout the project life cycle.
• Evaluate alternative forms of proxy to electronic data interchange (EDI) procedures.
• Formulate incident or crisis management plans to ensure gaps are mitigated.
• Formulate solutions for situational factors that inhibit change such as organization culture,
tradition and management mindset.
Branch Assistant Manager
Job Duties and Responsibilities:
• Lead development of an effective vehicle fleet management plan.
• Manage delivery and pick-up transportation operations.
• Manage resources to ensure cargo handling schedules are met.
• Manage resources to ensure transportation operation schedules are met.
• Optimize resource and cost management based on the market practice and business
environment.
• Plan key activities and milestones in technology projects.
• Review allocation of resources across different business activities.
• Review application of integrated logistics solutions and business management principles to
improve overall transport plan.
• Review methods and techniques to better manage dangerous goods and hazardous materials.
• Review transportation solutions for improvements and/or closing gaps.
• Perform other incidental and related duties as required and assigned
Operation Executive
Job Summary:
Supervise and control outsourced activities and general performance of the
operations.

Job Qualifications and Specifications:

• BS Degree with Operation Management knowledge preferred

• 2-4 years of managing experience in transport operation industry
• Familiar with local transport codes, current regulations
• Ability to define problems and resolve them quickly
• Ability to handle multiple tasks and to work well with ever changing
priorities and situations
• Requires excellent supervisory, delegation and communication skills.
• Fluent written and spoken English and domestic country language required
• OLT Management Trainee program recommended
Operation Executive
Job Duties and Responsibilities:

• Supervise operation procedure

• Oversee quality and efficiency of the work
• Oversee the coordination of transport resource allocation, maintenance and
customer communication services
• Interact with the customers
• Inspect transport vehicles running progress
• Control budget
• Report to BAM
• Initiate planned maintenance programs
• Ensure that all regulations requirements are fulfilled
• Perform other incidental and related duties as required and assigned
Internship
Job summary: Internships participate in the transport operation and
contributes to the overall effectiveness of the operation staff by participating
in efficient teamwork

Job qualification and specification:

• One year in university level
• Students works full time for 3 months period (in the summer)
• Out-going, confident personality
• Fast-learner with great focus
• Ability to work varied hours/days as business dictates
• Ability to work together in a team
• Ability to handle multiple tasks
Internship
Job requirements and duties:
• Obtain general work experience
• Performs general tasks in the operation, office and other outings
• Gain understanding of the operation management functions
• Gain knowledge of OLT and it’s policies
• Participate in achieving the daily and long term goals of the department
• Any other duties as assigned by management
Recruitment Policies

• Equal Employment Opportunity

No discrimination on age, gender, race, disabilities etc.

• Diversified workforce encouraged

• Promotions from within the organization

• All employees expected to accept relocation

Sources of Recruitment
Internal Sources
- Current pool of OLT Employees
- HRIS Database
- Employee recommendations
External Sources
- Internet Online Application
- Employment Agencies
- Colleges
- Professional Associations
- Newspapers
Recruitment Expenses

• Substantial in the beginning

• Advertising and employment agency expenses

• Cost of selection process

• Use of internal recruitment

• Lowers recruitment costs
 Selection Process
Hiring decision
*Applicant can be
dropped at any Medical exam/drug test
level
Panel interview

Preliminary selection

Employment testing

Initial interview

Background investigation

Online application completion and review

Application, Review, BG Check
• Stage 1
• Online application form
• Applications reviewed and ranked according to job specific
keywords
• Possible hits are moved to the next level

• Stage 2
- References and work history checked
- Applicant reliability assessed at an early stage to screen out
mismatches and provide supplementary information on applicants
Initial Interview & Testing
• Stage 3
• Interviews to be conducted Trained HR interview specialist conducts and
reviews interviews (evaluation) at HR Department
• Behavioral description interview (BDI) approach used, increases validity
• Interviewer evaluation determines whether applicant is dropped or
advanced

• Stage 4
• Outsourced online testing – HR department receives applicant profile
• Psychological, logical, honesty, leadership and teamwork testing required
• HR department determines whether applicants are an organizational fit
Pre Selection & Panel Interview
• Stage 5
• Group of HR specialists (interviewers, managers) meet and rank
applicants in terms of previous performance
• Multiple cutoff model is incorporated throughout the selection process
• Good fits are invited to panel interview
• Stage 6
• Panel consists of HR specialists as well as job related fields to increases
validity
• Evaluation based on results of job requirement questions
• Stage 7
• Applicants who go to the next level are required to take a medical and
drug test (outsourced)
Hiring Decision and Variations
• Stage 8
• HR Manager approves hiring decisions for management level positions
• Best fit according to the needs of OLT offered the job, contracts etc.
agreed on
• Decision strategy entails: need for diversity, career advancement within
OLT, promotion from within, etc.
• Rejected applicants receive polite notice of denial

• Process variations
• Interview techniques different according to job level (executive interview
will tend to be nondirective by nature)
• OLT employees looking to change jobs receive priority over “outside”
applicants
• Internship and Trainee Program graduates receive precedence over
outside applicants.
Training Objective

• Communicate organizational values

• Develop people for business success

• To build and maintain a strong corporate culture

• Develop loyalty towards the company

• Increase productivity and profitability

• Career advancement and development

Orientation Program
• Goal: To familiarize employees with the corporate culture,
policies and structure

• Orientation is for all new employees

• Standardized type of program

• Takes place at HR Department

• Duration 2-3 days

General Training
• Mandatory
• Management Communications
• Cross-Cultural Training
• Appraisal/Evaluation

• Optional
• Language Training
• Information Systems
Intern Training Program
• Objectives
• Create a recruitment
pool for future
employees
• Familiarize trainees with
corporate culture
• Create organizational fit
• Methods
• On-the-job training
• Projects and committee
assistance
• 3 month intensive full-time
Operation Executive Program

• Objectives • Methods

• Initial leadership training • Team work assignments

• Develop management • Project and committee assistance

abilities and knowledge in • Service knowledge training
practice • Mentoring
• Build networks • In-class training
• Create organizational fit • Duration 1 year
BAM Training
• Methods

• Lectures
• Objectives
• Group activities
• Ensure quality service
• Workshops
management
• Customer service training
• Enhance technical skills
• Project and committee
• Improve customer relations
assignments
management
• E- Learning
• Advance communication &
• Ongoing training process
interpersonal skills
Executive Training
Skill-Based Training:
• Management of Growth
• Performance management
• Strategic management
• Stress management
• Client relationship workshop
• Creative - Thinking out of the box

Methods:
• Strategy assignments
• Topical learning
• Specialist qualification
• Teamwork
• Intensive 2-3 day seminars
OLT Training Program
Intern Operation Executive Branch Assistant Top Management
Manager

Branch Assistant
Intern Operation Executive Executive
manager training
training program training program training program
program

GENERAL TRAINING PROGRAM

Appraisal
use a mix of both developmental and administrative appraisal practices:

• Support promotion from within policy

• Ensure that training programs are effective

• Motivate employees to perform better

• Objective way of judging performance

• Provide documented employee performance history

• Evaluation process provides constructive criticism and feedback to

employees
MBO Philosophy
• MBO underlying philosophy for appraisal

• Upper management sets strategic vision & goals, MBO filters these
ideas down the organizational ladder, where the goals turn into
individual performance targets

• MBO and Balanced Scorecard techniques used

• All employees’ objectives in line with organizational goals due to MBO

Interns
• Type: Supervisor Appraisal
• Level: Operation Executive
• Method: Behaviorally Anchored Rating Scale (BARS)
• Frequency: Once at end of internship
• No salary increases or bonuses offered
• Excellently rated internship will help candidates in selection process
 • Type: Mix of Manager & Peer Appraisa
• Level: BA Manager & Other OPE
Operation Executives • Method: Balanced Scorecard
• Frequency: Quarterly
• Promotion and salary increases as
appropriate
• Training according to evaluation
Branch Assistant Manager

• Type: 360-Degree Appraisal

• Level: Subordinates, Peers, Managers, Customers
• Method: Balanced Scorecard
• Frequency: Every 6 months, Customer feedback
continuously
• Promotion and salary increases as appropriate
Branch Managers

• Type: Manager Appraisal

• Level: CEO (Head Office)
• Method: MBO
• Frequency: Every 6 months
• Performance based bonuses
according to organizational
development
Compensation & Implementation
• Apply strategic compensation planning approach
• Go beyond determining what market rates (wage survey) pay to
be able to hire and retain the best talent
• Stay within reasonable budget

• Link compensation to organizational objectives

• Value-added compensation program

• Pay-for-Performance standard
• Wide range of compensation options

• Develop compensation system that is fair and commensurate with

employees needs and expectations
• Reward enhanced performance
• Maintain high retention rates
• Establish open compensation policy standard
Compensation Model

Direct Compensation
Indirect Compensation 30%
70%

Base Pay Pay for Time Not Worked

Security Plans
• Salary • Vacations
• Pension
• Sick Days
Incentives • Social Security
• Bonuses Insurance Plans
• Disability Insurance
• Discounted Stock • Medical
• Dental Employee Services
• Gainsharing
• Educational Assistance
• Product Discounts
Job Evaluation
• Jobs are evaluated by point system

• Jobs are broken down into factors

• Degrees reflect different levels of difficulty associated with each

factor

• Point manual will be developed according to system used

• Branch Assistant Manager’s relative job worth highlighted in

blue.
Point System
Factors 1st Deg 2nd Deg 3rd Deg 4th Deg 5th Deg
Skills
Experience 20 30 40 50 60
Knowledge 40 50 60 70 80
Language 10 20 30 40 50
Communication 70 80 90 100 110
Teamwork 80 90 100 110 120
Accountability
Responsibility 70 80 90 100 110
Problem Solving 50 60 70 80 90
Decision Making 40 50 60 70 80
Leadership 60 70 80 90 100
Job Conditions

Mobility 20 30 40 50 60
Wages Mix
Internal Factors:
- Worth of job
- Employee merits
- OLT’s ability to pay

External Factors:
- Supply and demand of qualified labor
- Wage rates in area
- Cost of living
- Government regulations
Compensation policies for BOD
• Base salary

• Stock options

• Bonuses

• Expense accounts

• Car + phone + apartment

• Gainsharing
Compensation policies for BMs

• Base salary with “built in” progression

• Yearly bonus

• Gainsharing

• Phone
Geographical Consideration

• Quality of life does not vary, salary does

• Establish mechanism to reflect accuretly the cost of living

• Pay according to the set of accepted standards of living,

not salaries

• Rewards are given when most needed

• Christmas & New Year in Taunggyi.

Conclusion
• Organization structure
• 3 levels of management
• Branch Office Director
• Branch Managers
• Branch Assistant Managers

• Intensive training
• Focus on tranfering corporate culture and values
• Improvement of skills
• Standard orientation for all employees
Conclusion
• Internal promotions
• Equal Employment Opportunities
• Careful selection process
• 8 stages
• Performance appraisal as needed
• Compensation
• 70% direct
• 30% indirect
Human resources slide 10

Thank You

For Your Precious Time!

Have a nice day!