Human Resources Management Policy
To uphold the royal legacy of two kings who envisioned Chulalongkorn University as the cornerstone of Siam, or as the “pillar of the land,” Chulalongkorn University, as the leading university of the nation, will adapt to become a High Performance Organization. Consequently, the human resources management process must evolve from a reactive to a proactive role, aligning more closely with the university’s strategy and vision. The human resources management system must be capable of selecting talented, high-quality individuals to work at Chulalongkorn University. It should offer a compensation system that is aligned with the capabilities of the staff, create pathways for career advancement, and maintain mechanisms that ensure the development of personnel to possess the competencies and core values that meet the university’s needs and challenges over time. At the same time, staff should experience job satisfaction and be able to contribute value to the university in an appropriate manner.
Personnel Workforce Planning Policy
Workforce in each department is a dynamic figure, subject to change based on the expansion of missions or the reduction of activities that are no longer necessary. The workforce numbers assigned to each department at any given time are determined by the specific needs of that department during that period. Therefore, to ensure that workforce planning is aligned with the rapidly changing external factors, the review of workforce numbers will be conducted more frequently in the future.
However, as a foundation for workforce planning, particularly for operational staff, the university is currently assessing the workforce in operational roles to understand the current status of the workforce and its appropriateness. The results of this evaluation will be used to determine the optimal number of personnel for each department. Additionally, criteria are being developed for determining the workforce in academic roles, such as the student-to-faculty ratio, academic output per faculty member, and personnel budget relative to revenue.
Personnel Selection and Recruitment Policy
Chulalongkorn University will develop a personnel selection and recruitment system that meets high standards, including testing knowledge and skills of potential candidates. This may involve tests of aptitude, attitude, language proficiency, and more. For the recruitment of staff into higher positions, priority will be given to work history and experience, with less emphasis on initial academic qualifications. The university will review the job position standards and job responsibilities to make them more flexible, promoting employees’ ability to perform diverse roles. Additionally, the use of competencies in both work performance and management will be incorporated into the selection process for each position as appropriate.
Human Resources Development Policy
Chulalongkorn University adopts a competency-based human resources management approach to develop its personnel. The university will enhance the personnel development system to ensure that the process is tailored to individual needs, offering courses that cover knowledge, new skills or tools, and professional ethics. This approach aims to prepare personnel to meet the university’s challenges.
Performance Evaluation Policy
Chulalongkorn University uses a system of pre-agreed objectives to assign tasks, track progress, and evaluate performance, focusing on outcomes such as the number of high-quality courses taught, research publications, graduate student graduation rates, external research funding, and community service hours, among others. Individual results must align with the position defined by the university.
The evaluation process will be fair, transparent, and accurate, with two parts: the first will evaluate work results by comparing the actual outcomes to the goals set in the agreement, and the second will evaluate behavior. Behavior will be assessed through feedback from a selected group of individuals who interact with the person being evaluated, including supervisors, colleagues, and subordinates.
Career Advancement Policy
As a large organization with a diverse range of positions and skill levels, Chulalongkorn University will implement a system that supports the movement of staff between departments and positions, enabling career growth based on competencies and abilities. This process will consider work performance history, achievements, self-development, and competencies. Academic staff can advance according to their academic positions, while operational staff can progress through levels such as expert, specialized expert, or management positions at varying levels.
Welfare and Employee Relations Policy
Chulalongkorn University provides a wide range of welfare benefits to meet the different needs of its staff members, ensuring they receive similar rights and benefits. These welfare measures cover healthcare, work conditions, and additional support such as housing, education for dependents, and other services. The goal is to foster strong employee engagement, promote happiness in the workplace, and enable staff to contribute to the university’s success to the fullest extent.
Compensation Policy
The Personnel Policy Committee has established guidelines that the university’s compensation system must be fair within the organization, competitive with the labor market, and sustainable for the university’s budget. The university will apply a compensation framework based on job value and performance outcomes. A salary range will be established, and individual salary increases will be calculated as a percentage of the midpoint of the salary range. Annual compensation adjustments will be based on performance outcomes, aligned with budget agreements. The compensation will be funded by a combination of government subsidy budgets and the university’s own income generated from various activities.
254 ถนนพญาไท แขวงวังใหม่ เขตปทุมวัน กรุงเทพมหานคร 10330
โทร : 02-218-0151
อีเมล์ : hr@chula.ac.th
เว็บไซต์ : https://www.hrm.chula.ac.th