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 had to be leaders or mainstays for 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 Manufactuing (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.