result was reported in the national conference to celebrate PMAT 40th Anniversary under the conference title of the Company Competitive Advantage with “Enhancing Performance Management.” This PMS survey was conducted in 2004 among the Thai private sectors. The main objectives of this study were (1) to identify the objectives of implementing PMS in Thailand, (2) to examine the status of PMS in Thailand. The survey was distributed among 2,500 PMAT corporate members and got 9.32 % response rate (233 organizations). The study showed that most of the samples, 38.2% have established PMS in the last 3 years (around 2000 - 2001) and 29% of samples have established PMS more than 5 years. In the in-depth interview with experts found that most of the foreign companies have implemented and introduced the PMS to Thai companies. The survey found the most use of PMS in Thailand was for individual merit increase (78.5%), the second most use was for goal setting (69.1%), and the third was for promotion(65.2%) and the forth was for the training and development (62.7%). The last use was for corporate culture development (31.8%). This was an evident that most of Thai organizations had implemented PMS as performance appraisal and performance measurement, not as an organization development intervention. Research Methodology This paper was conducted as a part of the consulting team for PTT group to strengthen the PTT Group HR Fundamental in the area of Performance Management which is one of the seven modules in this project. The objectives of this project were (1) to integrate PTT Group HR Fundamental Systems, (2) to align HR Systems and Processes with PTT Group Strategy and TQA, (3) to utilize Group’s Resources: Technology & People and (4) to build Knowledge- based among the HR in PTT Group. In this paper, only the first phase of the project, HR Modules Evaluation, was presented. To evaluate the performance management system of PTT group, the consulting team used the design” as a research method for collecting both “Triangulation quantitative and qualitative data simultaneously. So the investigator can converge the data to make comparisons between detailed contextualized qualitative data and the more normative quantitative data. This design is proper used when researchers seek to
result was reported in the national conference to celebrate PMAT 40th Anniversary under the conference title of “Enhancing the Company Competitive Advantage with Performance Management.” This PMS survey was conducted in 2004 among the Thai private sectors. The main objectives of this study were (1) to identify the objectives of implementing PMS in Thailand, (2) to examine the status of PMS in Thailand. The survey was distributed among 2,500 PMAT corporate members and got 9.32 % response rate (233 organizations). The study showed that most of the samples, 38.2% have established PMS in the last 3 years (around 2000 - 2001) and 29% of samples have established PMS more than 5 years. In the in-depth interview with experts found that most of the foreign companies have implemented and introduced the PMS to Thai companies. The survey found the most use of PMS in Thailand was for individual merit increase (78.5%), the second most use was for goal setting (69.1%), and the third was for promotion(65.2%) and the forth was for the training and development (62.7%). The last use was for corporate culture development (31.8%). This was an evident that most of Thai organizations had implemented PMS as performance appraisal and performance measurement, not as an organization development intervention. Research Methodology This paper was conducted as a part of the consulting team for PTT group to strengthen the PTT Group HR Fundamental in the area of Performance Management which is one of the seven modules in this project. The objectives of this project were (1) to integrate PTT Group HR Fundamental Systems, (2) to align HR Systems and Processes with PTT Group Strategy and TQA, (3) to utilize Group’s Resources: Technology & People and (4) to build Knowledge- based among the HR in PTT Group. In this paper, only the first phase of the project, HR Modules Evaluation, was presented. To evaluate the performance management system of PTT group, the consulting team used the “Triangulation design” as a research method for collecting both quantitative and qualitative data simultaneously. So the investigator can converge the data to make comparisons between detailed contextualized qualitative data and the more normative quantitative data. This design is proper used when researchers seek to
UFHRD2012SP7docx.docx