Human communication

How Delta Electronics (Thailand) Fosters a Sense of Oneness and Purpose Among Employees


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Delta Electronics (Thailand) won the Gold Award for Excellence in Total Rewards Strategy and the Bronze for Excellence in Graduate Recruitment & Development at the first HR Excellence Awards 2021, in Thailand.

In this interview, Vichai Saksuriya, Vice President of Administration and Human Resources, Delta Electronics (Thailand), shares the secrets of this victory – how the team invested in technology and applied it at every touchpoint to enrich the employee experience.

Q What is your organization’s winning HR strategy and what steps have you taken along this journey?

Our HR strategy at Delta is to continue to enrich the experience of our employees. We invest in technology and apply it at every touchpoint in the experience of our employees.

An important step for us is the formalization and strengthening of our internal communications across the company.

This helps us to reduce the communication gap between the employees and the company, improves the engagement of the e-learning platform and improves the well-being of the employees in all aspects.

This year, we’ve seen dramatic growth in our engagement survey results, which is our biggest achievement to date.

Q How has this strategy helped you meet your HR priorities, and what role has leadership played in making this a reality?

We have been implementing our strategy for over a year and this includes digitizing and transforming our work process to achieve a better employee experience at all levels of our organization. Our new HR mobile communication channel is an example of a successful implementation. We can use this mobile platform to get our messages straight to every staff member in seconds and avoid word of mouth communication errors.

Online learning platforms are also essential during this time when our staff still have to work from home due to COVID. As an electronics company, we consider learning new technologies to be the key to our success. Even during the COVID-19 situation, we can ensure that employees are still able to access new knowledge and improve through their own devices like cell phones or personal laptops. This type of learning can be done anywhere and anytime.

Our success is due to the vision of the management of our company which proactively initiates actions according to our mission which is: “To provide innovative, clean and energy efficient solutions for a better future.” “

Delta’s HR managers also apply the mission to the responsibilities of our HR team. We always ask: which initiative best improves our employee experience? Our leadership fully supports us so that our strategy becomes effective throughout the organization.

Q Unexpected roadblocks are an integral part of the execution of any initiative. What were some of the obstacles you and your team encountered while deploying, and how did you successfully overcome them?

Our main business activity in Thailand is the manufacture of electronic products. We need to maintain our 24/7 production operations, which means employees still need to come to work even amid the global COVID-19 pandemic. The biggest obstacle at this time was the challenge of maintaining continuous operations while prioritizing the safety of our employees.

The next challenge we faced was how to maintain or increase employee morale throughout the pandemic, which lasted almost two years.

Our digital transformation, launched in recent years, helps employees keep working smoothly, but it also reduces physical engagement.

As the situation improved, we multiplied CSR projects to uplift our communities. We joined the SCGP project entitled “United to fight against Covid: transforming used paper into a field hospital bed into SCGP paper”. This project aims to educate the public on the use and management of leftover paper for reuse while helping people with COVID-19 in Thailand.

By encouraging our employees to participate in a mix of online and offline activities to support our communities, we can foster a sense of unity and purpose among our employees.

Q This initiative has clearly yielded astonishing results. What was your game plan for measuring ROI? What are the pride that you can share with us on this front?

As a provider of innovation and a sustainable industry leader in Thailand, Delta is always developing opportunities for interns, recruits and employees to expand their skills in real work experiences while developing soft skills in a multicultural global workplace. We have made major improvements in optimizing our employee engagement leading to great accomplishments, including:

  • Volunteer activities to help our communities have over 90% employee presence
  • Staff turnover rate decreased by 9%
  • Company e-learning resources on our e-learning platform increased by 126%
  • Productivity increased by 17%
  • Our employee engagement score increased by 15 points
  • Participation in the e-learning platform was 6,760 hours, an increase of 229% over the previous year

These results tell us that many of the projects we have implemented are successful. Our goal is to make Delta a premier employer brand in Thailand and our HR department leverages digital platforms to recruit and develop local talent while amplifying our employer brand.

Q We now see HR managing portfolios that were previously seen as far removed from their job description. In your opinion, what are the three main skills and attributes of a successful HRD today?

1. Effective supervisory skills: An HRD must know exactly how to demonstrate and communicate the contributions of HR to the organization. Supervising is guiding and directing others to not only allow them to do their jobs well, but also to help them advance in their careers. Of course, good communication involves good listening.

Successful HRDs must foster an environment of open communication, active listening, and constructive feedback or encouragement from their colleagues to achieve their goals.

2. Mindfulness: An HRD must possess the ability to think and operate strategically and to determine how current actions will impact the future. It means boosting organizational culture by cultivating and championing the global trend of digital transformation. A successful HRD takes a holistic, forward-thinking perspective and effectively integrates various considerations to arrive at sound decisions. An HRD with this role is an influential and inspiring leader who effectively builds relationships and engages with all kinds of stakeholders within and beyond the organization.

3. Integrity: An HRD must demonstrate strong moral and ethical principles and do the right thing, no matter who is watching. Integrity is the foundation on which colleagues build relationships and trust, and it’s one of the core values ​​employers look for in the employees they hire. Being with integrity means that an HRD is aware of himself, responsible, responsible and honest and that his actions are consistent internally.


Photo / Supplied

Read more interviews on why organizations have won awards for their HR practices – check out our Winning Secrets section!

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