Presentation “ Best Practices of Human Resource / Personnel Management ” (Experience from RUPP) ROYAL UNIVERSITY OF PHNOM PENH Speaker : Mr. Thann Meng Leap Position : Head of Personnel Office GEReSH-CAM Workshop on Human Resource Management, 26th June 2018

Contents Overview Experiences from Personnel Office Challenges Future Plan

RUPP Strategic Plan 2014-2018

B. Staff Capacity Building and Development Categorize staff as teaching and non-teaching, part-time, full-time, and contractual for receiving training support, professional development and promotional opportunities. Undertake staff recruitment, retention, and promotion in a transparent, competitive and accountable manner. Facilitate staff for internship, fellowship and scholarship opportunities for working and studying abroad. Develop staff competence in teaching, learning, research and community service.

RUPP Human Resource Management Manual Dr. YONGHWAN BANG

Definition of HRM and Personnel Management Reference: RUPP HRM Manual YONGHWAN BANG Definition of HRM and Personnel Management Personnel management is an administrative function of an organization that exists to provide the personnel needed for organizational activities and to manage the general employee-employer relationship. Human Resource Management is to ensure that the university has the human capital it needs to accomplish its goals.

Differences between HRM and Personnel Management Reference: RUPP HRM Manual YONGHWAN BANG Differences between HRM and Personnel Management Traditional personnel management often focuses on managing a workforce from an administrative standpoint. The function is to ensure people are hired, oriented, paid on time and have their complaints and needs addressed. On the other hand, HRM treats employees as a resource. HRM's jobs include developing this human capital to achieve the organization's goals, which makes HRM more people-centric.

II. Experiences from Personnel Office Employment Classification Government Staffs Contracted Employees Recruitment and Selection Motivation and Punishment Training and Development

Government Staffs Management Team Teaching Staffs Non teaching Staffs Degrees Oversea Study Suspension

Contracted Employees National Employees International Employees Teaching and Administrative Employees Faculties, Departments, Offices, Centers, Library Full time, Part time, Volunteer or Student Employees Degree

RECRUITMENT AND SELECTION Contract Procedures (Request with JD, Approval, Announcement, Committee, Selection report and approval)

MOTIVation and punishmenT Bonus (Attendance Based Policy) Health Check Up Supplement Firing Resign

Training and development National Workshop and Training courses International Workshop and Training programs Fellowship and Scholarship for Master, PhD and Post PhD (22) National and International Exchange teaching experiences

III. Challenges RUPP, Personnel Office SWOT Analysis Strengths Weaknesses Opportunities Threats

Strengths A RUPP’s Human Resource Management capacity assessment was conducted to identify the problems followed up with more diagnostic work and a more detailed report. An international human resource consultant then works with RUPP in late 2016 and 2017, and produced “A draft of Human Resource Management Manual”. Human Resource Management reform has also supported by the Rector and management team. Like financial management reform, moving the IFL Personnel Staffs to the central office has made HRM work more effective. With the Human Resource Management Manual and capacity trainings, in the future we will have a very strong control on both Public and Private employees.

Weaknesses RUPP have just started the Human Resource reform; yet staffs working in Personnel Office do have limited Human Resource background. Human Resource Management Information System has also not been developed and implemented. Staffs recruitment, employment classification, job description, staff development and motivation are all needed to take first action. Human Resource policies and procedures in the university is limited. Lack of HR management in each faculties and supporting units.

Opportunities Government increased Public Funding of Higher Education. Noticeably, Teaching and non- teaching staffs salary are increased twice a year: January and April More partnerships and donors like WB, SIDA, Erasmus+... MoEYS, MCS, RCC and stakeholders prioritized on Human Resource Development in Higher Education.

Threats Foreign staffs control information system is fundamentally needed and documents Supporting documents of sending staffs oversea for short workshops or local trainings cannot be fully received and recorded Profession development occur but are not systematically and fully shared and recorded No autonomous on Human Resource.

IV. Future Plan World Bank Project Digitalization Strategic Plan 2019-2023 World Bank Project Digitalization

RUPP Strategic Plan 2019-2023 RUPP Board-TWG Core Team Meeting on 19th June 2018 -Strategic Plan 2019-2023 shall be a bit general so there is room for flexibility -The new SP shall list down its priorities

WORLD BANK PROJECT over the next 6 years Improving Higher Education for Industrial Development Project’s five key activities “This project supports the reform agenda implemented by the Ministry of Education, Youth and Sport in building Cambodia’s capacity to meet the needs of labor markets in a rapidly changing environment.” by Inguna Dobraja, the WB’s Country Manager for Cambodia.

HRM HRD HRsp &DIGITALIZation Coorperation with Konyang Cyber University for the University HRM &HRD training for RUPP Academic and Non Academic Staffs HRM Analyzing esp Job Description Human Resource Strategic Plan (HR4ASIA) Modernize Government Staff Digital Card with QR Code Scanning and filling all Government Staffs supporting documents

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