1. 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

2. Contents Overview Experiences from Personnel Office Challenges
Future Plan

3. RUPP Strategic Plan

4. 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.

5. RUPP Human Resource Management Manual Dr. YONGHWAN BANG

6. 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.

7. 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.

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

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

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

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

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

13. 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

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

15. 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.

16. 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.

17. 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.

18. 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.

19. IV. Future Plan World Bank Project Digitalization
Strategic Plan
World Bank Project
Digitalization

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

21. 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.

22. 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

23. Thank You for Your Attention!