Training and Development

MUKA adopts many training programs and development from Mahidol university and also follows the learning and growth strategy from MUKA’s balance scorecard that we want to prepare our staff for future competency.  The training and development could be classified into three main groups; including basic knowledge and skills, managerial skills, and functional skills.

 

Basic Knowledge and Skills

These could be divided into three parts

  1. MUST KNOW: The basic knowledge and skills that you must know once you are staff at MUKA are policies and directions of Mahidol university and MUKA, and Mahidol Core Value.  The MU core value has been emphasized since onboarding process.  Many trainings and activities being designed are embedded with MU core value.  Staffs’ behaviors relating to MU core value have also been assessed during PA evaluation.
  2. SHOULD KNOW: Once you become our MUKA staff, we recommend you to learn about welfares and benefits, career progression, performance appraisal, laws and regulations relating to human resource management and career, morals and ethics for MU staff, PDPA (Personal data protection act), SDGs, ITA, and EdPEx.  Many onsite and online trainings and assessment are conducted.  You can access plenty of online courses relating to these topics via KM Master Class and Mahidol University Extension.  Whereas onsite courses are periodically arranged.  Please follow our activities from MUKA social media.
  3. Good to Know: This is what we expect our staff to perform for their future core competency; including language proficiency and digital literacy.  University and MUKA employees being recruited after 2019 need to pass English proficiency test.  Temporary wage employees who want to change their position to MUKA employee also need to pass English proficiency test.  Therefore, MUKA also provide many English courses for training especially for temporary wage employees.  For digital literacy, many courses relating to digital awareness and digital transformation are arranged for our staff.  In addition, extra ICDL (International Computer Driving License) courses that can choose up to 10 course from over 35 courses are provided for heads of division for training and assessment.

 

Managerial Skills

Mandatory Training for being assigned for Positions in Management Level

Once you are assigned for position in management level, you need to pass assigned training courses prior to holding the position in management level.  Further details for the training courses for each management level are shown below.  These courses are aimed for developing skills, knowledge, and management in order to prepare personnel to transition into managerial roles with appropriate capabilities suitable for each level of position.

Top Management Level:

  • Advanced Management Program (AMP) or
  • Strategy and Innovation for Business in Asia (SIBA)

Middle Management Level:

  • MU-EDP

Lower Management Level:

  • MU-SUP or
  • MU-HDP

Future Managerial Competence

For MUKA staff who are in management position, we add future managerial competences into 2D2C which stand for digital analytics (D), design thinking (D), crisis management (C), and coaching (C).  Many onsite workshops are deployed for these management positions.

Digital Analytics: learning about preparation, exploration, and visualization of data for their works.  Examples of tools used in the workshop are Tableau, Power BI, Google data studio, and advanced spreadsheet.

Design Thinking: Thanks for BA program in MUKA.  We have already set the workshop relating to lite business model canvas for heads of division so that they can learn and practice how to make systematic design for their concepts.

Crisis Management:  Once the heads of divisions have already learnt lite business model canvas.  Next step, they are trained for solving scenario analysis together.

Coaching:  Examples of workshops that are conducted are coaching for knowledge sharing.

Assessment Managerial Competence

Once you become the management position, you will be assessed for managerial competence during performance management assessment every year.  The managerial competences that need to be assessed are visioning, leadership, change management, strategic thinking, self-control, empowering others, conceptual thinking, caring & developing others, proactiveness, and communication & influencing.  Gap analysis between expected managerial competence and actual behavior of corresponding competence is identified.  Once gap is observed, human resource development scheme will be implemented using 70:20:10 theory, which is a level of learning achievement (Experiential Learning: Learning from Coaching and sharing: Learning from Training).

 

Functional Competence

This could be classified into two groups; including academic staff and supporting staff.

Trainings and development for academic staffs are in 3 aspects.  Firstly, academic staffs are trained for their job knowledge and functional area knowledge.  Examples of training are MUPSF, UKPSF, MU-ADP, and training in specific fields.  Secondly, they need to train about research skill.  Thirdly, many teaching and learning skills and curriculum development courses are provided.

For supporting staffs, trainings relating to their job position and career path are developed.  Especially, future competence for each MUKA division is identified.  Therefore, MUKA has developed learning pathway for each job position.

Assessment Functional Competence

You will be assessed for functional competence that are related to your group and job position during performance management assessment every year.  Gap analysis between expected competence and actual behavior of corresponding competence is identified.  Once gap is observed, human resource development scheme will also be implemented using 70:20:10 theory as mentioned previously.