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Competency Based Skills Development : A Case Study of a Dock Station Management Company in The Logistics Industry in Thailand |
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| รหัสดีโอไอ | |
| Creator | 1. Jamnean Joungtrakul 2. Dheerayuth Kietpiriyawang |
| Title | Competency Based Skills Development : A Case Study of a Dock Station Management Company in The Logistics Industry in Thailand |
| Publisher | Asian Forum on Business Education (AFBE) |
| Publication Year | 2554 |
| Journal Title | AFBE Journal |
| Journal Vol. | 4 |
| Journal No. | 3 |
| Page no. | 521 |
| Keyword | Logistic Industry,Dock Station Management,Competency Based Skills Development System,Specific Industry Competency Based Skills Standard |
| ISSN | 2071-7873 |
| Abstract | This study aims to develop a competency based skills development system for logistic industry in Thailand. The objectives of the study were: (1) to identify competency required for employees in the sampled company; (2) to identify the actual competency possessed by those employees; (3) to identify methods of development to upgrade employees competency to meet the required competency levels; (4) to identify and develop specific industry competency based skills standards; and (5) to identify and develop competency based skills training curriculums for developing employees where necessary. A qualitative approach was employed with participatory action research as a guiding paradigm and competency development technique and case study as research strategies. Purposive and criterion samplings were applied in case selection. The company must employ not less than 100 employees and is willing to participate in the project. A dock station management company providing services on sea transport, warehousing and international freight forwarder was selected as a case for study in this research. The study reveals that the organization structure of the company comprises of four major sections: Booth Gate; CR Controller (CRC); CD Controller (CDC); and DC Documentation (DCD). There are 4 main jobs, 11 tasks and 42 activities identified following job analysis conducted. There are totally 31 competencies, 31 competency models and 20 competency profiles. The result of competency gap analysis shows that: (1) Booth gate, there are 16 competency gaps out of 18 competencies, and 100% of employees who occupied Junior CDC have competency gaps in the competencies of using English vocabulary in dock business, and understanding of specific conditions of each ship line; (2) CR Controller, it was found that employees occupied the position of CRC Clerk have 10 competency gaps out of 18 competencies, employees who occupied the position of Junior CRC have 16 competency gaps out of 18 competencies; and employees who occupied the position of Senior CRC have 7 competency gaps out of 18 competencies; (3) CD Controller, employees who occupied the position of CRC Clerk have 16 competency gaps out of 19 competencies; employees in the position of Junior CDC have 3 competency gaps out of 16 competencies; and employees in Senior CDC position have 13 competency gaps out of 16 competencies; (4) DC Documentation, employees occupied the position of DCD Clerk have 19 competency gaps out of 20 competencies, employees in the position of Junior DCD have 14 competency gaps out of 20 competencies; and employees in Senior DCD have only 5 competency gaps out of 20 competencies. Based on the findings the following skills development methods were recommend: on the job training, coaching, case study, self-study, lecture, simulation and demonstration. Four specific industry competency based skills standards were developed. In addition, a competency based training curriculum i.e., Container Depot Operation with seven training modules and 31 subjects was developed. |
