How to improve the planning process of the location management of Schlumberger in Myanmar for required skilful staff capacity to meet the clients demand

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ACKNOWLEDGEMENT

I would like to take this chance for thanking my research facilitator, friends & family for the support they provided & their belief in me as well as guidance they provided without which I would have never been able to do this research.

DECLARATION

I, (Your name), would like to declare that all contents included in this thesis/dissertation stand for my individual work without any aid, & this thesis/dissertation has not been submitted for any examination at academic as well as professional level previously. It is also representing my very own views & not essentially which are associated with the university.

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ABSTRACT

This research focuses on Capacity building , as it is mainly an internal, local or domestic matter, and it is directly related to sustainable development and enhancement; it means building and developing national or local capabilities to conceive, develop, promote, and manage policies, programs, and projects with excellence and toward desired goals and missions. Capacity building also means developing abilities to build and control the future, and this means ''choice'' of strategies to control events and build future by developing an anticipatory capability in public management and governance. The United Nations Development Program (UNDP) defines capacity-building as the process by which individuals, groups, organizations, institutions and societies increase their abilities to: (1) perform core functions, solve problems, and define and achieve objectives; (2) understand and deal with their development needs in a broader context and in a sustainable manner. The research also focuses on different motivational techniques used by organizations. The study also highlights the importance of human capital and the role played by the human mind in building capacity and utilizing resources efficiently and effectively. Quantitative methodology was used to analyze the data; a primary data was collect through survey. Finally the researcher concludes its findings summarize the research.

TABLE OF CONTENTS

ACKNOWLEDGEMENTII

DECLARATIONIII

ABSTRACTIV

LIST OF FIGURESVII

CHAPTER 01: INTRODUCTION1

Outline of the Study1

Background of the Study1

Theoretical Framework3

Aims and Objectives4

Research Question5

Significance of the Study5

Disposition5

CHAPTER 02: LITERATURE REVIEW7

Overview of Capacity building7

Capacity Building in Strategic HRM8

Realms of strategic innovation in HRM13

Information Technology13

E-governance and E-HRM14

Strategic positions and leadership personnel14

Strategic motivation15

Cultural innovation and transformation16

Merit and pay-for-performance17

Global executives18

Global labor migration and mobility18

Human capital19

CHAPTER 03: RESEARCH METHODOLOGY20

Overview of Quantitative Research Approach20

Research Method and Design Appropriateness21

Research Process21

Participants21

Research Instrument22

Informed Consent22

Confidentiality22

Validity23

Reliability24

Data Analysis25

CHAPTER 04: DISCUSSION AND ANALYSIS26

Analysis42

CHAPTER 05: CONCLUSION49

REFERENCES51

LIST OF FIGURES

Figure 1: Gender26

Figure 2: Age Group26

Figure 3: Number of employees in your segment is currently operating to provide services for clients' demand in your location27

Figure 4: The average number of staff that provides services for clients' demand in a year27

Figure 5: The basic level of staff capacity setting for upcoming operations/ services28

Figure 6: Basic level of staff capacity setting, what is the approximate number of staff that you require to meet clients' demands28

Figure 7: Experienced the shortage of staff for the upcoming operations in your location29

Figure 8: Kind of staff is the most difficult for you to find out for upcoming operations30

Figure 9: ...