Role and competency of a facilitator in development of a self-learning skill of operating staffs in Thailand industry: A case study of SCG Paper Company Limited

Self-directed learning skill and workability of an employee play a major role in continuous improvement of company. Several documents report the dominance of facilitator on development of those skill and performance. This paper presents a survey of perceptions of involved participants and their supervisors towards the quality of the constructionism-based employee developmental program so called the C-Paper program. The study focused on facilitator's necessary roles and competencies needed for the successful and effective program. Immersed observations and informal interviews with 4 facilitators and 22 participants in various activities during the program were recorded, transcribed, and analyzed with descriptive statistics. Perception profiles of participants towards the quality of the program were recorded timely through questionnaires. Perceived satisfaction of 36 supervisors on their employees' performances was also sought for the usefulness of the program. All these results reflected the works of facilitators. This study addressed several issues. Perception profiles of participants showed great improvement, especially, between the first time of participation and a month later. Supervisors also satisfied the performances expressed by their employees in the workplace. Eight must-have competencies of facilitators were needed to be concerned, particularly, 1) an ability to develop or lead the learning process and 2) an ability to facilitate people. The program brought changes in many involved employees in the sense of their competencies. The program, by facilitators' roles and competencies, also developed productive habits of mind and self-directed learning skill to employees through various activities, especially, the contemplative education such as deep listening to other and view and accept others' values and being. Facilitators' roles and competencies appear to have strong dominance on development of employees' self-directed learning skill and productive habits of mind. This can be advanced and more systematic by establishing the facilitator development system.