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rising needs effectively. Furthermore, preparations are to create fairness and attachment among employees.
being made to support service provision in Burmese, Moreover, outcomes from performance assessment were
Cambodian and Malay in addition to service provision used to pay remuneration, consider appointments,
in Thai and English in order to integrate with the ASEAN select high-capacity personnel and send personnel for
Economic Community by beginning service trails in improvement. Trials began by assessing performance

Burmese and Malay. on information systems of some agencies to make
Power petition acceptance services were corrections to problems before expanding systems to
improved by integrating the Geographic Information every agency in the future.
System (GIS), System Applications and Product (SAP) and
the Outage Management System (OMS) including linking 3.4 Satisfaction and Attachment Building
identifcation card data to civil registration databases To help the organization’s personnel live

of the Department of Provincial Administration, Ministry together happily with consistent quality performance for
of Interior. This resulted in accurate data and fewer the organization without creating conditions or demands
requirements for documents on the public in contacting on the organization, PEA surveyed personnel satisfaction
PEA. Services can be provided as a One-Touch Service. and attachment to the organization annually in order
to use the fndings to make improvements and plan

3. Human Resources Management strategies to create satisfaction among PEA’s personnel,
and Development which will have positive effects on performance and
3.1 Manpower Management customers of PEA.
PEA is a customer-centric organization. Thus,
PEA modifed manpower in solving electricity problems 3.5 Personnel Support and Development
at Electricity Authority Offces and improved the effciency PEA considers personnel as a valuable and
of work methods to reduce System Average Interuption vital factor in sustainable growth. PEA has policies to

Duration Index (SAIDI) and increase power system reliability develop personnel at every level and position, including
in addition to building customer satisfaction. technical improvements of primary knowledge and
3.2 Corporate Restructuring specifc capabilities of the organization, knowledge
PEA places importance on corporate restructuring and capabilities according to work characteristics,
to be able to support current and future missions. Hence, management and improvements to quality of life, ethics

the workloads of every agency are reviewed for suitability, and morals.
and some agencies and workloads have been transferred In 2016, PEA had policies related to personnel
while other agencies have been upgraded for better from 2015 with emphasis on personnel capability building
suitability and fexible status. The new structure was to create a high performance organization driven by quality
announced on January 1, 2015. personnel who work with happiness and determination.
Moreover, the policy focused on enhancing human

3.3 Performance Management capital to develop the organization with sustainability.
PEA manages performance by placing a system PEA promotes personnel development by a variety of
for assessing employee performance by specifying means with a focus on continual learning and promotion
standardized methods of practice and indicators of personnel engagement and responsibility in self-

SMART PEA 59
Annual Report 2016 Provincial Electricity Authority