Factors Affecting on the right skill labor market for demand of SMEs in Cambodia. Abstract

Transcription

1 1 Factors Affecting on the right skill labor market for demand of SMEs in Cambodia Dr. Sarom Tem Cambodia Institute of SMEs. Phnom Penh, Cambodia Abstract According to the study, during The development of SMEs in Cambodia is facing many challenges as the shortages of technicians and skilled workers are a major obstacle to accelerating SMEs in both urban and rural areas and also SMEs provide jobs, as they employ a total of one million people at the moment that above result shows that the important of factors affecting on right skill labor market demand of SMEs. Cambodian SMEs as right skill labor market for demand are giving moderately important in terms of the unskilled worker which accounted for 15 (33.3%) with Mean 2.64 (S.D 0.90), it were rather important in terms semi-skilled worker which accounted for 15 (33.3%) with Mean 4.18 (S.D 0.80) and also it were very important in terms of skilled worker which accounted for 35 (77.8%) with Mean 4.78(S.D 0.42). Also the skill affecting on right skill labor market demand of SMEs as they are moderately demand for unskilled worker, very much demand for semi-skilled worker and skilled worker are extremely demand for SMEs as well as the private sectors and the Cambodian government doing to help SMEs get up to speed before ASEAN Economic community in 2015 so we working closely with the government on a number of thing, including offering training courses on how to increase productivity and service quality, as well as adding value to products so that they can compete in the region. Keywords: Small and Medium-sized enterprises (SMEs); Unskilled Worker; Semi-Skilled Worker and Skilled Worker. INTRODUCTION Cambodia, a nation with a great history and enthusiastic and enterprising people is rapidly rebuilding itself. Emerging from years of violence and war, that caused irreversible damage, devastation and degradation of its developmental capacities, the country has taken up the challenge of reconstruction, sustained economic development and integration with the global community. Continued misery and suffering resulting from war and poverty may not have disappeared entirely but is receding rapidly with the Royal Government of Cambodia and the people showing great eagerness and interest in implementing developmental strategies. The internationally sustainable advantages are increasingly recognized to depend on the possession of unique assets. Moreover, international financing market is more developed and human capital is more internationally mobile. The result is that increasing numbers of business executives and entrepreneurs have been exposed to international business.

2 2 Since Small and medium Enterprises (SMEs) contribute to economic growth, develop social infrastructure, create employment opportunities and help in regional and local development of an economic (Scupola, 2001). But, most SMEs lack technical expertise (Barry and Milner, 2002), and adequate Capital for making technological improvements (Barry and Milner, 2002; Raymond, 2001). Nowadays Cambodia is one of the most dynamic markets in the region. Cambodia has been one of Asia's fastest-growing economies in recent years. This country is a good example of economy and political transition. Today, the trade and investment regulations of Cambodia are fully compatible with international norms that are creating attractive environment to attach foreign investment. The Royal Government of Cambodia (RGC) has stated a commitment to private sector led growth and recognizes the importance of SMEs for sustainable and equitable economic development. Although still at the very early stages of implementation, the government has introduced a range of policies focused on SME development. Key to organizing SME development strategies has been the forming of the SME Sub-committee in The government has been trying to take diverse actions to ensure the smooth growth of the sector. Rectangular Strategy, which was proposed by the government at the beginning of its third term in July 2004 stated enhancing SMEs as one of the actions towards improvement and motivation of the private sector development and employments generation. So, the important of SMEs is not just contributing to solve the economic issues but also eradicating social problems in the whole country (Sen, 2004). Beside this, Asian Development Bank (ADB) in 2006 pointed out four main barriers, such as SME development framework, business registration, business license system and assessment of finance to limit the growth. ADB used to solve this problem by working in cooperation with the government to strengthen banking supervision, supporting money and interbank market development, creating a legal framework in support of cooperate borrowing including a body of civil commercial law and system, secure transaction and account standard, and supporting investment in long term development of human capacity (ADB, 2006). Thus, factors affecting on the right skill labor market for demand of SMEs in Cambodia area have not been explicitly addressed by any previous studies. Therefore, study about factors affecting on the right skill labor market for demand of SMEs in Cambodia and examine the right labor market for demand of SMEs in Cambodia. Thus, it is necessary to undertake a study of factors affecting on the right skill labor market for demand of SMEs in Cambodia in order to build a foundation for Cambodia SME enterprises, government and academics discussion. Research Objectives The research consists of following objectives: 1. To identify factors affecting on the right skill labor market for demand of SMEs in Cambodia. 2. To examine the right labor market for demand of SMEs in Cambodia The scope of study This study targeted to Cambodian small and medium enterprises (SMEs) operators who run the business at least 1 year and specially to be member of Marketing Association of Cambodia, purposively selected.

3 3 Conceptual Framework Based on Sales Strategies of SMEs in Cambodia, the following are the framework of study. Independent variable consist of characteristics of entrepreneur (internal factors) which are composed of Gender, Age, Marital Status, Entrepreneurs Education Level, Current employee size and characteristics of enterprise including type of business, period of time in business. (Sarom Tem, 2013). The factors affecting on right skill labor market demand of SMEs focus on 3 areas as follows: 1. Unskilled Worker 2. Semi-Skilled Worker 3. Skilled Worker Independent variables Characteristics of Entrepreneur Factors 1. Gender 2. Age 3. Marital Status 4. Entrepreneur Education Level 5. Current employee size Characteristics of Enterprise Factors 1. Type of business 2. Period of time in business Dependent variables Skill labor market demand factors 1. Unskilled Worker 2. Semi-Skilled Worker 3. Skilled Worker REVIEW OF LITERATURE Strengthening of HR Capability of SMEs in the context of Asean Economic Community 2015 Overview about Small and Medium Enterprises (SMEs) in Cambodia: Small and Medium Enterprises (SMEs4) play a crucial role in the economic development of Cambodia. They are a key source of employment in Cambodia accounting for around 40-50% of all jobs in the country and are a valuable source of income for unskilled and low-skilled Cambodians. Importantly, SMEs provide an opportunity for budding entrepreneurs to develop their skills and test their business ideas. Going forward, SMEs will be the engine of economic growth in Cambodia whether home grown or international entrepreneurs wanting to expand their business opportunities. At the same time, the Royal Government of Cambodia is also helping create an enabling environment in regarding with the four pillars of rectangular strategy for growth, employment, equity and efficiency for all private sectors to promote economic growth, create more jobs, reduce poverty and sustain economic development. Regarding SME statistics in 2007 by the Ministry of Industry, Mines and Energy (MIME), Ministry of Economy and Finance (MoEF) and the Tax Department, there are around 31,149 small industrial establishments with fewer than 50 employees including food, beverage, and tobacco manufacturers and only 14,324 SMEs were formally registered as

4 limited liability companies and the rest remained unregistered with the Ministry of Commerce (MoC). However, these unregistered SMEs are still able to run their own business operation by operating permits from other ministries and departments at the local levels the provincial or municipal level. Thus, it is rather difficult to estimate the number of enterprises in Cambodia due to the limited data, especially the number of very small businesses like the micro enterprise sector and small enterprise sector. On the other hand, the number of registered SMEs has increased in the last few years and this trend is bound to continue as Cambodia becomes more integrated into the ASEAN and global economy. Additionally, regarding the Provincial Business Environment Scorecard (PBES) and The Asia Foundation in IFC project, the majority of SMEs ran by women around 62%: 66% for commerce and 61% for service. Regarding Mr. Keat Putnarith, IT Director of NSSF, on behalf of Mr. Ouk Samvithyea Executive Director of NSSF, reported that in October 2012 there are 744 registered factories including 590 garment factories (431,764 workers), 66 footwear factories (76,735 workers), 37 printing factories (5,495 workers), 11 washing factories (2,016 workers), and 40 weaving factories (19,071 workers) with the total numbers of around 565,081 workers. Human Resources Challenges for SMEs Cambodia faces significant challenges in developing human capital and a skilled workforce. These include low productivity and high youth unemployment, even among university graduates. Much of the population remains rural and poor. Most rural workers need only basic skills, while there is a limited demand for higher skills in urban areas. Several speakers stressed the need to move towards a skills-based economy rather than a resources-based economy. There has been some progress in matching skills to demand and need, in particular through development of a national technical and vocational education and training (TVET) framework and the adoption of competency-based skills standards. Job matching (through creation of a national employment agency and job centers) is also part of this approach. However, public, private and employer delivered vocational training is still limited and not tailored to employer needs. For example, most students are learning social sciences, not studying technology or engineering. In tertiary education, the number of providers has risen exponentially, but the quality of education remains a concern. Important steps include establishment of entry level requirements, creation of an accreditation agency and introduction of the standard first year of tertiary education to provide basic skills. Many students come out of tertiary education still lacking adequate or appropriate skills. There is a shortage of qualified people and of demand for courses in areas such as social work, as well as a lack of the generic skills employers are looking for, such as critical thinking, writing and leadership. Employers experience significant difficulties in recruiting suitable staff. They express considerable frustration about the low skills, narrow qualifications, unrealistic expectations and general lack of work readiness among young university graduates. Certification of skills and experience is a critical gap, as is a better understanding among young people of the labour market and what skills they need to get and keep a job. Limited supply drives salaries up and creates high turnover as people shop around for better wages and conditions. - HR Inc Cambodia highlighted that it is difficult for employers to recruit qualified human resources. Many young applicants have no skills. There is a shortage of Cambodian managers and management skills and of specialized skills. It is difficult to retain staff. High pay is provided because there is no other option, not because of skills. It is difficult to recruit because certification does not reflect skills. Everyone wants to be a manager. There is a serious lack of conceptual thinking skills. A big survey of employers needs and young people s skills found that 76% of youths do not have the right skills; only 12% of employers were fully satisfied. 4

5 5 - Despite the increase in the supply of university graduates, employers in various surveys consistently claim to experience labor shortages in some areas, especially for senior management and experienced professionals. It is easier to fill positions for entry-level professionals and low-skilled workers. It is also easier to fill professional positions in business-related occupations than in engineering and other technical occupations. - It is believed that SMEs encounter the same problems. However, we have seen a lot of efforts have been made by the government and other development partners to improve skills and quality of Cambodian labor force to prepare them for 2015 when the ASEAN border is opened for free flow of labor force among ASEAN member countries. - Cambodia has a young labour force whose level of educational attainment is increasing: 22% of Cambodians are aged years. The number of people of working age ( productive persons ) relative to the number of young and old people ( dependents ) is increasing a demographic dividend that should boost economic growth in the years ahead. In Phnom Penh, the percentage of the population who have completed secondary education or higher is 22% for those aged years and 20% for those aged years. This is significantly higher than for older age groups. The literacy rate for those aged years increased from 70% in 1998 to 80% in A recent study estimates that the number of students graduating from Cambodian universities will triple from 23,000 in 2009 to 69,000 in One of the big attractions of investing in Cambodia is the plentiful supply of affordable labor. Many Cambodians have a hunger to learn English and a desire to work for a foreign company. English is spoken (to varying degrees of proficiency) by many of the better-educated Cambodian workers. Multinationals particularly those operating in the services sector are able to conduct much of their business in the language of English. A variety of other languages are spoken, including French, Korean, Japanese and Cantonese. Foreign investors should note that dealing with a Cambodian workforce has its own unique challenges as is the case for many developing countries. Cambodians tend to be groupfocused rather than individually-minded, meaning that they work well together in teams but sometimes are reluctant to take individual ownership or responsibility over decisions. Managers have to be very clear about where responsibility lies. As with many Asian employees, Cambodians tend to defer to authority. They are reluctant to challenge or question their superiors, or to highlight potential problems. Managers have to be proactive in soliciting candid opinions and advice from their employees. According to various employer surveys, the skills that are hardest to find among Cambodian workers especially for skilled or professional positions include critical thinking, decision-making and problem-solving RESEARCH METHODOLOGY Population and interested sample were the Cambodian SMEs of business operators or owners, shareholders, relatives, or business managers an investing at least 1 years as member of Marketing Association of Cambodia in Phnom Penh, Cambodia. Total number of Cambodia small and medium enterprises (SMEs) operators who run the business at least 1 years that have bilateral investment sentiment and already have more experience with the big capital as also have more skill labor market demand that member of Marketing Association of Cambodia in Phnom Penh in Purposive Sampling is approximately 50 (Office of Marketing Association of Cambodia in 2013). Therefore, the population size should be 50. However the research target to the Cambodian small and medium enterprises (SMEs) operators and it is also very difficult to reach the whole population. Thus, the sample size should be computed by using Yamane formula as following:

6 6 YAMANE (Sarom Tem, 2012) n = N/ (1 + Ne2) n = (50 x 0.05²) By using; E = significant level (0.05 or 0.01) N = Population N = sampling By using; e = 0.05 (95 percent statistics of confidence) N= 50 n = 45 The sample size should be 45 samples so the researcher issued 45 questionnaires. Sampling Methods As the size of the population was not large, the researcher distributed 45 questionnaires to all of them. As a result, the researcher received 45 questionnaires from Cambodia small and medium enterprises (SMEs) operators who run the business in Phnom Penh, Cambodia for least 1 year. Gathered data were kept confidential and participant s information remained anonymous. The data were used for no purposes other than research study. The investigator was the gatekeeper of survey results and signed informed consent forms. The survey took pilot test participant an average of 15 minutes to complete. Data Collection The researcher selected Cambodian small and medium enterprises (SMEs) operators who run the business as member of Marketing Association of Cambodia in Phnom Penh, Cambodia at least 1 year for sample group. Instruments for collecting data in this study are directly surveys using a structured questionnaire. The collecting data procedures are described as followings; 1. Collect information in many sources such as books, journals, government public, reports and Internet. 2. Conduct questionnaires. 3. The English questionnaire are translated into Khmer for Cambodian respondents and then back translated to English in order to ensure reliability and validity of the research instrument. 4. Distribute by questionnaires to Cambodian small and medium enterprises (SMEs) operators respectively. 5. Analyze the data and test hypotheses. 6. Conclusions and recommendations A measure of Reliability refers to the degree to which measures are free from random error and therefore yield consistent results. An alpha of 0.70 or above is considered to be reliable as suggested by many researchers. The Cronbach s alpha was calculated for each variable. Overall the scale was judged to be reliable ( =0.850 > 0.7).

7 7 Population The researcher defines the criteria to measure level of variable according to the separate of five levels Likert s scale. (Chalalauck Choeichoem, 2007). Interpretation of questionnaire with 5 point scales, the interval for breaking the range in measuring each variable is calculated by: Width of the Class Interval I Extent of Importance (1) Not Important at all = (1) Not Important at all = 1 (2) Rather Unimportant = (2) Rather Unimportant = 2 (3) Moderately Important = (3) Moderately Important = 3 (4) Rather Important = (4) Rather Important = 4 (5) Very Important = (5) Very Important = 5 Width of the class interval II Extent of Importance (1) Not Confidence at all = (1) Not Confidence at all = 1 (2) Rather Unconfident = (2) Rather Unconfident = 2 (3) Neutral = (3) Neutral = 3 (4) Rather confidence = (4) Rather confidence = 4 (5) Very confidence = The researcher analyzes data variables using SPSS program to compute for the results and Descriptive and Inferential statistics were performed to describe business profile and test the established hypotheses with.05 level of significance. Data Analysis The researcher analyzes data variables using SPSS program to compute for the results. The outputs of the program have been presented in chapter five and the result of respondents would be presented as follows: 1. Descriptive statistical techniques to describe the part of Characteristics of Entrepreneur variables such as Gender, Age, Marital Status, Entrepreneurs Education Level, Current employee size by frequency and percentage. 2. Descriptive statistical techniques to describe the part of Characteristics of Enterprise variables such as type of business, period of time in business by frequency and percentage 3. Respondent s opinion on factors affecting on the right skill labor market for demand of SMEs in Cambodia as presented by descriptive statistical techniques; mean frequency, percentage and standard deviation. 4. The skill affecting on right skill labor market demand of SMEs presented by descriptive statistical techniques; frequency and percentage.

8 8 RESULTS The results of this study were presented in fifth parts as follows: Symbol of Data Analysis n = Sample size S.D. = Standard deviation Business Profile Table 1 Frequency for Characteristics of Entrepreneur factors of Sales Strategies of SMEs (n = 45) Characteristics of Entrepreneur Factors Gender Frequency Percent (%) Male Female Age less than 30 years old years old years old More than 50 years old Marital Status Single Married Entrepreneurs Education Level Higher Diploma/Association Bachelor Degree Master Degree Doctoral Degree Current employee size 6-11 employees employees employees employees More than 50 employees Total Table 1 illustrated that the majority of the respondents were gender of entrepreneur, it was found that the majority was Male which accounted for 32 (71.1%) and follow by Female which account for 13 (28.9%). Age of entrepreneur, it was found that the majority was years old which accounted 22 (48.9%). Marital status of entrepreneur, it was found that the majority was married which accounted 28 (62.2%) and follow by single which accounted 17 (37.8%). Current employee size in Business, it was found that the majority was persons which accounted for 16 (35.6%).

9 9 Figure 1: Frequency and percentage of Characteristics of Entrepreneur factors Table 2 Frequency for Characteristics of Enterprise Factors (n = 45) Characteristics of Enterprise Factors Type of business Frequency Percent (%) Import Export Import-Export Dealer Services Period of time in business 2 years years years years years years Table 2 illustrated that the majority of the respondents were type of business in Phnom Penh, it was found that the majority of respondents were service which accounted for 23 (51.1%) and follow by Import-Export which accounted for 8 (17.8%). Concerning the respondents period of time in business, it was found that the majority of respondents were period of time in 4 years which accounted for 12 (26.7%) and followed by period of time in 3 years which accounted for 10 (22.2).

10 10 Figure 2: Frequency and percentage of Characteristics of Entrepreneur factors Table 3 Means, Standard Deviations of respondent s opinion on factors affecting on the right skill labor market for demand of SMEs in Cambodia Right skill labor market for demand of SMEs Not Rather Unimportant Moderately Rather Important Very Mean S.D Level 1. Unskilled Worker 4 (8.9) 0 2.Semi-Skilled Worker (0.0) 0 3.Skilled Worker (0.0) 17 (37.8) 0 (0.0) 0 (0.0) 15 (33.3) 11 (24.4) 0 (0.0) 9 (20.0) 15 (33.3) 10 (22.2) 0 (0.0) 19 (42.2) 35 (77.8) Moderately Important Rather Important Very Important Table 3 illustrates the respondent s opinion on the important of factors affecting on the right skill labor market for demand of SMEs in Cambodia. Cambodian SMEs as right skill labor market for demand are giving moderately important in terms of the unskilled worker which accounted for 15 (33.3%) with Mean 2.64 (S.D 0.90), it were rather important in terms semi-skilled worker which accounted for 15 (33.3%) with Mean 4.18 (S.D 0.80) and also it were very important in terms of skilled worker which accounted for 35 (77.8%) with Mean 4.78(S.D 0.42). The skill affecting on right skill labor market demand of SMEs presented by descriptive statistical techniques; frequency and percentage. Table 4 Frequency and percentage of respondents classified by unskilled worker affecting on right skill labor market demand of SMEs (n = 45) Unskilled Worker Frequency Percent Little Moderately Very much Extremely Total

11 11 Table 4 identifies the majority of respondents moderately which accounted for 18 (40.0%), followed by little and very much which accounted for 13 (28.9%), Figure 3: Unskilled worker affecting on right skill labor market demand of SMEs. Table 5 Frequency and percentage of respondents classified by semi-skilled worker affecting on right skill labor market demand of SMEs (n = 45) Semi-Skilled Worker Frequency Percent Moderately Very much Extremely Total Table 5 identifies the majority of respondents very much which accounted for 28 (62.2%), followed by extremely which accounted for 16 (35.6%) and moderately which accounted for 1 (2.2%). Figure 4: Semi-skilled worker affecting on right skill labor market demand of SMEs

12 12 Table 6 Frequency and percentage of respondents classified by Skilled worker affecting on right skill labor market demand of SMEs (n = 45) Skilled Worker Frequency Percent Moderately Very much Extremely Total Table 6 identifies the majority of respondents extremely which accounted for 31 (68.9%), followed by very much which accounted for 9 (20%), and moderately which accounted for 5 (11.1%). Figure 5: Skilled worker affecting on right skill labor market demand of SMEs SURVY SUMMARY OF MAIN FINDING AND CONCLUSION The main finding about the details factors affecting on the right skill labor market for demand of SMEs in Cambodia and examine the right labor market for demand of SMEs in Cambodia in this study are given bellow: The country labor force has undergone changes in the past decade while the overall labor force participation rate increased marginally over the period. The proportion of right skill in the labor force increased significantly, lowering the gender gap in labor force participation rate. This is the party attributed to the large number of unpaid female family workers and party to the rise in wage in the SMEs sector. The development of SMEs in Cambodia is facing many challenges as follow: 1. The shortages of technicians and skilled workers are a major obstacle to accelerating SMEs in both urban and rural areas. 2. SMEs provide jobs, as they employ a total of one million people at the moment. They can also prevent money from leaving Cambodia by producing and selling products that see demand in the domestic market. The above result shows that the important of factors affecting on right skill labor market demand of SMEs. Cambodian SMEs as right skill labor market for demand are giving moderately important in terms of the unskilled worker which accounted for 15 (33.3%) with

13 13 Mean 2.64 (S.D 0.90), it were rather important in terms semi-skilled worker which accounted for 15 (33.3%) with Mean 4.18 (S.D 0.80) and also it were very important in terms of skilled worker which accounted for 35 (77.8%) with Mean 4.78(S.D 0.42). as well as The skill affecting on right skill labor market demand of SMEs as they are very much demand for semi-skilled worker and skilled worker are extremely demand for SMEs in Cambodia. REFERENCES ADB. (2002). Pre investment Study for the Greater Mekong Sub-region, East-West Economic Corridor, Industry and Industry Zones. Mandaluyong City, Philippines: Asian Development Bank. Asian Development Bank. (2008). Growth Rates in Population 2008 for Asia and the Pacific (39th ed). Mandaluyong City, Philippines: Asian Development Bank. Atkinson, K. (2012). Doing Business in Cambodia: Practical Advice for Investors. Grant Thornton Cambodia. CAMFEBA (2012). Investing and doing business in Cambodia: Essential Guide for investors. Cambodia s Special Economic zone (SEZ). (2010). Retrieved February 30, 2010 from Chap Sotharith (2012). Industrial readjustment in Cambodia, cited in industrial readjustment in Mekong River Basin Countries: Towards the AEC, edited by yashushi ueki and Teerana Bhongmakapat, BRC Research Report No. 7, Bangkok Research Centre, IDE-JETRO, Bangkok, Thailand. Hun, S. (2004). The Rectangular Strategy: Economic Policy Agenda of the RGC. Phnom Penh: Cambodia Economic Development Foundation. Ministry of Economy and Finance, Cambodia. (2009). Cambodia s Real GDP Growth Rate. Retrieved July 10, 2009, from Private sector Salary Survey , HRINC Cambodia, 2010; and unpublished HRINC survey Press Release by Economic Institute of Cambodia: EIC Maintains 6.2- percent Growth Rate Projection for 2012 The National Strategic Development Plan, Cambodia.(2006). Cambodia: Key Macro- Economic Indicators. In National Strategic Development Plan Annual Progress Report for Phnom Penh: The National Strategic Development Plan. Tsuneishi, T. (2007). Thailand s Economic Cooperation with Neighboring Countries and Its Effects on Economic Development within Thailand. Bangkok: Institute of Developing Economies (IDE) United Nations Economic Commission for Europe (UNECE). (2007). Regional Trade Integration in Central Asia: The Way to Modernize, Attract Investment and New Technologies. Geneva City: Special Programme for the Economies of Central Asia (SPECA), Second session of the Project Working Group on Trade. United Nations Economic & Social Commission for Asia & the Pacific (UNESCAP) (2008). E-business development services for small and medium enterprises (SMEs) in the Greater Mekong Subregion (GMS). Bangkok: United Nations Economic & Social Commission for Asia & the Pacific. Www. eicambodia.org

14 14 Dr. Sarom Tem, Ph.D., D.B.A & PDM Contact: Khmer, Laos, Thai and English. Tel: (855) Dr. Sarom Tem is Founder/ President of Cambodia Institute of SMEs as well Country Manager of the JVK Group as Datasafe (Cambodia) Ltd with set up trading business, Manage trading and sale of product in Cambodia, Vietnam and Laos. He has more than 15 years of experience under his belt in Business as SMEs, Supply Chain and Logistics Management, PSHE-Ms (Port Safety Heath and Environmental Management System ) and Business Development at Cambodian, Laos and Thailand. He holds a High Diploma in Business (Sales and Marketing), BA in Laos s language, BBA, MBA (SMEs) and Professional Doctorate of Management (PDM) as well as D.B.A and Ph.D. (Curriculum and Instruction). Well-development project management skills for Strategy Action Plan for Safety Heath and Environmental System and operation service Manual for Dangerous Cargo Warehouse (Lam Chabang Port, Thailand). Highly Development ability in SMEs Consultant and Business Development Consultant for Cambodia, Thailand and Lao (PDR). Extensive experience in researching, Training of trainer (TOT) and writing Business plan, report and proposal. Ability to build and maintain strong relationship with a variety of people at all levels and sectors, including SMEs sectors and NGOs. Strong prominent figure helping both the private and the public sectors in meeting the terms of good governance and efficiency, increasing competitiveness in national and international trade, and in developing corporate human resource strategy.