HR Trends in Thailand 2017

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Chiraprapha Tan Akaraborworn


This study was conducted in 2016 with four main objectives: (1) to review HR trends from 2015-2017 in a global context, (2) to review future contexts in Thailand that might impact HR practices, (3) to examine HR trends in Thai leading industrials, and (4) to provide HR practitioners with recommendations for preparing for future changes and to suggest future research needs to academics in HR. A survey was distributed online and via e-mails to HR practitioners in 15 industrials with 546 responses. Nine HR functions identified by SHRM (2008) were covered: workforce planning, recruitment and selection, employee relations, compensation and benefits, performance management, training and development, career planning and development, organization development, and CSR (corporate social responsibility). The data were analyzed within each industry and then summarized across industries. The top three increasing trends were performance management, employee relations, and organization development. Under future contexts in Thailand (considering the government policy, Thailand 4.0; the Gig economy; the aging society; and artificial intelligence technology) innovative organization development and workforce planning surfaced as major roles. How to prepare and develop the workforce to support this OD approach needs more discussion among HR practitioners and researchers.


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