Improvement of the Ministry of Defense’s Personnel Management, Based on Strategic Human Resource Management

Abstract

This research aimed to 1) explore the current practices of the Ministry of Defense’s personnel management that are not suitable for the present strategic environments and affect economic development, 2) explore strategic human resource management and personnel management practices by allied armed forces that can be applied to Thailand’s Ministry of Defense, and 3) make recom mendations for improvement. This is a qualitative research where secondary data were used and content analysis was applied.

This research found that a retirement age at 60 for all personnel and 2-year military conscription are not valid for Thai population’s structural change, resulting in the missing opportunity for human development and utilization of limited human resources. The research also found that digital disruption is a good opportunity to down-size the Royal Thai Armed Forces. The research gave an explanation of strategic human resource management and examples of personnel management practices by the allied armed forces. The research recommended that the Ministry of Defense should conduct the defense strategic review, to update defense strategy, defense management and defense organization. The research also recommended the Ministry of Defense to apply strategic human resource management and adopt a strategy of personnel development together with a strategy for flexibility.