Challenges and Approaches to Human Resource Management in Thai Public Sector Organizations: A Case Study of the Office of the Permanent Secretary to the Prime Minister, the Office of the Permanent Secretary for Ministry of Higher Education, Science, Resea

Abstract

Changes in economic, social, demographic, and technological contexts have inevitably posed significant challenges to human resource management in Thai public sector organizations. This academic article aims to examine the challenges and approaches to human resource management in the Thai public sector through case studies of three government agencies: the Office of the Permanent Secretary to the Prime Minister, the Office of the Permanent Secretary for Ministry of Higher Education, Science, Research and Innovation, and the Department of Provincial Administration, Ministry of Interior. These cases reflect different administrative arrangements, ranging from centralized governance to deconcentrated administration at the regional level.

This article adopts a qualitative approach based on a review of relevant literature and documents, together with in-depth interviews with human resource management practitioners in the selected agencies. The analysis indicates that the human resource management challenges faced by all three organizations share several common characteristics, including shortages of personnel in certain occupational groups, mismatches between workforce allocation and workload, generational gaps among employees, and a growing rate of retirement within a relatively short period. In addition, constraints arising from rules, regulations, and administrative structures have limited organizational flexibility in human resource development. Differences in organizational contexts and core missions further contribute to variations in human resource management approaches across agencies.

Key approaches to human resource management identified in this article include the establishment of clear career paths, position and competency-based personnel development, the promotion of organizational learning and internal knowledge transfer, the development of skills aligned with technological change, and the enhancement of motivation alongside the cultivation of positive mindsets and ethical values in public service. The findings provide useful insights for the development of policies and practices aimed at strengthening human resource management in Thai public sector organizations in an effective and sustainable manner.