1. Progressive Labour Practices Carried out by Ministry of Labour By…Mr. Kovit Buraphatanin Ministry of Labour

2. Why “changes”?  Demographic changes  ILO/FTA/Asean Integration etc.  Labour and Social Impacts  To stay competitive through the application of appropriate “Flexicurity” policies

3. Thai Labour Strategic Plans Thai Labour Practices Centred on 5 Strategic Plans (5 S)  Security  Safety  Satisfaction  Specialization  Specification Aiming to promote competitive workplace/workforce

4. Security Elements included  Sound and Practical Legal and regulations framework that ensure workers’ rights and labour harmony  Extension of Social Protections to cover informal and vulnerable labour force  Promoting of work-life harmony and fair employment practices

5. Safety  Creating safe-healthy workplace  Incentives provided as motivations  Promote safety network and participations

6. Satisfaction Aiming to get harmonious Industrial Relations through promotions of Tripartite Partnership which include  Responsible Workforce  Responsible Employer  Responsible Trade Union

7. Goal of Tripartite Cooperation Efforts should focus and turn the adversarial relationship and mutual tolerance to cooperative relationship and synergistic partnership

8. Responsible Trade Unions  Seek amicable settlement of disputes  Support and take active involvement in workers training and development  Enhance workers interest either on mgt’ s support or workers' own  Play active roles in tripartite collaboration to address and tackle employments issues

9. Responsible Employer  Fair rewards to responsible workforce in particular their contribution and performance  Compliance with employment laws and regulations  Sharing information with workers and Trade Unions  Adoption of fair employment practices***

10. Thai Labour Standard (TLS 8001-2003) Effective since 2003

11. What is it? It is a set of standard requirements aiming to provide decent working conditions to employees, based on labour laws and other relevant standards including ILO. It is introduced and initiated by MOL and jointly supported by employers and other partners to enhance competition in the World Market.

12. Specialization Aiming to promote Lifelong employability through skill trainingWhy Lifelong Skill Training  Cost competition  Structural unemployment  Decline of lifelong jobs  Increased uncertainty  Volatile business cycles  Narrow income gap  Employees need to work longer in order to save more

13. Essential Skills Provided  Pre-employment Skill Training  Upgrade Skill Training PEST = aim to enhance competitiveness of employees and job seekers (in particular) UGST = aim to enhance employability of the existing employees through continual upgrade training

14. Measure and Mechanism enhancing employability  Labour Skill Standard  Skill Standard Testing  Promotion of wage determination based on skill standard  Promotion of Training Network  Promotion of Skill certified system to safeguard the consumers  Promotion the setting up of village skill labour

15. Specification Aiming to support and promote HRD to match and meet the market demand through :  Development of career guidelines and career path based on market  Develops skills to serve the shortage sectors  Accelerate development of employment services both public and private agencies based on changing pattern of employment by using IT

16. The end