1. Human Resource Strategies: comments by Yongyuth Chalamwong Huge excess quantity demanded gap Huge quality gap

2. Projected annual supply 25492550-22550-4 lower sec 102,266101,921101,501 Upper sec 57,095 56,903 56,668 PWC 23,111 23,034 22,939 PWS113,432112,328111,500 Degree+128,251132,885134,998

3. Projected annual demand average2550-2 new positionReplacementTotal lower sec 103,507198,363301,870 Upper sec 85,351 93,493178,844 PWC 23,446 34,924 58,370 PWS 30,940 37,135 68,075 Degree+121,160 69,799190,959

4. Projected D-S GAP 2550-22550-4 lower sec 199,949175,487 Upper sec 121,94194,528 PWC 35,336 36,731 PWS -44,252-43,696 Degree+ 58,074 35,629

5. Unemployed persons aged 18-34/year never work private employee lower sec 23,90449,794 Upper sec 24,93529,542 PWC 7,74013,793 PWS 17,49823,258 Degree+ 63,48018,486

6. Quality Gap ExpectedActualGap -Analytical thinking 3.89 2.3 1.59(41%) - IT 3.57 2.02 1.55(43%) - Language 3.38 1.93 1.45(43%) - Communication 3.74 2.42 1.32(35%)

7. Human Resource Strategies 1. Reducing excess demand gap 1.1 Increasing proportion of science-based stream from 55% to 65% 1.2 Increasing proportion of vocation student enrollment from 35% to about 50% 1.3 Setting up university consortium networks 1.4 Improve standard of education in all levels

8. Human Resource Strategies (cont.) 2. Increasing quality or reducing skills gaps 1.1 Improve education curricula to fit with sectoral needs. - Basic and Vocational educations (science- based and technology-based in basic education and dual system in vocational education.) - University (jointly developed curriculum with demanders, create excellence centers, and consortiums and offering more corporate education)

9. Human Resource Strategies (cont.) 2. Increasing quality or reducing skills gaps (cont.) 1.2 Develop short course training to existing workforces - On the job training, skill upgrading, accreditation system, training incentives and certifications. - Long distance learning and training (life long learning). 1.3 Public-private partnerships and incentive in skill development and training - Tax incentive – skill development funds 1.4 Strengthening production and service sectors to support HRD. - Support R&D and Innovations -Support career path with trainings

10. Human Resource Strategies (cont.) 2. Increasing quality or reducing skills gaps (cont.) 1.5 Making use of globalization to strengthen HRD - education networks, technology transfer via partnerships with foreign universities - reduce dependency on imported technology via multi-lateral agreements and indigenous technology development. 1.6 Building up foundation for long-term HRD - Having master plan or load map to improve quality of teachers in all levels of education and trainings

11. Human Resource Strategies (cont.) 2. Increasing quality or reducing skills gaps (cont.) 1.6 Building up foundation for long-term HRD (cont.) - Improving curricula and teaching techniques to improve intellectual capacity of students -Enhancing human resource capacity by changing from teaching how to learn to learning how to learn and emphasizing on team learning 1.6 Improving HRM by strengthening relationships among public sector, private sector and enterprises e.g. - Joint setting national targets for HRD in all levels.