Overcoming HR Challenges in Thailand to Build A Resilient Workforce | BIPO

Common HR Challenges in Thailand

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1. Rising Prioritisation of Well-being by Employees

The rise of hybrid work models and increasing workloads have brought employee burnout and mental health challenges to the forefront. Employees today seek more than just financial security; they want work environments that prioritise work-life balance and well-being. Organisations that fail to adapt to these expectations face the risk of high turnover and disengaged teams.

A report by Michael Page shows how employee priorities in Thailand are evolving, with 40% willing to decline a promotion for better well-being. Additionally, 79% consider hybrid work the most critical factor in workplace flexibility, emphasising the growing demand for work-life balance.

Flexibility in working arrangements ranks fourth among job seekers’ top priorities, following salary, office location, and company culture. This trend is mirrored across APAC, underscoring the need for employers to go beyond financial incentives and adopt holistic well-being strategies to attract and retain top talent.

2. Finding Suitable HR Technology

A recent survey, Top Priorities for HR Leaders by Gartner reveals that 55% of HR leaders believe their current technology falls short of business needs. This leads to inefficiencies, reliance on manual processes, and a lack of data-driven decision-making. As workforce demands evolve, businesses require adaptable, scalable, and integrated HR solutions.

In Thailand, this challenge is even more pressing, with many businesses relying on outdated, fragmented, or inflexible HR platforms that fail to support evolving workforce needs.

Challenges With Existing HR Systems

• Limited Flexibility: Many existing HR systems struggle to meet diverse organisational needs, resulting in operational inefficiencies and restricted strategic growth.
• Scalability issues: As businesses expand, outdated HR systems become roadblocks, limiting workforce management capabilities.
• Lack of integration: When HR, payroll, and other business systems disconnect, it results in reduced efficiency, increased errors, and raised compliance risks, which overall impacts business stability.

3. Navigating HR Compliance

Keeping up with Thailand’s evolving labour laws, tax regulations, and government mandates can be a significant challenge. Payroll management requires precision, as minor errors in calculations such as allowances, overtime, and deductions can lead to compliance risks.

Thailand’s legal framework covers areas related to employment contracts, working hours, and benefits, as well as other important legal aspects, requiring meticulous attention from businesses. Different sectors may face unique regulatory challenges. For instance, agriculture and construction industries have specific regulations that must be adhered to alongside general labour laws.

Ensuring full compliance demands both expertise and technology-driven solutions that minimise risks and enhance accuracy.

Ways to Overcome These HR Challenges

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1. Organisational Culture Building

• Prioritise Work-Life Balance: Foster an open work environment where employees feel valued and heard. Regular check-ins, flexible policies, and mental health initiatives can significantly enhance engagement and productivity.
• Enhance Communication: Encourage transparent discussions, implement feedback loops, and create opportunities for employees to voice their concerns. These contribute to fostering a culture of trust.
• Recognise and Appreciate Contributions: Acknowledging employee efforts boosts morale and retention – 40% of employers recognise that appreciation and recognition of employees are key factors in retaining talent.

2. Leveraging the Right HR Technology

To build a strong HR foundation, businesses must prioritise technology that meets both current and future needs, enhances efficiency, and fosters innovation. Whether small or large, companies require tailored HR solutions to support their growth.

Different Needs of SMEs vs. MNCs

• SMEs require cost-effective, all-in-one platforms that simplify HR processes and optimise resources.
• MNCs need advanced multi-country capabilities, including multi-currency payroll support and compliance management for seamless global operations.

Leveraging technology like cloud-based BIPO HRMS can empower businesses of all sizes to streamline HR operations, manage payroll seamlessly, and optimise workforce management, helping businesses stay agile in a competitive market.

3. Outsourcing HR & Payroll for Efficiency

For businesses looking to optimise operations and streamline HR functions, payroll outsourcing has emerged as a strategic solution. According to PwC’s Payroll Outsourcing Study 2024, companies are turning to external payroll providers for key benefits, including cost savings, specialised expertise, improved efficiency, and reduced software maintenance burdens.

The study highlights that 56% of businesses reported increased payroll complexity as remote work arrangements have evolved post-COVID-19. These challenges reinforce the need for a payroll model that ensures accuracy, compliance, and seamless operations without unnecessary administrative burdens.

When evaluating whether to outsource payroll management to a global payroll outsourcing vendor like BIPO, businesses must consider factors such as company size, resources, and long-term growth goals.

4. Workforce Upskilling and Reskilling

As business landscapes evolve, organisations must equip employees with the right skills to stay competitive. With rapid technological advancements reshaping job roles, 50% of all employees require reskilling by 2025 to keep up with emerging trends. Upskilling and reskilling initiatives are essential for adapting to industry shifts and driving long-term growth.

How To Expand Your Business Into Thailand

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For international businesses, expanding into the Thai market presents significant opportunities but also comes with challenges, such as navigating labour laws, setting up payroll, and ensuring regulatory compliance. These processes can be complex and time-consuming, potentially delaying market entry and increasing operational risk.

Key HR and Compliance Challenges in Thailand:

• Regulatory Framework: Understanding employment contracts, statutory benefits, and local labour laws takes time and expertise.
• Payroll & Tax Compliance: Businesses must navigate different tax structures, social security contributions, and employee benefits.
• Entity Setup Costs & Time: Establishing a legal entity in Thailand can take months and involves ongoing compliance management.

For businesses navigating Thailand’s regulatory framework and payroll challenges, understanding key nuances is essential to ensure compliance and mitigate risks. Explore Mastering Payroll in Thailand: A Practical Guide for Businesses, your go-to resource for managing payroll with confidence.

Rather than managing these challenges independently, businesses can leverage Employer of Record (EOR) services to simplify market entry. EOR service providers like BIPO can help companies hire employees in Thailand efficiently without setting up a legal entity, ensuring full compliance and risk mitigation.

With the right support, businesses can scale seamlessly in Thailand, accessing top local talent while minimising compliance risks.

Conclusion

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Navigating HR challenges in Thailand requires a proactive approach that balances employee well-being, technology adoption, and compliance. Organisations that invest in modern HR solutions, cultivate a strong workplace culture, and stay ahead of legal requirements will gain a competitive edge in talent retention and business growth.

At BIPO, we understand the complexities of managing HR and compliance across diverse markets. Our tailored solutions are designed to support your business needs. Ready to take the next step? Connect with us to learn more!