EEC and labor policy to support economic recovery (Part 2)


By salika -September 5, 2021

Here comes part 2 following the article titled “EEC and target industries. Thailand’s Hope for Economic Recovery (Part 1)” written by Suchart Pornchaiwisetkul Deputy Permanent Secretary, Ministry of Labor to tell each other about the labor policy or the development policy of “Thai labor” that is suitable to support the economic recovery plan especially in the area Eastern Special Development Zone or EEC to continue seamlessly.

Due to the recent outbreak of Covid-19 has shown that More and more businesses need to change their way of doing business based on consumer behavior with more technology, According to a Google study, trends in technology adoption for both businesses and consumers will continue after Covid-19 and will expand significantly.

In the future, as technology plays such an increasingly important role, it is a challenge for policy-making to support economic recovery, especially labor policy, which is an important factor in the economy. Therefore, there are efforts to formulate a country’s manpower development plan to support the target industries. And of course,this is mainly to support the EEC area, which has gathered the amount of labor supply during the years 2021 – 2027, with details as follows.

Manpower development projects and will be used to analyze matching with the number of labor demand in order to prepare the country’s manpower development plan to support the target industries mentioned above. But there are still some discrepancies in the analysis process for the following reasons:

The number of such labor supply is the total number of graduates and trainees. Normally, when surveying labor demand from entrepreneurs, it will specify the number of labor demand according to education level, such as vocational education, bachelor’s degree, master’s degree, etc., but will not specify that  how many trainees are required? The logic is the same as the job postings for entrepreneurs to determine the level of education and field of study. Therefore,combining the two figures into a single total will cause problems when matching with labor demand and result in a lack of real-world workforce development plans.

Graduates and trainees have different analytical logic. Because graduates are numbered once. But the trainees are already graduates and receive additional training. Over time, the same trainees may receive ongoing training which may be those in the original target industry thus causing repeated counting. And that’s why such information doesn’t reflect reality.

The author sees the initial policy making process is extremely important. therefore analyzed honestly according to academic principles. If the policy is wrong, the consequences will also be wrong.

As well, the author would like to propose a comprehensive manpower development plan. Both the issue of labor supply above and in the overview of the said plan, which will be an important labor policy that helps to fulfill the proactive labor policy in the EEC on the development of inadequate labor skills and is an important tool in the country’s recovery after Covid. -19 as follows.

The preparation of labor supply data should separate graduates and trainees.

The graduates are the main ones entering the target industries. This will make matching with labor demand according to academic principles.

As for those who have been trained, it is a supplement and is the duty of the Department of Skill Development, Especially training in emerging technologies. Because going back to study is difficult for those who have entered the labor market. Therefore, training is required to increase work potential. This information should be divided into separate sections to avoid confusion.

The preparation of training programs under the Manpower Development Plan should take into account training methods that are consistent with the real world that rely on technology.

Because of the author analyzed the training programs in the industry aimed at becoming a major force in the country’s future revitalization and directly related to the Ministry of Labor’s mission, but found that it was still a traditional training that relied mostly on lecture hall training and have limitations time and space. while today’s workforce requires technology skills that can be trained online that are more effective and responsive anytime, anywhere. But government policies do not support this form of training.

A good policy process should demonstrate a long-term vision.

 In other words, it should be a one-time policy that can produce results forever without needing to be re-organized over and over again. As for the manpower development plan above, although the period is 2021-2027, the author does not see a policy with a long-term vision other than the supply and demand figure, preparation of career plans and traditional training programs.

Especially in the field of training that is well known. It is important to continue to develop more workforce skills in the future and there is no way to quit, but the policy still sets a limited year-to-year training target. From a business perspective, this approach It’s an ineffective way. The vast majority of business plans in the tech world define the primary outcomes of the plan with two key characteristics:

Repeatable means that the plan has to produce results once, but allows the consumer to use them over and over without generating new results.

Scalable or unlimited number of subscribers without investment to create new results.

But both characteristics are not present in the country’s manpower development plan to support the target industries. This is because the training program cannot be re-trained and cannot increase the number of trainees without increasing the budget if looking back on the training method.

The author has previously proposed the idea of creating a platform. Training in the previous article which in addition to having the above two characteristics. It also serves as the center of training courses on technology essential to today’s work environment. The platform also uses the technology of today’s world to build as well.

Therefore, the author also confirms the original proposal and considers that Developing people to be an important force of the country to support economic recovery after Covid-19. The old method cannot be used. If it is carried out with the traditional method during the many challenges ahead, how can better results be expected?

For the development of people in the EEC area, there is a mechanism that can be implemented quickly because the EEC is under the Eastern Special Development Zone Act 2018 that focuses on the development of the EEC in all aspects from infrastructure. From urban development to human development, which is an important force in driving the economy.

There is also the Eastern Special Development Zone Development Fund which aims to fund the development of the area, community and people, with provisions to be used to support education in the EEC area. The development of a training model that is consistent with current technology as proposed above falls within the scope of the objectives of the  fund. And it is necessary to do more from the former EEC area has a human development model called EEC HDC, which is a good policy from focusing on developing people in the education system to meet the needs of the industry.

However, after graduation training is not yet a powerful form of continuous improvement. The author therefore proposes to the EEC to initiate a training platform as a mechanism to support the country’s future development in the future.


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