EMPLOYEE WELFARE MANAGEMENT GUIDELINES FOR A PRIVATE COMPANY IN KHAN NA YAO, BANGKOK

Abstract

This research article aimed to: 1) study welfare provision in a private company; 2) study welfare policies and directions; 3) study employees’ needs regarding welfare provision; and 4) study guidelines for developing an appropriate welfare system. This study employed a qualitative research methodology through data collection from 14 key informants, consisting of executives, human resource personnel responsible for communicating welfare information from executives, and operational employees. The informants were selected using purposive sampling, and the number of informants was determined based on the principle of data saturation. Data collection was terminated when no new issues emerged. Data were analyzed using content analysis through data categorization and interpretation of key issues according to the research objectives.
The findings revealed that: 1) employee welfare provision in private companies was arranged in accordance with labor laws, covering the basic rights that employees should receive, including participation in the social security system, annual leave, public holidays, and legally prescribed leave. Additional welfare benefits provided by the company beyond legal requirements included transportation allowances, group accident insurance, annual health check-ups, and bonuses. 2) Regarding the company’s welfare policies and directions, executives tended to adjust their perspective on welfare provision from viewing it as a cost to viewing it as a strategic investment, recognizing that welfare plays an important role in creating employee motivation, satisfaction, and organizational commitment, which directly affect work performance and the company’s competitiveness. 3) Regarding employees’ needs for welfare provision, employees did not view welfare merely as a basic right, but expected welfare benefits to be flexible, diverse, and consistent with the different needs of each individual. 4) Regarding guidelines for developing the company’s welfare system, the company’s welfare system was characterized by a single model for all employees. Although the company had a good foundation, it should provide opportunities for employee participation and develop the system systematically so that welfare benefits can respond to employees’ needs and the company’s objectives.