E3S Web Conf.
Volume 284, 2021Topical Problems of Green Architecture, Civil and Environmental Engineering (TPACEE-2021)
|Number of page(s)||8|
|Section||Environmental Management and Economics|
|Published online||12 July 2021|
Development of strategic human source management model for small and medium enterprises in Thailand’s new normal life
Ramkhamhaeng University, Thailand
* Corresponding author: email@example.com
The purposes of this research were to study the condition and strategic human resource management and to develop a strategic human resource management model for small and medium enterprises(SMEs) in the new normal life era. The research model was mixed research by collecting data from the sample group in 2 parts: (1) a sample group from qualitative research by interviewing 10 entrepreneurs or executives of SMEs and focus groups consisted of 19 experts, and (2) a quantitative research sample group, 400 participants which is entrepreneurs or executives of SMEs. The research tools were interview form and questionnaire. Data were analyzed by statistics: percentage, mean, standard deviation, and Exploratory Factor Analysis: EFA. The findings revealed that: 1) Strategic human resource management for small and medium-sized enterprises (SMEs) in the new normal life era, it was found that it can be composed of all 5 components: (1)human resource planning,(2)human resource recruitment and selection, (3) employee retention, (4)human resource utilization, and (5)human resource development. The Eigen Value after rotation ranged from 6.86-12.84, the percentage variance was from 11.42-22.43 and the cumulative percentage of variance was 78.85%. 2)The result of developing a strategic human resource management model for small and medium enterprises (SMEs) in the new normal life era that must be considered from the goals of the organization by analyzing the organization’s resources from 2 parts: Resource requirements and available resources of SMEs in the new normal life era. It can lead to the transformation of resources in line with SMEs operations in the new life era and implement Change Management in the strategic human resource management process from the components of strategic human resource management for SMEsin the new normal life era with 5 main components and 15 sub-components.
© The Authors, published by EDP Sciences, 2021
This is an Open Access article distributed under the terms of the Creative Commons Attribution License 4.0, which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited.
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