Kelly Services, Inc. (NASDAQ: KELYA, KELYB) is a leader in providing workforce solutions. Kelly® offers a
comprehensive array of outsourcing and consulting services as well as world-class staffing
on a temporary, contract and permanent basis. Serving clients around the globe, Kelly provides employment to
more than 550,000 employees annually.
Kelly has been at the forefront of the recruitment industry for over 60 years and has set the industry benchmark
with innovative recruitment and retention strategies. We pride ourselves on delivering a high level of customer
service and providing the right talent in accordance with our clients’ requirements. All our candidates undergo a
stringent screening process to ensure they are the best possible fit for the job.
In Thailand, Kelly partners with leading organizations and employers to provide human resource solutions tailored to
their business needs. People are important to us, therefore
we also partner with our pool of talent throughout their careers and assist them with their career growth.
All rights reserved. No part of this book may be reproduced or transmitted in any form without the written permission from Kelly Services Thailand. The information contained in the Salary
Guide is intended for educational purposes only.
Kelly Services Thailand takes no responsibility for any liabilities that emerge based on the information contained in this guide.
The Inside Track
Accounting & Financial Services
Administration & General Affairs
Engineering & Manufacturing
Healthcare & Life Sciences
Procurement, Logistics & Supply Chain Management
In recent years, there has been much buzz
around talent shortage, acquisition and
retention as well as cross-border talent
migration. There is also an increasing interest
in understanding generational differences
and employee engagement in the hopes of
solving talent-related challenges that are vital
to business growth. Among the critical factors,
compensation is often cited as a key solution
to tackling talent issues. Through this salary
guide, we aim to provide an overview of how
different professional skills, responsibilities
and qualifications are compensated. The data
is gathered from our practical experience
working with major multinational clients from a
multitude of industries. We hope that this will
be an effective benchmarking tool for you.
Our Global Workforce Survey has shown that
when it comes to making career decisions,
compensation and benefits, while an important
factor, ranks third. It is outranked by personal
fulfilment/work-life balance and personal
growth/advancement. With this in mind, we
would like to bring to your attention other
talent attraction and retention elements, such
as corporate culture, employee engagement,
career advancement plans, reputation for
innovation, and corporate social responsibility.
In this 2013/2014 edition, I am also pleased to
introduce a new segment, one that captures
valuable insights from industry insiders. We feel
that it is useful to have a realistic snapshot of the
goings-on from professionals in the
field. We would like to express our appreciation
to valued clients and candidates who have
graciously contributed their views.
We hope you are ready for an even more
heated competition for high calibre, skilled and
multi-lingual talent to drive the growth in this
increasingly important economic zone we
Kelly Services Thailand
Published economic projections indicate that
2013 looks to be a year of internal growth and
aggressive expansion towards neighbouring
countries like Myanmar, Laos and Cambodia.
Brace yourself for a positively active year ahead.
Disclaimer: Monthly salary ranges are subject to economic fluctuations. Monthly salary ranges exclude other bonuses, allowances and Employer Social Security contributions.
A copy of this guide will be available at www.kellyservices.co.th
Please visit www.kellyocg.com for other relevant white papers and reports.
The Inside Track
According to our industry experts, the general
business outlook is positive as Asia continues
on a strong growth momentum. The upcoming
ASEAN Economic Community (AEC), due
to take shape in 2015, is helping to spur the
growth of this region as companies expand or
increase their market coverage into Indochina
and Myanmar. Companies see the need to
be bolder and to be prepared to operate in
unfamiliar territories. As the borders open,
companies that are ready to compete
to ensure sustainability and continuity of growth.
Technology and social networking have become
an important channel to reach the available
talent pool. That being said, social networking
is a double-edged sword as it conversely
allows competitors and hiring companies to
reach internal talent directly. With this in mind,
talent retention is also a serious challenge that
companies need to tackle in keeping attrition
in check. Innovation and ingenuity are clearly
needed to ensure continuity and sustainability
The AEC will have direct impact on the talent
shortage situation, which is currently a major
obstacle in the growing economies of this
region. The demand of qualified and bilingual
talent has continued to increase at a rate
unmatched by the growth in local supply.
There is a critical need for organizations to reevaluate their talent acquisition tactics in order
It is worth noting that employer branding is
among the top attributes that appeal to talent.
Candidates look for the corporate profile, vision
and strategy that resonate with them. Jobseekers not only opt to take on roles that are
meaningful to them, they are also looking to
be a part of a company that upholds the same
values. Companies that play an active role in
corporate social responsibility appear to garner
Contributors: Khun Ratthanan Horanop
Schneider Electric (Thailand) Ltd.
Thaiware Communications Co., Ltd.
Khun Orathai Sae Ngow Honda Trading (Thailand) Co., Ltd.
more interest from job-seekers. Employers need
to understand generational differences in belief
systems and behaviors in order to anticipate
the needs of their workforce, and craft out the
appropriate benefits and tools to engage and
retain their employees.
From the various surveys conducted on
employees globally, financial benefits are not
the number one reason why they decide to join
or leave a company. To win the war for talent,
employers need to be ahead of the game by
understanding what makes employees tick,
create an environment and provide relevant
tools that excite high caliber talent as well as
effective enough to retain them.
Khun Jantharat Pattamaupatcha
Siam Makro PLC.