Public Policy, Strategic Planning, and Strategic Management of Human Resource Management in Driving Good Labour Practices (GLP) for Migrant Workers
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Abstract
Background and Objectives: Migrant workers play an important role in filling workforce shortages in Thailand. However, they continue to face challenges in receiving protection under international labor rights principles, particularly regarding employment rights, welfare, occupational safety, and access to fair grievance mechanisms. This academic article aims to analyze and synthesize the role of human resource (HR) managers in advancing Good Labour Practices (GLP) by linking public policy, planning, and strategic management, and to propose practical approaches for translating labor protection principles into enterprise practices.
Methods: This article reviews, analyzes, and synthesizes academic literature, labor standards and conceptual frameworks, documents from international organizations, and relevant case studies. It focuses on the relationships among GLP, Human Rights Due Diligence (HRDD), the OECD risk-based due diligence approach, and the strategic role of HR managers to develop practical guidelines for migrant worker management.
Results: The synthesis indicates that HR managers play a crucial role in translating GLP principles and labor rights standards into organizational management systems. Key components include establishing clear and transparent labor policies; communicating information in accessible languages; developing monitoring and risk assessment processes for labor and human rights issues throughout the supply chain; fostering ethical leadership and culture; integrating labor and human rights indicators into organizational performance; promoting worker and civil society participation; and establishing safe, accessible, multilingual grievance mechanisms. Third-party audits and disclosure of labor rights practices can further enhance organizational transparency, accountability, and credibility.
Application of this study: The synthesized knowledge can serve as a framework for HR managers, enterprise executives, and policymakers in designing migrant worker management systems that align labor standards with organizational strategy. Applications include policy formulation, recruitment and employment, welfare provision, communication of labor rights, risk monitoring, grievance handling, auditing, and reporting. The framework can also support future empirical studies and further knowledge development.
Conclusions: The protection of migrant workers’ rights and welfare should not be limited to legal compliance or minimum requirements but should be integrated into human resource management systems and organizational strategies. HR managers therefore link public policy, international standards, and workplace practices. Advancing GLP alongside HRDD and risk-based due diligence can help organizations develop transparent, accountable labor management systems that respect human dignity and support sustainable labor management.
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