Purpose

This paper aims to examine the design and implementation of age-related human resource (HR) practices across organizations located in the institutional contexts of the under-researched emerging market economy of Thailand.

Design/methodology/approach

A cross-case analysis of five organizations is conducted across industries. The empirical evidence in this paper draws on semistructured interviews and focus groups with older workers of each organization, semistructured interviews with top managers and/or HR managers of each organization, field visits to each organization located in Bangkok and other provinces in Thailand and a review of archival documents and Web-based resources.

Findings

This paper proposes that firms design and implement various age-related HR practices, including the extension of the retirement age, financial planning facilitation, the bundling of maintenance and the bundling of utilization, to ensure that older workers in their firms maintain their current level of functioning to cope with the problem of skill shortage in the Thai labor market, have sufficient savings after retirement to respond to the “productivist informal security” welfare state regime and return to previous levels of functioning after facing losses in their careers.

Research limitations/implications

Due to the fact that this research is based on case studies of age-related HR practices in five firms across industries in Thailand, the findings may not be generalizable to all other firms across countries. Rather, the aim of this paper is to enrich the discussion regarding the design and implementation of age-related HR practices in organizations. Another limitation of this research is that it does not include firms located in several industries, such as the financial services industry and the education industry. Future research may explore age-related HR practices in organizations located in these industries. Moreover, quantitative studies using large samples of firms across industries might also be useful for fostering an in-depth understanding of the design and implementation of age-related HR practices in organizations.

Practical implications

This paper provides practical implications for top managers and/or HR managers of firms in Thailand and other emerging market economies. That said, these top managers and/or HR managers can implement age-related HR practices to respond to the problem of skill shortage in the labor market, ensure that older workers have sufficient savings after retirement and help older workers return to previous levels of functioning after facing deterioration in health conditions and/or losses in their careers.

Social implications

This paper provides policy implications for the government and/or relevant public agencies of Thailand and other emerging market economies that still face a severe skill shortage problem. Older workers who possess tacit knowledge and valuable experience and are still healthy can be considered excellent alternates for firms to help alleviate the skill shortage problem in the labor market. However, firms should implement age-related HR practices to retain this group of employees overtime.

Originality/value

This paper contributes to the literature on comparative institutionalism and human resource management, specifically regarding age-related HR practices, in the following ways. First, this paper examines how firms design and implement age-related HR practices to respond to the country’s macro-level institutions. Additionally, in this paper, the author triangulates the findings from older workers with those from employers to ensure that actual HR practices perceived by older workers are in line with HR practices perceived by top managers and/or HR managers. Moreover, the literature on age-related HR practices has likely overlooked emerging market economies, including the under-researched country of Thailand, because most studies in this area have focused on developed economies. Therefore, the findings in this paper provide an in-depth analysis of the design and implementation of age-related HR practices across firms located in the emerging market economy of Thailand to respond to the national institutional context.

中文翻译：

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机构背景下公司与年龄相关的人力资源实践的设计和实施：来自泰国的证据

目的

本文旨在研究位于泰国新兴市场经济研究不足的制度背景下的组织中与年龄相关的人力资源 (HR) 实践的设计和实施。

设计/方法/方法

跨行业对五个组织进行了跨案例分析。本文中的实证证据基于对每个组织的年长员工的半结构化访谈和焦点小组，对每个组织的高层管理人员和/或人力资源经理的半结构化访谈，对位于曼谷和泰国其他省份的每个组织的实地访问以及回顾档案文件和基于 Web 的资源。

发现

本文建议企业设计和实施各种与年龄相关的人力资源实践，包括延长退休年龄、促进财务规划、捆绑维护和捆绑使用，以确保公司中的老年员工保持目前的水平。工作以应对泰国劳动力市场的技能短缺问题，退休后有足够的储蓄来应对“生产主义的非正式安全”福利国家制度，并在面临职业生涯的损失后恢复到以前的运作水平。

研究限制/影响

由于本研究基于泰国五家跨行业公司与年龄相关的人力资源实践的案例研究，因此该研究结果可能无法推广到各国所有其他公司。相反，本文的目的是丰富有关组织中与年龄相关的人力资源实践的设计和实施的讨论。这项研究的另一个限制是它不包括位于多个行业的公司，例如金融服务行业和教育行业。未来的研究可能会探索位于这些行业的组织中与年龄相关的人力资源实践。此外，使用跨行业公司的大量样本进行的定量研究也可能有助于深入了解组织中与年龄相关的人力资源实践的设计和实施。

实际影响

本文为泰国和其他新兴市场经济体公司的高级管理人员和/或人力资源经理提供了实际意义。也就是说，这些高级管理人员和/或人力资源经理可以实施与年龄相关的人力资源实践，以应对劳动力市场的技能短缺问题，确保老年工人退休后有足够的储蓄，并帮助老年工人恢复到以前的职能水平在面临健康状况恶化和/或职业生涯损失之后。

社会影响

本文为仍面临严重技能短缺问题的泰国和其他新兴市场经济体的政府和/或相关公共机构提供政策启示。拥有隐性知识和宝贵经验且身体健康的老年工人可以被视为企业的优秀替代者，以帮助缓解劳动力市场的技能短缺问题。但是，公司应实施与年龄相关的人力资源实践，以留住这组员工加班。

原创性/价值

本文通过以下方式为比较制度主义和人力资源管理的文献做出贡献，特别是与年龄相关的人力资源实践。首先，本文研究了公司如何设计和实施与年龄相关的人力资源实践以响应国家宏观层面的制度。此外，在本文中，作者将年长员工的调查结果与雇主的调查结果进行了三角测量，以确保年长员工所感知的实际人力资源实践与高层管理人员和/或人力资源经理所感知的人力资源实践一致。此外，关于与年龄相关的人力资源实践的文献可能忽略了新兴市场经济体，包括研究不足的泰国，因为该领域的大多数研究都集中在发达经济体。所以，