1. Principles for identification of candidates and examples of formal selection of employees.

2. Preparing employees for overseas assignments.

3. Principles of compensation and benefit schemes for overseas staff

4. The correct way to conduct orientation in Thailand and abroad.

5. Job descriptions for both domestic and overseas assignments.

6. Key Performance Indicators and the line of command.

7. Conducting orientation for newly-assigned overseas workers.

8. The “100-days” principle and examples of performance delivery and bond-building with a foreign boss and colleagues.

9. HRD that neither falls short nor exceeds, that of foreigners and Thai staff based in Thailand.

10. Identifying mentors and their duties at overseas bases.

11. How to evaluate performance, make salary adjustments, and pay bonuses.

12. How to promote overseas staff to make their rank and position comparable to local practices in their overseas market while maintaining parity with the ranking of Thai staff in Thailand.

13. Completing international assignments ahead of time or on schedule, as well as extending overseas work contracts.

14. Problems often encountered with Thais working abroad.

      • Discrepancies between welfare and benefits packages offered abroad and those offered in Thailand or other countries.

      • Causes of problems often created by Thais when working with foreigners.

      • Personal income tax and social security payments.

15. Examples of important documents required before dispatching staff to work overseas.

Dr. Tayat Sriplung,
Former Managing Director,
Watson Wyatt (Thailand)

Dr. Pattarapong Bhannasiri,
Senior Executive Assistant to Chairman,
CT Bright Holding Limited

Mr. Auaychai Sukawong,
Partner,
EnDepth Advisory Co., Ltd.