Journal Issues

Abstract- Since compensation is an essential tool used by organizations to reward employee performance, it also plays an important key role in attracting and retaining high-performance personnel. Effective compensation management is therefore essential to support high performance at both personnel and organizational levels, particularly within the public sector, which is responsible for public interest. However, the Thai public sector has faced considerable criticism from the public regarding its inefficiency, often attributed to an unmotivating and misaligned compensation system. This ineffective system has obstructed the ability to attract and retain high-performance personnel. As a result of this, it is vital to study trends and propose appropriate approaches for managing compensation in the Thai public sector. Thisacademicarticle aims to study the challenges in public sector compensation management in Thailand through the lens of compensation principlesalong withVroom's Expectancy Theoryand to suggest approaches for attracting and retaining high-performance personnel. The findings indicate that the main challenges include limited government budget, perceived inequities in the compensation system, and compensation schemes that fail to attract high-performance personnel. Suggested approaches include recruiting high-performance personnel, promoting equity for ability-individualized compensation, and managing compensation systems that enhance personnel's quality of life. If Thailand’s public sector can effectively reform its compensation management to align with both established principles and these identified challenges, it will be better positioned to attract and retain high-performance personnel, reduce turnover, and enhance overall organizational effectiveness.

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