Empowering Career Adaptability and Learning Preferences for Thai Working Adults In S-Curve Industries

In the midst of ongoing disruptive technological change, skills will become obsolete faster while the demand for job skills is predicted on uncertainty. This research aims to examine perception regarding career adaptability and preferences in reskilling and upskilling among Thai adults working in industries with intensive innovation, technology, and value‐based, or S‐Curve industries. The study approached adults from six industrial clusters using the snowball sampling technique. Data collection was conducted online through semi‐structured, in‐depth interviews. Based on content analysis, identification of themes within qualitative data was framed by concept of career adaptability. The findings indicated career concern stemming from global market competition and technological transformation. Within small‐medium companies, where a largely self‐reliant work environment prevailed, participants’ concerns focused on the ability of multi‐skilling to enhance proficiency in their core functions. Individuals in small manufacturing companies specifically addressed the opportunities accompanying concerns regarding the development of human skills that remain irreplaceable by technology. In the aspect of career control and curiosity, participants expressed the need for vertical development in technical knowledge and skills, along with the acquisition of technology‐related competencies and soft skills. The later was emphasized as a crucial skillset for workers across employment sectors and company sizes, particularly where cross‐ functional collaboration was required. Participants had preferences in self‐paced learning mode via online resources as they expected flexible and personalized learning. However, in‐person activity was more interesting option to acquire knowledge and skills that should be hands‐on experience and demonstrate tangible evidence of learning.

Learning units, short courses, and modular‐based programs that provide non‐degree credentials or certification deemed beneficial for individuals exploring job transition or pursuing cross‐functional roles. On the other hand, degree programs deemed appealing to those whose qualifications did not align with their current job positions. Participants’ career confidence was supported in functional competency that directly tied to a company’s products and services. While in‐company training courses were generally available for employees, opportunities for the development of soft skills were comparatively scarcer. This study would discuss the corporate culture within the employment sector as an enabling factor for fostering personnel development. The research implication would provide guidelines for the organizational support to enhance employees’ career adaptability and for Thai higher education institutions to use online learning in response to the adaptive needs of the targeted adult workforce.