high-potential staff by offering more opportunities for career advancement such as secondment opportunities abroad, adjusting work environment to better suit younger generation’s needs and values, as
promoting their audit staff to the mid- and high-level management positions. In addition, firms with unclear career advancement would discourage their staff from staying invested with the firms in a long run
related to the accounting professions. These activities contributed to the advancement of the financial reporting quality of the entities in the Thai capital market to be on par with international standards
quality in these areas. The root cause analysis on some audit firms’ continual lack of the ability to fully remediate their deficiencies revealed a scarcity of experienced and competent staff to assume
program for auditing difficult and complex areas, staff training limited to theoretical lectures and lack of case study on issues requiring professional judgement and professional skepticism, particularly
prepaid commission, offset by higher costs of content. SG&A expenses were Bt6,336mn increasing 17% YoY from higher marketing expenses and staff cost but flat QoQ due to softened market expenses. • Marketing
. - Require the resigning staff with the employment with assurance clients to notify the firm in advance – usually in the wider timeframe than the resignation in normal circumstances – to enable the firm with
postpaid segment. This has resulted in a reduction of %marketing expenses to total revenue from 11% in 2016 to 6.3% in 2017. • General admin expenses were Bt12,424mn increasing 5.2% YoY due to higher staff
Community (AEC), and the advancing digital age amid the rapid pace of technological advancement, thus leading to changing customer behavior, regulatory changes and life platform-driven competition. Given the
where advancement is needed. It is recommended that investors refer to the accompanying ICAPs Guidance document for more detailed information on how to implement the encouraged actions set in the