GUIDELINES FOR HUMAN RESOURCE MANAGEMENT IN SCHOOLS UNDER NONG CHOK DISTRICT OFFICE, BANGKOK METROPOLITAN ADMINISTRATION

Abstract

This research aimed to: 1) study the current and desirable conditions of human resource management in schools under the Nong Chok District Office, Bangkok Metropolitan Administration; 2) study the priority needs for the development of human resource management in schools under the Nong Chok District Office, Bangkok Metropolitan Administration; and 3) propose guidelines for human resource management in schools under the Nong Chok District Office, Bangkok Metropolitan Administration. The sample used in this research consisted of 268 teachers under the Nong Chok District Office, Bangkok Metropolitan Administration, in the academic year 2025 . They were selected using random sampling using Taro Yamane's formula. The research instruments were a questionnaire and an interview form. The statistics used for quantitative data analysis were percentage, mean and standard deviation, and the Priority Needs Index (PNI_modified). For the qualitative data were analyzed by content analysis through interviews with five experts, consisting of specialists and schools administrators with experience in human resource management, selected by purposive sampling.The research findings indicated that 1) The current conditions of human resource management in schools under the Nong Chok District Office, Bangkok Metropolitan Administration was at a high level, while the overall desirable condition was at the highest level. 2) The priority needs for the development of human resource management in schools under the Nong Chok District Office, Bangkok Metropolitan Administration consisted of five aspects: (1) workforce planning, position determination, recruitment, and appointment; (2) salary advancement and performance appraisal; (3) monitoring and evaluation of human resource planning; (4) discipline, disciplinary maintenance and punishment, and appeals; and (5) retirement from government service and personnel training and development. 3) The guidelines for human resource management in schools under the Nong Chok District Office, Bangkok Metropolitan Administration addressed the three aspects with the highest priority needs, namely, (1) Workforce planning, position determination, recruitment, and appointment: Schools should emphasize the use of information systems for systematic workforce planning, establish clear positions and responsibilities, and recruit personnel based on their knowledge, abilities, and suitability for the position in order to enhance the efficiency of human resource management and support schools in achieving their objectives with quality. (2) Salary advancement and performance appraisal: Schools should establish clear, transparent, and fair criteria and indicators for performance appraisal, communicate them comprehensively to personnel, and use the appraisal results to develop personnel competencies, create motivation, and promote continuous career advancement. (3) Monitoring and evaluation of human resource planning: Schools should establish clear systems and tools for monitoring and evaluation, provide constructive feedback, and use the evaluation results to improve human resource management and continuously develop personnel competencies in order to enhance the efficiency of educational administration.