9 THE MODEL OF NEW PERSONNEL ADMINISTRATION FOR ENHANCING MOTIVATION FOR WORKING OF THE TEACHERS UNDER OFFICE OF THE BASIC EDUCATION COMMISSION IN THE LOWER NORTHERN REGION THE MODEL OF NEW PERSONNEL ADMINISTRATION FOR ENHANCING MOTIVATION FOR WORKING OF THE TEACHERS UNDER OFFICE OF THE BASIC EDUCATION COMMISSION IN THE LOWER NORTHERN REGION
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Abstract
The objectives of this research were to study the components, examine the current conditions, problems, and approaches, develop a model, and evaluate the new personnel administrative model for enhancing motivation for working of the teachers under Office of the Basic Education Commission in the Lower Northern Region of Thailand. A convergent parallel mixed methods research design was used, and both quantitative and qualitative data were collected simultaneously to complement each other. The participants were informants, experts, specialists, and academics in personnel management and organizational psychology, educational administrators, school administrators, and teachers. Data collection was conducted through an interview, a questionnaire, a workshop, connoisseurship, and public hearing. The data were analyzed by using content analysis, confirmatory factor analysis, mean, standard deviation, frequency, and percentage.
The research findings revealed that the new management model consisted of 8 components: recruitment of personnel conducive to work performance, allocation of job scopes conducive to work performance, arrangement of work conditions conducive to work performance, promotion of professional advancement, development of positive relationships in educational institutions, performance evaluation based on principles of good governance, creation of work motivation, and promotion and maintenance of work discipline. In addition, it was found that the condition of the new personnel management model was at a high level. The most common problem was the allocation of sufficient personnel for operations. The proposed solutions included planning workforce requirements based on necessity and recruiting personnel through digital platforms. Also, the new personnel management model that has been reviewed in expert seminars consisted of 9 components: principles, objectives, inputs, processes, outputs, outcomes, impacts, successful conditions, and feedbacks. The model was highly accurate and appropriate. Finally, as evaluated through public hearing, the model showed the highest level of feasibility and usefulness.
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