Guideline for Increasing Human Capital Management Efficiency of Suratthani Rajabhat University

Abstract

The objectives of this research were 1) to study the human capital management efficiency levels of Suratthani Rajabhat University, 2) to compare opinions on the human capital management efficiency by individual factors, and 3) to introduce the guideline for increasing human capital management efficiency of Suratthani Rajabhat University. The research applied mixed method which used questionnaires and in-depth interview with the samples which consisted of 300 staff and 11 university’s administrators in Suratthani Rajabhat University. The statistical used in this research were frequency, percentage, standard deviation, t-test and F-test.

The research results were as follow;

1. Human capital management efficiency of Suratthani Rajabhat University was at a middle level in overall ( =3.47, S.D.=0.49). When considered in each aspect, leadership practice was at the high level ( =3.65, S.D.=0.67) while other aspects were at the middle level e.g. workforce utilization ( =3.48, S.D.=0.63), learning ability ( =3.46, S.D.=0.64), employee engagement (  =3.37, S.D.=0.61) and knowledge accessibility ( =3.36, S.D.=0.66) respectively.
2. The comparison of opinions on the human capital management efficiency by individual factors found that staff with different educational level and type of personnel had different opinions with the statistical significance level of 0.05.
3. For the guideline for increasing human capital management efficiency of Suratthani Rajabhat University in terms of leadership practice, administrators had to become a role model in the workplace and manage with good governance. For employee engagement, there should be a clear linkage between performance and incentives as well as an integrity system in evaluation of operational performance. In terms of knowledge accessibility, all type of knowledge strengthen activities were required focusing on becoming a learning organization. For workforce utilization, organizational manpower plan should have clear and motivation in order to maximize the potential of human capital. In terms of learning ability, staff should be encouraged for training and developing themselves focused on their potentials as well as work mentoring and job rotation.