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This study aimed 1) to examine states of human resource management of school administrators under Buriram Provincial Office of the Non-Formal and Informal Education, 2) to compare teachers’ opinions towards human resource management of school administrators under Buriram Provincial Office of the Non-Formal and Informal Education categorized by work experience and school size; and 3) to study guidelines for developing human resource management of school administrators under Buriram Provincial Office of the Non-Formal and Informal Education. This study was divided into two phases. Phase one was to examine and compare teachers’ opinions towards human resource management of school administrators under Buriram Provincial Office of the Non-Formal and Informal Education. The samples were 205 teachers selected by stratified random sampling. The instrument used to collect the data was a questionnaire with the reliability level of .988 then the collected data were analyzed by using percentage, mean, standard deviation, t-test and one-way ANOVA. For phase two, guidelines for developing human resource management of school administrators under Buriram Provincial Office of the Non-Formal and Informal Education were investigated by interviewing five experts. Then, the collected data were analyzed by content analysis.The results were as follows:
1. Teachers’ opinions towards human resource management of school administrators
under Buriram Provincial Office of the Non-Formal and Informal Education were at a high level as a whole.
2. Comparison of teachers’ opinions towards human resource management of school administrators under Buriram Provincial Office of the Non-Formal and Informal Education categorized by work experience and school size was not different in overall and each aspect.
3. Guidelines for developing human resource management of school administrators under Buriram Provincial Office of the Non-Formal and Informal Education as suggested by the experts were that 1) in terms of recruitment aspect, school administrators should take part in considering teacher transfer since they are the person who knows the need for personnel and the context of the area, 2) for development aspect, school administrators should organize a meeting for making plan in determining working guidelines for each division and human resource development and also working, projectand action plan should be clear and cover every mission; likewise, teachers and personnel should be encouraged to involve in self-development training and pursue higher educational level in order to apply knowledge to work, 3) for personnel retention, school administrators should provide equal importance to all personnel, assign proper workload, give a chance for making comments, trust and give support to the personnel in different occasions, give advice, technique and working method and also fair evaluation in work performance should be made; and 4) in terms of utilization aspect, school administrators should determine mutual practice in school which was classified by mission in each position by enhancing understanding in the practice; moreover, advice, purposes, process and method should be clear under the supervision of the administrators. If disciplinary offenses are found, actions should be made according to the regulations in which fairness should be provided to every party. |
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