A Model of Personnel Management Sirindhon Public Health College

Abstract

The purposes of this research were to investigate the states, problems and the needs on the personnel management in Sirindhorn Public Health College , to construct a model of personnel management in Sirindhorn Public Health College , and to evaluate a model of personnel management in Sirindhorn Public Health College. The research was conducted in three steps including 1) investigating the states, problems and the needs on the personnel management in Sirindhorn Public Health College, 2) constructing and revising the model by using the focus group technique; and 3) evaluating a model by connoisseur. The sample group was 242 of administrators,instructors and personels in Sirindhorn Public Health College. Revising the model by the focus group of 17 people,Evaluating the model by connisseor of 20 people. Data was collected by using questionnaires, in-depth interviews, focus group discussions, and connoisseurship. Data analysis employed, frequency, percentage, mean, standard deviation and content analysis. 

        The research findings were follows:

        1. The states, problems and the needs of the revise on the personnel management in Sirindhorn Public Health College were perceived to be at the high level. The crucial problems were the comparison of the employee requirement at present and in the future, the provision of the compensation and other rewards excluded salary; the provision of employee development training when changing the occupation.

        2. The main components of a model on personnel management in Sirindhorn Public Health College including; 1) The personnel management which consisted of personnel management in business and in marketing, the emphasizing on individual management than on group management, and personnel instruction usage, 2) Employee acquisition which consisted of the aggressive recruitment program usage, the structured interview usage, and the secondment. 3) Rewards and compensation, which consisted of the compensation management and the privilege for performance, the provision of rewards and compensation according to strategy and main commitment of organization, and the compensation for qualification. 4) Personnel development which consisted of the personnel’s competency development, the personnel development by using new technology, and the professionals and experts development. 5) the personnel retention which consisted of the life balancing, the flexible benefit for employees, and the supportive climate and organizational culture in workplace. 6) Employee dismissal which consisted of the academic network system, the dismissed employee centre, and the construction of the merit protection team in college

        3. The result of the evaluation on the model of personnel management revealed that the most evaluators found that this model was able to be used in Sirindhorn Public Health College. The result also indicated that the appropriateness of the model was at the highest level. The probability and the advantage were perceived at the high level.