The Development Guidelines of Three-Year Manpower Planning of Lamnaral Municipality chaibadan District in Lopburi Province

Abstract

The objectives of this study were 1) to analyze three-year manpower planning and current situation of three-year manpower planning of Lamnarai Municipality, Chaibadan District in Lopburi Province 2) to propose development guidelines for three-year manpower planning of Lamnarai Municipality, Chaibadan District in Lopburi Province. This study was a qualitative research by documentary collection, in-depth interview and focus group method. The data was collected from relevant officials in three-year manpower planning of Lamnarai Municipality, Chaibadan District in Lopburi Province both direct and indirect involvements totally 32 informants with purposive sampling method. The research instruments consisted of data recorded form, interview form and focus group discussion form. Data was examined with triangulation method. Data was described by inductive description.

The research results revealed that 1) the board committee seldom involved with three-year manpower planning of Lamnarai Municipality, Chaibadan District in Lopburi Province due to the monopoly decision making power depended upon the executive board of the municipality. Therefore, the concerned data analysis of three-year manpower planning of Lamnarai Municipality, Chaibadan District in Lopburi Province was hardly raise for consideration. Moreover, there were some limitations on knowledge and skills, responsible organs, and time in three-year manpower plan formulation. For current situation, the resulted showed that at the present time, there were continuously overloads of missions, responsibilities and public works. The organizational structure and manpower were not consistent with the implemented workloads as well as the human resource payment impacted the fiscal budget allocations. 3) the recommendations for development guidelines were there should adjust procedure and timeline for three-year manpower plan formulation, organization structure and manpower plan to align with the mission and responsibilities. Furthermore, the administration for salary remuneration expenditures and other fringe benefits should be considered at appropriate level.