GUIDELINES FOR PROMOTING PERSONNEL MANAGEMENT EFFICIENCY IN THE DIGITAL AGE BASED ON THE FOUR GHARĀVĀSA-DHAMMA PRINCIPLES FOR ROMKLAO SCHOOL GROUP UNDER THE PHRA NAKHON SI AYUTTHAYA PRIMARY EDUCATIONAL SERVICE AREA OFFICE 2

Abstract

This research article aimed to: 1) study the state of personnel management in the digital age within the Romklao School Group, 2) develop methods to promote the efficiency of personnel management based on the Four Gharāvāsa-dhamma Principles (Four Virtues for a Layperson), and 3) propose guidelines for promoting the efficiency of personnel management in the digital age based on the Four Gharāvāsa-dhamma Principles for schools under the Phra Nakhon Si Ayutthaya Primary Educational Service Area Office 2. This was a mixed-methods research, with quantitative research collected data from the entire population of 81 school administrators and teachers using a questionnaire. Data were analyzed using percentage, frequency, mean, and standard deviation. The qualitative research involved in-depth interviews with 6 key informants, and the data were processed through content analysis.

The research results revealed that: 1) The current state of personnel management in the digital age within the Romklao School Group was rated at a high level overall. 2) Methods to promote the efficiency of personnel management in the digital age based on the Four Gharāvāsa-dhamma Principles (Four Virtues for a Layperson) consisting of: (1) Truthfulness (Sacca): administrators build confidence and trust between administrators and personnel in educational institutions; (2) Self-Restraint (Dama): administrators consistently develop discipline in management; (3)  Patience (Khanti): administrators promote a culture of listening and accepting different opinions; (4) Generosity (Cāga): administrators promote teamwork and knowledge sharing. 3) Guidelines for promoting personnel management efficiency based on the Four Gharāvāsa-dhamma Principles cover five strategic dimensions: (1) Workforce planning, emphasizing prudence and foresight, analyzing workload compared to manpower needs in detail, planning covering both current and future needs to ensure sufficient and appropriate personnel; (2) Recruitment and appointment, emphasizing participation and satisfaction, giving educational institutions or agencies the opportunity to participate in proposing personnel needs, the selection process is acceptable, creating satisfaction for stakeholders; (3) Discipline and disciplinary actions, emphasizing fairness and impartiality, administrators consider merit and rewards appropriately, conducting operations transparently, without bias; (4) Performance evaluation, focus on building morale and motivation, using performance evaluation as a tool to motivate personnel to be alert. The evaluation results lead to building morale in improving and developing work to be better; (5) Personnel training and development, focus on creating motivation for self-development. Training helps create motivation in performing work, encouraging personnel to want to develop themselves continuously.