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This article aims to illustrate the next ten year trends (2018-2017) of the Senior Executive Service (SES) in the Thai public sector by employing the EDFR (Ethnographic Delphi Future Research) technique from 18 experts of the field. The research found that entering to the senior executive position is expected to be a hybrid-based system. The senior executive must be qualified by the development program and must pass the competency assessment process. For the selection and appointment process of the senior level 9 and level 10, there should be an establishment of a central agency playing a role of criteria setting, and a permanent secretary should be responsible for an appointment process. Meanwhile, the appointment of the senior executive level 11 should be processed by a committee and appointed by and a minister. The senior executive development program is expected to be arranged by both central and government agencies. It should be a competency-based, boundaryless by using technology, opened for idea exchange, and action learning. The performance review process is expected to be more completed and the performance review board is needed. The principle for compensation is still the same process as it has been done currently. The research suggests that the Thai government should develop a hybrid-based SES and all of the processes in the SES should be driven by the one stop service supervised by the central agency. But the government agencies will be decentralized in form of joint-action in an operation process.
ขอมอบลิขสิทธิ์บทความที่ได้รับการตีพิมพ์ให้แก่สถาบันเสริมศึกษาและทรัพยากรมนุษย์ กรณีมีการฟ้องร้องเรื่องการละเมิดลิขสิทธิ์เกี่ยวกับภาพ กราฟ ข้อความส่วนใดส่วนหนึ่ง และ/หรือข้อคิดเห็นที่ปรากฎในบทความ ให้เป็นความรับผิดชอบของข้าพเจ้าและผู้เขียนร่วมแต่เพียงผู้เดียว
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