A Development of Human Resource Management of Sub-District Municipalities in Buriram

Abstract

The objectives of this research were 1) to study a condition of human resource management of sub-district municipalities in Buriram Province, 2) to compare human resource management of sub-district municipalities in Buriram Province and 3) to study the recommendations for development of human resource management of sub-district municipalities in Buriram Province. The research methodology is a mixed methods research between quantitative research and qualitative research. In conducting a quantitative research, the sample size was 399 personnel working in subdistrict municipalities in Buriram province with stratified random sampling method; the research instrument for data collection was an open-ended form questionnaire with its reliability at 0.916; statistics used in data analysis were percentage, mean, standard deviation (S.D.), t-test and One-way ANOVA. In conducting a qualitative research, collecting data with in-depth interviews from 11 key informants consisting of mayor, municipal clerk, deputy municipal clerk, office clerk of a municipality boss, director of the social welfare division, public health technical officer, social welfare administration officer, community development officer and chief of the social work. These groups must not be a sample group in quantitative research. The acquisition of these groups comes from the use of purposive sampling and using technical analysis of context for data analysis. The research finding revealed that:         

1. The condition of human resource management of sub-district municipalities in Buriram Province in overall and each aspect was at the high level. Human resource planning was the most average, followed by human resource development, recruitment and selection and human resource awards, respectively.
2. The comparison of human resource management of sub-district municipalities in Buriram Province as classified by gender, age, marital status, education and position. It was found that the personnel with difference in gender, marital status and education were not different in human resource management, which rejected hypothesis. While those with different age and position were significantly difference at the 0.05 level, which accepted hypothesis.
3. The recommendations for development of human resource management of sub-district municipalities in Buriram Province are as follows; 1) Human resource planning; the organization should set the standard of rate determination together with determining the position according to the level of the municipality to the same standard. In case that there is a need to add more, consider it as a case. 2) Recruitment and selection; the organization should allow all personnel be involved in planning, analyze workload and manpower requirements, plan personnel to be suitable for the job and missions in each segment and be a clear separation of duties and responsibilities in an effort to create a balance between people and work to avoid overcrowding. 3) Human resource awards; the organization should establish guidelines, criteria, and assessment indicators together to be accepted on the basis of the principles of performance, knowledge, ability, responsibility, behavior, intention to work, participation in corporate activities and systematic assessment. In terms of promotion, the organization should have a public relation about the exam in order to move thoroughly. 4) Human resource development; the organization should have public relations about training and provide scholarships for further studies at the bachelor's degree level - Master's degree level thoroughly. 5) Human resource maintenance; the organization should have a system and mechanism to strengthen the good relationship between the administrators and the employees, for example, social gatherings activity, behavior dissolving activity, team building activity and activities to strengthen unity in the agency. In addition, the organization should give importance to internal communication to be accurate thorough and encourage each part/project work more harmoniously. When conflicts arise, there should be a proper conflict management.