The Strategy of Buddhist Human Resource Development of Local Administrative Organizations in Kamphaeng Phet Province

Abstract

Objectives of this research were to: 1. Study the general context andproblems of human resource development of Local Administrative Organizations inKampangpet Province, 2. Study concepts, theories and Buddhist principles aboutthe strategy of human resource development and 3. Propose the Buddhist strategyof human resource development of Local Administrative Organizations inKampangpet Province.Methodology was mixed methods between qualitative and quantitativeresearches. The qualitative research used as the principal method collected datafrom 18 key informants, purposefully selected from experts with structured in-depth-interview script by face-to-face in-depth-interviewing and from 11 participantsin focus group discussion and analyzed data by descriptive interpretation. Thequantitative research used as supportive method, collected data from 359 samplesfrom 3,479 populations with questionnaires and analyzed data with descriptivestatistics: percentile, mean and standard deviation.Findings were as follows:1. The general context, problems and obstacles of human resourcedevelopment of Local Administrative Organizations in Kampangket were that theOrganizations did not have orientation and mentors for new employees. They hadpsychological conflict and misunderstanding. There were few training due to limitedyearly budget. Learning center or knowledge enhancing corners in the organizationswere limited. Personnel did not apply the knowledge and experience gained fromstudy tour at their work places. The organizations did not allocate welfares orbudget to support higher learning for personnel, they had to use their own fund forfurthering higher education.2. Theories and Buddhadhamma related to human resource developmentof the Local Administrative Organizations in Kampangpet were found in line withthe model of personnel development of the Civil Service Commission in :5 areas as1) orientation of general rules, regulations, orders as well as the structure of theorganization, 2) training, knowledge, understanding, skills and personnel's attitudechanging process, 3) academic promotion encouraging personnel to have broaderknowledge, being able to work various tasks, 4) study tour to enhance personnel tohave knowledge and competency to cope with globalization and 5) continuingeducation, personnel development so that they would have new and extendedknowledge. As for the Buddhadhamma related to human development is Pavana 4:1) Kayapavan, body development to be healthy and free from undesirabledeseases, 2) Sila Pavana, Precept development to have proper behavior, being ableto live with others in harmony, 3) Jitta Pavan, mental development to have goodmental health, public will, being optimistic, patient and tolerant and 4)Pannapavan, wisdom development to be energetic to learn, to comprehend allthings as they are.3. Strategies of human resources development according toBuddhachamma of the Local Administrative Organizations in Kampangpet Provincewere of 5 strategies; they were; 1) Buddhist orientation with activities to guide newpersonnel before working, personnel protection and monastery going to purify theminds, 2) Buddhist training with Buddhist undertaking and Dhamma practice ontour, 3) Buddhist academic promotion with Buddhist counseling clinic, interestingDhamma boards and social knowledge network, SKN, 4) Buddhist study tour toBuddha's birth place and 5) continuing Buddhist education promotion with SundayDhamma education, Buddhism integration with modern sciences and Dhamma E-learning.