A SELF-DEVELOPMENT MODEL FOR PERSONNEL AT MAHAMAKUTA RAJAVIDYALAYA FOUNDATION UNDER ROYAL PATRONAGE
Keywords:
Self-Development, Development Model, Personnel of MRFURPAbstract
Objectives of this research were: 1. To investigate the current state and challenges of self-development among personnel at the Mahamakuta Rajavidyalaya Foundation Under Royal Patronage (MRFURP) 2. To construct a model for personnel at MRFURP, and 3. To propose a self-development model for personnel at the MRFURP for evaluation of appropriateness and feasibility for organizational implementation, conducted by the mixed-methods. Data were collected through questionnaires administered to samples of 55 employees and staff members, in-depth interviews with 20 key informants who were senior-level personnel, and focus group discussions with 9 participants who were qualified experts with specialized knowledge in human resource development.
The findings revealed that: 1. Personnel exhibited varying levels of self-development practices according to age, income, and work experience. Three key dimensions of challenges affecting personnel self-development were identified: organizational climate, self-awareness, and self-actualization needs. 2. A model for personnel at MRFURP comprised six components: learning from mistakes, accepting and adapting to technology, beginner’s mind, wellness, open-mindedness, and flexibility. These components were intended to enhance work efficiency and promote sustainable organizational development. 3. The model of personnel self-development for MRFURP was both appropriate and feasible for organizational implementation. The research findings aligned with self-development theories and related studies both domestically and internationally, particularly regarding factors influencing personnel self-development and the six essential self-development processes that were discovered. The model encompassed various theoretical frameworks including self-development theory, experiential learning, technology acceptance, personality psychology, hierarchy of needs, double-loop learning, self-diagnosis, open-mindedness concepts, holistic development approaches, and psychological safety principles. This research underscored the significance of strategic personnel development planning and provided a framework for preparing human resources for future organizational advancement.
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