ความจำเป็นในการพัฒนาบุคลากร ของสำนักงาน คณะแพทยศาสตร์ มหาวิทยาลัยเชียงใหม่

• Main Author: ปุณย์ภินันท์ วุทธีรพล
• Other Authors: อาจารย์ ดร.อุดมโชค อาษาวิมลกิจ
• Format: Independent Study
• Language: Thai
• Published: เชียงใหม่ : บัณฑิตวิทยาลัย มหาวิทยาลัยเชียงใหม่ 2017
• Subjects: การพัฒนาบุคลากร
• Online Access: http://cmuir.cmu.ac.th/jspui/handle/6653943832/39985
• Institution: Chiang Mai University

The study “Needs for Staff Development of the Secretariat Office, Faculty of Medicine, Chiang Mai University” aimed to 1) survey and analysis the state of self-development of the Secretariat Office staff at Faculty of Medicine, Chiang Mai University, 2) study the needs for staff development, and 3) examine the problems in staff development of the Secretariat Office staff at Faculty of Medicine, Chiang Mai University. The data revealed that: 1. The staff of the Secretariat Office staff at Faculty of Medicine, Chiang Mai University had a high level of self-development, including, skill development, attitude development, and knowledge development, respectively. 2. The needs for staff development of the Secretariat Office staff at Faculty of Medicine, Chiang Mai University were at a high level. The needs could be divided into 2 groups: content and activities of self-development. For the content of self-development, there were 3 skills. The first needed skill was the human skill, especially human relations. The second needed skill was the technical skill. This skill included how to choose appropriate performance techniques. The third needed skill was the conceptual skill, such as problem-solving skills, follow-up skills, and planning skills. Furthermore, it was found that the self-development activities were needed at a moderate level. In other words, the staff members needed individual self-development activities the most. 3. There were many problems in staff development of the Secretariat Office staff at Faculty of Medicine, Chiang Mai University. First of all, concerning the process, the majorities of the samples agreed that there was a lack of accurate information about the problems and the needs of the staff. In terms of the project initiation, there was a lack of continuity caused by the rotation of the administrators. Concerning the responsibility assignment, the coordinators did not have the ability in staff development at a faculty of section level. In addition, for the budget, it was found that there was insufficient fund supporting staff development activities. In terms of the follow-up and evaluation, the data indicated that there was a lack of the analysis and conclusion from the staff development activities for improvement and suggestions for the future activities. Also concerning the staff themselves, it was found that the majority of them had financial problems and did not have opportunities for self-development. Finally, the problems concerning the jobs were caused by the characteristics of the jobs and the responsibilities did not support self-development.