การพัฒนาอาชีพของบุคลากรสายสนับสนุน ในสำนักงานคณะวิทยาศาสตร์ มหาวิทยาลัยเชียงใหม่

• Main Author: พิเชษฐ์ เทพสุวรรณ์
• Other Authors: รองศาสตราจารย์ศิริพงษ์ ลดาวัลย์ ณ อยุธยา
• Format: Independent Study
• Language: Thai
• Published: เชียงใหม่ : บัณฑิตวิทยาลัย มหาวิทยาลัยเชียงใหม่ 2020
• Online Access: http://cmuir.cmu.ac.th/jspui/handle/6653943832/69102
• Institution: Chiang Mai University

The objectives of this study, Career Development of Supporting Staff in Office of the Faculty of Science, Chiang Mai University are to (1) study the career planning and career path of supporting staff; (2) analyze the need for career planning of supporting staff and (3) study the approach of career planning, career management for supporting staff in Office of the Faculty of Science, Chiang Mai University. The total sample in this study was 76 supporting staff from the Office of the Faculty of Science via questionnaires. The study results showed that: 1. Most of the supporting staff in Office of the Faculty of Science, Chiang Mai University are focusing on their career planning and career path quite a lot (x ̅ = 2.70, SD = 0.56). Supporting staff is ready and prepared for better opportunities and growth towards higher positions. 2. Most of supporting staff in Office of the Faculty of Science, Chiang Mai University need the Faculty of Science to offer a career management plan for supporting staff (x ̅ = 3.06, SD = 0.54) on all issues, whether in terms of assessing the ability of employees, 360 degree assessment, individual development plan (IDP), career path, succession plan. 3. Most of the supporting staff need the Faculty of Science to approach career management plan for supporting staff in several issues, such as performance evaluation of individual employees. The data obtained were analyzed to assess the strengths and weaknesses of each, defining core competency and functional competency of supporting staff on the basis of assessment, the preparation of clear career path for supporting staff to give a sense of security personnel, expectations in their career and know how to develop themselves further in the long term, providing information and advice to supporting staff about their career path, to determine the path of each line require rules on core competency. From the study, the researcher suggests that the Faculty of Science, Chiang Mai University did not set up clear career development of supporting staff yet. There are the Faculty of Science should to set up a clear policy and framework which sets a minimum benchmark for the development of supporting staff to provide guidance on career planning and defined career path of the supporting staff, including a set of organizational career management process for supporting staff, that will make the supporting staff understand themselves more, aware of the opportunities for advancement in their careers, incentives to progress in the work at the Faculty of Science, Chiang Mai University.