การวิเคราะห์ความจำเป็นและแนวทางการพัฒนาบุคลากร สายปฏิบัติการ คณะบริหารธุรกิจ มหาวิทยาลัยเชียงใหม่

• Main Author: กิ่งกาญจน์ แสงอาทิตย์
• Other Authors: อาจารย์ ดร. อุดมโชค อาษาวิมลกิจ
• Format: Independent Study
• Language: Thai
• Published: เชียงใหม่ : บัณฑิตวิทยาลัย มหาวิทยาลัยเชียงใหม่ 2020
• Online Access: http://cmuir.cmu.ac.th/jspui/handle/6653943832/69169
• Institution: Chiang Mai University

The study of Analysis of Necessity and Development Approach for Operating Staffs, the Faculty of Business Administration, Chiang Mai University aimed to examine the current status of self development in part of knowledge, ability, and operational skill. There were also studying about the necessity for the development of training, seminar, observation trips, further education, and developing approach for operating staffs of the Faculty of Business Administration, Chiang Mai University. The samples of this research were 55 operating staffs of the Faculty of Business Administration, Chiang Mai University that the data were stored up to 100 percent and interviewing one executive of the faculty. Methods of data analysis were frequency distributions, percentage, mean, and standard deviation. The results of the study were shown as below: 1. The current status; the university officials had the development in part of knowledge, ability, and skill at a high level. The university temporary employees also had the development of knowledge and ability at a high level but the development of skill was in a middle level. 2. The university officials had the necessity for the development of training at a highest level and the following necessities were observation trips, further education, and seminar, respectively. The university temporary employees had the necessity for the development of further education at a highest level and the following necessities were seminar, observation trips, and training, respectively. 3. The faculty must have pushed the concrete policy about making Individual Development Plan (IDP) by assignment of responsibility of human resources development for the personnel department of the faculty directly. Furthermore, the faculty should focus on the development model to match the type and necessity of the staffs. The study shows that the university officials should be focused on the training model which can develop their knowledge and skill in a particular subject to apply to the jobs that are more specialized or in a higher level. The university temporary employees should be focused on using a model of further education in a higher degree. However, the faculty should consider the policy about the career stability of the university temporary employees.