สมรรถนะทางการบริหารของผู้อ านวยการโรงพยาบาลส่งเสริม สุขภาพต าบลในจังหวัดแม่ฮ่องสอน

• Main Author: ลัดดาวัลย์ สีทอง
• Other Authors: ผู้ช่วยศาสตราจารย์ ดร.อลงกรณ์ คูตระกูล
• Format: Independent Study
• Language: other
• Published: เชียงใหม่ : บัณฑิตวิทยาลัย มหาวิทยาลัยเชียงใหม่ 2020
• Subjects: สมรรถนะทางการบริหาร; ผู้อำนวยการโรงพยาบาลส่งเสริมสุขภาพตำบล
• Online Access: http://cmuir.cmu.ac.th/jspui/handle/6653943832/69740
• Institution: Chiang Mai University

This research aims to study the managerial competencies level of the sub-district health promotion hospitals directors in Mae Hong Son. It is to also learn about the managerial competencies level of the sub-district health promotion hospitals directors in Mae Hong Son in different context. Thirdly, it is to form human resource development plan for the position of the subdistrict health promotion hospitals directors in Mae Hong Son based on the overall and diversecontext managerial competencies of the sub-district health promotion hospitals directors in Mae Hong Son. Qualitative research methodology was applied in this study. The tools used in this study were the managerial competencies evaluation form for 71 the sub-district health promotion hospitals directors which was brought to and filled by their direct commanders who sit in District Public Health in 7 Amphoes, as well as the semi-structured interview in the in-depth interview with the policy executives of Mae Hong Son provincial public health office. The study indicated that the overall managerial competencies of the sub-district health promotion hospitals directors in Mae Hong Son is higher than the expected competencies level. The highest competencies are leadership, self-control, and strategic orientation respectively. Secondly, it is also found that the managerial competencies of the sub-district health promotion hospitals directors in different contexts is higher than the expected competencies level of all contexts. The competencies of the sub-district health promotion hospitals directors in the city are higher than of the sub-district health promotion hospitals directors in special and rural areas. Finally, the subdistrict health promotion hospitals in Mae Hong Son places long-term human resource development plan for the position of Director. It covers all procedures; from recruiting and selecting, developing managerial, administrative, and academic knowledges, as well as enhancing the required managerial competencies which are information technology and others pertaining to the competency evaluation. Staff with high performance and potential will be developed, by focusing on the operators in Amphoe, which leads to the succession plan for the position of the sub-district health promotion hospitals in Mae Hong. For the recommendations from the research result, firstly, there should be an annual managerial competencies development course, which focuses on strategic orientation, for the subdistrict health promotion hospitals directors in Mae Hong Son. Secondly, the Provincial Public Health Office should form the provincial-context-related basic curriculum for the executives, with its contents follow the criteria of the Office of the Civil Service Commission. It should also reinforce and develop the essential competencies for the sub-district health promotion hospitals directors in Mae Hong Son and the officers of sub-district health promotion hospitals to produce the efficient performance and the benefits for succession plan for the position of the sub-district health promotion hospitals in Mae Hong. For recommendations for further study, there should be the study on the competencies of public health officers of different positions in the sub-district health promotion hospitals, so it can be implemented in position management and succession plan for the position of the sub-district health promotion hospitals in Mae Hong. Secondly, quantitative research should be conducted in order to explore other factors which feasibly affect the administrative competency of the sub-district health promotion hospitals directors in Mae Hong Son; such as experience in administrative training, operational achievement, or employee engagement etc. in order to further place the development plan and leverage it for human resource management.