Guidelines for personnel management development to enhance knowledge, expertise and capabilities of personnel working at the Samut Sakhon Provincial Administrative Organization, Mueang Samut Sakhon District, Samut Sakhon Province

Abstract

This academic article on the development of personnel management to enhance knowledge, expertise and capabilities of personnel working in Samut Sakhon Provincial Administrative Organization, Mueang Samut Sakhon District, Samut Sakhon Province, aims to study the problems and obstacles of personnel management of Samut Sakhon Provincial Administrative Organization and study the development of personnel management to enhance knowledge, expertise and capabilities of personnel working in Samut Sakhon Provincial Administrative Organization. This research is a qualitative research using document analysis and in-depth interviews with 15 people directly involved who are key informants. The research uses a specific method, a triangulation process, and data analysis by interpreting and inductively constructing conclusions. The content analysis obtained from documents and interviews takes into account the context and uses descriptive text writing. The research results show that the problems and obstacles of personnel management of Samut Sakhon Provincial Administrative Organization can be divided into 6 areas: (1) Personnel planning, which found a lack of planning in some positions, resulting in insufficient personnel and problems with budget and cooperation from personnel. (2) Personnel recruitment, although overall there were no major obstacles, the process was still slow in some steps and future workload must be taken into account. (3) Personnel retention, which found problems with inappropriate compensation, job instability and limited promotion opportunities. (4) Personnel performance evaluation Despite the absence of major obstacles, problems in the reliability and acceptance of the evaluation results still exist. (5) Personnel development: limitations in development opportunities, inadequate training, and insufficient budget were found. (6) Personnel termination: the resignation and dismissal processes were slow and unclear. Personnel management could be developed in 6 main areas: (1) Personnel planning: increase the number of personnel and allocate a budget for personnel development. (2) Personnel recruitment: select personnel with capability and ethics and plan manpower in advance. (3) Personnel retention: provide adequate welfare, provide appropriate compensation, and promote career advancement. (4) Personnel performance evaluation: set clear and fair criteria and provide opportunities for personnel participation. (5) Personnel development: provide continuous training in line with the organizational plan. and (6) Personnel termination: reduce unnecessary steps and strictly follow regulations. The research results indicate that such an approach can systematically increase efficiency and enhance the potential of personnel in the organization.