Personnel Administration in the Digital Era Based on Pāpaṇika Dhamma III of School Administrators under Loei Primary Educational Service Area Office 3

Abstract

The objectives of this research were: 1) to study the conditions of personnel administration in the digital era of school administrators under Loei Primary Educational Service Area Office 3; 2) to study personnel administration methods in the digital era based on Pāpaṇika Dhamma III of school administrators under Loei Primary Educational Service Area Office 3; and 3) to propose guidelines for developing personnel administration in the digital era based on Pāpaṇika Dhamma III of school administrators under Loei Primary Educational Service Area Office 3. This study employed a mixed-methods research design. The sample group consisted of 31 school administrators and 205 teachers, totaling 236 participants. For the qualitative study, the researcher conducted interviews with 7 key informants. The research instruments included questionnaires and interview forms, and the data were analyzed using descriptive statistics. The research results were as follows: 1. The overall level of personnel administration in the digital era of school administrators was at a high level. The aspect with the highest mean score was workforce planning and position determination, followed by recruitment and appointment, and personnel development, while the aspect with the lowest mean score was personnel termination. 2. The overall level of personnel administration in the digital era based on Pāpaṇika Dhamma III of school administrators under Loei Primary Educational Service Area Office 3 was at a high level. The aspect with the highest mean score was personnel administration based on Nissayasampanno, followed by personnel administration based on Vidhuro, while the aspect with the lowest mean score was personnel administration based on Cakkhumā. 3. The guidelines for developing personnel administration in the digital era based on Pāpaṇika Dhamma III indicated that administrators should plan workforce management by using data and technology for analysis, promote recruitment and personnel development to enhance digital skills, support competency development, knowledge exchange, and educational innovation, and implement personnel termination processes fairly, transparently, and reasonably through the use of data-based decision-making.