The Personnel Administration Based on the Dutiyapapanika Sutta of Phrapariyattidhamma Schools, General Education in Kalasin Province

Abstract

          The objectives of this research were: 1) to study personnel administration according to the Dutiyapāpaṇika Sutta of educational institution administrators of Phrapariyattidhamma schools, General Education Division, Kalasin Province; 2) to propose development guidelines for personnel administration according to the Dutiyapāpaṇika Sutta of educational institution administrators of Phrapariyattidhamma schools, General Education Division, Kalasin Province. This study was carried out by means of mixed-method research. The sample group was 162 administrators and teachers of Phrapariyattidhamma schools, General Education Division, Kalasin Province. The research tools were a questionnaire with a reliability value of 0.675 and an interview. Statistics used in data analysis were: Frequency, Percentage, Mean, and Standard Deviation.
          The research results were as follows:
          1) The personnel administration according to the Dutiyapāpaṇika Sutta of educational institution administrators of Phrapariyattidhamma schools, General Education Division, Kalasin Province, in overall and aspect perspectives, was statistically rated at a high level of practice. The most practiced aspect was performance appraisal, followed by workforce planning, personnel appointment, personnel maintenance, and recruitment. The least mean can be seen in the aspect of personnel development.
          2) The development guidelines for personnel administration according to the Dutiyapāpaṇika Sutta of educational institution administrators of Phrapariyattidhamma schools, General Education Division, Kalasin Province were that in terms of recruitment, personnel should be recruited with the ability to match the position. In personnel development, personnel should be encouraged to develop their potential in various fields. In terms of manpower planning, manpower should be planned to suit the potential of personnel. Regarding personnel maintenance, personnel performance outcomes should be considered without prejudice. In terms of performance appraisal, educational institutions should prepare manuals and methods for explicitly evaluating performance.