การบริหารงานบุคคลของผู้บริหารสถานศึกษา สังกัดสำนักงานเขตพื้นที่การศึกษาประถมศึกษานครนายก

Abstract

The objectives of this study were to: 1) study the current and the desired state of personnel administration of school administrators under Nakhon Nayok Primary Educational Service Area Office, and 2) study the guidelines for the development of personnel administration of school administrators under Nakhon Nayok Primary Educational Service Area Office. The population in the study included 134 school administrators under Nakhon Nayok Primary Educational Service Area Office in academic year 2019 and the interviewed informants were 8 school administrators under Nakhon Nayok Primary Educational Service Area Office holding the position for more than five years. The instruments used in the study were questionnaires and interview forms. The statistics used for data analysis were percentage, mean, standard deviation, Modified Priority Needs Index (PNI Modified), and content analysis. The research results revealed that: 1) the overall current state of personnel administration of school administrators under Nakhon Nayok Primary Educational Service Area Office was at the high level and the overall desired state of personnel administration of school administrators under Nakhon Nayok Primary Educational Service Area Office was at the highest level. 2) The guidelines for the development of personnel administration of school administrators included (1) manpower planning and positioning – analyzing information for mission and manpower needs of the institutions. (2) Recruitment and appointment – offering manpower needs, appointing and position transferring of government teachers. (3) Strengthening government efficiency through informing government teachers and education personnel of regulations, rules, and procedures. (4) Maintaining discipline by holding meetings to create understanding on the disciplinary actions for government teachers and education personnel. (5) Investigating personnel resignation to prevent any problem that may happen to the schools. (6) Setting performance evaluation as the criteria in evaluating and monitoring the government teachers and the education personnel’s performance.