The objectives of this research were; 1) to study the general condition and
the need of the Human Resource Development of the Non-Formal and Informal
Education Promotion Office, Bangkok Metropolitan, 2) to study the development of
human resources according to Buddhadhamma of the Non-Formal and Informal
Education Promotion Office, Bangkok Metropolitan and 3) to propose the strategy of
the Human Resource Development Strategy according to Buddhadhamma for the
Non-Formal and Informal Education Promotion Office, Bangkok Metropolitan.
The methodology identified mixed method between the qunalitative and
quantitative research methods. The qualitative research collected data from 16 key
informants, purposefully selected collecting data by face-to-face in-depthinterviewing
with the structured in-depth-interview. Data were analyzed by
descriptive interpretation. Data were also collected by focus group discussion with 10
participants. Data were also analyzed by descriptive interpretation. The quantitative
research collected data with questionnaires from 234 samples, derived from 625
populations, analyzing data with descriptive statistics as frequency, percentile, mean
and standard deviation, SD.
Findings were as follows:
1. In general condition and the need of the Human Resource
Development Strategy of the Non-Formal and Informal Education Promotion Office,
Bangkok Metropolitan were that "human” was the most important key to success or
failure of any organizations If human were the qualitative and efficient resources,
human would drive the organizations to success. So there were needs to create
human resources to be good at learning, to be right for the jobs. The Non-formal and
Informal Education Promotion Office, Bangkok Metropolitan had sufficient budget to
promote learning , communication, English usage at the moderate level
2. The human resources development according to Buddhadhamma of
the Non-Formal and Informal Education Promotion Office, Bangkok Metropolitan
were that Buddhadhamma was to keep in minds and to follow by all administrators
teachers, staff, and the students. Human resource training should attend the
Dhamma camps that applied Bavana 4 in training. Buddhdhamma would socialize
man to full human, generate knowledge and wisdom, inducing the job efficiency in
the organizations, At the same time the organizations would gain good, capable and
happy persons in the organizations. The Non-Formal and Informal Education
Promotion Office Office, Bangkok Metropolitan had strong, determining and devoting
human resources. The Office opened the opportunity for human resources to
participate in Buddhist activities were at high level and human resource
development according Buddhadhamma was at moderate level.
3. The human resources development strategy according to
Buddhadhamma of the Non-Formal and Informal Education Promotion Office,
Bangkok Metropolitan were that there were strategic planning for practice, collective
setting of the target, further education, need assessment before implementing
according to the needs. Physical strength development to be fit for the jobs.
Performing own duties to the fullest. Mental health development to be optimistic,
positive thinking towards the organizations, public will to understand things as they
were as to generate new knowledge. The strategy for human resources development
of the organizations according to Bavana 4 was at high level as;
3.1 Strategy 1 Physical development; knowing being, eating, practicing,
appropriate dressing, living and learning together sufficiently, physical check-up to be
strong and healthy, exercise and playing sports, always knowing the body movement,
tolerance practice to be punctual, Personnel in the organizations always develop
and improve learning from works, from experiences and from problems.
3.2 Strategy 2 Sila developments; to train people to have discipline to
know “what is and what is not”, to have direction to move to the target together, to
have full responsibility, working with full sufficiency and honesty, sacrifice for the
public, listening to the right recommendations .
3.3 Strategy 3 Mental development; personnel with public will, service
minded and good human relations, satisfied with own career, working as planned
towards the goal, performing assigned duty with good intension, good concentration
on the jobs, performing and following-up duties with Dhamma application
3.4 Strategy 4 Intelligence development to ‘be able to think and to
do’, learning by doing, comprehending the direction of work, setting the vision of the
organizations to practice, work performance enhancing, systematic thinking,
performing duty with carefulness, solving problems with cause and effect,and
intelligence training for creative thinking that leads to solve any problems. |
