Abstract
The objectives of this research were: 1) to study the human resources development of Court of Justice Zones 6, 2) to compare the human resources development of Court of Justice Zones 6 by classifying on the personal factors, 3) to study the problems, obstacles and suggestions for the human resources development of Court of Justice Zones 6, and 4) to study the ways for the human resources development of Court of Justice Zones 6 according to the four Bhavana (Development).
This research applied the Mixed Methods Research consisting of the qualitative and quantitative research. The sample was 144 personnel at Court of Justice Zones 6 from 226 populations by the Taro Yamane formula. The tools of the research were questionnaire with the 0.979 of reliability and in-Depth interview from the nine key informants. The statistics for analysis data used Frequencies, Percentage, Mean, Standard Deviation, t-test and F-test with One Way ANOVA and Least Significant Difference: LSD)
Results of the Research
1. Overall, the level of the opinion towards the human resources development of Court of Justice Zones 6 was at the high level ( = 3.67). When considering each aspect, it arranged from the high to low level: the training ( = 3.86), the development ( = 3.64), and the education ( = 3.51).
2. The result of the comparison of the level of the opinion towards the human resources development of Court of Justice Zones 6 by classifying on the personnel factors found that the personnel having the different sex, age, degree of education, year of working, and income per month had no the different opinion towards the human resources development of Court of Justice Zones. Therefore, the hypothesis was denied.
3. The problems, obstacles, and suggestions for the human resources development of Court of Justice Zones 6 were that the training did conform to the objectives. The court had insufficient experienced person or trainer who had the ability in the personnel development. The personnel had the improper degree of education to the working. Moreover, the personnel had insufficient skill in the working. The training was not in the same direction. The trainees had insufficient intention in the training or did not bring the knowledge to cap in the working.
The suggestions were that the trainers should have the knowledge in the psychology about the personnel development, the principle of the personnel administration and the personal development with many ways. Moreover, the trainers should give the importance to the training in the personnel development to conform to the principle and concept of the training.
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