Royal Thai Police Human Resource Development Strategy
Abstract
This research Studying the real conditions Creating and assessing RTP human resource development strategies. This study was a combination of quantitative and qualitative research approaches. The methodology was divided into two the following steps Studying the conditions and needs for developing human resources by using questionnaires to interview 347 and Creating and assessing human resource development strategies by using the focus group with nine academic and professional experts. The findings revealed the following: Needs for developing RTP human resource development strategies are high and personnel wanted to develop human resources and human resource development strategies consisted of the area of training and development and the area of career development. Strategy assessment results found assessments to be suitable, feasible, beneficial and accurate. Furthermore, the strategies can be implemented in official Royal Thai Police affairs.
The results of the research revealed that (1) The need for human resource development of the Royal Thai Police was at a high level and the personnel of the Royal Thai Police had a need for human resource development. (2) Human resource development strategy of the Royal Thai Police National consists of training and development. In career development and with the results of the strategy evaluation found that Is suitable The possibility The usefulness and accuracy can be used in the service of the Royal Thai Police.
Downloads
References
Jintana Boonbongkan and Nattapan Kejornnan. (2005). Strategic Management. Bangkok: Se-Ed Education
Tongchai Santiwong. (2009). Future of Human Resource Management. [Online]. Available: http://www.nidambe11.net/ekonomiz/2005q2/article2005june03p14.htm. [12 January 2019].
Dictionary, Royal Society of Thailand Edition B.E. 2542 (A.D. 1999). (2003). Bangkok: Nanmee Books Publication.
Walawan Suntornsing and Jirat Chuanchom. (2008). Human Resources Department Personnel Characteristics When Viewed by Entrepreneurs: A Case Study of Rajadevi District, Bangkok. [Online]. Available: http://dusithost.dusit.ac.th/~research/menu/abstra/abstract/social/valawan.pdf [8 April 2019].
Rangsan Prasertsri. (2006). Modern Management. Bangkok: Dhammasarn.
Office of the Civil Service Commission. (2007): Human Resource Management Competence Adaptation. Bangkok: Office of the Civil Service Commission.
Somchai Pakapatwiwat. (1999). Strategic Management. (2nd Edition). Bangkok: Amarin.
Sunanta Laohanan. (2003). Human Resource Management. Bangkok: Department of Business and Cooperatives Management, Faculty of Management Sciences, Ban Somdet Chao Phraya Rajabhat University.
Aranya Onrak. (2008). Factors Influencing Human Resource Development of Office of Disease Prevention and Control 12, Songkhla, Department of Disease Control, Ministry of Public Health, Sukhothai Thammathirat University: Nonthaburi.
David, F.R. (2009). Strategic Management: Concept and cases. (12th ed.). New Jersey: Pearson Education.
Delahaye, B.L. (2005). Human Resource Development: Adult learning and knowledge management. (2nd ed.). Sydney: John Wiley & Sons.
Dennis, R. A. (1997). Group Support Systems for the Strategic Planning. [Online]. Available: http://www.jstor.org/discover/10.2307/40398256?uid=3739136&uid=2129&uid=2&uid=70&uid4&sid=55872312833 [2562, January 8].
Dessler, G. (2005). Human Resource Management. (7th ed.). New Jersey: Prentice Hall.
Friso, D. H., Ad V. I. & Christian M. (2010). Does HRM really matter in bringing about strategic change? Comparative action research in ten European steel firms. European Management Journal, 28(1), 14.
Mathis R. L. & Jackson J. H. (2004). Human Resource Management. (10th ed.). Singapore: South Western.
Werner J.M. & Randy L.D. (2009). Human Resource Development. (4th ed.). Singapore: Thomson South-Western.
Copyright (c) 2020 Suan Sunandha Rajabhat University
This work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.
บทความที่ได้รับการตีพิมพ์เป็นลิขสิทธิ์ของ สถาบันวิจัยและพัฒนา มหาวิทยาลัยราชภัฎสวนสุนันทา
ข้อความที่ปรากฏในบทความแต่ละเรื่องในวารสารวิชาการเล่มนี้เป็นความคิดเห็นส่วนตัวของผู้เขียนแต่ละท่านไม่เกี่ยวข้องกับมหาวิทยาลัยราชภัฎสวนสุนันทา และคณาจารย์ท่านอื่นๆในมหาวิทยาลัยฯ แต่อย่างใด ความรับผิดชอบองค์ประกอบทั้งหมดของบทความแต่ละเรื่องเป็นของผู้เขียนแต่ละท่าน หากมีความผิดพลาดใดๆ ผู้เขียนแต่ละท่านจะรับผิดชอบบทความของตนเองแต่ผู้เดียว