Development of Recruitment and Selection Models to Serve District Director , Bangkok

Abstract

         The objectives of this article are: 1. To study the development of a model of recruiting and selection of civil servants for the position of district director. Bangkok through the process of studying concepts, theories and reviewing various literature Related from secondary sources (Secondary Sources), books, textbooks, journals, research papers. and electronic documents both domestically and internationally. 2. To study the development of the recruiting and selection model of civil servants to be the district director Bangkok and the aspects of leadership, competence, recruitment and selection in a qualitative way by using a focus group process with a group of experts. This is a qualitative research. Part 1 summarizes the analysis. Principles for recruiting and selecting civil servants to serve as district director Bangkok From the document research, the district director must have the characteristics that must be carried out to drive the Bangkok Metropolis in various fields, including: It is a research and explains the phenomenon as a whole. by studying and reviewing documents, concepts, theories and related research by combining with the researcher's knowledge and experience To understand the content scope of “Development of a model for recruiting and selecting civil servants for the position of district director Bangkok” Part 2 Analysis of the results Group discussion (Focus Group) to summarize guidelines for developing a model for recruiting and selecting civil servants for the position of district director 15 effective Bangkokians. Results from group discussions. Additional recommendations are as follows: The district director is more of a developer than a solution. Modern district director according to Digital 4.0 policy, district director who is a developer along with problem solving. Add an in-depth personnel processing (AI) system and a 360-degree assessment system. No change in recruiting and selection criteria. Sick There is a strategy based on the success of the personnel to consider the maturity of the personnel. Measure performance in each area while training in various courses District Director's Authority Test Write a portfolio as part of the review. There was a written investigation and an interview in the framework of the research. Rate the importance of the research. There is a school district director or district administration courses Measure physical performance for consideration Assess management in stressful conditions consider attending training and work experience assess the integrity and transparency. Conclusions. Developing a recruiting and selection model. civil servants to hold positions Bangkok Area Director a pattern has been developed continuously and create a good guideline for recruiting and selecting in the organization as the main operational And it is an important thing that should be encouraged and supported in the organization continuously. and equal