Main Article Content
The objects of this study were: (1) to study the current status of key performance indicators for judicial service officer and (2) to study the process to implement key performance indicators evaluation for judicial service officers. Sampling size consisting of Kwaeng court of 6 units and provincial court of 7 units totally 13 courts, 51 officers. These officers were separated into 4 groups. The instruments used in this research were semi-structured interviews and group participation.
The results were as follows:
1. At present, a job description describes in some positions should be specific sub-level function to describe clear performance relevant to the jobs assigned.
2. Study on the related key performance indicators of the positions Administrative Office of the Court of Justice, Region I, found that there are 7 groups Including the position of director, legal officer, case affairs officer, court officer, finance and accounting analyst, court staff and finance and accounting officer. The job description are divided into 18 position levels.
In addition, the results of the study also found that: (1) The calibration of the performance appraisal calendar is an important practice. (2) The conclusion of internal performance agreements between supervisors, who assesses the subordinates in order to by designing the detailed assessment form and set as standard internal agreement documents. (3) Formulate a process for formulating formal key performance indicators, with a focus on participation. (4) The preparation of the work control documents to be used as evidence in the confirmation of the performance and (5) The establishment of a committee to monitor and evaluate performance at the organizational level, in order to define the procedures, rules and regulations and to solve all problems.
This work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.
Academic articles, research articles, and book reviews in the Ph.D. in Social Sciences Journal are author’s opinions, and not the publisher’s, and is not the responsibility of the Ph.D. in Social Sciences Journal Philosophy Association, Ramkhamhaeng University. (In the case that research is done on human, the researcher has to be trained in Ethics for Doing Research on Human Training and has to produce the evidence of the training).
Bratton, J., & Gold, J. (2007). Human resource management: Theory and practice (4th ed.). Basingstoke, England: Palgrave Macmillan.
ElShafeey, T., & Trott, P. (2014). Resource-based competition: Three schools of thought and thirteen criticisms. European Business Review, 26(2), 122-148.
Fuangthongdang, K. (2008). Analyze outstanding work development factors to the court. Bangkok: Institute of Judge Administrative Development. [In Thai]
Hirankitti, S. (2009). Strategic human resource management concepts. Nonthabur: Sukhothai Thammathirat Open University. [In Thai]
Jangchud, T. (2010). Looking at past performance evaluation. Bangkok: Office of the Civil Service Commission. [In Thai]
Landy, F. J., & Farr, J. L. (1983). The measurement of work performance: Methods, theory, and applications. New York: Academic Press.
Levine, E. L., Sistrunk, F., McNutt, K. J., & Gael, S. (1988). Exemplary job analysis systems in selected organizations: A description of process and outcomes. Journal of Business and Psychology, 3(1), 3-21.
Mondy, R. W., Noe, R. M., & Premeaux, S. R. (1999). Human resource management (7th ed.). Upper Saddle River, NJ: Prentice Hall.
Noe, R., Hollenbeck, J., Gerhart, B., & Wright, P. (2012). Human resource management in practice. New York: McGraw-Hill.
Office of the Commission for Judicial Service. (2012). Human resource management: A guide to action of the office of the judicial. Author. [In Thai]
Poowitayapan, A. (2011). Performance management system (PLS). Bangkok: S. R. Center. [In Thai]
Phetchkul, P. (2012). Performance appraisal of judges of juvenile and family court. Bangkok: Office of Judiciary, National Justice Academy. [In Thai]
Piyasvasti, A., Srivivila, N., Kittisan, A., Chirakaing, K., Preamprapa, C., Chantanet, M.,& Kanjanaju, C. (2012). A framework for human resource management (3rd ed.). Bangkok: Pearson Education Indochina. [In Thai]
Rabi Bhadanasak Research and Development Institute. (2010). One page research Rabi Bhadanasak research and development institute B.C. 2007-2015 and academic research support. Bangkok: Author. [In Thai]
Saenthong, N. (2007). Job description modern (practical). Bangkok: H. R. Center. [In Thai]