COMPETENCY DEVELOPMENT OF THE HIRED EMPLOYEES OF KHLONG SAM SUBDISTRICT ADMINISTRATIVE ORGANIZATION, KHLONG LUANG DISTRICT, PATHUM THANI PROVINCE

Abstract

This independent study aimed to explore: 1) the competency level of the hired employees of Khlong Sam Subdistrict Administrative Organization (SAO), Khlong Luang District, Pathum Thani province, 2) the development of their competency level, and 3) the guidelines on the development of their competency level. The population and the samples of this study consisted of 287 hired employees of Khlong Sam SAO, Khlong Luang District, Pathum Thani province. The questionnaire was used for quantitative data collection. The statistics used for data analysis were frequency, percentage, mean, and standard deviation. Regarding the qualitative data collection, the key informants were 10 chief executives of Khlong Sam SAO or the nominated persons. The interview form was used as a research tool. The data were analyzed using content analysis, interpretation, and descriptive summarization.

          The findings revealed that: 1) the competency level of the hired employees was overall at a high level ( = 3.78). Considering each aspect, it was found that professional coaching, consultation or other appropriate methods, and study tour had the highest mean ( = 3.86). 2) The competency level was divided into two types: core and functional competency, which were found at a high level ( = 3.77). Considering each aspect, it was found that problem-solving and active operation were at a high level ( = 3.85) while there was no correlation between the development of the hired employees and their competency level, and 3) the guidelines on the development of their competency level were as follows: more attention should be paid to study trips and various training programs provided by the public organizations, particularly the Department of Local Government Promotion; the hired employees should regularly learn from others to develop their competency; a personnel competency level should be set so that the hired employees could improve their skills or their proficiency according to their line of work, and the hired employees should apply a new body of knowledge to the effective operational priorities.