The Expectation Of Top-Level Management Of The Capabilities And Efficiency Of Human Resource Executive Officers: A Case Study Of Local Administrative Organizations In Phetchabun Province, Thailand

Abstract

The objectives of this study are as follows: 1) to study the expectation of the capabilities and efficiencies of human resource executive officer at the top management level of local administrative organizations and 2) to explore the guidelines for the development of the capabilities and efficiencies of the human resource executive officers at local administrative organizations. This study uses both quantitative and qualitative methods. The study found that in every organization, the HR department has the same job descriptions, such as HR planning, wage and salary evaluation, handling complaints from employees, managing the welfare of and benefits for employees, job orientation, training and development, work data and statistical records, work assessment, writing job descriptions, consulting, managing the relationship between the employer and the employees, and the development of job efficiencies. The first hypothesis testing shows that the top management level at various-sized local administrative offices has the same expectations with respect to the characteristics of human resource executive officers. The second hypothesis testing shows that the top management level at various-sized local administrative offices have the same expectations with respect to the capabilities and efficiencies of human resource executive officers. Furthermore, according to the guidelines for the development of capabilities and efficiencies of human resource executive officers at local administrative organizations, the HR executive officer must act as follows: 1) know the business orientation; 2) act as a change agent; 3) have leadership; 4) act like an advocate; and 5) function as an HR expert.