แนวทางการพัฒนาสมรรถนะการบริหารของหัวหน้างาน สถาบันวิจัยดาราศาสตร์แห่งชาติ (องค์การมหาชน)

Abstract

The objectives of this independent study are (1) to identify managerial competencies and expected managerial competency levels of the "head of divisions" in National Astronomical Research Institute of Thailand (Public Organization) – NARIT, (2) to evaluate the current managerial competencies level of the heads of divisions, and (3) to propose guidelines for the development of managerial competencies for the head of divisions. This research study employs a qualitative research methodology. Key informants are divided into four groups: (1) the executives who supervise the heads of divisions, (2) the heads of divisions with outstanding performance, (3) the experts, and (4) the Human Resources Officer (responsible for human resource development). Data from academic documents is studied, and data is collected using 4 instruments: (1) an interview form, (2) a questionnaire, (3) an assessment form, and (4) a group interview. The findings present that the first three key MCs of heads of divisions are Problem-solving and Decision-making, Planning and Organizing, and Coaching and Developing others. The expected managerial competency level is level 4 in all competencies. When comparing the expected level of managerial competency and the current level of managerial competency of supervisors, it is found that the heads of divisions with less than 1 year and with 1-5 years in the position have current managerial competency levels lower than expected managerial competency levels in all competencies. While the heads of divisions who have worked in the position for more than 5 years have their current managerial competency at level 2, which is lower than the expected managerial competency level. The group whose managerial competency level is most significantly lower than expected is the heads of divisions who have worked in the position for less than 1 year. Therefore, NARIT should use the management competency model as criteria for recruiting and selecting suitable candidates for heads of divisions or as one of the qualifications of the NARIT heads of divisions. The result of the comparison of the above managerial competency levels should be used in the preparation of the managerial competency development plans of individual heads of divisions and the personal development plans of NARIT. The proposed management competency development guidelines derived from this research can be used as a guideline for establishing an individual supervisor's management competency development plan.