Capacity Building Guideline for Administrative Officer of Office Of Provincial Public Prosecution of Ayutthaya

Abstract

           The objectives of this research were: (1) To study the condition of performance development of administrative officer Office of the Public Prosecutor in Phra Nakhon Si Ayutthaya Province, (2) Comparison of development conditions performance of administrative officials The prosecutor's office in Phra Nakhon Si Ayutthaya Province classified by personal factors, and (3) To study the guidelines for improving the performance of administrative officials. Attorney's Office in Phra Nakhon Si Ayutthaya Province. The research was the mixed method and the quantitative research. The sample size used in this research was prosecutor in provincial area. The size was determined by calculating the sample size of Taro Yamane using stratified sampling and proportional sampling. A questionnaire was used as a data collection tool. The confidence value was .954.The statistics used in the data analysis were percentage, mean, standard deviation, place test, and one-way analysis of variance. The qualitative research collected data from interviews. The two key informants presented the research results using descriptive statistics.

          The results of the study found that (1) the condition of the development of the performance of the office administration officials; Prosecutor in Phra Nakhon Si Ayutthaya Province, it was at the highest level in the overview. (2) For office administration officials Prosecutors in Phra Nakhon Si Ayutthaya Province with gender, age, level of education, position, average monthly income operational period and different marital status; there was no difference in performance development and (3) guidelines for developing the performance of administrative officials. Local Prosecutor's Office Phra Nakhon Si Ayutthaya Province, the competent factors were included to provide training in various forms both inside and outside the organization, domestic and foreign encourage personnel to develop themselves through various methods such as sponsoring scholarships in specific fields where the organization lacks or study at a higher level. Furthermore, the performance motivation was built by rewarding those who had the good performance and behavior that were accepted by the supervisor and colleagues. Those officials were supported by allowing to use the information technology in the work system and they have to develop a model providing modern services, including the diverse, preparation of an operating manual or works in positions from those who have experience