NEEDS ABOUT DEVELOPMENT IN POTENTIALITY OF HUMAN RESOURCE OFFICERS IN CHIANG RAI MUNICIPALITY, RESPONSIBILITY AREA REGION 3, CHIANG RAI PROVINCE

Abstract

This research aims to study the thoughts and expectations of the performance evaluation based on the principle of the good governance in the potential development and the persistence of human resource officers in Chiang Rai Municipality, responsibility area region 3, Chiang Rai Province. Population and sample are 10 people who are in charge of the administrative work of the Chiang Rai Municipality, responsibility area region 3, Chiang Rai Province. The sample was selected by using the nonprobability sampling method, and randomly selected the sample by using purposive sampling method. As the information is important, therefore it is necessary to be voluntarily provided. Data were collected by semi-structured interviews and processed the content analysis according to the study issues to assess the actual general operating conditions of the sample to achieve the research objectives. The research results showed as follows: 1) Performance evaluation using the good governance of the municipality had no compliant about the assessment of the performance appraisal because the performance is evaluated according to the rules and regulations with the steps that already well-defined, then it was clear about evaluating performance rating. In addition, the criteria for the performance evaluation also were announced before the assessment process, which the person in charge of each project and work was responsible for the evaluation. Anyway, there is still some person in charge has the opinion that the executives have used their personal opinion and feeling over the evaluation than the actual works due to the regulations. 2) Potential development needs of human resource officers in the municipality showed that the most important matters are included: personnel development and personal information of municipal employees, manpower planning, communication and work motivation, and the delegation of the person responsible for the work, which can be divided into 2 directions as follows: 1. They thought that the technology is not much used in some area of the work. And 2. They thought that there is more information technology used to apply in their work, which help the work be more efficient. The things that the person in charge would like to develop their potential are the development of regulatory study, communication, and the use of language and technology. 3. The persistence of the person responsible for the work of the municipal officials showed that the welfare is quite well incentive to remain working with the municipality because the welfare offered quite consistent with the needs of the employees. Moreover, the working environment, the management and the colleagues are the factors that maintain the persistence of the municipal officers as the part that is a supplement to the morale of the municipal employees to continue their work with the municipality.