Guidelines for Enhancing Personnel Administration Efficiency through the Application of Artificial Intelligence in Secondary Educational Service Area Office Phitsanulok - Uttaradit Schools

Abstract

This research aimed (1) to investigate the current conditions and problems of personnel administration and (2) to propose guidelines for enhancing the efficiency of personnel administration through the application of artificial intelligence (AI) in schools under the Secondary Educational Service Area Office Phitsanulok Uttaradit. A mixed-methods research design was employed. The sample group consisted of 331 participants, including 57 school administrators and 274 teachers. The interview participants consisted of nine key informants, including 4 school administrators, 3 heads of personnel administration, and 2 teachers. Data were analyzed using percentage, mean, standard deviation, the Priority Needs Index (PNImodified), and content analysis.

            The findings revealed that the current conditions and problems of personnel administration, ranked from highest to lowest, were as follows: retirement and separation from government service, enhancement of personnel performance, personnel retention, recruitment and appointment, discipline and disciplinary management, and workforce planning and position allocation. The proposed guidelines for enhancing personnel administration through AI application indicated that, for workforce planning and position allocation, AI should be utilized in three key dimensions: developing job descriptions to reduce task redundancy, supporting workforce planning through interactive dashboards, and automatically generating professional promotion portfolios to reduce administrative workload and save time. For recruitment and appointment, AI-based systems should analyze applicants’ profiles, automatically screen and rank candidates, and generate legally compliant documentation with speed and accuracy. To enhance personnel performance, integrated digital platforms connecting AI with the Human Resource Information System (HRIS) should be implemented to automate task monitoring and performance tracking through real-time dashboards, thereby supporting evidence-based administrative decision-making. In the area of discipline and disciplinary management, AI should be employed to detect irregularities in real time, provide preventive guidance through AI chatbots, and compile digital evidence to support transparent and equitable personnel evaluation. Regarding retirement and separation from government service, AI systems should facilitate workforce risk analysis, accelerate succession planning and recruitment, and provide chatbot-based support for retired personnel, including financial well-being monitoring and advisory services to ensure a smooth transition. For personnel retention, AI-powered chatbots should be used to deliver welfare services, strengthen organizational communication, support employees’ mental well-being, and generate predictive analytics to enhance employee engagement and foster a positive organizational climate.