STRATEGIES OF HUMAN RESOURCE DEVELOPMENT ACCORDING TO THE CAUSAL FACTORS TO ENHANCE INNOVATIVE WORKING BEHAVIOR OF TEACHERS IN GOVERNMENT’ S VOCATIONAL COLLEGES IN BANGKOK

Abstract

The purposes were to: 1) develop a model of causal factors affecting innovative working behavior, 2) study the current condition of human resource development, 3) develop strategies of human resource development according to the developed model and current condition, and 4) evaluate the appropriateness and possibility of the developed strategies for implementation. The sample group consisted of 1) 196 teachers in government’s vocational colleges in Bangkok to study causal factors with a questionnaire, 2) 25 teachers in the selected vocational college to study the current condition of human resource development with a questionnaire, 3) 9 head teachers and teachers in the selected vocational college to conduct a strategy development workshop with a record sheet, and 4) 5 administrators as experts in the selected vocational college to evaluate appropriateness and possibility of the developed strategies for implementation. Statistical methods used were means, standard deviation, structural equation model (SEM) analysis, and content analysis. The research results were 1) the causal model was valid and fit well with the empirical data. The social network, open mindedness, original thinking, and organizational support factors had influence on innovative working behavior, 2) the current condition of human resource development was at a high level (X ̅ = 3.70, S.D. = 1.16) while problems covered the ineffective human resource development, the lack of follow-up and systematic evaluation, and the unmatched development with development needs, 3) the strategies to enhance innovative working behavior of teachers consisted of vision, human resources development mission, 12 strategies, which were divided into 4 types of strategies, that is, SO strategy for 3 strategies, ST strategy for 3 strategies, WO strategy for 3 strategies, and WT for 3 strategies, and 4) the evaluation of the strategies’ appropriateness and possibility for implementation was at a high level (X ̅ = 4.23, S.D. = 0.81). In conclusion, human resource development strategies should start from the analysis of causal factors and all sides of organizational environment to establish appropriate and possible human resource development strategies for implementation in order to enhance innovative working behavior of vocational teachers direct to the point and developmental needs.