DIGITAL-ERA PERSONNEL MANAGEMENT BASED ON THE SEVEN PRINCIPLES OF NON-DECLINE APARIHANIYADHAMMA OF ADMINISTRATORS IN OPPORTUNITY EXPANSION SCHOOLS, WANG SAPHUNG DISTRICT, LOEI PROVINCE

Abstract

The study aimed to: 1) To study the current state of digital-era personnel management by administrators in opportunity expansion schools, Wang Saphung District, Loei Province.; 2) To study digital-era personnel management based on the Seven Principles of Non-Decline Aparihaniyadhamma by administrators in these schools; and 3) To propose approaches for digital-era personnel management based on the Seven Principles of Non-Decline by these administrators. The findings reveal that: 1. Current State of Digital-Era Personnel Management: Administrators' overall digital-era personnel management was found to be at a high level. When considering individual aspects, the order from highest to lowest scores was as follows: workforce planning and position determination, recruitment and appointment, performance evaluation, personnel retention, and retirement management. 2. Digital-Era Personnel Management Based on the Seven Principles of Non-Decline: Administrators' implementation of personnel management based on the Seven Principles of Non-Decline was also at a high level overall. The aspects ranked from highest to lowest were: respect for women, respect for supervisors, attention to guests, respect for places, not arbitrarily setting new rules, unity in meetings, and regular meeting attendance. 3. Proposed Approaches for Digital-Era Personnel Management: Administrators can integrate the Seven Principles of Non-Decline into digital-era personnel management across five areas as follows: 1) Recruitment and Appointment: Use technology for transparent collaborative planning, select personnel fairly through clear procedures, choose candidates with integrity aligned with organizational values, and appropriately welcome applicants; 2) Personnel Retention: Foster a warm work environment, maintain continuous communication and development, utilize technology for decision-making, ensure equality, and provide comprehensive support to personnel; 3) Workforce Planning and Position Determination: Conduct transparent workforce planning using digital data, adhere to clear criteria, allow everyone to share opinions, and address the needs of personnel appropriately; 4) Performance Evaluation: Employ online systems for monitoring and transparent feedback, involve personnel in the evaluation process, encourage development in a supportive atmosphere, and foster active participatio; and 5) Retirement Management: Follow clear procedures for managing rights and documentation, treat personnel with respect by providing complete information, and offer convenient opportunities for rights verification and inquiries.