THE PERSONNEL ADMINISTRATION BASED ON THE FOUR BALA PRINCIPLES BY EDUCATIONAL ADMINISTRATORS AT OPPORTUNITY EXPANSION SCHOOLS IN NONSANG DISTRICT, NONG BUA LAMPHU PROVINCE

Abstract

This research aimed to: 1) study the state of personnel administration by educational administrators at opportunity expansion schools in Non Sang District, Nong Bua Lamphu Province; 2) explore personnel administration based on the four Bala principles by these administrators; and 3) propose guidelines for personnel administration according to the four Bala principles at these schools.  The research results were as follows: 1. The opinions on the personnel administration by educational administrators at opportunity expansion schools in Non Sang District was found to be at the highest level. The individual aspects ranked from the highest to the lowest means were: disciplinary actions and terminations, planning workforce ratios, performance evaluations, and recruitment and appointment. Therefore, improvements are recommended in the recruitment and appointment processes. 2. Regarding the application of the four Bala principles in personnel administration at these schools, the administrators and educational staff hold very positive views at the highest level. These principles, ranked from highest to lowest impact, are Viriya-bala, Panna-bala, Sangaha-bala, and Anavajja-bala. 3. Development guidelines for personnel administration based on the four Bala principles at these schools include: (1) in workforce planning, administrators should use detailed job analysis or Viriya-bala to define appropriate personnel numbers and propose welfare programs and supportive activities according to Anavajja-bala. (2) In recruitment and appointment, administrators should specify necessary qualifications and skills for job positions, analyze these positions, and plan human resources in line with Viriya-bala. (3) In termination, administrators should provide knowledge, support, and counseling using Panna-bala to ensure that personnel understand and are mentally prepared for departure, with Viriya-bala supporting this process. (4) In performance management, administrators should create a developmental-focused evaluation process that supports the growth of skills and capabilities of staff, aligning with Viriya-bala. (5) In disciplinary actions and penalties, administrators should focus on opportunities for behavior and performance improvement, making decisions using Panna-bala to ensure appropriate and developmental rather than punitive actions according to Sangaha-bala.