HUMAN RESOURCES MANAGEMENT OF BUDDHIST ECCLESIASTICAL OFFICIALS IN UMONG SUB DISTRICT, MUANG DISTRICT, LAMPHUN PROVINCE

Abstract

The objectives of this research aim 1) to study the management of human resources of Buddhist Ecclesiastical Officials in Umong sub-district, Muang district, Lamphun province, 2) to study the process of human resources management of Buddhist Ecclesiastical Officials in Umong sub-district, Muang district, Lamphun province, and 3) to propose the outlines of human resources management of Buddhist Ecclesiastical Officials in order to apply human resources management of Buddhist Ecclesiastical Officials in Umong sub-district, Muang district, Lamphun province. This study is based on qualitative research methodology. The researcher collected data with In-Depth-Interview by interviewing twelve Buddhist Ecclesiastical Officials in Umong sub-district, Muang district, Lamphun province.

The findings of this research as follows:

1) The management of human resource of Buddhist Ecclesiastical Officials in Umong sub-district found that the first stage of selection or acquisition of human resources of Buddhist Ecclesiastical Officials in Umong sub-district, Muang district, Lamphun province. Being an abbot or the Buddhist Ecclesiastical Officials must be over five years if the Buddhist monks are younger that five years, they will be considered according to age, year, qualification, education and other properties, the second stage of supervision and human resources management must be fair, transparent, verifiable, and assessors have to understand the evaluation criteria as well, and the final, retirement welfare or retirement in other cases such as illness or death that should support four aspects of health care, including promotion, prevention, treatment, rehabilitation.

2) The process of human resources management of Buddhist Ecclesiastical Officials in Umong sub-district found that 1. Human resources management who will be the abbots or Buddhist Ecclesiastical Officials they must be over five years if the Buddhist monks are younger that five years or more than five years or the Sangha view as proper and the faith of people view as proper have to develop the temple for prosperity, it can develop both Buddhist monks and novices to have knowledge of the discipline, 2. Small human resources award should be praised for good practice, do well and able to people-development, self-development and work-development. Sangha and motivation for organizational development, 3. Human resources management of Sangha aministration in six aspects, including governance, religious education, education, public assistance, public welfare. Sangha administration to be more effective, and 4. The maintaining human resources, the Sangha are good personnel who have component and expertise clear knowledge in each aspects, including the opportunities for Sangha. Maintenance must be based on good governance

3) To propose the outlines of human resources management of Buddhist Ecclesiastical Officials in Umong sub-district including age, year, qualification, education and other properties. The people have the respectfulness, the faith, good practice, do well and self-development, people-development, work-development, appreciation, praise, respectfulness from the people faith. The Sangha administration in six aspects, including governance, religious education, education, public assistance, public welfare by developing knowledge and ability for leading the development of Sangh