The objectives of this research were 1) to study the human resource management of Chiang Mai Provincial Administrative Organization according to the indicators and criteria for local personnel administration in the office of the Permanent Secretary. 2) to compare the human resource management of Chiang Mai Provincial Administrative Organization that classified by personal factors. 3) to study the problems and solutions for the executives administrative organization of Chiang Mai Provincial Administrative Organization. The research used mixed research method both quantitative research method and qualitative research method. The sampling were the 253 educational staffs of the 686 total population whom are older than 20 years old in Chiang Mai Provincial Administrative Organization by using Taro Yamane formula. The data analysis performed by a computer program for social science research and following statistics: frequency, percentage, Mean and Standard Deviation for describing and testing hypotheses by the personal factors. The t-test results were the differences between the two groups. F-test was done by means of analyzing, One Way ANOVA was tested the difference of Means from the three groups upward. The test of the differences Means in each pair was done by the Least Significant Difference: LSD. The qualitative research method used the in-depth interview with the key informants and collaborating the context by the content analysis technique.
The research findings were as follows :
1) The role of the human resource management in Chiang Mai Provincial Administrative Organization was overall opinion in the high level ( =3.60), and considered the high level found in all aspects. Means arranged respectively from maximum to minimum were human resources recruitment ( =3.80), the human resources development ( =3.57), compensation and reward ( =3.57), protect and maintain human resources ( =3.51).
2) The opinion compared on the human resource management of Chiang Mai Provincial Administrative Organization classified by personal factors such as gender, age, education, occupation, and income average per year found that people with gender, age, education level had different opinion on the solution role in Human Resource Management of Chiang Mai Provincial Administrative Organization. Whereas the population who had different income and positions was found different opinion in the significance at level 0.05.The personnel who had different of sex, age, education, monthly income and marital status who have no different opinion on the Human Resource Management of Chiang Mai Provincial Administrative Organization.
3) The problems and solutions of the human resource management found that the recruitment and the employee selection did not match with the position and unqualified. The government under Chiang Mai Provincial Administrative Organization did not involve with human resource planning and rewarding. There were inequality and injustice from the employee engagement levels into the civil staff at all levels that had the workload in the organization. There were less time in human resources development and did not meet training needs assessment, including to unsafety in the office. The suggestion improved upon Chiang Mai Provincial Administrative Organization should recruit and select for the qualifications that accomplished the position. The positive rewards in moral and good governance should be motivated employees to supporting the personnel action. The human resources development should allocate many times in training with the needs in various aspects and creating a new and proper building sufficient to the personnel performance. For the improvement of Chiang Mai Provincial Administrative Organization, the executive supervisor should be paid attention to the maintenance and motivate the ethical issues by creating an ethical workplace culture continually for the future.
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