The Participation of Personnel in PBRI Strategic Plan Development for the Year 2017-2021

Abstract

      The purposes of this research were (1) to study the levels of personnel participation in PBRI strategic plan development for the year 2017-2021, (2) to study attitude toward factors affecting participation of personnel in PBRI strategic plan developing for the year 2017-2021, and (3) to study attitude toward how to promote staffs’ participation in strategic plan developing. The population were 149 staff members of PBRI. The structured questionnaire was used to collect personnel participation and a semi-structure interview was used to collect attitude data toward how to promote staffs’ participation on strategic plan development. Descriptive statistics including percentage, mean, and standard deviation were used to describe the findings. Content analysis was utilized to describe attitude toward how to promote staffs’ participation.

            The results showed that

1. Overall, the participant who participated in PBRI strategic plan developing for the year 2017-2021 were at moderate level (M = 2.71, SD = 0.82). The results of each aspect were from high to low level as followed; Implementation aspect (M = 2.96, SD = 0.86), benefits aspect (M = 2.79 SD = 0.88), decision making aspect (M = 2.58, SD = 0.84), and evaluation aspect (M = 2.52, SD = 0.88).
2. Overall, the mean score of attitude toward factors affecting participation of personnel in PBRI strategic plan developing for the year 2017-2021 were at moderate level (M = 3.28, SD = 0.86). Considered in each factors, the mean scores on knowledge and attitude were at high level in which its higher mean scores than working environment factors (M = 3.34, SD = 0.82; M = 3.21, SD = 0.84; consecutively).
3. Regarding to attitude toward how to promote staffs’ participation for providing a guideline on promotion of staff participation in strategic plan development, participants suggested that (1) should raise awareness of responsibility in duty and personnel at all levels, (2) should encourage personnel development at all levels for improving knowledge in strategic plan and competency in operational efficiency even more, (3) should create incentives for participation including recognition, reasonable compensation and advancement in career, and (4) should develop organizational communication and information system.