Personnel Potential Development in Creating Routine to Research, Phonphisai Hospital, Nong Khai Province

Abstract

Personnel potential development in creating research from full-time jobs division encounters problems in operations such as the lack of knowledge and proficiency in writing research reports, problems of instrument creation and data analysis, the incompetence of problem analysis.  The cause of the problem is due to lack of research experience, high workload was unable to do the research during working hours, no instructors or consultants. This participatory action research aimed to study the problems of requirements of personnel potential development in creating research from full-time jobs division and assessment of personnel development, those were composed of planning, operation, observation and operational reaction by applying the development assessment concept of Donald L. Kirkpatrick. The specific sample selection from supervisors and 30 interested persons, operating during October 2019 to June 2020.

     The instruments of the research were a semi-structured interview procedure, observation procedure, and knowledge assessment procedure, response questionnaire procedure and the satisfaction assessment procedure. The instrument quality analysis had a reliability of 0.79. The data were analyzed by frequency, percentage, mean, standard deviation, Paired T-Test and content analysis, including interpretation and summarization.

     The results of the research found that development according to the problems and requirements by using 3 training sessions in cooperation with practice sessions. There were learning exchanges between the researcher and the instructor. There was ongoing monitoring and assessment, with instructors providing recommendations. The results found that most of the sample groups had 50.0% of the opinions of the project management at the "more" level, followed by the "most" and "least" levels, 43.3% and 6.7% respectively. With an average score of 4.23 (S.D. = 1.01). The knowledge and skills assessment showed that before training, the sample group had an average knowledge score of 9.83 (S.D. = 2.49) and after the training the sample group had an average knowledge score of 15.57 (S.D. = 1.22).

     The comparison of knowledge scores found that after the training, the sample groups had significantly increased scores. (P-Value <0.001; 95% confidence interval of the average difference is 4.95 to 6.51). After training, satisfaction was at a high level of 53.3%, followed by "highest" and medium 36.7% and 10.0% respectively, with an average score of 4.12 (SD = 0.41). The results of personnel potential development found that there were 13 researches. The results of the 6 moral principles researches were in the progression of the analysis and the researcher was starting to do more for 10 subjects, all together were 29 subjects, representing 96.67%.

     Suggestions of the research agreed that training should be organized on official days in order to give an opportunity to inconvenient personnel on holiday training to participate in the training and the lack of subsidy for research. Furthermore, suggestions to create motivation and morale by requesting as a criterion for consideration of salary for both personal and organizations and creating a culture of appreciation of works made in the organization.