แนวทางการพัฒนาสมรรถนะด้านการบริหารงานของผู้บริหารระดับกลาง ของโรงเรียนเอกชนสอนศาสนาอิสลามในเขตอำเภอบันนังสตา

Abstract

Competency in personnel work is considered one of the essential tools in personnel development to be ready regarding knowledge, skills, expertise, and other characteristics necessary for the position. This Mixed Methods Research in the form of sequential exploratory design aimed to 1) To analyze the necessary competencies for middle-level administrators. 2) To analyze the factors affecting necessary competencies for middle-level administrators and 3) To present guidelines for developing necessary competencies for middle-level administrators. This research utilized mixed method research in the form of sequential exploratory research form by beginning from qualitative research in the form of focus group discussion followed by quantitative research in the form of survey research. Besides, the guidelines were also presented by qualitative research in the form of an expert review. Participants were 8 middle-level administrators from 2 schools in the Bannangsata District, and the sample group consisted of 150 Islamic private school teachers. According to the findings of the study, the status quo and expected conditions for the competence of middle-level administrators of a private Islamic school in the Banangsata district were that attitude competency (PNImodified = 2.76) was the essential requirement, followed by skills competency (PNImodified = 2.53) and knowledge competency (PNImodified = 2.48). According to the Guidelines for Managerial Competency for Middle-level Administrators of Private Islamic Schools in Bannangsata District, the internal factors affecting the overall competence development of middle-level administrators were at a high level, with the first 5 internal factors for middle level administrators, including 1) Too many duties for middle-level administrators ((X ) ̅= 4.03). 2) Work structure development and a comprehensive work plan ((X ) ̅=3.97). 3) Evaluation of performance based on actual performance rather than subjective feelings ((X ) ̅= 3.96). 4) Inadequate budget for development ((X ) ̅= 3.91). 5) Insufficient budget for development ((X ) ̅= 3.91). 5) Ineffective internal communication ((X ) ̅= 3.89), respectively. The external factors affecting the development of middle-level administrators' overall competence were at a high level. The first 5 internal factors for middle-level administrators consisted of the following: The top 5 external factors were as follows: 1) Lack of government budget for personnel development (X - 4.09) 2) The lack of emphasis placed by the organization on organizing administrator development activities ( (X ) ̅= 3.89) 3) the lack of strength in the school association's activities ((X ) ̅= 3.87), 4) the environment of the community in which the school was located was not conducive to personnel development ((X ) ̅= 3.75), and 5) the poor economic conditions of the country ((X ) ̅= 3.71) were, respectively. From the study, there are 3 guidelines for the development of competency for middle-level administrators as follows:1) Guidelines for the development of competency for middle-level administrators in the early stages of development. It is a goal setting or results in the potential development of middle-level administrators. 2) Guidelines for the development competency for middle-level administrators in the developmental stages. It operates according to the set goal and 3) Guidelines for developing competency for middle-level administrators in the post-developmental stages. It is the middle-level administrators' performance evaluation based on the performance. In addition, consistent evaluation is required to develop the potential of middle-level administrators' performance in the subsequent phase.