การจัดการความหลากหลายของทรัพยากรมนุษย์ในองค์การ เพื่อความเสมอภาคและเป็นธรรม กรณีศึกษา: การพัฒนาทุนมนุษย์ พนักงานผู้พิการในองค์การภาครัฐ

Authors

รศ.ดร.พลอย สืบวิเศษ, gspa.edu

Published

Journal of Social Science and Buddhistic Anthropology

Abstract

The objectives of this research article were 1) to study the human capital development process of government agencies organized for employees with disabilities for equality and fairness and 2) to study the limitations of employees with disabilities to attend the human capital development process within government organizations. This research article used the qualitative research model including document analysis, in-depth interviews, and focus group interviews. The samples consisted of 58 persons who were supervisors, colleagues, and employees with disabilities in 4 ministries. The samples were selected by using the stratified sampling method, the purposive sampling method, and the snowball or chain sampling method. The tools used to collect data were in-depth interviews. Data were analyzed from document analysis, information from in-depth interviews and focus groups. The research results were found as follows: 1) The human capital development processes managed by government agencies for employees with disabilities for equality and fairness were 1.1) the main priority of the human capital development was preparing people with disabilities to enter the organization and providing living skills with others in the organization, 1.2) employees with disabilities had the opportunity to develop, train and grow in a career path equally and fairly, and 1.3) the most common method of human capital development for employees with disabilities was teaching while working or on-the-job training. 2) Limitations resulting in inequality and fairness to the human capital development of employees with disabilities were 2.1) disability was raised as a limitation on the development of employees with disabilities, 2.2) the types of positions of employees with disabilities affected the opportunity for training, and 2.3) some types of employees with disabilities were not able to enter the career path process because of some complications and a lot of information involved.

(2564). การจัดการความหลากหลายของทรัพยากรมนุษย์ในองค์การ เพื่อความเสมอภาคและเป็นธรรม กรณีศึกษา: การพัฒนาทุนมนุษย์ พนักงานผู้พิการในองค์การภาครัฐ. Journal of Social Science and Buddhistic Anthropology , 6(March 2021), 269-284.