Background and Aims: In an era where technology and innovation are rapidly changing, higher education institutions need to adapt to the changes, especially in terms of human resource management, which is the heart of the organization. The Faculty of Liberal Arts at Rajamangala University of Technology Suvarnabhumi is facing challenges in human resource management, including the complexity of work processes, operational delays, limitations in accessing information, and discontinuity in personnel development. Therefore, the application of innovation and technology is an important approach to solving these problems. This research has two objectives: 1) to study the model for promoting the efficiency of the human resource management system of the Faculty of Liberal Arts, Rajamangala University of Technology Suvarnabhumi, and 2) to present and evaluate innovations in developing innovations to promote the efficiency of the faculty’s human resource management system. Materials and Methods: This research is a qualitative research with 3 groups of key informants, totaling 17 people, or until the data is saturated, namely, Group 1, people with experience in personnel management; Group 2, people involved in innovation and technology; and Group 3, lecturers and staff within the faculty. The research instruments consisted of 1) an In-depth Interview and 2) an Innovation evaluation form. Data analysis used content analysis for data from in-depth interviews and descriptive statistics (mean and standard deviation) for data from the innovation assessment. Results: (1) The research on a model for promoting the efficiency of the faculty's personnel management system found that the model for promoting the efficiency of the faculty's personnel management system consists of 5 aspects: 1) Recruitment: Develop a complete digital platform that uses AI for screening and has a real-time tracking system. There is a Social Recruiting system that is linked to social networks. 2) Appointment: Develop a digital platform with an electronic document system and electronic signatures. There is an e-Contract system and a real-time notification system. 3) Personnel development: Develop an integrated platform that uses AI and Big Data to analyze data for planning individual development. There is a Learning Management System (LMS) and a tracking system linked to career paths. 4) Evaluation: Develop a digital system that evaluates in multiple dimensions, such as 360 degrees. There is a real-time evaluation system that uses AI to analyze evaluation results to provide advice on self-development. 5) Reward, punishment, and morale building: Develop a real-time evaluation application that allows coworkers to participate. There is a clear reward system and career progression planning system. 2. Innovation to enhance the efficiency of the faculty's personnel management system. From the research results, the "Integrated Digital HR System" innovation has been developed, which is a system that integrates all 5 subsystems using various technologies, such as 1) a Mobile Application that supports usage anywhere and anytime. 2) A Single Sign-on system that allows personnel to access all systems with a single login. 3) API Gateway that allows various systems to connect and exchange data. 4) Data security and privacy system. 5) Executive Dashboard that displays important information in real time. The innovation evaluation results by experts found that the innovation was correct (average 4.75), appropriate (average 4.68), feasible (average 4.50), and useful (average 4.85) at a very high to high level. (2) The benefits of the research can be divided into 3 areas as follows: 1) Academic benefits, such as new knowledge on the integration of personnel management systems in higher education institutions, the application of AI and Big Data in personnel management, and the design framework of a digital HR system that is appropriate for the faculty's context. 2) Policy benefits provide administrators with information and guidelines for setting policies on the development of digital personnel management systems, budget allocation, and creating an organizational culture that is conducive to the use of digital technology. 3) Practical benefits provide faculties and other units with concrete guidelines for developing digital personnel management systems, starting from the preparation of action plans, the development of pilot systems, personnel development, and the establishment of system development teams. 4) Technology development benefits provide technology developers with guidelines for selecting appropriate technologies, designing user-friendly systems, developing security systems, and integrating with other systems. And (5) Research and development benefits provide the basis for further research, developing innovations, and creating a learning community for the development of digital personnel management systems in higher education institutions. Conclusion: This research presented a model for promoting efficiency of the personnel management system and innovation, "Integrated HR Digital System" that responds to the needs of the faculty by applying digital technology, AI, and Big Data to increase efficiency in every step of the personnel management system. The benefits of the research can be divided into 3 areas as follows: 1) Academic benefits as new knowledge on the integration of personnel management systems in higher education institutions; 2) Policy benefits provide administrators with information and guidelines for setting policies on the development of digital personnel management systems, budget allocation, and creating an organizational culture that is conducive to the use of digital technology and 3) Practical benefits provide faculties and other units with concrete guidelines for developing digital personnel management systems as well as further reseach and developement benefit.
Klinbumrung et al. (Wed,) studied this question.
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