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An Approach to Talent Management of Faculty of Humanities
and Social Sciences, Nakhon Pathom Rajabhat University
*
Kannika Suwansri
7
:, ,
* ; Email: [email protected]
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AbstractThe purpose of this research was to study attitude,
opinion and An Approach to planning talent
management for the Faculty of Humanities and Social Sciences,
Nakhon Pathom Rajabhat University. This
study was qualitative research using grounded theory study. The
collected data were in-depth interview,
non-participant observation, and literature study. The key
informants were seven administrators such as
the Dean, Vice Deans and Assistant Deans. The results of this
research revealed that the administrators of
Faculty of Humanities and Social Sciences have never used the
talent management. It might caused the
loss of the talented people. So, the key informants thought that
the faculty should use the talent
management and set the way in planning talent management system
by starting with studying form and
procedure in talent management to set the policy and managing
plan. Additionally, it should give a
chance to the related people participating in seeking procedure,
choosing, identifying, developing,
administrating, persuading and conserving talented people to
work in the faculty. Furthermore, the faculty
should get ready with the change, using the talent management
will benefit to individual, the faculty, and
the organization.
Key Word: Talent Management, Faculty of Humanities and Social
Sciences, Nakhon Pathom Rajabhat
University
(Human Capital)(Quality of work life)(
, 2549) ( , 2550)
(Berger and Berger, 2004)
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(Duttagupta, 2006)
(TalentManagement)
( , 2548: 2)
.. 2550-2555
1 .. 2550-2555
()
.. 2550 .. 2551 .. 2552 .. 2553 .. 2554 .. 2555
120 2 2 4 6 9 7
:
.. 2550-2555
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(Qualitative Research) (Grounded
Theory)
1. (Key Informant) 1 3 3 7
2. 1) (Field Notebook) 2) (Recorder) 3)
(Semi-structuredinterview) 4)
3. ..2554- .. 2555
4. (Triangulation) (Methodologicaltriangulation) (Data
triangulation)
5.
1 2 (Verbatim) (Transcript)
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3 (Interpret)
(Theoretical Sensitivity )
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5 1.
(Careerpath)
2.
3.
4. 3
5.
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(Career path)
(Career Path)
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(Competency)
1.
2.
3.
4.
5.
6.
7.
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(QualitativeResearch) (Grounded theory) 1 3 3 7
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[484]
1
1.
2.
3.
4.
5.
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1.
2.
. 2554. . : .
. 2548. . , .
. 2549. . 14 2555
http://www.person.rtaf.mi.th/doc/content/talent_Management.pdf.
Berger, D. R. and L. A. Berger. 2004. The Talent Management
Handbook: Creating OrganizationalExcellence by Identifying,
Developing, and Promoting Your Best People . New York: McGraw-
Hill.
Duttagupta, R. 2006. Identifyingand Managing Your Assets: Talent
Management.RetrievedOctober 14,
2012
fromhttp://www.buildingipvalue.com/05_sf/374_378.htm.Schweyer, A.
2004. Talent Management System: Best Practice in Technology
Solutions for
Recruitment, Retention and Workforce Planning. Canada: John
Wiley & Sons.
