Guidelines for Human Capital Development of Support Personnel at Maha Sarakham University

Abstract

The objectives of this research were: (1) to examine the problems and obstacles in human capital development among support staff at Mahasarakham Rajabhat University, and (2) to develop a model for enhancing human capital among support staff at the university. A qualitative research design was employed. The target group consisted of 20 participants, including administrators, lecturers, and support staff. The research instrument was an interview protocol, and the data were analyzed through content analysis and presented descriptively. The findings revealed that: (1) the problems and obstacles in human capital development among support staff included: (1.1) the absence of a concrete system for monitoring and evaluating post-development outcomes, which hindered the effective verification and utilization of results; (1.2) training curricula that were misaligned with actual job requirements, resulting in a skills gap between existing competencies and workplace needs; (1.3) changes in leadership and limitations of administrative tenure, which caused discontinuity in policy implementation; (1.4) inefficient and inflexible human resource management, with insufficient recognition of the importance of support staff; (1.5) budgetary and resource constraints, leading to limited and uneven development opportunities; and (1.6) rapid technological and environmental changes that restricted staff’s access to training in digital tools and technologies, thereby hindering their adaptability. (2) The proposed human capital development model for support staff comprised four key dimensions: (2.1) Intellectual capital—promoting learning through training, further education, knowledge sharing, digital and innovation skills development, knowledge management, and fostering a learning culture; (2.2) Social capital strengthening networks, collaboration, trust, cultural assets, volunteerism, and knowledge in social capital development; (2.3) Emotional capital enhancing emotional intelligence, creating a health-promoting work environment, fostering positive relationships, and cultivating positive attitudes; and (2.4) Professional capital developing specialized skills, implementing mentoring systems, supporting further study and professional certification, and promoting research and innovation.