THE DEVELOPMENT PRACTICE OF ORGANIZATION LOYALTY IN THE GRADUATE SCHOOL AT SUAN SUNANDHA RAJABHAT UNIVERSITY

Abstract

The Development Practice of Organization Loyalty in the Graduate School at Suan Sunandha Rajabhat University. The objective is to study problems and obstacles and provide suggestions. And solutions to problems and obstacles in developing the performance potential of academic support personnel. Under the Graduate School Suan Sunandha Rajabhat University, the information obtained can be used to plan potential development. Operation and management of graduate school work Suan Sunandha Rajabhat University to be more efficient

The population used for this study was academic support personnel of the Graduate School of Suan Sunandha Rajabhat University, a total of 20 people, divided into 3 first-level executives and 17 operational personnel. Data were collected and analyzed using document research and field research.

The results of the study found that.

1. The methods for developing the performance potential of Graduate School Personnel Suan Sunandha Rajabhat University

1) Using the law as a tool for proactive work, such as applying legal knowledge to the situation that arises.

2) Supporting personnel to receive training to gain knowledge and expertise in the line of work according to each individual's position.

3) Rotating duties and responsibilities to create a learning process, develop skills, and develop various expertise. They can work in place of each other when another officer cannot come to work.

4) Being assigned the authority to make decisions in the work for which he is fully responsible.

5) Creating incentives for personnel, such as salary increases, bonuses, and outstanding personnel. Being accepted by superiors and co-workers

2. Problems and obstacles in developing the performance potential of graduate school personnel. Suan Sunandha Rajabhat University

1) Personnel problem: lack of enthusiasm in learning to develop education, rules, regulations, laws, and correct work methods.

2) Coordination problems between various departments without cooperation from colleagues result in a lack of sufficient information or delayed information that can be used in time to carry out work.

3. Guidelines or methods for solving problems in developing the performance potential of graduate school personnel. Suan Sunandha Rajabhat University 200 Copyright © 2024 by the International Conference on Technology, Education, Management, and Sustainability (ICTEMS)

1) There is support for organizing training to provide knowledge about laws and regulations to create knowledge and expertise in the line of work according to each person's position annually, including creating a working manual for personnel to study and use as a guideline for practice.

2) Incentives are Created for work, such as giving awards or Certificates to Personnel whose Good Performance is recognized by Supervisors and Co-workers.

3) There is an adjustment of attitude and ideology in working. Adjusting the direction of thinking, positive thinking, creative thinking, building self-confidence, seeing the potential, performing work, and appreciating the work being done.

4) Joint activities create interaction. It promotes teamwork between co-workers to get to know friends in various work groups for ease of contact and coordination and to exchange knowledge with each other.

4. Appropriate format or method for developing the performance potential of personnel.

1) Organizing training to provide knowledge about current laws, regulations, announcements, and correct work methods. To gain knowledge and expertise in the field according to everyone’s position annually.

2) Creating a work manual for personnel to study and use as a guideline for correct practice.

3) Create work incentives, such as rewards or certificates to adequate personnel. Supervisors and co-workers accept good work performance.