15 Chorkaew, S. (2019). Ten-Year Trends in the Thai Senior Executive Service (from 2018 to 2027). Journal of HR Intelligence. 14(2): 27-47 (in Thai).The development of recommendations for SES in the Thai public sector is based on the mentioned above research in which the Ethnographic Delphi Future Research (EDFR) techniques were employed to find the future solutions. The research employed interview forms and opinion questionnaires from 18 experts consisting of political officials, senior executives in the public sector, and academics. Two rounds of data were collected. The first round was an open-ended and unguided interview with experts, focusing on the future that should be. The second round was conducted by using questionnaires to obtain expert opinions to confirm the most-likely scenario and recommendations. 154delegate some processes to other government agencies. Model 1.1 Full decentralization Policy by allowing the government agencies to operate all processes of SES: The model of top executives depends on the future context and the form of the department, such as digital work that can accept qualified leaders from outside agencies. In the case that there is a tendency for senior executives from a position-based perspective, the OCSC should put effort in amending the laws and regulations.Model 1.2 Partial decentralization Policy by allowing the government agencies to operate some processes of SES: The OCSC as a central agency should support and provide a central-SES database for government agencies, e.g., providing a list of senior executives who will enter the position through the central basket. Decentralizing in SES will be the first important step for the Thai public personnel to transform passive HR functions to a smart HR policy that means the HR functions and processes could preemptively respond to changing environment and challenges of the Thai public sector. Model 2. SES -One Stop Service Model. There should be a central unit that are responsible for a one-stop SES. According to the structure of the OCSC, the SES Center should be a central unit where the two key roles must be taken. For the first role, the SES is expected to concentrate on their policy advocacy’s roles in which SES’s policy recommendations will be driven from a tank of nationwide data and information collection. For the second role, the SES Center can play their role as a consultant for the government agencies, focusing on developing, analyzing the system, and recommending strategies related to the SES. As for the level of management, the SES Center should decrease their roles in SES operation and enhance the HR capabilities to the government agencies. This recommendation is not only for the SES development, but also new S-curve for the Thai public personnel.
元のページ ../index.html#154