https://so01.tci-thaijo.org/index.php/HRODJ <p><strong>The Human Resource and Organization Development Journal publishes scholarly empirical, theoretical, and professional articles in human resource and organization development. Manuscript suitable for publication in the HROD Journal cover such areas as human resource development, human resource management, organization development, leadership, management, innovation. Additionally, the HROD Journal aims for networking both domestic and global scholars and professionals in human resource and organization development.</strong></p> <p>Publishing twice a year, first issue in during January – June and second issue in during July – December.</p> The Graduate School of Human Resource Development, National Institute of Development Administration en-US Human Resource and Organization Development Journal 1906-7321 <p>1) The content of article in HROD journal is the author’s wholly responsibility to research, analyze, summarize, compile, and reference data. The editorial department will not be responsible in anyway.</p> <p>2) The submitted articles in HROD journal must be unpublished before and must not be currently under consideration for publication elsewhere. If it is detected for its repetition, the author must be responsible for infringement of copyright.</p> <p>3) Authors will be asked to transfer copyright of the article to the Publisher. The article is prohibited to reproduce all or part of the text, unless allowed.</p> https://so01.tci-thaijo.org/index.php/HRODJ/article/view/284591 <p>The quantity and quality of academic publications serve as crucial benchmarks for a university's research competitiveness. Data-driven strategic research management is indispensable for developing policies and personnel plans, vital for both retaining young researchers and managing personnel nearing retirement to ensure continuous and sustainable research productivity. This study outlines the design and development of a Microsoft Power BI-based research performance dashboard. The tool combines and displays national and international publication data alongside the age profile of the research workforce. Statistics demonstrate that the dashboard offers executives transparent insights into trends, strengths, and opportunities, thus facilitating evidence-based policy formation and strategic planning. Furthermore, it enables personnel to monitor their own performance, thereby improving research capabilities and fostering internal collaboration. The dashboard serves as an effective and sustainable tool for supporting research policies across various research organizations.</p> Varasaya Soonthornsarathool Pichit Leerungnavarat Kanchit Boonruang Copyright (c) 2026 Human Resource and Organization Development Journal https://creativecommons.org/licenses/by-nc-nd/4.0 2026-07-22 2026-07-22 xx xx https://so01.tci-thaijo.org/index.php/HRODJ/article/view/284259 <p>This article aims to present the role of artificial intelligence (AI) in the development of university lecturers’ skills, which have been influenced by emerging artificial intelligence (AI) trends and the rapidly advancing digital technology landscape, the fast-changing labor market environment, evolving expectations for AI-enabled research roles, flexible and diversified learning designs, curriculum development aligned with industry needs, as well as responsibilities related to students’ mental health and well-being. A review of relevant literature reveals that artificial intelligence (AI) plays a significant role in enhancing various skills of university lecturers, including: personal management, analytical and reflective skills, technology-enhanced teaching and learning, academic and research writing, digital research and presentation tool proficiency, assessment and instructional design, career development and adaptability, creative training design, and professional communication and networking. artificial intelligence (AI) tools have been found to support deep learning, data analysis, and personalized curriculum design for both learners and instructors, while also improving the overall efficiency of academic work. This study offers preliminary insights for all sectors to use as a foundation for developing strategic plans, raising awareness, and preparing to build collaborative networks with relevant stakeholders. The ultimate goal is to foster sustainable capacity building at both the individual (faculty) and institutional levels through the effective integration of artificial intelligence (AI) and current digital technologies.</p> Juthamas Kaewpiji Nittaya Taweecheep Copyright (c) 2026 Human Resource and Organization Development Journal https://creativecommons.org/licenses/by-nc-nd/4.0 2026-07-20 2026-07-20 xx xx https://so01.tci-thaijo.org/index.php/HRODJ/article/view/285106 <p>The concept of studying human capital potential has continuously evolved across economic, social, and managerial perspectives, emphasizing planning for assessing, analyzing, and making decisions related to human capital. Indicators, tools, and various metrics have been applied to identify the value of personnel and high-potential employees. This study presents human capital analytics models derived from an examination of human capital management in the public sector in two main areas: (1) identifying human capital management approaches aligned with public organizations’ smart governance capabilities, and (2) evaluating high-potential talent management practices, the value delivered by high-potential employees, and the value gained by public organizations—referred to as talent value chain management—as well as analyzing the linkages among talent management practices, value delivered, and organizational value received. The findings contribute to the development of human capital analytics models that integrate perspectives on human capital management and high-potential talent management, aligned with the digital competencies and strategic talent requirements of public sector organizations. These models aim to support human capital planning and provide executives with tools for more effective human capital planning and development.</p> Wuttigrai Ngamsirijit Copyright (c) 2026 Human Resource and Organization Development Journal https://creativecommons.org/licenses/by-nc-nd/4.0 2026-07-03 2026-07-03 xx xx https://so01.tci-thaijo.org/index.php/HRODJ/article/view/OnlineFirstArticles <p style="font-weight: 400;">This research aims to investigate the current personnel management system and develop a model for local human resource management in elderly care, utilizing a case study of Sikhiu District, Nakhon Ratchasima Province. Employing a qualitative research design, data were collected through in-depth interviews and focus groups with key informants, including local administrators, public health officials, Care Managers (CM), Caregivers (CG), and community volunteers. The findings reveal that current operations, functioning under the devolution of healthcare responsibilities to local government, face significant challenges. These include compensation rates that do not reflect workload, a lack of career paths, a shortage of new generation caregivers, and fragmented health data systems across agencies. Additionally, disjointed budgetary allocations result in inconsistent medical supply distribution. To ensure system sustainability, the research proposes several policy recommendations: establishing appropriate compensation structures and welfare benefits, creating clear career advancement pathways to attract workforce, developing modern competency-based training programs, and integrating databases to facilitate collaboration between public health and local administrative bodies. Implementing these measures will effectively enhance the quality of life for the elderly in the community.</p> Gorn Huvanandana Copyright (c) 2026 Human Resource and Organization Development Journal https://creativecommons.org/licenses/by-nc-nd/4.0 2026-07-03 2026-07-03 xx xx https://so01.tci-thaijo.org/index.php/HRODJ/article/view/276600 <p>This study evaluated the effectiveness of the Assertive Leadership Development Program (ALDP) and its Communication Skills for Assertive Leadership (CSAL) workshop, aimed at boosting assertive leadership among managers in a pharmaceutical and medical device company in Thailand. A single-group quasi-experimental design was used. Managers attended the CSAL workshop, a one-day event with seven sessions under the ALDP umbrella. The evaluation applied the Rathus Assertiveness Schedule (RAS) at three points: before the workshop, immediately after the workshop, and at 2-4 weeks follow-up. Sixteen managers completed the training and subsequent RAS assessments. Post-training, scores rose significantly from an average of 18.56 (SD = 21.24) to 28.81 (SD = 24.45), with sustained improvement at 30.75 (SD = 19.49) during follow-up. The ALDP, focusing on communication skills, effectively promotes assertive leadership behaviors. It shows promise in improving managerial assertiveness, crucial for achieving goals and fostering positive workplace relationships. Implementing the ALDP could enhance team performance and cultivate lasting relationships, driving organizational success in Thailand’s pharmaceutical and medical device sectors.</p> Nattathip Rattanasangthip Wasita Boonsathorn Arthur Lance Dryver Copyright (c) 2026 Human Resource and Organization Development Journal https://creativecommons.org/licenses/by-nc-nd/4.0 2026-07-20 2026-07-20 xx xx https://so01.tci-thaijo.org/index.php/HRODJ/article/view/283170 <p>Previous research has highlighted task significance, defined as the perception that one’s work is meaningful and positively impacts others, as an important factor influencing volunteer behavior. However, outcomes among rescue volunteers remain inconsistent, some display high energy and commitment, while others experience exhaustion and burnout. This study, based on Self-Determination Theory, examines how task significance shapes volunteer motivation and subsequently affects prosocial behavior and burnout. The study focused on two forms of prosocial motivation, namely pleasure-based and pressure-based prosocial motivation. Data were collected from 476 rescue volunteers across 69 charitable organizations in 14 provinces of Southern Thailand. Structural equation modeling (SEM) was applied to test the mediating role of motivation. The results reveal that task significance functions as both a positive and negative driving force. Pleasure-based prosocial motivation enhances prosocial behavior and reduces work fatigue, while pressure-based prosocial motivation, although it also promotes prosocial behavior, is positively associated with job burnout. These findings underscore the dual nature of task significance, highlighting its role as a “double-edged sword” that can simultaneously empower and strain rescue volunteers. The study offers theoretical and practical implications for volunteer organizations to cultivate intrinsic motivation while minimizing external pressures that contribute to burnout.</p> Kridnawin Tongsongsom Copyright (c) 2026 Human Resource and Organization Development Journal https://creativecommons.org/licenses/by-nc-nd/4.0 2026-07-17 2026-07-17 xx xx