Criteria 7.3 ผลลัพธ์ด้านบุคลากร (Workforce Results)
Requirements
Quality level assessment
Result 7.3
In alignment with the 5-year Personnel Development Plan, each program requires an additional lecturer by 2025 to meet Faculty course demands and support external faculty offerings. As part of this workforce management strategy, the Faculty successfully hired a new lecturer for the BE program. However, the hiring process for the CA program could not be finalized during this academic year.
Regarding faculty competency, the plan outlines clear self-development goals for individual members, including enrolling in Ph.D. programs, conducting research, producing academic work, and applying for academic titles.
Workforce and Academic Competency of the Faculty of Humanities and Social Sciences
| Degree Position | Professor | Asso. Professor | Asst. Professor | Lecturer | Total | ||||||||
| Ph.D | MA | BA | Ph.D | MA | BA | Ph.D | MA | BA | Ph.D | MA | BA | ||
| Full – time | 1 | 2 | 4 | 4 | 11 | ||||||||
| Part – time | |||||||||||||
- Two faculty members are pursuing a Ph. D.
ผลงานทางวิชาการที่ตีพิมพ์เผยแพร่
The research competency of the faculty members is also important. Shown in the table below are the research credential aspects of the program-responsible persons of the two programs.
Teaching competency remains a core qualification for our academic staff. To evaluate performance, students from both programs assessed their lecturers using a questionnaire developed by the Academic Committee. The average satisfaction scores for each teaching dimension are summarized in the table below, while detailed evaluation data can be found in the accompanying evidence.
Students’ evaluation of lecturers’ teaching competency
| Teaching Aspect | Academic Year | ||
| 2023 | 2024 | 2025 | |
| Presentation of content and expectations | 4.39 | 4.52 | 4.38 |
| Teaching methods | 4.35 | 4.53 | 4.39 |
| Helpfulness/availability | 4.39 | 4.56 | 4.37 |
| Feedback on performance | 4.41 | 4.56 | 4.44 |
| Average | 4.39 | 4.54 | 4.39 |
หลักฐาน
| รหัสหลักฐาน | ชื่อหลักฐาน(พร้อมแนบลิ้งค์) |
| 7.3.1 (1) -1 | แผนบริหารและพัฒนาบุคลากร |
| 7.3.1 (1) -2 | Student’s Evaluation Academic Year 2025 |
| 7.3.1 (1) -3 | ตารางแสดง citations and H-Index |
By fostering a positive work environment that promotes the psychological and physical well-being of faculty members and support staff, along with providing fair compensation and benefits, the Faculty has achieved positive outcomes that benefit both the institution and its personnel.
| Position | Qualitative Results | Fair Compensation and Benefits | |
| By the College | By the Faculty | ||
| Faculty members | 1) They reported being happy working here, as shown by the “Happy Workplace Index” questionnaire, with all six aspects scoring 4.24. 2) No faculty members were absent or late, and two did not take any leave, including vacation days. 3) High self-evaluated teaching skills suggest that the supportive and friendly environment motivates them to pursue professional development. 4) They readily assisted with and participated in the Faculty’s projects and activities. 5) A psychological and physical well-being environment promotes their commitment to the Faculty. | – Salary – Social Security – Health and accident Insurance – Residence – Legal rights and protection – Safe Workplace – Access to the University’s big data – Reasonable Workload – File a complaint | – Academic and skill development – Research and innovation support and Development – Positive workplace environment – Responsibility – Quality work recognition – Equal rights and voice – Complaints and advice |
| Support staff | 1) She enhanced her skills by participating in training and seminars organized for all support staff by the University, and also completed additional online training independently. 2) Her total self-improvement hours exceeded 15. 3) Her service to students received a high satisfaction rating 4.60 | ||
หลักฐาน
| รหัสหลักฐาน | ชื่อหลักฐาน(พร้อมแนบลิ้งค์) |
| 7.3.1 (2) -1 | ผลการประเมิน Happy workplace index |
| 7.3.1 (2) -2 | สถิติการลางาน/ขาดงาน ของบุคลากร |
| 7.3.1 (2) -3 | การประเมิน “อาจารย์ประเมินตนเอง” |
| 7.3.1 (2) -4 | สรุปจำนวนชั่วโมงอบรม ประชุม สัมมนา |
| 7.3.1 (2) -5 | ผลการประเมินความพึงพอใจการบริการของบุคลากรสายสนับสนุน |
The Faculty recognizes that personnel engagement is vital to organizational success, directly influencing productivity, retention, and overall performance. Engaged faculty and support staff cultivate a positive work environment and are far more likely to remain with the institution. Ultimately, this sustained dedication drives operational efficiency, long-term growth, and academic quality.
- Working to achieve the Faculty’s objectives
- Pride and loyalty towards the Faculty
- Maintaining membership and being a part of the Faculty
หลักฐาน
| รหัสหลักฐาน | ชื่อหลักฐาน(พร้อมแนบลิ้งค์) |
| 7.3.1 (3) -1 | ผลการประเมิน Happy Index |
| 7.3.1 (3) -2 | ระยะเวลาในการทำงานของอาจารย์ |
| 7.3.1 (3) -3 | สรุปจำนวนชั่วโมงอบรม ประชุม สัมมนา |
| 7.3.1 (3) -4 | ผลการประเมินความพึงพอใจและไม่พึงพอใจของอาจารย์ที่มีต่อคณะ |
| 7.3.1 (3) -5 | ผลการประเมินความพึงพอใจและไม่พึงพอใจของนักศึกษาที่มีต่อคณะ |
The Faculty is deeply committed to the professional, academic, and personal growth of its academic and support staff. In alignment with the Five-Year Plan and recent interview findings, several faculty members have outlined specific paths for academic advancement to support their career progression, as detailed below:
New Five-Year Plan of Faculty Member Development
| Research production and publication | Academic work production for an academic title | Supplementary teaching material | Application for an academic title | Textbook production |
| Dr. Ubon + Aj. Leo | Aj Khomson | Aj’ Khomson | Aj. Khomson | Dr. Joe |
| Dr. Boonreugn | Dr. Ekta | Aj. Leo | Aj. Leo | |
| Dr. Ekta | Aj. Leo | Aj Rose | ||
| Aj Rose | Dr. Ekta |
At the end of every semester, the Faculty reviews issues concerning faculty members and support staff, and then develops improvement plans as outlined below.
| Personnel | Task/Work | Aspect needed improvement | Goals | Results |
| Faculty members | Teaching and learning | Poor exam paper | Writing good test items | – Better quality exam papers – Course verification with a high average congruent level between TQF 3 and 5 and the exam paper |
| Classroom teaching activities | Productive-based teaching and learning activities | – 65 students’ creative work pieces | ||
| Research | Lack of research knowledge | – Gain knowledge via co-research and research mentor | – Research papers published in prestigious academic journals – Research award – Patent – Citation and H-Index – International conference participation | |
| Support personnel | IT knowledge and system | – Not sufficient knowledge | – Update the knowledge | – Deploy IT knowledge and skills gained from training and seminars |
At the end of the academic year, the Faculty designs a questionnaire to evaluate the faculty members’ and support staff’s satisfaction. The results of this assessment are presented in the graph below.
หลักฐาน
| รหัสหลักฐาน | ชื่อหลักฐาน(พร้อมแนบลิ้งค์) |
| 7.3.1 (4) -1 | ผลของ Verification |
| 7.3.1 (4) -2 | ตัวอย่างการ review ข้อสอบ |
| 7.3.1 (4) -3 | Patent |
| 7.3.1 (4) -4 | รางวัลที่อาจารย์ได้รับ |
| 7.3.1 (4) -5 | citation and H-Index |
| 7.3.1 (4) -6 | ความพึงพอใจของคณาจารย์และบุคลากรสายสนับสนุน |
Self-Assessment 7.3
| เกณฑ์คุณภาพ | ประเมินตนเอง | คะแนน |
| 1. ผลลัพธ์ด้านการมุ่งเน้นบุคลากร (1) ขีดความสามารถและอัตรากำลังบุคลากร | ||
| – คุณวุฒิปริญญาเอก (1 คะแนน) | / | 1 |
| – ผลงานทางวิชาการที่ตีพิมพ์เผยแพร่ (1 คะแนน) | / | 1 |
| (2) บรรยากาศการทำงาน (1 คะแนน) | / | 1 |
| (3) ความผูกพันของบุคลากร (1 คะแนน) | / | 1 |
| (4) การพัฒนาบุคลากร (1 คะแนน) | / | 1 |
| รวมผลการประเมินตนเอง Criteria 7.3 | 5 | |