Development of Staff Performance Management Strategies in an Autonomous University: a Case Study of Chulalongkorn University

Abstract

This research was aimed at study the suitable components and the characteristics for the staff performance management of the autonomous university and to propose the staff performance management strategies of Chulalongkorn University. The research finding revealed the crucial component of the staff performance management of the autonomous university consist of 2 parts: 1) The administration of a performance management system of which sub-components are the system objective, system benefits, determination of roles and responsibilities, continuous system improvement. 2) Performance management process-by means of management cycle (PDCA) consisting of performance planning process, performance monitoring and improving process, performance evaluation process and performance rewarding process. The components of two parts were rearranged into system model becoming the staff performance management system of the autonomous university.

The staff performance management strategies of Chulalongkorn University were developed into seven strategies: 1) E-Support Strategy 2) Balance Target Strategy 3) Re-Design Strategy 4) Performance Network Strategy 5) Peer feedback Strategy 6) Performance Reward Strategy and 7) Challenge Career Strategy. The strategy 1 to 6 can be applied for both academic staffs (Lecturer) and supporting staffs but the strategy 7, which is Challenge Career, was developed mainly for supporting staffs.