The law regarding the autonomy of private universities in personnel management.

Abstract

This study aims to analyze the legal framework governing the autonomy of private universities in personnel management, focusing on relevant laws, human resource management practices, and limitations faced by private universities. A qualitative research methodology was employed, utilizing legal document analysis, university policies, and in-depth interviews with private university administrators.

The findings indicate that private universities possess a degree of autonomy in personnel management, allowing them to establish policies on recruitment, appointment, promotion, and compensation. However, such autonomy is still constrained by the Private University Act B.E. 2546 (2003) and general labor laws, including the Labor Protection Act B.E. 2541 (1998) and the Social Security Act B.E. 2533 (1990). Additionally, private universities face challenges in attracting and retaining high-quality personnel due to job insecurity and a lack of competitive benefits compared to public universities.

Based on these findings, this study recommends legal reforms to enhance job security for private university personnel, as well as improvements in salary structures and benefits to increase competitiveness. Furthermore, stronger collaboration between private universities and government agencies is suggested to develop a more efficient and sustainable personnel management system.