Integrated human resource planning and development for public sector organizations to support digital era transformation

Abstract

This academic article presents an analysis of human resource development approaches for the Thai public sector in the digital era, examining strategies from the Office of the Civil Service Commission (OCSC) and integrated conceptual frameworks aligned with 21st-century technological transformations. The advent of the digital economy era and the implementation of the Thailand 4.0 strategy have necessitated fundamental changes in public sector human resource management. Modern human resources require essential competencies including communication skills, creativity, collaboration and coordination capabilities, adaptability to change, and emotional intelligence. The OCSC has established comprehensive public sector personnel development guidelines encompassing five key areas: enhancing ethics and public mindedness, developing core and digital competencies, implementing technology in HR development, designing career advancement pathways, and promoting learning organizations. The integrated conceptual framework for human resource development in 21st-century transformation comprises eight critical dimensions, ranging from digital literacy and capability development, lifelong learning systems, soft skills and digital mindset development, to modernizing personnel management systems for the digital age. Strategic human resource planning in the digital era requires a six-step process that integrates artificial intelligence technologies and big data analytics to enhance analytical efficiency and decision-making capabilities. The Thai public sector faces three significant challenges: unreformed bureaucratic culture, budget constraints in technology investment, and personnel digital skills gaps. Successful public sector human resource development in the digital age requires systematic integration of technology, strategy, and personnel development to enhance public service delivery and create sustainable competitive advantages. The analysis concludes that digital transformation in public sector human resource management demands a holistic approach that combines technological innovation with strategic workforce development, organizational culture change, and continuous capability building to ensure effective adaptation to the rapidly evolving digital landscape.