CREATIVE HUMAN RESOURCE MANAGEMENT: CHALLENGES AND DEVELOPMENT GUIDELINES IN THE ERA OF CHANGE

Abstract

Creative Human Resource Management (CHRM) plays a crucial role in developing educational organizations to adapt to contemporary changes, particularly for teachers and educational administrators who are essential forces in driving educational quality. However, human resource management in the education sector continues to face multiple challenges that require urgent resolution and development. This academic article presents an analysis and synthesis of five key dimensions: (1) concepts and significance of creative human resource management in educational organizations, (2) major challenges in human resource management for teachers and educational administrators, (3) development strategies and approaches, (4) the role of technology and innovation, and (5) future trends and directions. The study findings reveal that primary challenges include inflexible HRM systems, lack of creative communication, and personnel mental health issues. Key strategies identified include creating organizational cultures that promote creativity, implementing HR technology such as AI chatbots and performance analytics, and developing creative leadership that significantly impacts teachers' ability to develop educational innovations. The proposed creative human resource management development approach comprises integrating HRIS systems with personalized personnel development, creating models that blend human resource planning, recruitment and selection, training and development, performance evaluation, and compensation with strategic, personnel, and management innovations, including technology utilization that enables teachers to systematically assess their own development more effectively. The knowledge framework from this article will benefit educational administrators, academics, and stakeholders in developing strategies and policies for human resource management in educational organizations that are efficient and aligned with contemporary change contexts, particularly in filling the knowledge gap regarding the systematic integration of CHRM with traditional HRM systems in the Thai context.