f) Strengthen human resource competencies in management, social management and technical aspects for better implementation of services.
The paper is designed to provide a quantitative measure of the human resource competency of the small and medium enterprises in the upper Northeastern Region of Thailand.
Respondents are asked to rate, on a five-point Likert scale, their agreement or disagreement on the human resource competency attributes.
It is found from the study that the four - factor human resource competency, which consists of skills, expertise, problem-solving, and adaptability competencies of the SMEs in the upper Northeast of Thailand, is empirically fit the data.
The objective of this study is to examine the validity and reliability of the measure of the four-factor model of the human resource competency in the upper Northeastern part of Thailand.
This model, first of all, works to create a specialized human resource competency that will allow students to work with the technology either produced by the company or required for its production demands, on a commercial or market project commissioned by the enterprise.
The research motivation lies on: (a) harmonization and adaptation of the universities curricula programs to the real organizations specific needs, and vice-versa, (b) satisfying the needs of real organizations development based on human resources advanced competencies.
Here we describe the human resources capacity, skills, competency, development and training for disaster response in the case study countries.
Adequacy and competency of human resources is a key attribute in the design of a competency-based curriculum [ 6].
The countries hosting these institutions share similar health system characteristics, which may vary slightly in level and magnitude, include high disease burden, dilapidated health infrastructure, weak leadership, poor management, and inadequate human resources in both numbers and competencies [ 4- 6].
