การพัฒนาทรัพยากรมนุษย์โดยหลักพุทธธรรมที่จิตตกอง บังคลาเทศ

Chittagong, Bangladesh, 2. To study the factors affecting the human resources development at Chittagong, Bangladesh and 3. To propose the appropriate guideline for human resources development by Buddhadhamma at Chittagong, Bangladesh.

Methodology was the mixed methods: The quantitative research by survey method, the data were collected using questionnaires from 154 samples and analyzed by descriptive statistics: frequency, percentage (%), mean ( X bar), standard deviation (S.D.) and inferential statistics. The qualitative research, data were collected by  In-depth interviewing 17 key informants with structured in-depth-interview scripts and were analyzed by content descriptive interpretation. Additional data were also collected from 8 participants participated in the focus group discussion and analyzed by descriptive interpretation to verify the research findings and body of knowledge.

Findings were as follows.

First, Human Resources Development at Chittagong, Bangladesh. The respondents from a sample of 154 persons had the opinions about good behavior and righteous people, good concentration and mindfulness in daily life, knowing cause and effect of ones’ own action which by overall was at  medium level. In – depth Interview from 17 key informants’ opinions indicated that the 3 principles: education, training and development could be applied and implemented for human resources development to have good behavior and to be righteous people with outstanding result.

Second, Factors affecting the human resources development at Chittagong, Bangladesh were human resources development theory, by L. Nadler: Education,. Training and Development by overall were at  medium level of agreement. Application of Tisikkhā Principle about overall Sīla, Samādhi and Paññā were at high level of agreement. The Hypothesis testing about simple linear regression analysis and stepwise regression analysis indicated that human resources development theory and Tisikkhā principle could explain the variation of the human resources development at Chittagong, Bangladesh by 74.3%.

Third, Appropriate guideline for human resources development by Buddhadhamma at Chittagong, Bangladesh was the Body of Knowledge derived from the research. There were 3 parts: 1) Tisikkhā about Sīla, Samādhi and Paññā which by overall were high level of agreement, 2) Human resources development theory (L. Nadler) which by overall was at medium level of agreement and 3) Human resources development at Chittagong, Bangladesh about good behavior and righteous people, good concentration and mindfulness in daily life and knowing cause and effect of ones’ own action which by overall was at medium level of agreement.