The objectives of this study are to study the level of satisfaction of older people with social welfare policy, to study the problems of social welfare policy, and to study public policy guidelines for social welfare in a community in Pitsanulok province. We did quantitative and qualitative methods for 3,701 questionnaires, interviews of 29 participants and a focus group of 15 experts to discuss policy guidelines. From the study, we found that older people were satisfied with social welfare policy at a moderate level such as social security, knowledge and education. However, the problems of social welfare policy such as the monthly payment assistance is not enough in the current economy, government's lack of budget, and not allowing government agencies to take care of older people, so local government should create a department for service and support older people and also train government officers to have more knowledge about how to take care of older people. In addition, the government should train more healthy volunteers in communities to take care of and help to transfer older people to hospitals.

The objectives of this study were to study the good governance levels of local administrative organizations in the Phetchabun province. This study employed quantitative methods in which the researcher administered 400 questionnaires and analyzed data using descriptive methods such as percentage, mean, and standard derivation. The results indicated the overall good governance levels in the Phetchabun Province were high: the most important is responsibility (mean = 3.85, S.D. = 0.

The objective of this study was to examine the leadership and the efficiency of the chief executive of local government organizations. We asked chief executives of local government organizations in nine provinces in the lower northern region of Thailand to fill out questionnaires and participate in in-depth interviews. Then we used a computer program (SPSS) to do a quantitative analysis of the data, and we also did a content analysis using a qualitative method. The results of this study found that the characteristics of local government leaders are vision, education and knowledge, good personality, high morality, attention to work, responsibility, and participation.

The "Grow everything to eat and eat everything to cultivate project" in the Subsamortod municipality occurred in 2012 and finished on 30 October 2013. This study attempts to answer the question, "Did the project succeed or not?" This study focuses on an effective way to grow everything one eats and eat everything one cultivates, and was conducted using a qualitative approach for collecting and analyzing data. The project had three criteria to be successful: 1) a villager must have a backyard garden, and in the garden, the plant diversity must be more than 5 species, 2) the village must continue the process, and 3) villagers' food expenditures must decrease. After the project, we found that 1) the villager had produced enough in the backyard garden to support the family, 2) the village saved about 0.75 USD per day, or 276.5 USD per year, 3) villagers still have their backyard gardens, and 4) the average number of plant species in the backyard garden was 7.687 species per backyard garden. Therefore, the project is sufficient for extension in the village.

The objectives of this study are as follows: 1) to study the expectation of the capabilities and efficiencies of human resource executive officer at the top management level of local administrative organizations and 2) to explore the guidelines for the development of the capabilities and efficiencies of the human resource executive officers at local administrative organizations. This study uses both quantitative and qualitative methods. The study found that in every organization, the HR department has the same job descriptions, such as HR planning, wage and salary evaluation, handling complaints from employees, managing the welfare of and benefits for employees, job orientation, training and development, work data and statistical records, work assessment, writing job descriptions, consulting, managing the relationship between the employer and the employees, and the development of job efficiencies. The first hypothesis testing shows that the top management level at various-sized local administrative offices has the same expectations with respect to the characteristics of human resource executive officers. The second hypothesis testing shows that the top management level at various-sized local administrative offices have the same expectations with respect to the capabilities and efficiencies of human resource executive officers. Furthermore, according to the guidelines for the development of capabilities and efficiencies of human resource executive officers at local administrative organizations, the HR executive officer must act as follows: 1) know the business orientation; 2) act as a change agent; 3) have leadership; 4) act like an advocate; and 5) function as an HR expert.