This research was Problems and Solutions of Human Resources Management in Highland Research and Development Institute (Public Organization) that studied the scope of Human Resources Management Processes which consisted of six parts: (1) personnel planning, (2) recruitment and selection process, (3) personnel development, (4) personnel maintenance, (5) performance assessment, and (6) personnel retirement. The objectives of the study were 1) to study the problems of Human Resources Management in Highland Research and Development Institute (Public Organization), 2) to offer the ways to improve and resolve the problems of Human Resources Management in Highland Research and Development Institute (Public Organization). The research methodology was a qualitative research. The samples in this study were 29 participants that divided into two groups as follows: the in-depth interview with 6 participants and focus group discussion with 23 participants. The results of the study was shown as below. Problems of Human Resources Management in Highland Research and Development Institute (Public Organization) which must be urgently improved were personnel development, personnel maintenance, and performance assessment. All of these three problems affect the development and empowering the officials, including the morale in performance of the officials. Therefore, the proposed guidelines for prevention and solution of Human Resources Management in Highland Research and Development Institute (Public Organization) were summarized as follows. 1) Personnel development; establishing the training courses should allow any group or office involved in offering the training courses for the preparation of annual development plan. There should be the assessment of knowledge before and after the personnel development. 2) personnel Maintenance; there should be review and improvement about the welfare of the institute to be equal or no less than the rights of the government, including the rights of the officials and their family members. Clarifying the benefits and privileges for the officials to acknowledge and understand. There should be interview with the officials who resigned to inquire about the reasons for the resignation to be utilized in the planning or find ways of prevention in maintenance personnel. 3) Performance assessment; there should be the determination of criteria for evaluating the performance clearly, informing the evaluation results to the officials, and evaluating the performance at least two times a year.