The objective of this research was to study the relationship between working principles. human resource management practices and the learning organization of personnel in Rajamangala University of Technology Phra Nakhon by collecting data from a sample of 360 people by using a questionnaire using descriptive and inferential statistics. Personnel of Rajamangala University of Technology Phra Nakhon used in this research study. mostly female accounted for 67.80% aged between 36 - 45 years equivalent to 34.20% Single status accounting for 64.70% had a masters degree. 48.10% have work experience between 11-20 years representing 40.30 percent and most of them are support personnel accounting for 58.60% Analyzing the relationship of working principles and human resource management practices that affect the organization of learning. In summary the implementation of the working principles of His Majesty King Bhumibol Adulyadej the Great principles of human resource management practices and learning organizations It is a challenge for management in terms of the survival of the organization. which must be integrated and applied The university has to step into the learning organization. It must start with the importance of human resources in the organization. has been developed appropriately. Because the organization relies on human resources to develop the organization. Also it must make people learn to happen. It may be learning at the individual level group level connected to the organization level. through various methods including education development training and learning by creating a learning organization as one of the heart of organizational management. Knowledge ideas and experiences are mobilized from each employee in order to integrate them for maximum benefit. and knowledge management properly and appropriately The organization will surely achieve its goals.

The purpose of this article is to explain the concepts and theories involving corporate Social Responsibility (CSR) and how these theories can be put into practice in business organizations. The related theories and concepts used in this study include the stakeholder Theory Legitimacy Theory concept of Business Ethics and the concept of corporate Citizenship. In addition the study examines how the integration of CSR concepts with the Competitive Strategy theory can be used in organizations. In particularly two significant theories of competitive advantage namely the Resources Based Theory and the Market Based Theory are applied along with the theories of CSR to assess how businesses gain competitive advantage in a long run.

การศึกษาวิจัยครั้งนี้ เป็นการศึกษาเรื่อง การเตรียมความพร้อมด้านภาษาอังกฤษเพื่อรองรับประชาคม อาเซียนของสถานประกอบการในเขต 1. ควรมีการศึกษาในส่วนของนักศึกษาในสถาบันการศึกษาอื่น ๆ ทั้งในกรุงเทพมหานครและ ต่างจังหวัด เพื่อทราบถึงการเตรียมความพร้อมของนักศึกษา แล้วนาข้อมูลนี้ไปวิเคราะห์และเปรียบเทียบ เพื่อให้ผู้เกี่ยวข้องได้ทราบและส่งเสริมสนับสนุนให้ผู้นักศึกษาบรรลุวัตถุประสงค์ ในการเตรียมความพร้อม ทางด้านภาษาอังกฤษเพื่อก้าวเข้าสู่ประชาคมอาเซียน ในการศึกษาครั้งต่อไปอาจเลือกปัจจัย และวิธีการทาง สถิติอื่นๆ ที่แตกต่างจากการศึกษาในครั้งนี้ เพื่อให้ผลการศึกษามีประสิทธิภาพมากยิ่งขึ้น 2. การวิจัยครั้งต่อไป ควรศึกษาถึงการเตรียมความพร้อมทางด้านภาษาอังกฤษเพื่อก้าวเข้าสู่ ประชาคมอาเซียนในมุมมองของผู้บริหาร อาจารย์ และเจ้าหน้าที่สายสนับสนุนของสถาบันการศึกษา เพื่อให้ สถาบันการศึกษาที่เปิดหลักสูตรผลิตบัณฑิต สามารถตอบสนองความต้องการของสถานประกอบการในกลุ่ม ประชาคมเขตเศรษฐกิจอาเซียนได้

Today many organizations are facing problems with generational differences in the workplace. Problems can arise from differing mindsets and communication styles of workers born in different eras. They are different in view of thoughts expectations and attitudes between generations. Generation gaps become frictions and obstacles to workplace communication resulting to company performance and lower productivity. Generation Gap Management in organization is therefore the important role. It is necessary for the Human Resource Department who is the main duty to generate effective management strategies to cope with multi-generations’ characters and their behaviors. The objective of this article is to review of related literatures in terms of its advantages and impact based on the study about multi-generation conducted by academician in western countries and Thailand. It found out those different perspectives in each generation promotes respect for diversity and fosters cohesiveness within the workplace. Acknowledging and incorporating the values ideas and perceptions of each one can have a positive impact on the climate with creativity and productivity increase. Therefore working in the generational mix can be efficiently applied to Human Resource Management including human resource planning recruitment and selection human resource development performance appraisal and employee retention. This will mitigate potential conflict between generations. In the meantime they are able to work together side by side which resulted to business growth successfully.

The purposes of the study were to investigate the organizational commitment compare factors affecting the organizational commitment and explore related factors affecting the organizational commitment of the personnel working at Suan Dusit University the questionnaire was administered to 362 samples and analyzed by the percentage distribution mean - Way ANOVA and pearson product moment correlation coefficient analysis set at 0.05 statistical significance. The study results revealed that Suan Dusit University personnel had high level of organizational commitment in general. Factors related to overall working performance were good and working experience was in average. It is also found that the organizational commitment level of the personnel who were different in different in terms of age marital status educational level work tenure and salary Income at 0.05 statistical significance. Additionally overall working performance as well as working experience was highly and positively related to the organizational commitment in general.