This research aimed to study the qualification of Kluaynamthai Hospital’s (KLH) personnel in three aspects; nutrition knowledge consuming behavior and nutritional status. The research also studied on the relationship of the three aspects. The Stratified Random Sample method was used. Questionnaires and the 2008 annual check up information were used to gather the data from 236 samples. The data were analyzed by using frequency percentile mean and standard deviation. The analysis of test score was done by a statistical method (Chi-square) with a 0.01-0.05 significant level. The study revealed that 65.68 % of Kluaynamthai Hospital’s personnel had excellent nutrition knowledge and 26.69 % 6.78% 0.42% and 0.42% had nutrition knowledge at good average meet criteria and under criteria respectively. The average of 2.91 of the group had good consuming behavior and the frequency of good consuming behavior at 2.69 or 91.95 % of the group’s consuming behavior was less affected by mass media. 49.58% of the group had normal nutrition status while 35.59% and 14.58 % had over nutrition and below nutritional status respectively. The study of the relationship between the nutrition knowledge and the consuming behavior revealed that there was the significant relationship between the two variables at significant level of 0.05.

Research project on Factors influencing the performance of support personnel Faculty of Technology Rajamangala University of Technology Phra Nakhon The objective is to study the factors influencing the performance of support personnel. Faculty of Technology Rajamangala University of Technology Phra Nakhon Data collection tools include target audience satisfaction questionnaires. Analyze data using phonological statistics. The study found that Target audience 58 support personnel The Faculty of Technology Rajamangala University of Technology Phra Nakhon Phasat found that the majority of them are females aged 20-40 years. Personnel pay attention to operational factors. Overall there is a high level of satisfaction with the operational environment. Administration Operational progress and compensation and benefits Personnel pay attention to the level of performance. Overall there is a high level of operational satisfaction fairness transparency and operational compliance with the rules and regulations and the aspect of being able to successfully carry out the tasks assigned to them. The field is able to perform the assigned tasks with quality and efficiency. The side is able to perform the task correctly as assigned and the side has an understanding and can determine the guidelines for the operation. The side can perform the work completely and completely as assigned and the side can perform the work quickly and on time to a large extent.

This research aims to analyze demand Necessary Skills and ways of collecting the credit to transfer into the education system of Service Industry Workers (Hospitality and Tourism) in Bangkok. The research results found 4 points that is; (1) career stability (2) knowledge (3) services (4) awareness and self-esteem value During the research process of training course curriculum found that there are three courses that is English training course for hospitality industry Excellent Services technique for customer impressive course using technology “Amadeus” system for booking and ticketing in tourism and hospitality industry. These courses become a set of learning handbook and trained to the target group service working to learn and have knowledge up-skilled and have a positive thinking to work in service industry. In term of earning credit from these courses into the education system in form of transfer credit by using knowledge and experiences the results from research seminar can be conclude into two ways (1) transfer credit from the course that has certificate or do not have any certificate still can transferred within the guarantee from institution (2)transfer credit from certified course should be specify with the exactly total houses studying or have a test and evaluate the learning outcomes from the courses.

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.

This objectives of this research were to 1) study the factors for the development of teachers’career advancement. Rajamangala University of Technology Phra Nakhon 2) To study the motivation for career advancement development of teachers of Rajamangala University of Technology Phra Nakhon. It is a quantitative research by quantitative survey. and qualitative interviews Data were collected from a sample group of 324 teachers in Rajamangala University of Technology Phra Nakhon. Use questionnaires and interviews as tools to collect data. The statistics used for analysis were frequency percentage mean and standard deviation. The results of the study from the sample group showed that 1) most of the personal factors were female aged 41–50 years single status masters degree. have an average monthly income of more than 45000 baht 2) Environmental factors within the organization such as job content rewards and career advancement opportunities. learning opportunity Academic Seminar for Teachers Career Development Fairness in salary assessments academic work position and fair returns; and 3) There should be guidelines for developing teacher career progression. Consisting of rewards and job security at a high level The organization shall assure employees that assessments are consistent with pre-declared methods. Executives who assess fair salaries and ensure that all teachers are treated equally including consistent treatment of employees. Fair management the real professionals in the organization have the majorty of the management term. Must have good governance credibility and professional management. supervisors and colleagues who are transparent and do not take advantage There is only a plan to encourage teachers to enter academic positions. But it does not support it seriously and does not support it in practice. not policy By facilitating the reduction of teaching hours and allowing free time to complete academic work. The problems and obstacles found were that there was no real promotion for teachers to enter academic positions. There is bullying at different faculties in the university. High-level executives must have good governance in all aspets of work.must not be biased No bias and no partisans. in order not to create divisions like the present Lack of motivation to work because of the lack of transparency and unfairness at the level of middle-level executives and doing the wrong thing at the faculty level There is no transparency in the operation. Salary Assessment consideration of merit Faculty Management System on campus Standard and fair authenticity like the old days. because the new generation lacks technical experience To manage the work correctly and up to the standard not conductive to work The management is inexperienced and the work is partisan and unfair. The teachers are bored. In working with and for guidelines for the development of teacher career advancement. There must be a serious professional development plan in the academic field. There is a practicality There is real support reduced teaching hours giving opportunities to do academic work in a concrete way. in the development of the teachers career advancement There must be a serious professional development plan in the academic field. There is a practicality There is real support reduced teaching hours giving opportunities to do academic work in a concrete way. There must be impartiality and fairness in the administration of all departments. and support all faculty members equally There is a mentor to help in doing academic work clearly seriously supporting. and should have competent management and have good governance in working more than it is There is still not as much as it should be to organize the subjects taught. The opening of cource in different faculities must be clear and transparent. Not helpful to their peers It must be accurate and allow students to choose to register for free electives on their own. Not for professional branches to arrange for students to study in baskets. Because of unfair selection of subjects the partisan system should have’s a budget to support and equipment. In doing academic work and contributing in terms of time for teachers to have time to do academic work by reducing the teaching hours in a concrete way and do not deduct teaching points But there is an agreement to submit academic work in the later semester after the teaching hours have been reduced. Opportunity to use vacation days or permission to do academic work without control and signing of official duties conducive to truly academic achievements But there must be an agreement to submit academic work in the next semester.