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 first purpose of this research is to study the using of personnel management system of Rajamagala University of Technology Phranakhon. Secondly the satisfaction in system using is suggested. The investigation and gathering information from university workers are done by questionnaire of satisfaction. The information is evaluated by using frequency percentage mean and standard deviation term. The reliability of two samples is tested by t-test using Alpha Coefficient of Cronbach and the reliability of more than two samples is tested by One Way Analysis of Variance. The results showed that the efficiency of using the personnel management system is the same as the system which is used in division of personnel management administration and division of general administration. The setting manual and log out of system which used in sub-system of each role are consistent with research hypothesis. The analysis of satisfaction of all workers between sexes (male and female) and between duties (support and academic staff) showed that the satisfaction in personnel management system is at high level. The university plan to develop the system continuously to face the changing and the present.

The purposes of the study were to investigate Relationship between work environment and work satisfaction at Aurora Design Company Limited. 300 sample employees at Aurora Design Company Limited were selected to response to questionnaire. Computer package software was applied to acquire the values of percentage distribution mean standard deviation and Pearson Correlation Coefficient. It was found that in the aspects of welfare colleagues work security work promotion working hours income wage were significantly related to work satisfaction. In terms of satisfaction on work position advancement and job description perception were interconnected to work satisfaction.

The purposes of this research were to: study performance efficiency of Kasikorn Bank employees; to compare personal characteristics and performance efficiency of Kasikorn Bank employees; and study correlation of employee competencies to performance efficiency of Kasikorn Bank employees. The questionnaire and test were employed for collecting data from the sample group comprising 287 cases of Kasikorn Bank employees at Ratburana head office. The sample group was derived from simple random sampling. The frequency percentage mean standard deviation T-test one-way ANOVA and Pearson’s correlation with statistical significance at the level of 0.01 to 0..05 were applied for data analysis. The findings revealed that the majority of participants were female; aged between 18-30 years; working years were five years or more; and their position was unit chief. The result of difference comparison found that different genders ages and working years had no different effect to performance efficiency. Moreover correlation between employee competencies and performance efficiency of Kasikorn Bank employees it was found that correlation was at high level and the same direction.

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.