This research aims to develop the direct selling business of the consumer products which the objective as follows: 1. To study the marketing operation of the direct selling business of consumer products. 2. To study the relationship between demographic characteristics of the independent distributors and the success in the direct selling business of consumer products. 3. To study the market development factor affecting the direct selling business in Thailand. And 4. To determine the guidelines for marketing development for the direct selling business of consumer products. Population and sample are divided into 2 categories which are 27 executives and 400 independent distributors. The research tool used in this study was five-level rating scale questionnaire and closed-end questionnaire. The statistics used in the data analysis were percentage mean standard deviation and inferential statistics using t-test and F-test to test the difference. The result of the study showed that the direct sales business should be partnered with other companies in order to distribute the products (42.2%) the products should be delivered to consumers through the direct selling distributors (51.3%) internal management is the key to success in direct selling business (44.8%) and the factor to success in the business is the production management (45.3%).

The purpose of this study was to investigate the influence of job satisfaction concerning the work performance of Ayudhya Capital Auto Lease Public Company Limited (Krungsri Auto) employees after the merger. The sample consisted of 2468 employees of Ayudhya Capital Auto Lease Public Company Limited (Krungsri Auto Personnel Department 2016). According to Krejcie and Morgan (1970) the samples used in the study were 331 who were asked to provide data through a questionnaire developed by the researcher. Its reliability regarding the Alpha value was .939 and the analysis of the respondents’ data frequency and percentage mean and standard deviation were applied. The analysis of data on the job satisfaction and Krungsri Auto employees’ performance relied on the inferential statistics while the hypothesis was tested by using multiple regression analysis and the results were as follows. The analysis of general education data of the population showed that most respondents were females between 31-40 years old with bachelors’ degrees and were in the entry-level positions for 1-5 years earning 15000 – 30000 Baht. It was found that Krungsri Auto employees’ the work motivation in the overall staff was very high. The highest was the aspect of the work characteristics followed by work success work responsibility work atmosphere salary and welfare and good governance which were all in high levels. However the acceptance aspect was in the moderate level. As for Krungsri Auto employees’ job satisfaction it was found that the satisfaction of employees in terms of the career security work atmosphere good governance salary and welfare were at high level. The job satisfaction on the policy and administration (X6) leadership (X11) opportunities and advancement (X4) relationships with colleagues (X8) and personnel acceptance (X5) could be written as raw score (B) and standard score (Bata) of the multiple regression equation used to predict the satisfaction of the personnel performance that influences the performance of the employees. After the merger Bank of Ayudhya was selected by using the predictive equation as the following raw score. = (Y) 1.138+.201 (X6)+.155 (X11)+.106 (X4)+.142 (X8) + .087 (X5) Suggestions for further research are as follows. 1. Executives should have a clear salary management policy adequate to ensure a stable working atmosphere and organizational commitment. 2. The organization should foster the motivation for better work performance. 3. The organization should ensure the employees’ confidence that after the business merging the employees will also have the same work stability recognized good working conditions and appropriate welfare for the performance.

From the past many organizations have been severe impacted to their business continuity from unexpected disruptions or disasters. Disruptions to the business can result in company damage and failure. Therefore it is necessity for all organizations to establish and to apply a business continuity management (BCM) system based on ISO 22301 appropriate to its needs. It has been developed to protect against the likelihood of occurrence and recover from major incidents resume critical business activities and speed up the return to normal operations. This article is aim to study on the academic documents relevant literatures and to combine its knowledge about ISO 22301 with full explanation of BCM concept. Under the framework of ISO 22301 the process will be driven effectively to the success by 3 key factors starting from the executive management’s encouragement with its own set of goal in gearing forward to the BCM system. With full knowledge and clear understanding the BCM team will play a major role to ensure that a crisis management framework is consistent with best practice. All levels of staff members are fully aware of their role within the system and able to implement successfully with full co-operations and the opportunity to continuously improve company business culture. Lastly a recognized benchmark of good practice in BCM operation by one organization in Thailand has been mentioned as an example herewith. It goes without any doubts that it will be useful for other organizations those who like to follow and apply into good practice in accordance with the ISO 22301 effectively.

The government of Thailand has endorsed “Thailand 4.0”as its new ploy and economic model for country development driven by innovation with the main focus on the importance and support to the startup business effectively. As a result the startups are becoming fully overwhelming attention with continuously unprecedented growth. At present many startup businesses are facing a potential future skills shortage in terms of talents creativity high-quality skills & services including capabilities in advanced technology. For this reason human resource managers need to change to the use of proactive strategies in order to upgrade employee performance and its competencies to cope with the market demand in startup businesses and be able to go strongly in international business growth. This article is aim to study on the academic documents relevant literatures and to combine its knowledge about Human Resource Management for Startup Business. Starting from the explanation of important core pillars of the Startup Businesses Sources of Finance from Investors the Difference between SME and Startup and Human Resource Management for Startup Business. The right bridge of proactive strategies is enacted into the implementation plan either in Recruitment and Selection screening for highly-skilled employees Human Resource Development for self-learning and creative. In particular Performance Appraisal as well as building inspiration according to individual needs are necessary for Employee Retention. Moreover popular software and/or relevant applications using widely-spread in startups are mentioned as examples too. In practical concrete it is applicable and useful for human resource managers’ determination.

This research has a purpose. To study the perception level of the Faculty of Business Administration personnel on Internet news dissemination. This may affect the offense under the Computer-Related Crime ACT B.E. 2550 (2007). This research is quantitative research with the questionnaire. (Questionnaire) The samples were staffs of the Faculty of Business Administration. Rajamangala University of Technology Phra Nakhon Bangkok. The researcher conducted several statistical analyzes including Frequency Percentage and Mean. The sample consisted of 60 people 22 men and 38 women 36.7% and 63.3% respectively. The age group was between 18-45 years. There were 30 and 25 respectively and there were 83 graduates in the masters degree 83.3 followed by doctoral degree and bachelors degree. Concluding that the 36-40 age group had the highest level of knowledge the average was 3.571429 followed by the 31-35 age group 41-45.46-50 51-55 respectively and the smallest group. In the age range of 21-25 the mean is 2.809524 and the level of separation is based on the degree. Masters degree has the highest cognitive level of 3.425714 followed by undergraduate level. And the lowest degree is the diploma level.