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.

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 1) investigate opinions towards the personnel development activity model 2) explore opinions towards the personnel development and 3) examine the personnel development activity model towards Bangkok Central Crown Property Bureau personnel capacity development. The samples of the study were 330 employees working at Bangkok Central Crown Property Bureau selected by proportional stratified random sampling. The data collected were analyzed by the percentage distribution mean and standard deviation; and t-test F-test and multiple regression analysis resulted at 0.05 statistical significance. The results revealed that most of the samples were single females ranging from 31 to 40 years of age holding bachelor degrees. Their average income salaries were 20001 to 30000 Baht. They were working in practical and administrative operational positions and had been working for five to ten years. In general most of the participants reflected that the personnel development activity model which included administrative activities training activities professional planning activities and teamwork activities had high impact on the personnel capacity development. It was also found that personal factors concerning differences on the employee’ age education status tenure range position resulted in different capacity development outcome. In addition most of the participants revealed that the personnel development activity model which included administrative activities training activities professional planning activities and teamwork activities had influence on the personnel capacity development.

This study were to Analyze and synthesize the action plans for the study leave system of RMUTL. Research procedures include job analysis questionnaire data collection data analysis and operational plan syntheses. Sixty-three research samples are those who have already taken study leave and operating staff. The statistics used in analyzing the data are Chi-square T-test and One-way ANOVA. It is found that the fast service and in accordance with the rule should be improved. There are some people who do not know the rule and information of study leave. Most of the samples express a moderate satisfaction level. The highest satisfaction level is human resource development planning while the process of making contract is the least satisfaction Male shows higher satisfaction than female. The person who already study leave has higher satisfaction than the operating staff. Finally six action plans are outlined based on this study.