Abstract The objective is to analyze Klong Prem Prachakorn water quality and its water management. A total of 10 parameters include pH water temperature turbidity dissolved oxygen (DO) biological oxygen demand (BOD) chemical oxygen demand (COD) suspended solid (SS) total dissolve solid (TDS) and coliform bacteria were measured. Water samples were taken from 3 sampling points along the length of the canal between Bang Khen train station intersection and Wat Samian Nari intersection with a total distance of 1.3 kilometers. Samplings were done weekly for 5 weeks started from 12th December 2013 to 15th January 2014. The results from weekly monitoring of Klong Prem Prachakorn’s water quality show that the values of each parameters being monitored are within the range of the surface water quality standards. Howeverthe reporting values may show weekly fluctuation which may be resulting from relating environmental factors such as changing temperature the canal’s water volume and level (may results from the operation of the floodgate by the Department of Drainage and Sewerage). Nevertheless the values show that the canal water is clean for surface water according to type 4 water quality and can be used inindustrial sector. This study on Klong Prem Prachakorn’s environmental condition has provided a piece of knowledge that was appliedfor environmental problems’ corrective concepts and guidelines. Furthermore knowledge and information gathered in this study together with the use of a Geographical Information System (GIS) can be applied for ecological conservation studies of the areas. This study contributes to an existing knowledge and understanding of Klong Prem Prachakorn’s water quality problems and can be used to support water quality improvement campaign

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.

Human resource is nowadays an important thing to every organization. Human resource is the main key to drive the organizations to achieve their objectives effectively and efficiently. Many organizations have thus started to realize the importance of human resource management because creating or developing all personnel of the organization seems to be the capital development which is the most important part of the organization namely Human Capital which can create value and a tremendous competitive advantage to the organization. In this article thus the author focuses on describing human capital management (HCM) in terms of meaning characteristics importance evolution and trends in human capital management.