แนวทางการจัดการทรัพยากรมนุษย์ของท่าอากาศยานเชียงใหม่ ภายใต้ความหลากหลายช่วงวัยของบุคลากร

Abstract

Study of guidelines for human resource management of Chiangmai international airport under diversity of personnel generations. Propose to study and analyzed attitudes, personalities, general character Behavioral habits social-habits and motivation for workforce of Chiangmai International airport personnel to find the ways for organize human resources and respond to the behavior of people in all generations in a balanced manner. Studies conducted by interviews and group discussions in relevant agencies showed that Generation B people have high leadership strengths. Respecting regulations, dedicating themselves to work, weaknesses are like to commands, conservative and not good at socializing. The strengths of generation X has its own ideas. Open to feedback, open for new technology, be discreet in making decisions. There's a weakness. He likes to give orders, believe in seniority. Generation Y has its strengths high self-belief and creativities. The weakness is disrespect for regulations, lack of patience. Not trying to adapt to corporate culture. Generation Z has its strengths: enthusiastic. Paying attention to learning new things, being honest, good at technology, the weakness is lack of patience, limit of experience and acceptance. Nevertheless, for work performance the organization should have flexibility to operate work patterns into the present. It is based on the principles of operation in the Thailand 4.0 by increasing the capacity to work and retain people in the organization. Challenging, diverse work characteristics and flexibility of work will proportionately and accessible to the true needs of each generation. This will help reduce the problem of diversity during the age of the workforce and enables each generation's personnel to adapt and work together effectively. Consequence to increase competitiveness and drive the organization towards success.