Therdchai ChoibamroongThanida Duangpaen2022-02-282022-02-282020b212233https://repository.nida.ac.th/handle/662723737/5582Thesis (Ph.D. (Integrated Tourism and Hospitality Management))--National Institute of Development Administration, 2020This research study proposes a model for the human resources management practices of Suvarnabhumi Airport, Thailand and has five objectives: 1) to synthesize the process of human resources management practices of Taiwan Taoyuan International Airport, which is one of the world’s best ranking airports and recipient of the Worldwide Best Airport Staff in the World and Best Airport in Asia awards; 2) to evaluate the efficiency of the human resources management practices of Suvarnabhumi Airport; 3) to evaluate the effectiveness of the human resources management practices of Suvarnabhumi Airport; 4) to study factors influencing the efficiency and effectiveness of the human resources management practices of Suvarnabhumi Airport; and 5) to suggest improvements to the human resources management practices model of Suvarnabhumi Airport. A literature review was carried out to provide a general overview of the Taiwan Taoyuan International Airport and Suvarnabhumi Airport by focusing on the fifteen Steps of human resources management practices, along with the efficiencies and effectiveness of these practices. Furthermore, the research will also shed light on the five factors influencing the effectiveness of human resource management practices, which were extracted from the research findings, to propose a model for the human resources management practices of Suvarnabhumi Airport. The study employed mixed research methodologies. A survey questionnaire was used to gather data on the levels of efficiency and effectiveness of human resources management practices, and the factors influencing the efficiency and effectiveness of human resources management practices from 400 airport staffs of Suvarnabhumi Airport. Meanwhile, semi-structured interviews were carried out to gather rich data from a total of 10 employees consisting of the managerial and staff levels of Suvarnabhumi Airport, along with a total of 12 employees consisting of the managerial and staff level employees of Taiwan Taoyuan International Airport. Descriptive and inferential statistics (exploratory factor analysis and multi-linear regression analysis) were applied to analyze the quantitative data, while content analysis was employed to extract the findings from the semi-structured interviews. The research found that Suvarnabhumi Airport’s internal human resources management process has not yet obtained the level of efficiency and effectiveness that an airport of this caliber would be expected to possess.  In addition, it was found that all five factors consisting of 1) Organizational Factors, 2) Economic & Environmental Factors, 3) Technological Factors, 4) Sociocultural Factors, 5) Legal and Regulation Factors, have an effect on the efficiency and effectiveness of the human resources management practices of Suvarnabhumi Airport. Regardless, the research identified the 15 steps which make up the human resources management practices model of Suvarnabhumi:  1) recruitment, 2) selection, 3) reference and background check, 4) medical evaluation, 5) contract signing / compensation and incentive, 6) orientation, 7) job training and development, 8) performance evaluation/ performance appraisal, 9) probation / career plan and development, 10) job training & coaching, 11) individual development plan  (IDP), 12) key performance index  (KPI), 13) retention, 14) promotion, and 15) resignation.228 leavesapplication/pdfengThis work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.e-ThesisSuvarnabhumi AirportHuman resource managementtext--thesis--doctoral thesis10.14457/NIDA.the.2020.68