• International Commerce and Information Review
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• v.15 no.1
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• pp.135-159
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• 2013

The globalization of business is making it more important than ever to understand how international human resource can be utilized more competitively. This study explores how the international human resource strategies between global integration and local responsiveness affects the company's competitive advantage. The findings for global integration strategy suggest that when a subsidiary is highly dependent on the parent company's resources and the findings for local responsiveness suggest that when a subsidiary is highly dependant on the host country's resources and institution. This study proposes competitive advantage by the global integration strategy and local responsiveness strategy. The effects of IHRM to create value for company's core competence was analyzed. Two IHRM strategic choices will affect the different competences such as integration and localization abilities. This paper also suggests the two kinds of core competences of IHRM strategies how impact on company's performance.

• Proceedings of the Korean Institute of Navigation and Port Research Conference
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• 2013.10a
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• pp.5-7
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• 2013

지속적으로 발생하는 대형 해양사고에 대한 대처방안의 일환으로 진행된 국제해사기구에서의 조사 및 연구는 선박의 물리적 감항성 이외에 선박을 운영하는 인적자원의 과실에 주목하게 되었다. 이러한 인적과실에 대한 대처방안으로 1994년에 '1974년 SOLAS 협약'의 부속서로 '국제안전관리규약'이라고 하는 이른바 'ISM Code'를 채택하게 되었다. 우리나라는 1999년에 'ISM Code'를 구 해상교통안전법(현 해사안전법)에 관련 조항을 신설하여 시행하고 있다. 최근 개정된 해사안전법에서는 해운선사가 선박의 안전운항 및 해양환경보호를 위한 안전관리체제를 수립하고, 이를 이행하기 위한 사업장의 인적 구성원들이 갖추어야 할 요건에 대해서 규정하고 있다. 하지만 법률 이행당사자인 선박소유자 또는 안전관리대행업자 등은 조문내용을 해석함에 있어 명확하고 통일된 의견을 내지 못하고 있어 혼란을 야기하고 있다. 이 논문에서는 해사안전법상 안전관리책임자와 안전관리자의 자격기준 등에 관한 법률상의 문제점을 살펴보고, 이에 대한 개선방안을 제시하고자 한다.

• The Journal of the Convergence on Culture Technology
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• v.5 no.1
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• pp.21-26
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• 2019

This paper examines effect of fitness between innovation and HRM type on firm performance(quality competitiveness, operating profit). Data were extracted from the Korea Labor Institute's workplace panel survey(WPS) from 2015, and the analysis used 3,431 companies. To test the research model, analysis of variance(ANOVA). The model shows that full-innovation/commitment HRM type companies were significantly higher quality competitiveness, and operating profit than other companies. And low-level innovation/control HRM type companies were significantly lower quality competitiveness and operating profit than other companies.

• The Journal of the Convergence on Culture Technology
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• v.8 no.2
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• pp.23-28
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• 2022

This paper analyzed the influence of employment, human resource development, and labor practices on the corporate performance. Data were collected from the Korea Labor Institute's workplace panel survey(WPS) from 2017, and the analysis used 2,868 companies. This study employed operating profit as a corporate performance. Employment included open recruitment of new employees, evaluation of NCS job competency, and implementation of core human resources acquisition program. Human resource development consisted of incumbent training, job competency improvement evaluation, management program for low performer, emoloyee's career plan, and HRD using job analysis. Labor practices included guarantees for parental leave, guarantees for maternity leave, and support for childcare facilities. The analysis method used binominal logistic regression analysis for two groups of operating profit surplus and deficit companies. As a result of the analysis, it was possible to confirm the influence of employment, human resource development, and labor practices on performance. And the implications of employment, human resource development, and labor practices to improve corporate performance were discussed.

• The Journal of the Convergence on Culture Technology
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• v.9 no.2
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• pp.275-284
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• 2023

This study is of academic significance to investigate the relationship between person-job fit and job-based psychological ownership, which previous studies lacked, and further confirmed for the first time in Korea that job-based psychological ownership mediates the relationship between person-job fit and job performance. In addition, the study supports the expectation theory that competency suitability affects job performance and the social exchange theory that requirement suitability affects job performance.

• The Journal of the Convergence on Culture Technology
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• v.8 no.5
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• pp.409-421
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• 2022

The purpose of this study is to understand the flow of personnel management in the Joseon Dynasty through Dasan Jeong Yak-yong's Mokminsimseo, and to understand how it is being used not only in modern administrative organizations but also in social welfare organizations. As a result, first, first, among the human resource management areas of the Joseon Dynasty, the area occupied the most was related to integrity. These are the contents that are widely used in evaluation methods and scope, value standards, and use of evaluation today. Second, regarding the recruitment and recruitment of talents in the Joseon Dynasty, various methods were presented to enhance the appropriateness, fairness of hiring, and the effectiveness of hiring human resources. This has significant implications even today as it specifically mentions the appropriate appointment and scale of human resources, emphasizing that personnel is everything. Finally, This is different from the human resource management of the Joseon Dynasty in that it is being converted to a compensation paradigm rather than discipline as a way to inspire the motivation of workers today and increase work efficiency. In addition, professionalism was emphasized in the education and training of public officials, and the maintenance of dignity and leadership in body and mind is emphasized, showing that even today, the virtues required of workers in public organizations, including social welfare organizations, are being maintained.

• Journal of Navigation and Port Research
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• v.37 no.5
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• pp.519-526
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• 2013

In managing shipping business, the concept of seaworthiness of the vessel has developed in accordance with the development of the shipping industry. However, despite of the development of the vessel's seaworthiness, marine accident has continuously occurred at sea. International Maritime Organization(IMO) has paid attention to the research and investigation of Human Error in shipping operations in addition to physical seaworthiness of the vessel. In 1994, IMO adopted the "International Management Code for the Safe Operation of Ships and for Pollution Prevention(ISM code)" of "SOLAS 1974" Annex, to take countermeasure against this human error. In 1999, Korea adopted the 'ISM Code' and then enacted the Maritime Safety Act (previously Maritime Traffic Safety Act). The Maritime Safety Act regulates necessary qualifications of the Human Resources of shipping companies for establishment and implementation of the safety management system. However, there has been a discrepancy between shipowners and ship management companies in interpreting the legislative texts, finally causing confusion. In this paper, I would like to examine the deficiencies in the regulation on the standard of qualifications of the Designated Person under the Maritime Safety Act and thereby suggest any possible improvements in it.

• International Area Studies Review
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• v.21 no.2
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• pp.171-196
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• 2017

This study employed the Analytical Hierarchy Process (AHP) methodology with the enhancement of the competitiveness of Vietnamese commercial banks set as the overall goal of the model. Analysis of the survey questionnaire based on pair-wise comparisons and collected from experts in the field of banking led to three significant findings. First, banking safety is the most important evaluation criteria for the competitiveness of local commercial banks in Vietnam, followed by operating efficiency, intangible values and large scale. Second, in order to achieve the overall goal of enhancing competitiveness for local banks, securing healthy financial conditions should be made the priority. Effective management systems, strategic human resource planning and high-quality products and services all show strong connections to achieving the evaluation criteria. Third, the study found that bad debt settlement is essential in obtaining healthy financial conditions. In order to introduce effective management systems as well as high-quality products and services, technological advances are very important. Improving the quality of executives and staff is imperative for strategic human resource planning purposes.

• Journal of Advanced Marine Engineering and Technology
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• v.36 no.2
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• pp.327-333
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• 2012

The Engine Room Resource Management System will be applied to ocean going ships according to the revision of 2010 STCW convention. This paper aims to study the practical procedures for establishing Engine Room Resource Management System in connection with the eight quality management principles of ISO 9001 and Korean law. For the purpose of this study. the definition and the necessity of Engine Room Resource Management System and customer, product, customer requirements in accordance with the requirements of the ISO 9001 are reviewed and discussed.

• Proceedings of the Korean Institute of Navigation and Port Research Conference
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• 2014.10a
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• pp.331-332
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• 2014

최근 해양 분야에서는 해상과 육상의 다양한 데이터를 통합, 활용하여 해상에서의 선박의 안전 운항, 해양 환경 및 자원의 보호 등의 활동에 필요한 정보를 적시에 제공하는 정보 서비스 체계로 e-Navigation에 대한 관심이 높아지고 있다. 국제해사기구(IMO)를 비롯한 해양 분야 국제기구 등은 e-Navigation을 위한 정책, 표준, 관련 기술 및 시스템 개발 등 e-Navigation을 주도하기 위한 많은 노력을 기울이고 있다. UN산하 해사안전 분야 전문기구인 국제해사기구(IMO)는 인적과실에 의한 해양사고를 줄이기 위해 2006년 e-Navigation 도입을 결정, 2018년부터 시행하기 위해 국제협약 제 개정 등을 추진하고 있다. 해양수산부는 국제해상안전 규제동향에 선제적으로 대응함으로써 해양안전을 강화하는 한편, 관련 분야 신산업 육성과 일자리 창출 등을 목표로 하는 "한국형 e-Navigation 대응전략"을 발표하였다. 항로표지는 해상에서의 안전한 활동을 지원하는 필수 시설로써 e-Navigation 시스템의 중요한 운영자원으로 활용될 예정이며 이에 국내에서도 e-Navigation 시스템 운영을 위한 항로표지시설에 대한 기술 개발이 절실한 실정이다. 이러한 항로표지를 이용한 한국형 e-Navigation 운영을 위한 발전 방안에 대하여 기술하였다.