• Proceedings of the Korean Society of Disaster Information Conference
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• 2022.10a
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• pp.71-72
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• 2022

본 연구는 발주기관과 사내 공급자의 재해경감활동관리체계 연계성 강화에 대하여 연구하고자 한다. 기업재난관리표준에 정하고 있는 공급자 전략에 대한 요구사항을 파악하고, 발주기관과 공급자의 적용사례를 검토 분석하여 재해경감활동관리체계의 연계성 강화를 위한 절차를 도출한다. 기업재난관리표준의 요구사항인 공급자 전략에 대하여 명확히 정의하고, 연계성 강화를 위해서 발주기관과 공급자가 적용하는 절차와 그 절차에 의하여 산출된 결과물을 공유하는 표준화된 절차가 필요하다는 시사점에 대한 해결방안을 연구하였다. 공급자의 재해경감활동관리체계 수립 절차중 중요한 절차의 연계성 강화를 위한 개선안을 제안하였으며, 제안된 내용과 절차를 기업재난관리표준과 관련 규범에 반영할 것을 제시한다

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.2 no.3
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• pp.61-102
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• 2007

This study empirically analyzed how human resource management(HRM) practices affect the performance of venture firms using The results of the study are as follows: First of all, several HRM practices were found to affect organizational performance significantly. Specifically, ${(1)}$ recruitment and selection practices were negatively related to turnover, which seemed to mean that effective staffing including development of good recruitment pools and rigorous selection process lower turnover, and ${(2)}$ training and development, compensation, and labor-management relations were positively related to subjective performance of the firms, which implied that as the venture firms provide more opportunities of training and development to employees, provide compensation on the basis of performance, and develop cooperative labor-management relations, the subjective performance of the venture firms Increases. Secondly, negative interaction effects were found to exist between competitive strategies and HRM practices on organizational performance. Specifically, ${(1)}$ the interaction between differentiation strategy and compensation were significantly related to turnover, ${(2)}$ HRM planning and training and development interacted with differentiation strategy to significantly affect subjective organizational performance, and ${(3)}$ HRM planning, selection, training and development, compensation and communication practices interacted with technology innovation strategy to affect subjective organizational performance. So far, there have not been many studies which deal with HRM practices of venture firms in Korea. Thus, it is hoped that this study stimulate more research efforts on theory development and empirical studies on HRM practices of venture firms. Also, it is hoped that government conduct more policy studies and provide more resources in HRM area of the venture firms. Specifically, it is suggested that government take proactive steps to improve industrial skilled staff and technical researcher systems in order to alleviate the problems of workforce shortages in venture firms. And it IS also suggested that regional human resource development programs be introduced with the participation of the firms, local governments, and universities.

• Cement
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• s.39
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• pp.49-53
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• 1970

우리나라의 기업들도 조만간에 EDPS의 도입문제에 당면하지 않을 수 없다. EDPS의 도입을 위해서는 전문적인 지식과 경험을 갖고 충분한 사전연구와 긴 준비기간을 요하는 만큼 문제에 직면해서 도입을 서두른다면 이미 늦어버린다. 이 글은 그러한 의미에서 EDPS의 도입 그 자체보다는 도입을 위한 준비단계에서의 기본방향과 원칙을 제시하기 위해서 이 분야에 관심있는 경영자들을 위해 EDPS의 윤곽(outline)과 컴퓨터 시스팀의 기능과 초기단계에서의 교육과 훈련의 중요성을 강조하는데 끝이었다. 따라서 EDPS 도입의 실제와 구체적인 접근방법(approach) 그리고 이에 수반하는 데이터의 정비, 시스팀 분석과 설계, 프로그램 개발 등 기술적이고 전문적인 부분에 대해서는 실무자가 당면하는 문제이므로 주제와 수준을 달리하여 다음 기회에 계속하기로 하고 이 글에서는 생략하였다.

• The Magazine for Energy Service Companies
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• s.18
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• pp.18-21
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• 2002

국가전문행정연수원은 지난해 8월부터 올 6월까지 약 10개월에 걸쳐 기존의 노후화된 증기난방 보일러와 개별 냉방기를 흡수식 냉온수기를 통한 중앙집중식 냉난방으로 전환하는 ESCO사업을 실시해 막대한 에너지 절감 효과를 보고 있다. 총 4개 건물을 대상으로 진행된 이번 냉난방 ESCO사업은 총 사업금액이 6억2천여만원에 이르며 연간 절감되는 에너지절감금액이 약 1억4천4백만원 정도여서 앞으로 5년 10개월에 걸쳐 모든 투자비가 회수될 예정이다.

• The Journal of the Korea Contents Association
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• v.15 no.12
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• pp.586-595
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• 2015

This paper explores the relationship between senior workforce's education & training and job satisfaction. Further, the mediating effect of knowledge-sharing practice is also analyzed. We used 970 senior workforce's survey data from Human Capital Corporate Panel. Using structural equation modeling, the results suggest as follows. First, senior workforce's education & training had a positive effect on job satisfaction. Second, senior workforce's knowledge-sharing practice had a positive effect on job satisfaction. Third, a mediation analysis reveals that knowledge-sharing practice significantly mediates the relationship between education & training and job satisfaction. Several theoretical and managerial implications are discussed.

• Journal of Convergence for Information Technology
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• v.9 no.12
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• pp.216-226
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• 2019

The purpose of this study was to provide basic data for developing strategic programs based on broadcasting of civil defense exercise in nation focused on fire-fighting officers. 33 Q-population (concourse) was selected based on the media related literature review described above, and interviews targeting the general public. As the next step representative statements were chosen randomly and reduced in number to a final 25 statement samples for the purposes of this study. The methodology of a Q-study does not infer the characteristics of the population sample from the sample, selecting of the P-sample is likewise not governed probabilistic sampling methods. Finally, in this research, 41 people were selected as the P-sample.

• Korean Security Journal
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• no.9
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• pp.201-235
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• 2005

This study is designed to contribute for development of Private Security Business by fact-finding in instruction and training of private security guard serviced in this realm and domestic and foreign guard service and modeling effective and rational instruction and training program based on drawn problem. For this study, basically I collected and analyzed documents, theses, and papers of the inside and outside of the country. For practical use of data, I used materials of private security related institutes and police agency. And for private security educating training programs of the inside and outside of the country, I collected materials on internet, and with the help of police agency and interpol. For korean private security company's educating training programs, I made a study with the interview of private security company's businessmen. This study's conclusion is as follows. In a domestic private security enterprise, when set theory instruction minimize instruction and training program and must set up instruction and training program as practical affairs center enemy instruction, and theory instruction must be composed for instruction me that it is connected to practical affairs instruction too. The instruction course of private security guard instruction and training program composed with a security outline, a security plan, an information-gathering, civilian expenses, a security way, terror and terrorism, a related law, security trial, electronic security, a security analysis technique, company introduction, instruction and training program about a professional tube with theory instruction. Practical affairs instruction composed with the selection and a preventive security, close contact attendance security, vehicle security, security driving the security martial arts and self-protection liquor, first aid, security equipment, a gun and shooting, a security protocol, customer satisfaction, facilities security and expenses, a fire fighting instruction, teamwork training, explosive and a dangerous substance, physical strength, a documentation practical affairs, service, instruction and training program about foreigh language instruction.

• Management & Information Systems Review
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• v.33 no.2
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• pp.135-153
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• 2014

Tendencies such as the increasing spread of market globalization, new technological developments, the reduction of product life cycles and aggressive competition, are generating high levels of environmental changes and uncertainty for organizations of all types. these circumstances require rapid responses through adaptation of organizational attitudes and capabilities, which lead to innovative management approaches and organizational methods. Human resource management researchers have struggled to elaborate the underlying mechanism explaining how human resource systems relate to organizational performance after universalistic perspectives were supported by a majority of studies investigating the positive relationship between human resource management system and firm performance. To fill the void, hypotheses in this study predicted human resource flexibility that would mediate the relationship between human resource management system and firm performance. The research model among the variables in this study was as follows: These theoretical models were tested with a sample of 138 firms in Korea. The analysis of data was undertaken by using AMOS. The Summary of the verification results is follows: Firstly, most of human resource management system and human resource flexibility had positive effects on human resource performance Secondly, most of human resource management system and human resource flexibility had positive effects on firm's financial performance Thirdly, human resource flexibility had mediated the relationship between human resource management system and firm performance The results of the present research may be demonstrated that organizations or managers could achieve a high level of management practices that lead to firm performance by enabling human resource to be flexible through high performance human resource management system.

• Journal of The Korean Association of Information Education
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• v.12 no.3
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• pp.333-345
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• 2008

The purpose of the research is to investigate the perception of corporate and e-Learning institute on ubiquitous society and learning environment in the context of human resource development. In addition, the study aims to analyze their recognition of u-Learning's components into the level of significance and actualization. The total of 118 institutes were participated in the research survey among the 144 e-learning certified institutes from the Ministry of Labor. The research includes the results of survey and implications on the area of human resource development.

• The Journal of the Korea Contents Association
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• v.20 no.4
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• pp.373-384
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• 2020

This study analyzed the 2017 human capital corporate panel data provided by the Korea research institute for vocational education. We examined the mediating effect of ambidexterity innovation on the relationship between employee training and organizational commitment. In addition, we examined the moderating effect of organizational communication between employee training and ambidexterity innovation. The hypothesis test results are as follows. Hypothesis1. Ambidexterity innovation has been shown to partially mediate the relationship between employee training and organizational commitment. Thus, Hypothesis1 was partially supported. Hypothesis2. Organizational communication has been shown to play a positive moderating role in the relationship between employee training and ambidexterity innovation. Thus, hypothesis2 was supported. Based on the empirical results, we suggest implications for academia and practical avenues.