• Journal of the Korean BIBLIA Society for library and Information Science
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• v.19 no.2
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• pp.23-43
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• 2008

Knowledge resources are classified with two groups, the records produced by internal parts of company and general information materials from external organizations. Production, acquisition, storage, retrieval and utilization patterns of two groups became similar due to digitization of knowledge resources. And separated RM and IM should be changed integrated management concept. This paper compares RM and IM based on KM governance strategy and several methods to integrate RM and IM. Especially the selection and identification of knowledge resources, information systems to be integrated and the methods of integration and integrators of public enterprises are presented.

• 한국IT서비스학회:학술대회논문집
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• 2003.05a
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• pp.411-419
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• 2003

ERP 도입 및 운영과정에 전사적 자원 즉 인적자원과 물적자원이 투입되고 활용되었다. 기업경영에 있어서 제 자원의 관리가 중요하고, 특히 인적자원이 성과에 중요한 영향을 미치고 있다. 그 동안 ERP 도입요인과 도입성과에 대한 기존의 연구는 중소기업을 포함한 전체 기업을 대상으로 한 연구가 대부분이었으며, 그러한 연구의 대부분은 먼저 ERP을 도입한 대기업 위주의 연구였다고 볼 수 있다. 중소제조기업의 ERP 도입요인으로서 열악한 전사적 자원의 수준이 ERP 도입성과 즉 생산효율성에 영향을 미친다는 전제하에 이들 간의 인과관계를 위한 연구모형을 제시하였다.

• The Magazine for Energy Service Companies
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• s.54
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• pp.18-19
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• 2008

• The Magazine for Energy Service Companies
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• s.53
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• pp.18-19
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• 2008

• The Magazine for Energy Service Companies
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• s.51
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• pp.16-17
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• 2008

• The Magazine for Energy Service Companies
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• s.50
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• pp.16-17
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• 2008

• The Magazine for Energy Service Companies
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• s.48
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• pp.16-17
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• 2007

• The Magazine for Energy Service Companies
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• s.52
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• pp.14-15
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• 2008

• 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.

• 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.