• Annual Conference of KIPS
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• 2007.11a
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• pp.509-512
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• 2007

국방부와 각 군은 1970년대 말부터 장교자력표 전산화를 시작하여 군별, 인사기능별로 정보화를 추진하였고 1990년대 중반에 현재의 수준으로 업그레이드하여 운영하고 있다. 그러나 인사정보화는 종합적인 Master-plan도 없이 각 군 본부 실무자의 단위업무를 지원하기 위한 응용프로그램 위주로 개발됨에 따라 국방차원에서는 중복개발, 예산낭비, 기관별/기능별 상호 운용성 결여 등의 많은 문제점이 노출되었다. 본 논문의 연구방법은 군 인사체계의 현실태를 분석하여 문제점 및 개선방향을 도출하고 이를 기초로 새로 구축할 국방인사정보체계의 모델과 정보화 전략을 제시하고자 한다.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.8 no.4
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• pp.95-109
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• 2013

The practices and processes of HRM (Human Resource Management) for university faculty in Korea depend heavily on assessment of research and teaching rather than the UIC (University-Industry Cooperation) performance. In this regard, HRM of Korean universities is said to be far distant from UIC. Although policy initiatives by the Korean government, notably the MoE (Ministry of Education) have implemented in most universities, the desirable level of UIC could not be achieved yet. Moreover, the very notion of 'university' in Korea is much more to do with 'pure' education and research institution than with 'applied' and 'vocational' purpose. Considering upon HRM practices and organizational culture, for enhancing UIC in Korea, the government's policy should be linked to alter deep-rooted university culture. So the aims of the research are to describe the current state of HRM in Korean and foreign universities; to find out the critical factors of UIC in Korean universities; to analyze the gaps between university research and industrial commercialization based on a conceptual framework, the 'valley of the death'; and to recommend HRM policies fostering UIC for the MoE. For achieving these objectives, we deploy multiple methodologies, namely, in-depth interview, literature survey, and statistical data analysis with regard to UIC. Analyzing the data we have collected, the present research sheds light on all aspects of HRM processes and UICs. And the main policy implication is restricted to the Korean universities, even if we have collected and analyzed foreign universities, notably universities in the USA. The research findings are mainly two folds. Firstly, the HRM practices among Korean universities are very similar due to the legally institutionalized framework and the government's regulations. Secondly, the difficulties of UIC can be explained by notion of the 'valley of death' ways in which both parties of university and industry are looking for different purposes and directions. In order to overcome the gap in the valley of death, the HRM policy is better to be considered as leverage. Finally, the policy recommendations are as follows. Firstly, various kinds of UIC programs are able to enhance the performances of not only UIC, but also education and research outcome. Secondly, fostering organizational climate and culture for UIC, employing various UIC programs, and hiring industry-experienced faculty are all very important for enhancing the high performance of university. We recommend the HRM policies fostering UIC by means of indirect way rather than funding directly for university. The HRM policy of indirect support is more likely to have long-term effectiveness while the government's direct intervention to UIC will have likely short-term effectiveness as the previous policy initiatives have shown. The MEST's policy means of indirect support might vary from financial incentives to the universities practicing HRM for UIC voluntarily, to information disclosure for UIC. The benefits of the present research can be found in suggesting HRM policy for UIC, highlighting the significance of industry-experienced faculty for UIC, and providing statistical analysis and evidences of UIC in Korean universities.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.19 no.1
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• pp.639-643
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• 2018

Laws concerning the protection of personal information have been enacted and revised as the legislation on personal information protection on the basis of the Act on the Protection of Personal Information Maintained by Public Institutions. Nevertheless, there have been continuing threats resulting from the fact that restrictions on security subject to laws remain unclear. By proposing protected access utilizing a unique identification key of enterprises, regarding the personal information of various internal and external clients held by international manufacturing companies and attempting to make policy aspect and management access at the same time, there is a change of gradual decline in cloud personnel information management service, which is the domestic ISP service for personnel management as the technology facilitated to reduce the burden on personnel and cost for the protection of personal information and the market is also changing to the direction for companies to directly operate. Therefore, this study intends to examine the convenience of integrated management for ensuring security, while confirming the gap on flexibility and safety on management point regarding the human resources of international manufacturing companies arising from its interactions.

• The Journal of the Korea Contents Association
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• v.22 no.5
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• pp.214-222
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• 2022

It is important to realize employment equality to fulfill corporate social responsibility. The most suitable indicator for assessing its performance is the gender wage gap. Korea is considered the country with the most severe gender wage gap among OECD member countries, however, studies on the gender wage gap have been mainly attempted to explain in terms of the structure of the labor market, government policies, etc. This study focus on the characteristics of CEO and HR systems among the characteristics of organizations affecting the gender wage gap. The management philosophy sets the direction of organizational decision-making and activates the system. In addition, the HR system enables fair and objective organizational management for members through rules and procedures. However, even in organizations seeking rationalization, minority people may experience discrimination. Moreover, the rational HR system may act as a mechanism to justify discrimination, contrary to existing intentions. This study proposes that in order for the rational HR system to work positively, it must be based on the management philosophy. In other words, it is intended to derive a mechanism that can alleviate the gender wage gap from the integrated perspective of the characteristics of the CEO and the rational HR system. In particular, it aims to provide specific implications for how the organization should operate the HR system by examining the gender wage gap based on internal factors of companies that utilize manpower.

• Korean Architects
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• s.662
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• pp.158-160
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• 2024

• 프린팅코리아
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• v.14 no.10
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• pp.80-81
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• 2015

시놀로지(Synology, www.synology.com)가 지난 9월 17일 시놀로지 컨퍼런스를 통해 차세대 NAS(Network Attached Storage) 운영체제인 디스크스테이션 매니저(이하 DSM) 6.0 베타 버전과 하반기 출시 예정 신제품인 DS716+, DS216play, NVR216 등을 공개했다.

• 프린팅코리아
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• s.7
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• pp.160-161
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• 2003

지난 11월 10일 모 인터넷 신문이 한 인쇄인의 죽음을 보도하자 기사 하단에는 고인의 명복을 비는 글들이 3일 동안 100여건이 넘게 남겨졌다. 또한 보라매 병원 영안실에 마련된 고인의 빈소에는 방용석 노동부 장관을 비롯해 김근태, 장영달, 심재권, 이강래, 이창복 의원 등 이른바 재야출신 정 관계 인사들의 화환이 도착해 고인의 지난 이력을 말해 주고 있었다. 인터넷상의 짤막한 글이나 조화로 산 자들의 예우를 받은 인물은 고세진인쇄 강운기 사장. 을지로 중앙극장 건너편 골목길을 지나 마스터 기계 두 대가 전부인 조그마한 인쇄사를 운영했던 고강운기 사장에 대한 그들의 예우는 평소 고인에게 갚을 수 없는 빚을 졌기 때문이다.

• Proceedings of the Korean Statistical Society Conference
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• 2004.11a
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• pp.97-103
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• 2004

인력계획업무를 체계적이고 과학적으로 수행하기 위해서는 다양한 계량적인 모형이 요구된다. 이 중에서 핵심적인 모형은 미래의 인력운영을 시뮬레이션 할 수 있는 인력운영예측모형, 인력구조, 인사제도, 인력흐름간의 수리적인 관계를 분석하는 인력구조 분석모형, 인력운영 목표를 달성하기 위한 진급계획 최적화 모형 등이다. 본 논문에서는 이러한 모형 개발 시 적용한 통계적 방법론을 설명하고 주요 통계적 이슈를 제기하였다

• Journal of Digital Convergence
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• v.19 no.12
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• pp.51-62
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• 2021

This study developed the factors capable of systematic/comprehensive evaluation of the task performance in order to strengthen the performance management of the professional career personnel invitation program (PCPIP). To this end, a performance evaluation framework was developed by analyzing existing project evaluation studies based on boundary theory and Kirkpatrick's four-level evaluation model. Afterwords, through two Delphi surveys, evaluation factors that can measure performance in terms of individual and invitation institutions of PCP were derived and validated. With this procedure, five evaluation factors were finally selected: adaptability, connectivity, clarity, compatibility, and expandability. This study has implications suggesting a performance evaluation factors capable of hybrid quantitative/qualitative evaluation for the performance management of PCPIP operated by National Research Foundation of Korea Research since 1994.

• 대학교육
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• s.141
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• pp.43-46
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• 2006

사립대학에 있어서는 재단이 소유자로서 지나치게 대학의 재정운영과 인사에 대하여 간섭함으로 내적인 갈등을 야기하고 있는 만큼 이를 견제하기 위한 제도적 장치가 필요하고 국립대학에서는 대학의 학칙 개정, 학과 통·페합, 예산 및 결산 등 주요한 정책을 결정할 때 대학구성원의 의견을 폭 넓게 수렴하고, 총장의 독단적 결정을 견제할 기구가 필요하다.