• The Journal of Information Systems
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• v.7 no.1
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• pp.37-53
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• 1998

본 논문은 인적자원관리에 필수적인 전문가시스템의 개념에 대해서 논의하고 있다. 전문가시스템을 인적자원관리분야에 적용하기 위해서는 전문가시스템의 개발과 관련된 일반 적인 고려사항들 뿐만 아니라, 인적자원관리와 관련된 고유한 특성들이 고려되어야 한다. 본 논문에서는 인적자원관리 전문가시스템의 장점과 구조를 제시하였으며, 전문가시스템 개 발을 위한 단계별 구체적 활동을 논의하였다. 아울러, 규칙을 이용한 인적자원관리의 지식 표현법 및 예제를 통해서 인적자원관리정보시스템의 하부 시스템으로서의 전문가시스템의 특성에 대해서도 논의하였다.

• Proceedings of the Korean Operations and Management Science Society Conference
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• 1997.10a
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• pp.86-89
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• 1997

인적 자원관리는 경영과정의 한 부분으로서 환경과 경영전략 그리고 조직구조와 밀접한 관계속에서 조직체의 목적 달성에 중요한 역할을 하고 있다. 특히 연구기관에서 인적자원은 가장 중요한 경영요소이며, "우수한 인력을 채용하여 능력에 맞는 수준 높은 대우를 함으로써 우수한 결과를 얻도록 하는 것"이 가장 기본적인 활동이다. 인적자원의 관리는 훌륭한 리더쉽에 의하여 실천되지만, 우선적으로 리더쉽을 수행할수 있는 제도적 시스템이 구축되어야 한다. 즉 인적자원 시스템을 형성하는 것은 효과적인 조직 성과를 달성하기 위한 제도적 장치를 마련하는 것이며, R'||'&'||'D 인적자원 관리 시스템은 연구목표 달성과 관련하여 개개인이 효과적으로 연구생산성을 제고할수 있도록 지원하여 주는 시스템이다. 조직성과에 영향을 주는 변수는 여러 가지가 있지만, 제도적 장치로 고려될 수 있는 것은 과업 및 조직의 설계, 인적자원 채용 및 배치 전환, 보상, 경력관리, 교육훈련, 능력 평가이다. 본 연구에서는 상기 인적자원의 성과를 높이기 위한 주요 변수(인적자원관리의 서브 과제)를 세계 주요 연구기관의 하나인 Battelle연구소를 대상으로 분석하고, 국내 R'||'&'||'D 인적자원관리 발전방향의 시사점을 제시하였다.

• JOURNAL OF ELECTRICAL WORLD
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• s.331
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• pp.105-117
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• 2004

프로젝트 인적자원 관리는 프로젝트에 관련된 인적자원을 효과적으로 활용하기 위한 관리상의 절차를 말하며, 인적자원이라 함은 발주자, 고객, 개인출자자 등 광의의 이해관계에 있는 모든 프로젝트의 관련자를 포함하는 포괄적 개념으로 조직기획, 인적자원 확보 및 팀 개발 프로세스로 구성된다.

• The Journal of the Korea Contents Association
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• v.14 no.5
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• pp.298-308
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• 2014

The aims of this work are to find the management plans for enhancing the human resource management of hospital organization with more comprehensive approach which are the types of bundles for individual activity in the same medical institution. According to the group clustering with individual system of human resource management based on the above and below average group that is the comprehensive approach of individual human resource management, some differences were shown in the types of jobs for the individual systems of human resource management used for the judgement of affiliated group. However, the system for the supply of career development opportunity and the opening of management information among the human resource management individual system was significance variable for discriminant function to all types of jobs.

• 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.

• Journal of Korean Library and Information Science Society
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• v.47 no.2
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• pp.359-386
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• 2016

The purpose of this study is to investigate factors influencing individual job satisfaction and organizational commitment for maximizing organizational performance. And it aims not only for analyzing direct effects of organizational human resource management system on organizational achievement, but also for ones of high commitment system with empowerment, organizational justice, organizational culture, turnover intention and so on. Also, instead of measuring the achievement of organizational and individual level respectively, this study shows the integrated model of correlation between organizational human resource management and individual achievement.

• Korean small business review
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• v.42 no.3
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• pp.27-42
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• 2020

The purposes of this study are to summarize the past studies on human resource management (HRM) published in Asia Pacific Journal of Small Business and to propose the future research directions. This study selected 33 HRM papers (3.1 % of all published papers) and classified them depending three yardsticks. First, this study investigated the frequency and the trend of each year and, as a result, it demonstrated the variations in published papers depending on the publication year. Next, on the basis of the research theme, this study divided 33 papers into two parts; a general HRM vs. a specific HRM practice. The result showed that most studies focused on the specific HRM practice. Lastly, with regard to methodology, this study classified them into a conceptual paper, a case-study, and empirical research, and the result showed that most studies are empirical-based papers. Based on the trends, this study proposed three issues in terms of the number of research, research theme, and methodology, and suggested future research directions for HRM in small-medium enterprises.

• Proceedings of the Korea Information Processing Society Conference
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• 2015.04a
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• pp.428-430
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• 2015

보안은 오직 기술을 관리하는 것이 아닌 사람관리, 조직관리, 경영관리이다. 그 중에서도 인적자원은 모든 산업에서 가장 중요한 자원임과 동시에 보안의 측면에서 볼 때 가장 통제해야 하는 존재이다. 이는 산업보안에서 가장 큰 이슈인 산업기술 기밀 유출이 주로 전 현직 임직원 및 협력업체 직원 등 인적자원을 통했기 때문이다. 미래 산업의 중심이 될 IoT환경에서는 산업기술이 핵심자산이므로 이에 더 주목해야 할 필요가 있다. 이처럼 인적자원에 대한 통제와 관리가 산업보안에서 중요한 의미를 갖는 것에 비해 기존의 보안관리체계의 통제항목은 대부분 IT적인 부분에 치중되어있다. 또한, 체계적인 운영이 부족하고, 산업스파이, 정보절취 등 다양한 위험요소가 존재한다. 특히, 인적자원은 완벽한 예측이 불가능하므로 위험을 최소화하는 방법을 고안해 대는 것에 유념하여 IoT환경에서의 인간중심적인 보안관리체계 구축해야한다. 이를 위해 기존의 정보보호 관리체계 분석을 통하여, 기존의 인적보안 지침들의 적합성을 따져 우선순위를 적용하여 효율적인 인적자원관리 방법론을 설계하였다. 본 연구결과는 보유자원을 가장 효율적으로 활용하여, 그 조직에 적합한 보안체계를 구축하는데 도움이 될 것으로 기대된다.

• 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 Society for information Management
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• v.29 no.3
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• pp.7-29
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• 2012

In this study, we analyzed the effects of how Human resource management affects the knowledge sharing that facilitates organizational performance. Human resource management has received very little attention in the study of knowledge management. However, main drivers of knowledge activities are individual members of an organization and thus knowledge management strategies should be discussed in relation with human resource management. The results show that human resource management was significantly positively related to knowledge sharing, and the relationship between human resource management and organizational performance was partially mediated by knowledge sharing. Lessons and implications of this study for management leadership are presented.