• Journal of the Korea Institute of Information and Communication Engineering
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• v.22 no.9
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• pp.1185-1190
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• 2018

As a countermeasure to the increasing workforce diversity worldwide, this study addresses the need for an ICT (information communication technology) based diversity management function and identifies the role of e-HRM (electronic-human resource management), which enables this function. ICT has essential for the survival and growth of a company. And it is strategically crucial to recruit and manage a workforce efficiently that comprises individuals not only with diverse demographic backgrounds in terms of gender, race, and age, but also with diverse personal history in terms of educational background, functional background, and the number of years working at a previous job, because these are directly related to organizational performance. Based on the fact that only the organizations that utilize ICT adequately in managing diversity can gain a competitive advantage, this paper discusses the implications of ICT-based diversity management for organizations and managers.

• Journal of Digital Convergence
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• v.9 no.6
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• pp.277-293
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• 2011

This study aims to mediating effects of Emotional Intelligence on the relationships between Self-Leadership. Additionally, this study is to examine the impact of Self-leadership(behavior-focused strategies, natural reward strategies and constructive thought pattern strategies) to Technology Innovation. Hypotheses were tested by surveying 420 employees at Gumi Industrial Complex. The findings are as follows: First, all factors of Self-leadership had a significant positive effect on Technology Innovation. Second, four factors of Emotional Intelligence had a significant positive mediating effect on Technology Innovation except behavior- focused strategies of Self-Leadership. It is indicated a need for action in organization's self-leadership and it is also shown reliable criterion to effective organizational management of success in Technology Innovation.

• Journal of the Korean Society for information Management
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• v.30 no.4
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• pp.61-91
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• 2013

In order to achieve effective human resource development in LIS fields, it is essential to have strategies to nurture and utilize those human resources, in relation to supply and demand as well a sound legal foundation supporting those strategies. Such strategies and legal foundation can only be developed from a complete knowledge of the current status of human resources in the LIS and related industries. This study, therefore, conducted research on the basic employment status, employment environment, and an overall analysis of related issues, in order to address policy implications on the effectiveness of human resource development in the LIS field. This research included the current status of policy environments that involve social environment, and related institutions and laws, and human resources developments as well as the current requirements of librarians in the field, based on a demand survey of LIS employment. It was found that first, there are three distinguishable factors in LIS employment: a feminization of librarianship, an increase in temporary posts, and a high entering ratio into the library workplace. Second, while there were only little differences in the given tasks between full-time and temporary employees, the differences in salary and welfare were considerably larger. Third, field requirements for librarian education included a mentoring system with field experts, short-term internships, and librarian apprenticeships, while job requirements included internship or apprenticeship, language skills, various license acquisition, and career management. Fourth, librarians with licenses for related organizations held 20% more librarian licenses overall.

• Management & Information Systems Review
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• v.4
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• pp.201-224
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• 2000

Since Organ(1977) published a paper on the importance of organizational citizenship behavior, studies of organizational citizenship behavior have increased continuously. An exploratory study on the application strategy of organizational citizenship behavior for human resource management is very scarce. Many organizational researchers so far, have focused on investigating in-job behavior. Yet, from a decade, organizational researchers have recognized that in-job behavior alone can not explain sufficiently job performance or organizational effectiveness. Thus, they have paid attention to extra-job behavior, which is generally called as organizational citizenship behavior. Focusing on the importance of human resource management in organizational citizenship behavior, this paper is to examine an exploratory study on the application strategy of organizational citizenship behavior.

• Proceedings of the KAIS Fall Conference
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• 2010.05b
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• pp.1185-1188
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• 2010

본 연구는 최근 고객접점근무자인 콜센터 산업 근무자들은 고객과 기업의 접점에 위치하여 일대일 고객 응대가 이루어지는 곳의 중요 인적자원으로 자리 잡고 있다. 이러한 콜센터 산업은 높은 이직률로 인하여 안정적인 조직성과 달성 및 긴밀한 고객관리 관계를 어렵게 한다. 또한 콜센터를 운영하는 기업은 인적자원의 직무만족과 조직에의 몰입도를 제고함으로 조직유효성에 전략적으로 접근할 수 있다. 즉, 고객과 기업의 접점에서 기업의 연결고리 역할을 수행하고 있는 콜센터 부분 인력의 직무만족과 직무몰입 정도에 영향을 미치는 요인을 파악하여 오늘날 기업 경영 흐름에 전략적 대응을 이끌어 내고 이직률이 높고 직업만족도가 낮은 고객접점근무자들에게 화두를 제시하고 있다. 고객의 요구를 즉시 반영 할 수 있고 고객관계 관리를 위하여 고객정보 수집이 이루어지는 대고객접점위치의 콜센터 산업(부문) 여성인력들의 직무만족과 조직 몰입도에 영향을 미치는 요인을 분석하는데 그 목적을 두고 있다. 연구결과 먼저, 직무만족에 영향을 미치는 요인으로는 첫째, 동기요인 중에서 직무, 승진, 능력은 직무만족에 영향을 미치는 것으로 나타나고 동기요인 중에서 성취, 책임은 기각되었다. 둘째, 위생요인 중에서 보수, 상사는 직무만족에 영향을 미치는 것으로 결과가 나타나고 위생요인 중에서 동료는 기각되었다. 직무의 몰입에 대한 결과는 첫째, 정서적 몰입은 동기요인 중 직무와 능력요인은 정서적 몰입에 영향을 미치나 위생요인은 그렇지 않을 것으로 분석되었다. 둘째, 조직몰입에 대한 신호방향(인/아웃바운드)으로 나누어 보면 인바운드 부서에서 조직몰입에 영향을 미치는 요인은 성취와 보수이고 아웃바운드는 직무, 능력, 승진, 성취, 보수가 채택되었다.

• 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 Practical Engineering Education
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• v.16 no.3_spc
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• pp.367-377
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• 2024

The purpose of this study is to develop a competency model that enhances the management capabilities of vocational training institutions and to identify the priorities of educational needs. After reviewing prior studies to tentatively establish a competency model, a training needs assessment was conducted in the field using this model. Data for the analysis were collected through a survey conducted among vocational training institutions. Following the needs assessment, a new management competency model for vocational training institutions was formulated, comprising six competencies and 26 competency dimensions, by eliminating the dimensions considered relatively less important. The competency model developed through this study is anticipated to be utilized in creating management education programs for directors of domestic vocational training institutions.

• Information Systems Review
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• v.7 no.2
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• pp.23-40
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• 2005

Discovering customers' behavioral patterns from large data set and providing them with corresponding services or products are critical components in managing a current business. However, the diversity of customer needs coupled with the limited resources suggests that companies should make more efforts on understanding and managing specific groups of customers, not the whole customers. The key issue of this paper is based on the fact that the behavioral patterns extracted from the specific groups of customers shall be different from those from the whole customers. This paper proposes the idea of pre-segmentation before developing customer classification models. We collected three customers' demographic and transactional data sets from a credit card, a tele-communication, and an insurance company in Korea, and then segmented customers by major variables. Different churn prediction models were developed from each segments and the whole data set, respectively, using the decision tree induction approach, and compared in terms of the hit ratio and the simplicity of generated rules.

• Proceedings of the Korea Water Resources Association Conference
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• 2022.05a
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• pp.78-78
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• 2022

농가인구의 감소 및 고령화, 고소득 작물 재배, 기후변화 등으로 인해 영농형태가 논농사에서 밭농사로 전환되고 지역별 증감의 차이가 있기는 하나 밭 면적이 증가하는 추세를 보인다. 한편, 밭작물은 논에 비해 기반시설이 부족하고 고소득의 밭작물을 생산하기 위한 시설재배가 늘어나면서 대부분 사계절 확보가 용이하고 수질이 양호한 지하수를 사용하고 있다. 지하수 수요 증가는 지하수위 저하와 지하수 고갈의 우려를 초래하고 있다. 본 연구에서는 농업용 지하수 이용 실태를 분석하고 지하수이용 및 관리 제도 현황을 검토하여 지속가능한 밭용수 공급을 위한 지하수 관리전략을 제안하였다. 진주시를 대상으로 경지유형에 따른 지하수 이용 특성 분석하여 지하수의 수요 특성을 살펴보았는데, 하천 주변 저지대에 큰규모의 밭이나 집단화된 시설재배 지역이 분포하고 있고 지하수 관정도 밀집하고 있었다. 하천에서 떨어진 산간지역에는 지하수 관정이 산발적으로 분포하고 있었다. 지하수 수요는 공간적 위치 외에도 고품질 농업용수에 대한 요구도 원인인 것으로 조사되었다. 밭기반 용수공급 관련 사업과 지하수 자원확보 관련 법제도 등을 고찰하여 밭의 위치, 규모, 용수공급의 수요 특성 등을 고려하여 밭용수 공급을 위한 세 가지 지하수 관리전략을 제안하였다. 우선, 농업용 지하수 이용량 실측 및 정보의 다각화를 통한 정보의 고도화가 필요하다. 둘째, 지하수 이용의 공간적 특성을 고려하여 지표수와 연계한 지하수 이용기반이 구축되어야 한다. 지표수 공급이 가능한 지역은 지표수를 우선 공급하거나 지하수와 혼합 또는 교차하여 공급하고 물공급 취약지역에서는 지하수 공급 기반시설을 구축하는 것이다. 세 번째 전략은 농업용 지하수 시설의 공공관리 강화 및 관리 효율화이다. 특히 지하수이용이 밀집한 지역에서는 지하수 인허가 기준을 강화하고 용도별 관리체계 구축이 필요하다. 밭용수 공급은 농가 소득과 밀접한 연관이 있기 때문에 물이용의 지속가능성과 함께 농가 소득증대를 고려하는 공편인적 관점에서의 관리가 필요할 것으로 생각된다.

• Journal of the Korea Society of Computer and Information
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• v.17 no.9
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• pp.181-188
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• 2012

This study concentrates on the exploratory study about self-leadership securing autonomy and self-determination of the job performance for the employees of social welfare facilities like that the members set the goal of their jobs and solve the problems by themselves without exterior one-way interruption and control. For this purpose, this study set up the analysis model and hypothesis that the efficiency of the members' job performance can be promoted since the increasing self-leadership(behavior-focused strategies, natural-reward strategies, contractive thought pattern strategies) of the employees of social welfare facilities has a positive effect on empowerment and job satisfaction. Therefore, this study has significance in the aspect that it provides political suggestion for promoting the efficiency of human resource management by investigating the relationship between self-leadership and empowerment and job satisfaction through empirical analysis.