• Journal of Service Research and Studies
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• v.7 no.1
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• pp.65-82
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• 2017

This study is to examine the effects of high commitment HRM on service performance in the service industry, and to examine the mediating effect of the organizational internal innovation direction. Specifically, the direction of internal innovation consists of high-value-added HR and service and cost-reduction downsizing. We assumed that the high-value-added direction of HR and service will have a positive mediating effect. And assumed that cost-reduction downsizing direction has negative mediating effect. The data were collected from 2013 workplace panel survey(WPS) of the Korea Labor Institute(KLI). Among the 1,775 companies, 896 companies classified as wholesale and retail, transportation, professional scientific services, education services, health social services, financial services, and other services (such as information society support services) were extracted and used. In summary, high-commitment HRM has a positively significant effect on the direction of high value-added innovation of HR and services, and has a negatively significant effect on the cost-reduction downsizing direction. In addition, the direction of high value-added innovation of HR and service was positive effect on service performance, and cost-reduction downsizing innovation direction has a negative effect on service performance. And the direct effect of high commitment HRM on service performance has not been confirmed. However, we confirmed the positive mediating effect of high value-added innovation direction of HR and services, and confirmed that the negative mediating effect of cost-reduction downsizing. Therefore, it is confirmed that the two variables have a full mediating effect on the relationship between high commitment HRM and service performance.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.12 no.1
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• pp.110-124
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• 2011

Even though Korea has long experienced single race/ethnic demographic composition, the recent rapid change of demographic diversity will have powerful impact on the HRM(human resource management) in the future. In this research we find the influence of the diversity friendly HRM to the human resource practices using the data of WPS(Workplace Panel Survey) of Korea Labor Institute. If the training for women is high, the density of the woman increased. The performance pay is introduced, then the density of the disabled person would be increased. The foreign workforce was also increased if the company used more selection methods. But the HRM practices such as talent management, yearly-based compensation systems, and appraisal program which has a tendency to reduce diversity have no significant influence to the financial performance. This findings imply that the management team should introduce the effective HRM systems to manage diverse human resources after considering the organizational culture and business environment. This research intends to find the diversity friendly HRM practices and hope to help the efforts of the management team to find effective management methods.

• Journal of Technology Innovation
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• v.17 no.2
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• pp.187-206
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• 2009

Korea needs to create, diffuse, and exploit scientific and technological knowledge effectively through transforming its national innovation system from imitative system to creative one. For this purpose, it is necessary for Korea to nurture creative human capital (CHC), which are the main actor of generating S&T and innovation. This paper aims at discussing the strategies of nurturing creative human capital of government-sponsored research institutes (GRIs). In this paper, we argue that the management of creative human capital is particularly important for Korean GRIs because they deals directly with scientific and technological activities. For effective management of GRIs' creative human capital, we suggest a Model for Life Cycle Management of Creative Human Capital. This model is composed of four stages: inviting well-qualified researchers, strengthening mobility of researchers, providing special certificates to excellent researchers, and effectively exploiting retired researchers. We emphasize that each stage should form and reinforce a virtuous cycle. This paper argues that GRIs' creative human capital should be nurtured as 'Inverse T-Type Manpower', who have not only deep knowledge on their own special S&T areas but also broad knowledge on related areas, based on this Life Cycle Management Model.

• KSCE Journal of Civil and Environmental Engineering Research
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• v.42 no.5
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• pp.701-710
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• 2022

This study aims to prove the importance and necessity of a project management consultancy (PMC) that systematically manages construction projects to ensure their successful implementation. In order to analyze the interrelationship between the role of PMC and the outcome of the construction projects, structural equation modelling(SEM) was conducted. Hence, one of the critical aspects when conducting the project, human resource competency, especially referring to the competency of project team members and the project manager's leadership, affects the performance of construction projects. As a result of this study, PMC is found to have significant effects on human resource competency and construction project performance. In addition,human resource competency also had a significant effect on construction project performance. Consequently, the research outcomes suggest that introducing PMC services should be done when implementing large domestic infrastructure projects successfully, as doing so will enhance PM leadership and strengthen the capacity of the project team members.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.18 no.1
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• pp.649-662
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• 2017

Since 1980, the number of universities have increased dramatically. However, compared to the quantitative growth, the lack of qualitative growth has often been criticized. Students entering university are estimated to decrease by half in 2025 compared to 2014. In swift response to challenges with decreasing student enrollment, the first University Reform Evaluation (URE) for innovating universities, was conducted and resulted in controversy. Opposition is based on distrust of the overall system, questioning the reliability of the evaluation process utilized for the URE evaluation index. Meta-evaluation is required to improve the quality of evaluation, and standards developed prior to conducting the URE. Therefore, an interdisciplinary approach is necessary for the evaluation of human resource development. This research uses the interdisciplinary approach from the human resources development point of view in attempting to develop meta-evaluation criteria which will enable effective evaluation and analysis of URE. The meta-evaluation standard features the creation of the ERPOU model, by conducting literature review, and considers data from expert symposiums, and surveys. The ERPOU model consists of 5 evaluation fields, 21 evaluation categories, and 42 evaluation standards.

• The Journal of the Korea Contents Association
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• v.7 no.12
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• pp.145-156
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• 2007

This study aims to increase effectiveness of human resources management of food service industry by identifying relationships if influence among self-efficacy, self-esteem and burnout of employee in food service industry. To achieve the purpose of this study, documentary study and empirical study using a structural equation model analysis was conducted. Based upon the relationships among leadership, empowerment and organizational effectiveness in food service industry, comprehensive methods for human resources management can be presented.

• Journal of Industrial Convergence
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• v.2 no.1
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• pp.187-216
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• 2004

After Asian financial crisis hit the Korea, Korean government and Korean firms need to restructure their system. Specially financial sector has to renew its system. One way renew its system was adjust company's labor system. The forms of labor adjustment are external numerical flexibility, externalization, internal numerical flexibility, functional flexibility and wage flexibility. These five forms based on two big categories which are wage flexibility and employment flexibility. This study only focus on th effect of employment flexibility in financial sector in Korea. Employment flexibilities can be practice as employment adjustment. Also we concentrate on separation and re-accessors to other financial institute after the separation. The result shows that Korean financial sector are in the range of 10.78% and the job destruction rates are about 11.26%. During the period from year 1998 to year 2002, the numbers of accession has down about 30%. The logit statistical analysis for separation shows that demographical variables and the reasons of separation affected separation and reemployment.

• 한국경영정보학회:학술대회논문집
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• 2008.06a
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• pp.333-337
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• 2008

기존 e-HR 시스템의 현황을 파악하여 $HRM^1$ 과 $HRD^2$의 구조적 분리에 따른 문제점을 파악하고 그에 따른 바람직한 e-HR시스템의 구조를 제시한다. 또, 커뮤니티$(CoP^3)$ 모델을 적용하여 시스템의 데이터를 일방적인 관리자 제공 방식에서 탈피하며 보다 신빙성 있는 자료를 제공할 수 있도록 한다. 궁극적으로 개인적인 필요를 충족시켜 주는 e-HRD 시스템을 구축 할 수 있는지 부분적인 모듈을 개발 해본다.

• Journal of KIISE:Computing Practices and Letters
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• v.10 no.2
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• pp.156-173
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• 2004

Business process should support the execution of collaboration process with agility and flexibility through the integration of enterprise inner or outer applications and human resources from the collaborative workflow view. Although the dependency of enterprise activities to the automated system has been increasing, human role is as important as ever. In the workflow modelling this human role is emphasized and the structure to control human error by analysing decision-making itself is needed. Also, through the collaboration of activities agile and effective communication should be constructed, eventually by the combination and coordination of activities to the aimed process the product quality should be improved. This paper classifies human errors can be occurred in collaborative workflow by applying GEMS(Generic Error Modelling System) to control them, and suggests human error control method through hybrid based modelling as well. On this base collaborative workflow modeling tool is designed and implemented. Using this modelling methodology it is possible to workflow modeling could be supported considering human characteristics has a tendency of human error to be controlled.

• Journal of the Korean Society of Marine Environment & Safety
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• v.18 no.3
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• pp.243-252
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• 2012

This paper reviews the implementation of the STCW 78/95 in the Philippine MET including the effects of the revised 2010 Manila Amendments. It discusses the country's maritime environment and the structures, quality of maritime education in the country and the effects on the maritime human resource. Among the various resolutions adopted at the conference, the standards of training and certifications, and promoting skills and competency will be more emphasized in this report. These will be compared with the existing curriculum mandated by CHED and upgrade STCW trainings advised by MTC for maritime institutions. A brief comparison and analysis with other Asian countries' maritime training shall be offered. The recommendation pinpoints to the weaknesses of the present maritime regimes in certification and evaluation of maritime institutions. It concludes with the need to have mutually acceptable evaluation standards in view of developing a competent human resource for the future.