• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.9 no.5
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• pp.141-155
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• 2014

This study examines the effect of previous work experience on the long-lived venture firm called 'Good Quality startup'. The research explores entrepreneurs of 16 mobile application startups that were invested by the venture capital, 'K-ventures', through the resource-based view. The results show that all of entrepreneurs had previous experiences of their business domain. They accumulated human resources such as technology capabilities, knowledge of domain, know-how, networking through learning-by-doing. Entrepreneur's human resources are the key factors for opportunity recognition and realisation process; and it is also on the ground that venture capital determines investment. Venture capital provides financial resources, management support and strong network for venture firm. Technology resources, financial resources, know-how and networking are the core managerial resources to be a long-lived venture firm called 'Good Quality Startup'. This research is an exploratory case study based on previous experience and 'good quality entrepreneurship'. The empirical study hereafter is needed.

• Proceedings of the Korean Institute Of Construction Engineering and Management
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• autumn
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• pp.239-243
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• 2002

Since 1990s, many companies or enterprises have been interested in Career Development or Career Management of Personnel in Korea. In the result of those interesting, some companies developed or built a program or computer system on Career Development or Career Management for their personnel. But their systems or programs are just the level to mange what kind of on-the-job training taken, ones experience where he or she worked, one who has a certificate of qualification ring a position and etc. This is not fit the field of construction industry and is not sufficient to mange workers at a construction company and their career. Because a construction project success depends on ones ability including know-how, skill and experience and these dependence is higher than any other industry's projects. The level of management on the career of construction company's personnel should be lower and expended than now and the career management of a construction company should include individual experience and personal history(period attained a project or a work, what kind of project or work, and etc)attained in performing each construction project and show ones career development process to each person. This system gives participants a chance to educate oneself and evaluate the level of ones training by showing individual records to each member of staff. And the company gains the advantage of the staffs ability to easily solve problems as well as the improvement of the organizations capabilities.

• 한국벤처창업학회:학술대회논문집
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• 2007.04a
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• pp.35-64
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• 2007

Despite the tremendous efforts to boost them, domestic SMEs lack competitive power and it intensifies bipolarization between the conglomerates and SMEs. Furthermore, degree of industry-academy collaboration still falls far behind of that of developed countries even with government' s various policies and continuous increase in investment to strengthen the SMEs' technology innovation capability. Although many internal factors are suggested to affect technological performance, focus of existing studies has been restricted to immediate impact of industry-academy collaboration on technology innovation and it is not known how internal factors are related. This research conducts empirical analysis on the impact of industry-academy collaborations and absorptive capacity on technological performance in Korean SMEs. Sample frame is SMEs with more than five employees located in the nation wide industrial complex and 1,077 questionnaires are collected with the help of Korea Industrial Complex Corporations. 940 sample data excluding those with insufficient response are used in analysis. Multiple regression analysis revealed that the industry-academy collaborations and innovative HRM system, on important dimension of absorptive capacity, are positively correlated to technological performance. Furthermore, there exists a positive interaction effect between industry-academy collaborations and innovative HRM system. These findings make contributions to the formation of SME innovation policy and management. When funding industry-academy collaborations, government should consider SMEs' internal effort for innovation, that is, the possession of innovative HRM system, as well as firm's technology capability. Also, as technological performance cannot be achieved simply with R&D investment, both quantitative and qualitative assessment of SMEs' technological capability should be done to evaluate the candidate SMEs. As for management, it is important for SMEs with limited internal resources and capabilities to fully employ external resources to achieve higher technological performance. The development of innovative HRM system will be particularly helpful not only for internal R&D, but also for adoption of technology and knowledge from outside.

• Journal of the Korea Society for Simulation
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• v.24 no.4
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• pp.89-96
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• 2015

The mediation methods suggested by Baron and Kenny, Sobel, Aroian and Goodman, have widely used to test the mediating effect. However, as there are many problems in statistical test power, as well as statistical accuracy, a bootstrapping technique has been suggested as an alternative. In this paper, we adopt the phantom variables based on the bootstrapping technique to test the mediating effect in multiple mediator model consisting of three or more mediating variables. In particular, we formulate the multiple mediator model for analyzing the relations among organizational resources, the absorption capacity as mediating variables and technology commercialization capabilities. And using the bootstrapping approach, we analyzed the mediating effect of the absorption capacity by setting of phantom variables and calculated total indirect effect size and the statistical significance. The empirical results are as follows. First, we confirmed that the bootstrapping approach and the phantom variable is the very efficient and systematic mediation method. Second, we recognized that there is a difference in the mediating characteristics of the absorption capacity depending on the resource characteristics of human resources and material resources obviously.

• Proceedings of the KAIS Fall Conference
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• 2004.11a
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• pp.53-55
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• 2004

지식, 기술, 정보가 경쟁력의 원천이 되는 산업 발전의 변화추세에 따라 세계 각국은 일-교육$\cdot$훈련-자격의 긴밀한 연계체제인 국가직업능력표준을 동해 국가 인적자원 개발 시스템을 개선해 나아가고 있다. 우리나라에서도 노$\cdot$사$\cdot$정 합의에 의해 2002년부터 전 산업분야에 적용될 국가직업능력표준이 개발되고 있다. 이렇게 개발된 국가직업능력표준을 이용하여 우리나라 기능대학/전문대학의 컴퓨터 응용기계설계과에서 활용할 수 있는 교육과정과 교재개발방안을 제시한다.

• 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.

• Journal of Digital Convergence
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• v.10 no.4
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• pp.333-339
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• 2012

This study involved a small business workers continuing education according to characteristics and job satisfaction by comparing the development of effective continuing education programs to improve workers' skills is to derive the key indicators. Job satisfaction than those below 40 in the 20s incentives, skills development, human resource management, organizational commitment was higher throughout the 20 to 30 units from 40 to 50 single professionals and young workers compared to their job satisfaction is higher, the number of years worked less than 5 years working in a different number of years than those in group incentives, skills development, human resource management overall significantly higher, rank in the lower position due to differences in job satisfaction was higher than the upper position, technical, administrative two trades was higher than Therefore, by improving job satisfaction in the workplace contributes to strengthening the competitiveness of enterprises and workers must strive to improve the quality of life.

• Journal of Korean Society of Transportation
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• v.23 no.8 s.86
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• pp.77-87
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• 2005

The demand for specialized human resources capable of bringing about highly advanced logistics systems and the integration of logistics centers situated in local hubs, has been on the rise. Logistics industry requires more of a systematic mind set, endless innovation, and the navigation of uncharted waters than the logistics industry. This study lays out the reasons for the importance of developing human resources in the logistics industry, and then carries out an evaluation of the current state of human resources development in that particular field in Korea. This study found that there is not only a shortage in terms of the courses needed to develop the skills required to carry out the core activities associated with the logistics sector, but also that students' ability to speak English and Chinese, which are ubiquitous in the international logistics industry, was also wanting. There is a need for the study of logistics at the university level to be based on practical applications rather than theoretical ones.

• Convergence Security Journal
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• v.19 no.3
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• pp.93-99
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• 2019

In the Republic From the national interest in the recent hiring scandals in the public institutions such as the Financial Supervisory Service, Gangwon Land, and so on, people were outraged by the fact that the competition opportunities were not secured although they should be equally secured to compete with anyone with their capabilities in the fair process. Hence, the government made the public institutions blind hiring to be mandatory, which eliminated writing the academic background, GPA, and English score in the application form and selected the new employees only with job competencies in the public institutions in 2017. In 2018, the prosecution did their best for the investigation on hiring scandal with the strong will to cut the scandal upon announcement of 5-year anti-corruption master plan. Amid this controversy, this study tries to suggest the further direction in the hiring military human resources upon introduction of blind hiring system, reviewing the needs to introduce blind hiring system in the military, the governmental guideline according to the mandatory blind hiring in the public institutions, and the application status of modified blind hiring in the military.

• Journal of The Korean Association of Information Education
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• v.9 no.4
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• pp.583-593
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• 2005

Ministry of Education ＆amp; Human Resources Development has drawn up and carried out various plans to improve the education of the information communication technology application of teachers, who are the most central forces leading the education of the information communication technology. But this current efforts of teachers have put emphasis on the skill-trained abilities. In this study, I compare the internal with the external evaluation tools about the current abilities of the information communication technology application of teachers and have developed the self-evaluation tools for this based on a good point of these tools. Through these evaluation tools, teachers will be able to integrate and evaluate the abilities of the real teaching-learning instruction and the abilities of the information communication technology application on the whole.