• Journal of the Korea Society for Simulation
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• v.20 no.3
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• pp.29-39
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• 2011

The appointment system is widely used to facilitate customer access to service in many industries including healthcare and others. Because of its importance, much research has investigated how to build an effective appointment policy under various environments. However, most research has considered a single-server service system. The objective of this work is to evaluate several appointment policies in a two-stage service system in which multiple servers are available and build separate appointments at the second-stage. In such a system, we propose and evaluate the staggering appointment policy. Simulation experiments indicate that the proposed staggering appointment policy outperforms other traditional appointment policies in terms of customer waiting time, server idle time, and the number of customers who are later to scheduled appointments.

• Korea Journal of Hospital Management
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• v.16 no.4
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• pp.161-182
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• 2011

In today's competitive dental markets, it is of paramount importance to improve service quality and at the same time to use scarce resource efficiently. In this study, we present appointment policies and scheduling rules for private dental clinics to reduce the waiting time of patients and to increase the revenue by utilizing resource more effectively. This study validates the proposed appointment policies and scheduling rules based on simulation models. We show that the bottleneck-based appointment policy is the most effective among appointment policies, followed by the multiple-block appointment one. The shortest processing time among scheduling rules contributes most to the performance of the appointment system.

• Journal of the Korean Operations Research and Management Science Society
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• v.37 no.2
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• pp.31-43
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• 2012

Delivery of a good quality of service in an efficient manner requires matching the supply of capacity with customer demand. Much research has employed queueing models that analyzed the service system on the basis of independent and stationary customer arrivals. However, the appointment system, which is widely used to facilitate customer access to service in many industries including healthcare, has significant influence on the customer arrival process so that the independent and stationary assumption does not hold in an appointment-based service system. In this regard, this paper aims to propose a model for accurate illustration of the appointment-based customer arrival process. The use of the proposed model allows us to evaluate the overall system performance such as mean waiting time and service level under various appointment policies instead of conducting simulation studies.

• The Korean Society of Law and Medicine
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• v.8 no.2
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• pp.37-68
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• 2007

Health insurance has gone far toward solving Korea's health related problems through thirty years. Health Insurance as social security system has a role of national system to secure national health. But there are many problems in health insurance. There is a dispute about many issues, coverage of health security, compulsory appointment of health insurance organization, coverage and level of health insurance benefit, decisionmaking right of health insurance price, examination of health insurance etc. Generally, the opinion for health insurance policy to be leaded by nation sets against the opinion to be leaded by private sector. It is necessary to study politics of law, constitute law and comparative law for rational solving these problems. If desirable setting of health law system can be made, legal system must be set during a long time and be discussed synthetically in different standpoint.

• The Journal of the Korea Contents Association
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• v.7 no.9
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• pp.139-147
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• 2007

The police is huge career civil service organization. In 1999, police organization employed 7,801 persons as a new hiring. The police had revised employment system several times for competent human resources. But, it is true that much improvements need yet for person's employment which equip eligibility. Specially, discussions need for many new hirings by duty police system abrogation. Career civil service system is impossible of dismissal after permanent appointment. It is true that competitive rate of police officer examination much rose. But it's not important about organization development in addition this unconnects with competent resources. Must change police officer employment system for organization's future development. This study proposed policy about improvement way of examination for service step, field training officer and appointment.

• The Journal of Korean Institute of Communications and Information Sciences
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• v.5 no.1
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• pp.17-25
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• 1980

In order to contribute the development for M.O.C. administration in Korea, the followings are considered; (1) To open the Office of Tele-communication Policy as soon as possible. (2) To intensify the organization for Radio Regulatory. (3) To reform the Regulations on Government Officer's appointment and treat communication scientists as well as the other professions.

• Journal of the Korean Institute of Landscape Architecture
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• v.27 no.5
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• pp.25-37
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• 2000

The purpose of this case study is to provide the basic knowledge and the rationale for establishing the professional personnel position of Landscape Architecture(LA) in local Government of Korea o the basis of the characteristics and adoption system of professional personnel organization in comparison with the cases of Japan, the United States of America, and Germany. I have analyzed the case of Chonju City, Chollabuk-Do, recruited professional personnel of LA by using informal career position, to justify the needs and the division of professional Landscaping works of the city and to figure out drawbacks of the current adoption system of professional personnel in South Korea. In have found the following results that 1) City Mayor in Korean local Governments do not have the proper authorizing rights of recruiting the special personnels for performing urban policy, which is under controls of the Official Appointment Regulations, 2) because of no official position status for specialist in the fields of LA, the Chonju City had been recruited them as Urban Planner status through an informal process, 3) the section of Park and Urban Forestry was established under the control of Department of Culture and multimedia Industry, 4) the fields of specialized works of LA are defined as the work of ecopolis design and planning, biotope networking, ecological bridge and ecological restorations, and 5) the professional positions for LA should be established in Official Appointment Regulation for the urgent needs of local Government sin South Korea.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.18 no.2
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• pp.465-471
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• 2017

This study examined the effects of neoliberal educational policy on the appointment system of teachers to assess the impacts of this neoliberal education policy. Neoliberal education policy has led to increased private education cost, and strengthened the function of social stratum reproduction in the education system despite increasing the efficiency and flexibility. Since contracted employment was applied to the educational field, the number of regular teachers began to decrease, while that of contracted teachers increased. For example, the number of contracted teachers was 300 in the 1990, which increased to 42,042 in 2015. Neoliberal education policy contributed to teacher's quantitative demand; however, the increase in the number of contracted teachers is ultimately degrading the education quality. In an education market, the issues of balancing between supply and demand often occur. Therefore, it is necessary to strongly control the number of contracted teachers by limiting their contract period. Furthermore, an institutional device that can convert a contracted teacher to a regular one must be established.

• The Journal of the Korea Contents Association
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• v.18 no.3
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• pp.550-556
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• 2018

This study conducted AHP analysis to find out the directional of human resource management through policy priorities for personnel innovation of local public officials. The results of the study were derived using the AHP analysis methodology. The results of the study are summarized as follows. First, the interchange of personnel system was the most important measure among the measurement areas of interchange of personnel system, education training system, recruitment management system and appointment management system. Second, from the point of view of evaluation item, it is as follows. In the personnel interchange system, it was found that the conversion of personnel management based on job performance and performance was important. In the position management system, it is important to appoint and expand professional positions. In the recruitment management system, the introduction of personality and aptitude tests used in the private sector is important. Development of customized curriculum programs is important in the education and training system.

• The Journal of the Korea Contents Association
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• v.8 no.7
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• pp.182-194
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• 2008

This study seeks to intensively shed light on the municipal police system which is certain to be introduced to the nation, and verify the effect of the new appointment system presented herein from the viewpoint of police and experts in related areas, thus contributing to having the municipal police system in place stably. In particular, this study sets as the most core factors the recruiting, selection, education and training, and placement in the process of a new appointment, centered on Municipal Police Introduction (Plan) submitted to the National Assembly. First, in the area of recruiting and adoption, presented the head or manager of the municipal police implements open administrative job recruiting system, expanded recruiting of women and manpower in special recruitment to administer citizen-friendly police administration, and the exclusive employment rights of the head of the municipality. Second, in the area of the education and training of the municipal police as to the securing of independent education and training agencies, establishment of curricula fit for characteristics of the municipal police, and utilization of education facilities and professors of regional universities. Finally, in the case of the placement of the municipal police as to side effects caused by the placement of region-hailing personnel, implementation of interview system prior to a new placement, and priority placement of policewomen to the civil service section.