• Korean Management Science Review
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• v.15 no.2
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• pp.59-70
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• 1998

According to the Gartner Group, the market for ERP software in Korea is growing rapidly. However, the number of successful ERP implementations is quite few. Standard(unmodified) ERP's are built based on best practices. Improvements expected from successful implementation are based on best practices built into the software. Many improvements are lost through modification to "standard" software. Even minor changes in software can significantly reduce benefits. Both implementation time and risk factors are increased with modifications. We introduce a methodology, called package Enable Re-engineering (PER) and the main components of change management program by Ernst & Young. "To-Be" model could be developed through the software capabilities. And change management processes such as continuous education and self-developments are required. The philosophy of the change management processes is to let the software package drive the re-engineering practices and avoid moving the software toward the "As-IS" process. Extensive top management involvement, major focus on speed, extensive communication program, and "clear" picture of the future are essential components of change management. We are sure that the complied experiences and model have implications for practice and for academicians for their endeavors in their fields.

• International conference on construction engineering and project management
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• 2015.10a
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• pp.622-624
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• 2015

As uncertain factors are latent in a construction project by nature, a change order occurs frequently. The occurrence of change orders in construction projects conducted during construction phase is known to cause unexpected negative impacts such as cost overrun, schedule delay, quality problem, and claims in the post-process. Thus, an efficient management method is necessary to prevent and minimize change orders during construction phase when they occur frequently. This paper analyzed the causes of change orders and the impact factors that occur during the construction phase of a construction project and suggested a direction for change order database building.

• Journal of Korea Society of Industrial Information Systems
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• v.13 no.3
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• pp.63-86
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• 2008

Recently implementing enterprise resource planning (ERP) systems with packaged business software is growing rapidly. The purpose of this article is to provide further insights into the business process change and change management in implementation process of ERP systems. This paper examine an survey of some 146 firms' adoption and implementation of packaged ERP software. In this paper, we propose an integrated approach of business process change and change management of the implementation process. This research highlights the importance of change management for implementing ERP. In addition, we empirically reveals that the eventual success of ERP systems depends on effective business process change and change management during the ERP implementation.

• Culinary science and hospitality research
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• v.8 no.3
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• pp.1-20
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• 2002

The rapidly changing environments of today's hospitality industry lays more and more emphasis on the management of food & beverage sector. Hotel restaurants changes their menus 2 times a year. But they tend to modify or complement old items, or imitate other restaurants'menus, rather than try new ones. In addition, the change cycles are determined without any systematic and scientific criteria. Based on the survey, a plan for managing menu change cycles is proposed. The proposed plan is summarized as follows: First, the survey result demonstrates that the appropriate frequency of menu changes is: twice a year for the fixed menu; four times for the seasonal menu; four times for the promotion menu; twice for the business menu; and, three times for the event menu. Second, under the management maintained by consistent monitoring of menu change. Third, menu change should be managed through the menu analyses on its profitability, popularity, and the potential for further growth. Fourth, menu change should be managed through the periodic investigations of the tastes and preferences of the customers. fifth, a unique system for the menu change should be constructed by analyzing of other competitive restaurants or restaurant chain stores.

• Proceedings of the Korean Society for Quality Management Conference
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• 2010.04a
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• pp.474-482
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• 2010

The Research of local governments in addressing climate change policy formulation and enforcement role in the formulation of local governments, and faithful to the role of local governments when addressing climate change to policy issues and is aimed to provide direction. The role of local governments' Star Statement by looking at best practices, through which more realistic and effective climate change response measures would be able to set aside. Local party organizations in addressing climate change and understanding the role and establishment and enforcement of the policy must be balanced community and residents more comfortable and be able to provide a comfortable life.

• Journal of the Korean Society of Safety
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• v.21 no.1 s.73
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• pp.72-78
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• 2006

In many chemical plants the change or modification is carried out without proper technical review and hazard analysis, and also without adequate technical staff and procedures for comprehensive monitoring of potential hazards resulting from the change. Such changes sometimes affect to the process safety badly if it is not managed properly. Therefore, in order to prevent major industrial accidents caused by change or modification, and also in order to apply Management of Change procedure easily in the field and minimize economic burden of company caused by plant changes, K-MOC(KOSHA-Management of Change) software has been developed and provided to the chemical industry.

• Management & Information Systems Review
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• v.18
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• pp.1-19
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• 2006

Ageing induces huge dramatic change of society and economy rather than simple change of population structure. Ageing causes the decrease of working age population and production capable population, thus this brings growth slowness and long-term stagnation. In addition, progress in ageing decreases saving rate, consequently low saving rate brings about the decrease of country-wide investment resources. This ageing problem which is progressive rapidly needs core competence and implementation of human resource professionals to overcome this kind of environment change. First of all, it needs turnover in thinking way toward talents. Secondly, we need innovation one team to pursue innovation and creativity. Thirdly, it should be considered in a new way with the number of workers and efficiency of personnel expenses. Fourthly, employees should make effort for self-advancement. Under the environment with newly change human resource personnels' function and role should be emphasized to maintain sustainable growth and overcome the change of management environment. Therefore, human resources should be emphasized to become competitive personnel and organization with leading the change master and creating the value of the organization.

• Journal of the Korean Society of Clothing and Textiles
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• v.31 no.3 s.162
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• pp.387-397
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• 2007

Due to the recent trend of relationship marketing and characteristics of the apparel retail industry that relys heavily on employees' performance, internal marketing toward the employees gives a critical influence on firms' overall performance. This study is aiming at the factors of internal marketing and relationship management that enhance positive attitude toward change. A survey questionnaire was developed and about two hundreds department store sales staffs working for apparel brands participated in the empirical study. Factor analysis ensured the existence of five aspects of internal marketing: educational training, internal communication, power endorsement, management capability and incentive system. Results indicated that age, marital status, years of employment, position rank, and salary types of salespersons had significant influence on internal marketing factors. Incentive system had significant influence on internal customer relationship management. Internal customer relationship management had significant impact on employees' attitude toward change. Educational training had significant influence on employees' perceived importance of change. Educational training, power endorsement and incentive system affected employees' perceived outcome of change.

• The Journal of Information Systems
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• v.19 no.2
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• pp.37-71
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• 2010

This article identifies factors affecting successful ERP systems by focusing on the stages after stabilizing ERP systems and overcoming temporary performance dip by introduction of ERP systems, and suggests change management tactics to control those identified factors. We can not expect that every users are familiar with the usage of an ERP system even after they are informed about the expected advantage of the newly implemented ERP system and trained intensively for changed business process and system usage while implementing a new ERP system. Moreover, even after more than six months usage of the system, the users may still have some trouble due to the reason why they have insufficient information about the expected advantage of the system (recognition gap) and insufficient knowledge about the changed usage of the system (knowledge gap). Hence, this article diagnoses by conducting a case study that those recognition and knowledge gap would have a severe bad influence upon the users' trust and satisfaction on ERP systems. This article suggests an appropriate change management tactics to overcome those recognition and knowledge gap by considering the relationship with the efforts for change management before, during, and after the introduction of ERP systems and performing an in-depth analysis on the users' dissatisfaction and request for update during the stages after the stabilization of the ERP systems. This article also shows a corroborative evidence that these efforts of change management consequently contributes to the solution of users' distrust and dissatisfaction. In sum, this article identifies the factors influencing badly on the magnitude and seriousness of knowledge and recognition gap, and suggests a conceptual research model which says that the satisfaction of ERP users could be uplifted by the solution of their knowledge and recognition gap if we keep making efforts on appropriate change management considering those identified factors during the stages after the stabilization of an ERP system.

• Journal of Information Technology Applications and Management
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• v.23 no.2
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• pp.29-59
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• 2016

These days, the business environment such as Information Technology (IT) is rapidly changing, and organizations are consistently trying to change themselves for the survival and success under the changing environment. In this situation, change management is very important because it draws the change behaviors of organization members for the success of organizational change. The purpose of this study is to investigate the effect of the organization members' psychological factors on the performance of the acquisition of new IT, which is one of the most important organizational change. Based on previous studies in the area of organizational change, organization members' resistance to change, self-congruity theory, change activities and organizational performance, the research model is developed for validating the effect of organization members' self-congruity on the performance of the acquisition of new IT. Statistical analyses show that self-congruity has a significant effect on the change activities. In particular, private self-congruity has more impact on the change activities than public self-congruity. In addition, self-leadership, rewards and recognitions, and the diffusion of change activities have significant effects on job satisfaction. Self-leadership has a significant effect on organizational commitment.