• Journal of Plant Biotechnology
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• v.44 no.4
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• pp.372-378
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• 2017

For comparison of the transcription profiles in apple (Malus domestica L.) cultivars differing in flesh color expression, two cDNA libraries were constructed. Differences in gene expression between red flesh apple cultivar, 'Redfield' and white flesh apple cultivar, 'Granny Smith' were investigated by next-generation sequencing (NGS). Expressed sequence tag (EST) of clones from the red flesh apple cultivar and white flesh apple cultivar were selected for nucleotide sequence determination and homology searches. High resolution melting (HRM) technique measures temperature induced strand separation of short PCR amplicons, and is able to detect variation as small as one base difference between red flesh apple cultivars and white flesh apple cultivars. We applied high resolution melting (HRM) analysis to discover single nucleotide polymorphisms (SNP) based on the predicted SNP information derived from the apple EST database. All 103 pairs of SNPs were discriminated, and the HRM profiles of amplicons were established. Putative SNPs were screened from the apple EST contigs by HRM analysis displayed specific difference between 10 red flesh apple cultivars and 11 white flesh apple cultivars. In this study, we report an efficient method to develop SNP markers from an EST database with HRM analysis in apple. These SNP markers could be useful for apple marker assisted breeding and provide a good reference for relevant research on molecular mechanisms of color variation in apple cultivars.

• Proceedings of the KSR Conference
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• 2005.05a
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• pp.979-984
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• 2005

2005, National railway was converted from government enterprise form to public corporation form. Korail is facing in necessity to equip new manpower operating system to achieve public enterprise's part and two purposes called profit creation according to conversion to construction system. Accordingly, railway construction work began services for formation diagnostic and job analysis to construct management formation of new paradigm, personnel management course manpower operation system of the job value priority. This dissertation is research for direction establishment of human resource management(HRM) of railway construction work. Examined problem of current personnel management system with trend of HRM paradigm for this. And presented various strategy to construct greeting executive system of job putting first in person putting first and strengthens formation capacity.

• Asia-Pacific Journal of Business
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• v.3 no.2
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• pp.23-33
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• 2012

Sustainable competitive advantage depends on formulation and implementation of appropriate human resource management (HRM) strategies and deployment of their competencies effectively in dynamic and complex environment. Competencies deployment is an approach to make decisions on the intentions and plans of organization concerning employment relationship and its recruitment, training, development, performance appraisal, reward and employee relations policies and practice. The improvement of organizational effectiveness is an overall objective of people management in organizations. In light of these, this study explores the present practices of HRM like: HR departments, HR policies and strategies, HR planning, recruitment selection and placement, training and development, performance appraisal, compensation and benefit, employee relations and communications. Based on the survey in 204 Nepalese organizations as a unit of analysis, the study concludes that HR practices in few organizations have action program for minorities, ethnic group, older employees and people with disabilities. Due to centralized organizational structure, most of HR decisions are taken into central office and line managers being involved highly in planning and implementing HR policies. In a nutshell, though HRM practices are not developed like developed countries, Nepalese organizations are realizing the significance of people management at work and changing their practices in the present dynamic environment.

• The Journal of Asian Finance, Economics and Business
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• v.7 no.10
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• pp.391-399
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• 2020

This study aims to analyze the relationship of e-HRM implementation to employee performance both directly and indirectly through the intervening of the Human Resource service Quality variable, both practically and theoretically. This study uses variance-based structural equation modeling (SEM) techniques with partial least square (PLS) statistical testing tools to test the direct relationship of e-HRM and the performance and relationship moderated by Human Resources service quality tested on 200 civil servants in five offices under the coordination of the Government of the South Sulawesi Province of Indonesia. The data collection model in this study uses an online survey. The data analysis stages through the explanatory concept consist of, first, the interpretation of the distribution of the average frequency of respondents' answers; second, outer-loading; third, determination of the validity and reliability; fourth, the coefficient of determination test and partial test; fifth, the GoF model; sixth, validity test; and seventh, hypothesis testing. This study explores four hypotheses in a comprehensive fashion; the results of this study show that all hypotheses have positive and significant effects both through direct and intervening relationships. Among the three direct relationships, the relationship of e-HRM variables on HR Service Quality is greatest and most dominant.

• Korea Journal of Hospital Management
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• v.17 no.1
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• pp.59-78
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• 2012

The purpose of this study is to evaluate on the fitting with human resource practice and strategic on 6 public hospital in the point of resource based view. At the result of this study, public strategy is not much fitted into HRM(human resource management) system, but it shows positive result of the fitting with efficiency strategy and HRM system. These results were associated with the integration of G Medical Center. Generally 6 public hospitals of the HRM system and the strategy had not been linked. They also did not achieve a great outcome. We suggest that the manager in charge of each hospital make strategies of the hospital, and then evaluates about fitting with HRM system. We hope, hereafter, it applied the analysis methods that evaluates it with financing result and individual non-financial result all together.

• The Journal of Industrial Distribution & Business
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• v.14 no.1
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• pp.57-65
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• 2023

Purpose: The purpose of this research paper, therefore, is to explore the role of lifelong learning in improving HRM policies in a company. This research begins with a literature review of existing research on the topic, followed by a discussion of the findings and their implications for practitioners. Research design, data and methodology: The present author of this research collected textual dataset based on the numerous literature which has been investigated thoroughly in terms of the HRM policy and lifelong learning. For this reason, the author could obtain adequate prior studies, checking their validity and reliability. Results: The present research figured out that demonstrating that physical activity and exercise can enhance life expectancy, improve physical and mental health, and improve functional ability, and Examining the broad topic of socialization and interaction's function in raising elderly adults' living standards is necessary. Also, this research found that the social change and social isolation of older individuals in relation to the impact of digital technology. Conclusions: This research suggests that companies should also ensure that their HRM policies are designed in such a way that they allow employees to pursue further learning and development opportunities without having to sacrifice their current job responsibilities.

• Journal of Plant Biotechnology
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• v.45 no.1
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• pp.9-16
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• 2018

The advent of available DNA barcoding technology has been extensively adopted to assist in the reference to differentiate the origin of various medicinal plants species. However, this technology is still far behind the curve of technological advances to be applied in a practical manner in the market to authenticate the counterfeit components or detect the contamination in the admixtures of medicinal plant species. Recently, a high resolution melting curve analysis technique was combined with the procedure of DNA barcoding (Bar-HRM) to accomplish this purpose. In this review, we tried to summarize the current development and bottleneck of processing related to the Bar-HRM technology for the practical application of medicinal plant species' differentiation in a viable global market. Although several successful results have been reported, there are still many obstacles to be resolved, such as limited number of DNA barcodes and single nucleotide polymorphisms, in particular, only one DNA barcode, internal transcribed sequence (ITS) of ribosomal DNA has been reported in the available nuclear genome. In addition, too few cases have been reported about the identification of counterfeit or contamination with processed medicinal plant products, in particular specifically the case of technology based infusion, jam and jelly products and components in which it is noted that DNA can be thereby degraded during the processing of these products and components.

• Knowledge Management Research
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• v.14 no.2
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• pp.137-154
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• 2013

In an ever-tougher competitive environment caused by globalization, domestic companies are increasingly adopting business strategies aimed at continuously securing competitive advantage by taking advantage of globally-competitive foreign professionals. Despite a persistent rise of such trend, domestic researches regard migrant workers as the socially underprivileged, and delve into the issue of migrant workers from the policy, welfare, and ethical perspectives. With a growing need to deal with migrant professionals from the strategic viewpoint - to acquire professional talent in an era of global competition, it becomes essential to verify the real effectiveness of migrant professionals. Yet, there has been relatively little discussion of it. This study assumes that based on th137e integration-learning perspective on diversity, the greater the number of foreign professionals, the greater the effect on organizational innovative performance. Also could be effective in managing diversity is diversity-friendly HRM which involves eliminating discrimination against migrant professional workers and treating them fairly. Based on the data collected from 72 domestic companies, this study conducted an empirical analysis of the impact of the percentage of foreign professionals in the total workforce on organizational innovative performance and of the moderating role of diversity-friendly HRM. The results show that the proportion of foreign professionals in the entire workforce has had no significant impact on organizational innovative performance, and that the proportion of foreign professionals in the total workforce and diversity-friendly HRM have had a interaction effect on organizational innovative performance. Based on these research results, the study attempted to interpret the significance of the proportion that migrant professionals make up of the total workforce and of diversity-friendly HRM in relation to organizational innovative performance, and their implications for diversity management.

• Korean Security Journal
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• no.56
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• pp.55-81
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• 2018

The purpose of this study is to find significant activities in human resource management (HRM) to solve growing-pains caused by the rapid external growth in private security business. To this end, we applied the HRM factors suggested by the National Job Capability Standard (NCS) to the private security and investigated the relative importance using the Analytic Hierarchy Process (AHP). The results were as follows. First, the importance of 4 HRM criteria in the private security was ranked in order of recruitment, operation, benefit, and retirement. Particularly, the relative importance of recruitment reached 63.8%. Second, the composite importance was calculated by dividing the 4 HRM criteria into 14 capability sub-criteria and 46 capability alternatives. As a result, personnel planning and hiring at the recruitment turned out as the areas that needed the most improvement. In addition, the operating and planning of education involved in the highest rank, 8th and 10th respectively. Based on these results, we suggested critical HRM factors for developing the private security business as well as proposed research directions and methods for further studies.

• Korean Journal of Breeding Science
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• v.50 no.4
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• pp.424-433
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• 2018

Watermelon (Citrullus lanatus) is an economically important vegetable crop all over the world, which has functional compounds such as lycopene and citrulline. Gummy stem blight caused by Didymella bryoniae is one of the most devastative diseases in watermelon. Single nucleotide polymorphisms (SNPs), which are genetic variations occurring between individuals with respect to a single base, were often used to construct genetic linkage maps and develop molecular markers linked to a variety of horticultural traits and resistance to several diseases. In this study, we developed high-resolution melting (HRM) markers based on SNPs generated from NGS resequencing of two parents in watermelon. Plant materials were C. lanatus '920533' (female and susceptible parent), C. amarus 'PI 189225' (male and resistant parent), and their $F_1$ and $F_2$ progenies. A total of 13.6 Gbp ('920533') and 13.1 Gbp ('PI 189225') of genomic sequences were obtained using NGS analysis. A total of 6.09 million SNPs between '920533' and 'PI 189225' were detected, and 354,860 SNPs were identified as potential HRM primer sets. From these, a total of 330 primer sets for HRM analysis were designed. As a result, a total of 61 HRM markers that have polymorphic melting curves were developed. These HRM markers can be used for the construction of SNP-based linkage maps and for the analysis of quantitative trait loci (QTLs) related to gummy stem blight resistance.