• International Area Studies Review
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• v.20 no.4
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• pp.163-184
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• 2016

Recently, many companies consider various methods for hiring employees. Hiring talent employee has made influences on the future of the company. Therefore, companies spend a lot of money for developing many tools on hiring employee. But most of companies don't try to review the comparison between the assessment system of hire and performance. There is few research on the performance results from the assessment scores of hiring. Only, the companies focus on hiring good employee who have good ability. Sometimes, HR managers are satisfied only with low quit rate. The paper analyzes what kind of relevance between the hire assessment and performance assessment for the same people. It uses the actual data for A company. This is very useful data for research on the relevance between hire and perform assessment. We can consider what the important things are for hiring and managing employee.

• Journal of Engineering Education Research
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• v.10 no.2
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• pp.5-18
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• 2007

This paper presents a concept of training coursework for engineers in cooperation with the industry combining system, comparing Korea with France. The students, after first two years in a university for the foundation/basic courses, will be centered in the industry, rather than at an academic institution, where field training engineering coursework will be offered in structured or capstone design(problem based learning) formats through the industry. This study on the improvement of the concept has several advantages including the followings ; 1) Industry hiring local-area students who have the potential to be long-term employees; 2) Industry's immediate access to employees with developing engineering skills; 3) On-the-job training reduced industry training costs after graduation; 4) More effective learning through observing complex operations; 5) Students and industry input for continuous improvement of the curriculum; 6) Greater amenability on the part of industry to actively participate in research and development; 7) Increasing in the flow of real research problems for engineering. Finally, the implications for student quality, accreditation, assessment of partnership, academic freedom, and fundraising for scholarships and researches are discussed briefly.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.20 no.10
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• pp.259-269
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• 2019

The purpose of this study is to investigate the necessity and activation plan of trial work to increase the re-employment of injured industrial workers. This study applied an internet and paper questionnaire method to 1,058 employers listed in the Korea Workers' Compensation and Welfare Services. The employers were asked about their experiences with trial work and their preferences for supports. From September 2018, the survey was conducted for 6 weeks and a total of 201 questionnaires were analyzed. Descriptive analysis and t-tests were applied. The results of the study showed that the trial work system satisfied the employers who participated in it. In order for this system to operate smoothly for injured workers, it is necessary to simplify the system's procedures, increase the amount of the trial work subsidy, and improve the amount of support after the workers convert to full time employment. In order for employers to use the new system, $750 per month will be provided for 8 months when hiring one injured worker. Eighty percent of employers stated that they would hire injured workers if the subsidy and application period are accepted. Future study and suggestions for applying the trial work system for injured industrial workers are also discussed.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.8 no.4
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• pp.95-109
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• 2013

The practices and processes of HRM (Human Resource Management) for university faculty in Korea depend heavily on assessment of research and teaching rather than the UIC (University-Industry Cooperation) performance. In this regard, HRM of Korean universities is said to be far distant from UIC. Although policy initiatives by the Korean government, notably the MoE (Ministry of Education) have implemented in most universities, the desirable level of UIC could not be achieved yet. Moreover, the very notion of 'university' in Korea is much more to do with 'pure' education and research institution than with 'applied' and 'vocational' purpose. Considering upon HRM practices and organizational culture, for enhancing UIC in Korea, the government's policy should be linked to alter deep-rooted university culture. So the aims of the research are to describe the current state of HRM in Korean and foreign universities; to find out the critical factors of UIC in Korean universities; to analyze the gaps between university research and industrial commercialization based on a conceptual framework, the 'valley of the death'; and to recommend HRM policies fostering UIC for the MoE. For achieving these objectives, we deploy multiple methodologies, namely, in-depth interview, literature survey, and statistical data analysis with regard to UIC. Analyzing the data we have collected, the present research sheds light on all aspects of HRM processes and UICs. And the main policy implication is restricted to the Korean universities, even if we have collected and analyzed foreign universities, notably universities in the USA. The research findings are mainly two folds. Firstly, the HRM practices among Korean universities are very similar due to the legally institutionalized framework and the government's regulations. Secondly, the difficulties of UIC can be explained by notion of the 'valley of death' ways in which both parties of university and industry are looking for different purposes and directions. In order to overcome the gap in the valley of death, the HRM policy is better to be considered as leverage. Finally, the policy recommendations are as follows. Firstly, various kinds of UIC programs are able to enhance the performances of not only UIC, but also education and research outcome. Secondly, fostering organizational climate and culture for UIC, employing various UIC programs, and hiring industry-experienced faculty are all very important for enhancing the high performance of university. We recommend the HRM policies fostering UIC by means of indirect way rather than funding directly for university. The HRM policy of indirect support is more likely to have long-term effectiveness while the government's direct intervention to UIC will have likely short-term effectiveness as the previous policy initiatives have shown. The MEST's policy means of indirect support might vary from financial incentives to the universities practicing HRM for UIC voluntarily, to information disclosure for UIC. The benefits of the present research can be found in suggesting HRM policy for UIC, highlighting the significance of industry-experienced faculty for UIC, and providing statistical analysis and evidences of UIC in Korean universities.