• Journal of the Korea Institute of Information Security & Cryptology
• /
• v.19 no.6
• /
• pp.153-160
• /
• 2009

This study is to develop a human resource (HR) security framework, and related HR security indicators in the context of information security. The HR security framework consists of three constructs, personnel assurance, personnel competence, and personnel security control. Based on the framework, HR security management indicators are derived as 26 indicators in 9 items out of 3 categories. An empirical research has been performed to verify the relevance and consistency between the indicators by conducting a questionnaire-based survey. Also, interrelationships between the proposed indicators and HR related security level were analyzed by the multiple regression analysis. As a result, the proposed hypothesis were mostly accepted, showing the significant relationships between the indicators and security level.

• The Journal of Asian Finance, Economics and Business
• /
• v.7 no.10
• /
• pp.795-802
• /
• 2020

This study seeks to determine the effect of the application of accounting information system (AIS), internal control system, and human resource (HR) competency on the quality of local government financial statements (FS). This study uses agency theory and compliance theory. Agency theory is used to explain that there is a link between the society as the principal and the government as the agent. Compliance theory is a theory, which states that every agency is obliged to comply with regulations because the law-drafting authority has the right to dictate behavior. The population in this study were employees of the financial division of local government organizations in one of the districts in Central Java, Indonesia. The total samples in this study was 106 respondents. The data used are primary data taken from distributing questionnaires to respondents. The method of analysis used to test the hypothesis was multiple linear regression analysis. The results of hypothesis testing indicate that HR competency has an effect on the quality of FS; however, the application of AIS and internal control system has no effect on the quality of FS. The implication of this research underlines the importance of HR competency to improve the quality of local government FS.

• Journal of Engineering Education Research
• /
• v.20 no.4
• /
• pp.12-20
• /
• 2017

This study aims to suggest implications on develop and operate NCS curriculum by analyzing of differences in perception and educational needs of university students, graduates, human resource managers(HR managers) on NCS basic job skill. The respondents of survey are composed of 533 university students in K university, 730 graduates and 106 HR managers. The major findings are as follows: first, the results showed that the importances of all competencies recognized by HR managers was higher than those of university students and graduates. And graduates perceived their level of competencies as higher than those of university students. Second, the needs for self-development skill, technical skill, and problem-solving skill was the highest within the students and graduates, meanwhile, the needs for the mathematical skill, resource management skill, and the organization understanding skill were low. In contrast, the results of this study showed that the HR managers has the high needs for self-development skill, communication skill and problem-solving skill. Also, HR managers has the low needs for mathematical skill, resource management skill, information skill, technical skill, organizational understanding skill, and job ethics. Based on the above results, we proposed the necessity to develop and apply the NCS curriculum considering the education needs recognized by current students, graduates, and HR managers.

• Cement
• /
• s.198
• /
• pp.145-149
• /
• 2013

지속가능경영에 대한 기업들의 관심과 노력이 증가하고 있는 가운데, 구성원들에게 지속가능경영을 내재화 시키고 보다 장기적 관점의 인적자원관리로 기업의 지속적 성장에 기여하는 '지속가능 인적자원관리'(Sustainable Human Resource Management)가 새롭게 주목 받고 있다. 여기서는 LG경제연구원 원지현 선임연구원의 '지속가능경영에 기여하는 HR' 보고서를 통해 글로벌 기업들의 사례를 분석하고 지속가능 HRM의 특징과 적용 범위, 효과에 대해 알아본다.

• The Journal of Asian Finance, Economics and Business
• /
• v.2 no.2
• /
• pp.27-34
• /
• 2015

The 21st century belongs to biotechnology as it made profound impact in the field of health, food, agriculture and environmental protection. India's biotechnology industry is poised to record substantial growth, perhaps even overtake the robust IT industry. The objectives of the study are to determine the existing HR practices in Biotech Industry and to understand the need for the up gradation in existing HR Policies. Conclusive and descriptive research design has been used. Data is collected from 122 employees in 23 companies of Biotech Industry. It was found that Biotechnology companies require managers with unique qualities. The lack of solid managerial training and the associated risk of failure often have long-term consequences for the careers of research professionals. The efforts to achieve excellence through a focus on learning, quality, teamwork, and reengineering are driven by the way organizations get things done and how they treat people. Biotech industry is trying to establish itself in India for last one decade but is not showing any phenomenal growth because they still do not valuing their human resource as much they should be.

• Management & Information Systems Review
• /
• v.33 no.2
• /
• pp.135-153
• /
• 2014

Tendencies such as the increasing spread of market globalization, new technological developments, the reduction of product life cycles and aggressive competition, are generating high levels of environmental changes and uncertainty for organizations of all types. these circumstances require rapid responses through adaptation of organizational attitudes and capabilities, which lead to innovative management approaches and organizational methods. Human resource management researchers have struggled to elaborate the underlying mechanism explaining how human resource systems relate to organizational performance after universalistic perspectives were supported by a majority of studies investigating the positive relationship between human resource management system and firm performance. To fill the void, hypotheses in this study predicted human resource flexibility that would mediate the relationship between human resource management system and firm performance. The research model among the variables in this study was as follows: These theoretical models were tested with a sample of 138 firms in Korea. The analysis of data was undertaken by using AMOS. The Summary of the verification results is follows: Firstly, most of human resource management system and human resource flexibility had positive effects on human resource performance Secondly, most of human resource management system and human resource flexibility had positive effects on firm's financial performance Thirdly, human resource flexibility had mediated the relationship between human resource management system and firm performance The results of the present research may be demonstrated that organizations or managers could achieve a high level of management practices that lead to firm performance by enabling human resource to be flexible through high performance human resource management system.

• Asia-Pacific Journal of Business
• /
• v.13 no.1
• /
• pp.125-139
• /
• 2022

Purpose - This study examines how employees' perception of HR department expertise affect their satisfaction of education and training. Moreover, this study explores that the HR department's communication activities moderate the main effects between satisfaction of education and training opportunities. Design/methodology/approach - This study predicts the positive relationship between employees' perceptions of HR department expertise and their satisfaction of education and training. Furthermore, the HR department's communication activities will strengthen this positive relationship. To test these hypotheses, this study used the Human Capital Corporate Panel (HCCP) datasets, especially individual-level 2017 data. The final number of samples is 1,947 for the analyses. In addition, this study utilized a hierarchical regression model with SPSS program. Finding - The results analyzed with the hierarchical regression model showed that the perceptions of HR department expertise had a positive relationship with satisfaction of provided educational and training. In addition, the HR department's communication activities moderated the relationship between perception of HR department expertise and satisfaction of education and training opportunities. Research implications or Originality - This study suggests academic and practical implications for future research in the human resource development filed by clarifying the critical factors to increase employees' satisfaction and transferability of education and training.

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

• Asian Pacific Journal of Cancer Prevention
• /
• v.14 no.10
• /
• pp.5843-5847
• /
• 2013

Background: Persistent infection with high risk human papillomavirus (hrHPV) is strongly associated with cervical cancer. Normal cervical cells may also harbor hrHPV, and detection of early hrHPV infection may minimize risk of cervical cancer development. This study aimed to compare two commercial HPV genotyping assays that may affordable for early screening in a limited-resource setting in Bandung, Indonesia. Materials and Methods: DNA from cervical biopsies with histologically confirmed as squamous cell cervical cacinoma were HPV genotyped by Linear Assay 1 (Roche Diagnostics, Mannheim, Germany) or Linear Assay 2 (Digene HPV Genotyping RH Test, Qiagen Gaithersburg, MD). In a subset of samples of each group, HPV genotype results were then compared. Results: Of 28 samples genotyped by linear assay 1, 22 (78.6%) demonstrated multiple infections with HPV-16 and other hrHPV types 18, 45 and/or 52. In another set of 38 samples genotyped by linear assay 2, 28 (68.4%) were mostly single infections by hrHPV type 16 or 18. Interestingly, 4 samples that had been tested by both kits showed discordant results. Conclusions: In a limited-resource area such as in Indonesia, country with a high prevalence of HPV infection a reliable cervical screening test in general population for early hrHPV detection is needed. Geographical variation in HPV genotyping result might have impacts for HPV prevalence and molecular epidemiology as the distribution in HPV genotypes should give clear information to assess the impact of HPV prophylactic vaccines.

• Asia-Pacific Journal of Business
• /
• v.12 no.4
• /
• pp.241-251
• /
• 2021

Purpose - Drawing on the content-process approach, this study examines the effect of employees' perceived utility of education and training in small and medium enterprises (SMEs) on their satisfaction. In addition, this study investigates how the human resource management department' activities moderate the relationship between employees' perceived utility of education and training and satisfaction. Design/methodology/approach - This study predicts the positive relationship between employees' perceived utility of education and training and satisfaction, and HR activities strengthens this positive relationship. To test these hypotheses, this study utilized Human Capital Corporate Panel (HCCP) datasets, especially 2017 data at the individual level. The number of the final sample is 425 for the test. Moreover, this study used the hierarchical regression model with SPSS. Finding - As predicted, the analytical results with the hierarchical regression model showed that employees' percieved utility of education and training and satisfaction were positively related. In addition, HR activities strengthened this relationship between employees' percieved utility of education and training and satisfaction. Research implications or Originality - This study will provide academic and practical implications for future research on human resource development, especially SMEs by deepening an understanding of the important factors in order to increase employees' satisfaction of education and training. the number of viewers is found in most American films released in Korea.