• Culinary science and hospitality research
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• v.1
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• pp.5-23
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• 1995

Management of kitchen is consist of various management factor, for instance, physical resources, financial resources, information resources, and human resources. Because these kind of resources determine efficiency of kitchen management, human resource management is important aspect of kitchen operation. In this paper of view, recently human resource management has been considered by kitchen manager. Kitchen Managers who are interested in human resource, focus on efficiency. Also human resource management underlined not only efficiency, but interrelationship of emplyee. Today, considering with the environment of management, operation of kitchen is important section on hotel management in relation to the profit of it. In the future, therefore kitchen will be strategic profit center on hotels. According to in this tendency, as profit business center kitchen assumed a aspect of efficiency mechanism. This thesis aimcs to point out the actual status of human resource management in the hotels, and suggests the improvement there of by analyzing the system. This research is organized into five sections. section one introduces its objectives. scope and mothodology. Section two provides the theory of human resource management on the kitchen of hotels. And section these analyzed about the factors of human resource management. Section four, suggests the alternatives of the improvement on human resource management, section Five describes the conclusion of this thesis. Today, importance of human resource is viewed multipoint aspects in relation to efficiency of organization and interrelationship of employee, especially the arrangement of human resource is fairly handle and allocation of the human resource and personal appraisal. On the other hand, human resource managers have to be responsible for the cost control and customer's attraction by developing human resources. In order to advance human resource management on kitchen of hotels, following alternatives are considered with efficiency of management and interrelation of employee. The first, the manager of hotels has to consider the passive support of development of human resource. The second, the manager of hotels should develop the various training program for the extonsive ability of employee. The third, in order to improvement of human resource management, manager should establish the system for human resource management view of efficiency and employee's interrelationship.

• Journal of Engineering Education Research
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• v.21 no.2
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• pp.60-66
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• 2018

This study aims to compare human resource development by industrial and occupational characteristics of science and engineering graduates. To achieve research objectives, this study analyzed whether differences exist in human resource development, such as participation in vocational training, wage levels, and cuture of talened person preference, by industrial and occupational characteristics. The results showed that workers in engineering fields received more benefits and support compared to those in non-science and engineering field occupations at the quantitative statistics of vocational training and wage levels. On the contrary, according to the qualitative statistics, workers of non-science and engineering field have a culture of talented person preference compared to those in science and engineering occupation.

• Industrial Engineering and Management Systems
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• v.10 no.1
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• pp.54-64
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• 2011

The purpose of this study is to optimally allocate the human resources to tasks while minimizing the total daily human resource costs and smoothing the human resource usage. The human resource allocation problem (hRAP) under consideration contains two kinds of special constraints, i.e. operational precedence and skill constraints in addition to the ordinary constraints. To deal with the multiple objectives and the special constraints, first we designed this hRAP as a network problem and then proposed a Pareto multistage decisionbased genetic algorithm (P-mdGA). During the evolutionary process of P-mdGA, a Pareto evaluation procedure called generalized Pareto-based scale-independent fitness function approach is used to evaluate the solutions. Additionally, in order to improve the performance of P-mdGA, we use fuzzy logic controller for fine-tuning of genetic parameters. Finally, in order to demonstrate the applicability and to evaluate the performance of the proposed approach, P-mdGA is applied to solve a case study in a hotel, where the managers usually need helpful automatic support for effectively allocating hotel staff to hotel tasks.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.7
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• pp.635-646
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• 2021

The objectives of this research are to establish and confirm the human resources competency components for listed companies in the Stock Exchange of Thailand. The sample group used in this research includes the company president, business owner, managing director, assistant managing director, general manager or human resources manager of 140 listed companies. The research instrument is a scale-estimated questionnaire. The obtained data were subjected to principal component analysis and were analyzed for the rotation of the perpendicular component using the Varimax method. Results were generated through the analysis of eight components, consisting of decision-making, creativity, strategic thinking, relationship and communication, teamwork, adaptability, self-management, and motivation. The research results demonstrate important components in human resource performance that are critical to the successful development of organizations. Organizations can apply these components to the development of human resource competencies in accordance with the operations that need to be adjusted to suit the changes that occur. These rapidly-changing conditions are important factors that can be studied and developed into variables and components that affect human resource performance in the future. As a result, organizations need to adjust to be well prepared to face problems and challenges in the harsh competitive environment in the future.

• Journal of Family Resource Management and Policy Review
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• v.1 no.2
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• pp.135-147
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• 1997

This study was designed to identify the concept of institutional households in the context of its human-needs-satisfying function. The specific objectives of this study were to refine the research boundary of institutional households and to develop the management principals which is appropriate to the characteristics and orientations of institutional households. This study concludes as follows : 1. it is important to find various types and forms of institutional households for the more advanced study. 2. the professionals in family resource management area should have the future-oriented-perspectives in improving the concept of institutional households.

• Journal of Agricultural Extension & Community Development
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• v.6 no.2
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• pp.3-15
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• 1999

The objectives of this study were 1) to review the developmental process of agricultural extension services since 1960 in Korea, and 2) to suggest new paradigm of agricultural extension education in the 21st century. The study suggested major objectives of agricultural extension service in Korea should be focused on; 1) Agricultural technology transfer for environmentally friendly food production, 2) Diffusion of energy saving and safe farming technologies and upbringing export oriented agriculture, 3) Education and training of capable farmers for competitive world, and 4) Technological support for home improvement considering harmony of human, environment and life. To achieve major objectives of extension services the following strategies should be employed; 1) National administration and financing. 2) Farmer oriented services should be performed since extension education is originally two-way communication process to help farmers in better decision making, 3) Human resource development for extension educators to meet increasing demands of target population, and policy measures should be implemented to increase morale of extension educators, and 4) Role of public extension should be strengthened to meet needs of majority farmers and public interests in the knowledge based information society in the 21st century.

• Journal of Korean Society of Rural Planning
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• v.22 no.1
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• pp.113-120
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• 2016

The purpose of this paper is to decide priorities of policy-objectives and support measures related to the $6^{th}$ industrialization of agriculture, and prepare policy-objectives and alternatives to contribute to maintaining and promoting the community through creation of more jobs and added value. We used the Analytic Hierarchy Process (AHP) to reflect the experts' opinions about objectives, means and priorities of the $6^{th}$ industrialization of agriculture. The important objectives of the 6th industrialization of agriculture were to create jobs, to increase added values, and to maintain and activate the community. The results showed that the most important objectives for the $6^{th}$ industrialization of agriculture were maintaining and activating the community, expanding added values and creating employment in order. Policy means to achieve these objectives were financial support, human resource training & consulting, research & development, and marketing. The decision-makers determined marketing as the most important among the policy means to achieve the objectives of the $6^{th}$ industrialization.

• 대한공업교육학회지
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• v.41 no.1
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• pp.68-87
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• 2016

This research conducted a survey for total 166 teachers of schools so as to analyze validity and satisfaction for performance objectives of SMB administration subsidy the HRDP and the CEP in Specialized High School. The results of research are as follows. First, teachers recognize that purpose of HRDP is to expand employment of specialized high school and provide human resource of SMB. And, they recognize that HRDP is important to improve school outcomes and makes a positive effect on the improvement of school outcomes. Second, teachers recognize that objectives of HRDP are improvement of student's understanding for SMB, improvement of teacher's understanding for SMB, improvement of SMB's understanding of school, cultivation of student's occupational view, systematization of career guiding program based on employment process, strengthening of industry-academia cooperation education, improvement of the level of student's skill, fulfillment of workplace experience and practice focusing workplace learning, training of customized human resource for SMB, improvement of student's adaptation to the workplace, improvement of employment rate for SMB, expansion of job opportunities for students with SMB, preparation of the base of connection between school and SMB, publicity of school, expansion of opportunities to cooperate between SMB and school, establishment of cooperative system among industrial association and school, introduction and operation of the employment connective model for joint education and employment, strengthening of field professionalism of teachers. However, satisfaction for the achievement of objectives of HRDP except for strengthening of industry-academia cooperation education and improvement of employment rate for SMB is relatively lower than the validity. Third, teachers in charge of human resource training business of middle and small sized company's specialized high school recognize that objectives of CEP are expansion of job opportunities for students with SMB, excavation of good-quality SMB, expansion of opportunities to cooperate between SMB and school, fulfillment of workplace learning, improvement of student's major foundation and in-depth skill, improvement of literacy, math, teamwork and communication abilities for students' job performance, improvement of student's working attitude and student's proper career exploration decision. However, satisfaction for achievement of objectives of CEP is relatively lower than the validity.

• Journal of Engineering Education Research
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• v.19 no.3
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• pp.54-64
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• 2016

The purpose of this study was to analyze needs of convergence education on engineering and human resource development (HRD) for students in H university for increasing creative problem solving skills. To achieve the research purpose, needs analysis was conducted to students through in-depth interview about students' project experience for graduation in H university. The research finding shows that the converged areas between engineering and HRD are: connecting technologies to social context, problem solving skills, leadership, communication skills, and teamwork skills. Based on the derived five converged areas, objectives and method of the engineering-HRD convergence education are discussed. As an effective teaching and learning method, a problem-based learning and a project method are suggested. Finally, considerations for successful implementation of the engineering-HRD convergence education are discussed.

• Korean Journal of Health Education and Promotion
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• v.28 no.1
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• pp.11-22
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• 2011

Objectives: This study aims to provide baseline information for health educator training, standards for university curriculum on health education and health educator training, and ultimately to help settling the national qualification system for health education specialists. Results and Conclusion: Based on literature review and professional taskforce meetings, we discuss: 1) Principles for course standards; and 2) Objectives and content standards for 9 required courses for health education specialists. The curriculum standards could be used for the course evaluation run by Korea Health Educator Qualification Management Office, and as a guiding principle for the development of courses and curricula for health education and health educator training.