• Korea Journal of Hospital Management
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• v.23 no.3
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• pp.1-15
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• 2018

Purpose: This study is conducted to identify the impacts of tax exemption on community benefit, policy, human resource management, and public benefit. Based on the results of analysis, we explore several avenues to raise public benefit that is central to the value of existence of non-for-profit hospitals in Korea. Methodology: Survey was formulated referring to the US IRS tax exemption criteria, Form990/Schedule H, and Korean public hospital criteria. A total of 182 survey responses were collected and used to verify measurement validity and perform reliability analysis, confirmatory factor analysis, and path analysis. Findings: The result of this study showed positive relationships among; i) tax development and planning, ii) planning and human resource management, iii) human resource management and policy, iv) policy and community benefit, v) community benefit and public benefit. Practical Conclusion: Tax exemption affects community benefit and public benefit directly as well as indirectly. This implies that expanding tax exemption is likely to improve public benefit mediating community benefit.

• Journal of the Korea Society of Computer and Information
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• v.13 no.5
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• pp.279-289
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• 2008

This study has the primary purpose to understanding the present situation through research on the actual condition about human resource outsourcing in the stocks and KOSDAQ enterprises, and would give the basic and useful data to develop human resource outsourcing. Data were collected from 1,500 charge of human resource management in the stocks and KOSDAQ enterprises which introduced or will be introduced human resource outsourcing. Frequencies, cross-tabs and independent-samples t-test were used to understanding the actual condition. Research findings are summarized as follows. First, as the introduction area of human resource outsourcing following training and development on the list were personnel information system, recruitment and selection. Second, tasks that transfer outsourcing supply firms owing to human resource outsourcing were common and typical operation function than complex and specific planning function.

• The Science & Technology
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• v.22 no.6 s.241
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• pp.71-78
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• 1989

• Management Science and Financial Engineering
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• v.17 no.1
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• pp.45-63
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• 2011

The aim of this paper is to consider the process of supplying trained workers with knowledge and skills for upcoming business opportunities and the process of training apprentices to be prepared to meet future demands in an IT service firm. As the demand for new workers fluctuates, a firm should employ a buffer workforce such as apprentices or interns. However, as a result of rapid business development, the capacity of the buffer may be exceeded, thus requiring the company to recruit skilled workers from outside the firm. Therefore, it is important for a firm to map out a strategy for manpower planning so as to fulfill the demands of new business and minimize the operation costs related to training apprentices and recruiting experienced workers. First, this paper analyzes the supply and demand of workers for the IT service in a knowledge-intensive field. It then presents optimal human resource planning strategies via the familiar method of stochastic process. Also, we illustrate that our model is applied to the human resource planning of an information security service firm in South Korea.

• 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.

• Nuclear Engineering and Technology
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• v.54 no.2
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• pp.749-763
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• 2022

The fulcrum of economic development is a sustainable supply of electricity. Nigeria is plagued with blackouts, with one of the lowest per capita electricity consumption in the world (circa. 120 kWh per capita). Hence, policies have been instigated to integrate electricity generation from nuclear power plants (NPP) on or before 2027. However, a critical requirement for NPP generation is the implementation of robust human resource development (HRD) programs. This paper presents the perspective of Nigeria in assessing human resources needs over the entire NPP lifecycle following the milestone approach and employing the IAEA's Nuclear Power Human Resource (NPHR) modeling tool. Three workforce organizations are in focus including the owner/operator, regulators, and construction workers following three decades timeframe (2015-2045). The results indicate that for the study period, a maximum of approximately 9045 personnel (73% construction workers, 24% owner/operator, and 3% regulators) should be directly involved in the NPP program just before the commissioning of the third NPP in 2033. However, this number decreases by about 73% (2465 personnel including 94% operator and 6% regulator) at the end of the study timeframe. The results can potentially provide clarity and guidance in HRD decision-making programs.

• Journal of Family Resource Management and Policy Review
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• v.9 no.3
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• pp.31-43
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• 2005

The purposes of this study were to (1) examine the sub-dimensions of time management behaviors and satisfaction with time management, and (2) to identify the variables that can affect satisfaction with time management. Data was collected through an Internet survey answered by 611 working men and women. The data were analyzed using descriptive statistics, factor analysis, and multiple linear regression analysis. As a result of the study, the sub-dimensions of time management behaviour were extracted into three subordinate categories, which were, planning, human relation orientation, and urgency. The sub-dimensions of the satisfaction with time management were extracted into three subordinate categories, which were, satisfaction with the management results, satisfaction with time distribution, and satisfaction of spare time. Management result satisfaction displayed a positive relationship with planning and work time. The satisfaction with time distribution displayed a positively relationship with planning, relations-intention, the level of education, and sleeping time, while displaying a negative relationship with work time. Also, Women tended to be more satisfied with time distribution than men. Finally, the satisfaction of spare time was positively related with age, while negatively related to urgency and work time.

• Korean Journal of Construction Engineering and Management
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• v.5 no.1 s.17
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• pp.124-132
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• 2004

A human resource management of the general contractors is to mostly deal with daily input by each subcontractor in construction fields. However, this way has some limitations; the identification of proper human-input and productivity, preventive activities or efforts for minimizing schedule delay. The reason why these limitations are that few systematic efforts through a coordinated field administration with the construction schedule planning and human resources. Therefore, on the basis of the construction schedule planning, human resource management of subcontractors is necessary to make for an improvement in construction schedule control. Daily Scheduling Check System(DSCS), as the linked human resources on an existed CPM scheduling software, was developed and this paper then verified validity and effectiveness of using the DSCS for the framework of some actual apartment construction projects

• Journal of the Korean housing association
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• v.7 no.2
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• pp.109-120
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• 1996

This study which aimed to propose development directions for the future housing through the social change tries to predict the change of the future. Establish directions for planning of concept-Sustainability. Human-friendliness. High Technology and, with reference to case study and literature judge feasibility of them. The major findings were as follows : 1. Development direction related to the future housing can be classified into 7 principle : energy-saving, resource-saving, natural adaptation, community, user participant, super high level, and home intelligent. 2. Planning factors of the future housing can be divided into several itemes.

• Journal of Korea Society of Digital Industry and Information Management
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• v.14 no.1
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• pp.87-101
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• 2018

The purpose of this study is to develop the measuring instruments for evaluation criteria for Malcolm Baldrige National Quality Award(MBNQA), suitable for ICT Industries, and to analyze the cause-effect relationship between those criteria through aforementioned instruments. MBNQA is formed with seven categories: Leadership, Strategic planning, Focus on patients, other customers and markets, Measurement, analysis and knowledge management, Human resource focus, Process management and Results. As excluding the Human Resource Focus category, this study empirically examined the cause-effect relationship among six categories. In order to empirically examine the research model, this study calculated Cronbach's alpha and reliability index, thus examined the reliability and executed Exploratory Factor Analysis. Furthermore, Average Variance Extracted(AVE) is used to verify the discriminant validity. Lastly, the hypothesis testing was made complete through significance test on the paths between variables. The result of this study shows that both leadership and social responsibility have direct cause-effect relationship with Measurement, analysis and knowledge management, Human resource focus, Process management and also that this relationship has direct impact on Human resource focus, Measurement, analysis and knowledge management as well, consequently exerting influence on the result through Process management, Finance and Market data.