• 통상정보연구
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• 제4권2호
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• pp.233-252
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• 2002

This thesis is designed to draw up scheme for human resources development of the Korean software industry. Its concrete scheme is as follows. That is, IT professionals with international competitiveness should be cultivated, and a human resource development system, which can flexibly meet the market demands, has to be built. Pool of specialized programmers is necessary condition for achieving competitiveness in Korean software industry. Reeducation is also desirable to embody the agile productive capability into the existing human resources for new challenges in the industry. Well-organized human resources database will also make it easy to match new demand and to lower the transaction cost in switching jobs. To cope with the rapidly changing environment actively, human resource development and training system improvement through the cooperation with the concerned industries, universities, research centers and the government must be settled immediately.

• 한국컴퓨터정보학회논문지
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• 제12권3호
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• pp.95-103
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• 2007

기존의 인력파견시스템은 작업 현장의 기초 자료를 관리하는데 많은 시간이 소요되고 정보의 입력방법이 복잡하여 급격히 늘어나는 작업 정보를 효율적으로 관리하는데 한계점이 있다. 또한 인력파견업체 중심의 시스템 관리와 인력 고용업체의 이해 부족은 인력 정보를 왜곡시키거나 누락시켜 적합성 높은 인력 배치를 어렵게 한다. 이러한 문제점을 해결하기 위해 본 연구에서는 휴대단말기를 이용하여 인력 고용업체와 근로 인력을 실시간으로 상호 연동하고 작업 이력을 데이터베이스에 축적하여 관리하는 모바일기반의 인력파견시스템을 개발한다. 또한 작업에 대한 근로 인력의 적합성을 향상하기 위해 사례기반 추론 기법을 사용하여 인력 배치 과정을 최적화 한다. 사례기반 추론을 이용한 지능적 처리는 인력 관리와 파견 작업에서 만족도 높은 인력 배치계획을 이룰 수 있는 기반을 제공한다.

• 디지털산업정보학회논문지
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• 제8권3호
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• pp.33-39
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• 2012

Since the passing of the Personal Information Act in March 2011 and its initial introduction in September, over the one year to date diverse security devices and solutions have been flowing into the market to enable observance of the relevant laws. Beginning with security consulting, corporations and institutions have focused on technology-based business in order to enable observance of those laws competitively in accordance with 6-step key procedures including proposal, materialization, introduction, construction, implementation, and execution. However there has not been any investment in human resources in the field of education such as technology education and policy education relative to the most important human resources field nor investment in professionals in the organization for the protection of personal information or in human resources for operating and managing IT infrastructure for actual entire personal information such as special sub-organizations. In this situation, as one process of attracting change from the nature of the technology-based security market toward a professional human resource-based security infrastructure market, it is necessary to conduct research into standardization modeling concerning special organizational composition and a management system for the protection of personal information.

• 한국조리학회지
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• 제1권
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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.

• 한국IT서비스학회지
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• 제7권4호
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• pp.101-117
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• 2008

As the rapidly changing e-business environment and development of IT, it is difficult to predict appropriate demand and supply of human resources in e-business industry. Such problem causes the imbalance of needs in demand and supply and the difficulty of proving useful information about fostering necessary e-business human resource and so forth. This study present a manpower training plan in e-business industry by investigating e-business human resource in the market and by analyzing curriculums in selected universities. To achieve this objective, we conducted a survey study of e-business companies, educational organizations and workers. From the results of this study, we present the current status of e-business human resource market and the problems of past manpower training system, and provide recommendations. This study would help policy makers, the private companies and academic institutions in developing effective strategies for the e-Biz human resource sector.

• 한국정보통신학회논문지
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• 제7권2호
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• pp.293-301
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• 2003

오늘날의 정보이용자는 단순 정보 차원 이상의 구체적인 지식을 필요로 하고 있다. 본 논문에서는 지식 정보의 메카인 대학의 인적.지적 자원의 효과적 활용과 원활한 지식의 공유 및 교류를 가능하게 하는 지식관리시스템을 최소한의 비용으로 효과적으로 구축하기 위한 시스템의 개발방법과 설계에 대해 연구하였다.

• 한국정보통신학회논문지
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• 제8권6호
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• pp.1273-1283
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• 2004

오늘날의 정보이용자는 단순 정보 차원 이상의 구체적인 지식을 필요로 하고 있다. 본 논문에서는 지식정보의 메카인 대학의 인적ㆍ지적 자원의 효과적 활용과 원활한 지식의 공유 및 교류를 가능하게 하는 지식관리시스템을 최소한의 비용으로 효과적으로 구축하기 위한 시스템의 구현방법에 대해 연구하고 이를 기초로 시스템을 구현하였다.

• 한국건축시공학회지
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• 제8권5호
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• pp.67-73
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• 2008

Recent trends in construction towards larger scale and taller buildings are causing problems by ineffective existing management approach in construction industry have emerged. Delivering necessary materials and mobilizing the human resources and equipment In a timely manner to keep labor on schedule have become a critical issue to be addressed. In particular, many specialty contractors carrying out multiple projects have been experiencing difficulties mobilizing the manpower on time and in right places due to poor communication at each stage of labor supply, resulting in waste of valuable resources. Hence, it's imperative for the specialty contractors to obtain specific information on labor demand so as to set up a communication and labor management system to ensure the right human resources will be mobilized in the right place at the right time. The study therefore is aimed at developing an optimal human resources management system for specialty contractors performing multiple projects. To that end, the study is focused on rebar and concrete work. The outcome of the study is expected to help allocate the right human resources to the right place in a timely fashion, thereby achieving an effective workflow at construction sites.

• 한국도서관정보학회지
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• 제36권4호
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• pp.115-132
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• 2005

도서관의 기능은 단순히 문화유산의 보고 및 문화발전에만 있는 것이 아니라 평생학습과 인적자원개발이라는 종합적 기능을 포괄한다. 교육인적자원부는 과거의 교육부와는 달리 인적자원과 지적자원을 종합 개발$\cdot$관리하는 법적인 기반과 리더쉽을 확보하고 있다. 도서관이 인적자원개발과 평생학습의 거점으로 발전하려면 리더쉽을 발휘할 수 있는 교육인적자원부로 도서관정책을 일원화할 필요성이 있다. 국가인적자원개발 정책을 총괄 조정하는 교육인적자원부에서 도서관업무를 직접 관장함으로써 체계적인 도서관정책 집행이 가능하며, 도서관 간 협력이 용이할 뿐 아니라. 국가 및 지역 인적자원개발 정책과 연계가 가능할 것이다.

• 한국정보통신학회:학술대회논문집
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• 한국해양정보통신학회 2008년도 추계종합학술대회 B
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• pp.810-813
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• 2008

디지털시대에 기업경쟁력의 원천으로서 인적자본의 중요성 인식을 급격히 확대하기에 이르렀고 경쟁력 있는 인적자원을 보다 효율적으로 관리하기 위한 인적자원관리시스템의 필요성이 증대되었다. 본 논문에서는 BSC(Balanced ScroreCard)를 이용하여 인사고과 척도를 적용하여 다양한 관점의 평가관리와 AHP(Analytic Hierarchy Process) 기반의 가중치 부여로 효과적인 의사결정을 반영하는 중소기업형 e-HRM 프로토타입 시스템을 개발하였다.