• Knowledge Management Research
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• v.15 no.1
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• pp.65-84
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• 2014

Organization's innovation capability is strongly tied to its intellectual capital or knowledge utilization. Employees play a key role in generation of intellectual capital and utilization of knowledge in a firm. Thus, the importance of human resource management (HRM) system for enhancing competency of employees and facilitating knowledge sharing between employees is getting its significance. In this paper, we highlighted the effect of HRM implementation to explain the reason of performance differences among firms, adopting the same ideal HRM system. The successful implementation of HRM system as well as the contents of HRM system was critical to enhance firm performance through HRM system. To investigate the effect of HRM implementation on firm performance, we proposed the three components of HRM implementation (i.e.; TMT philosophy, HR department capability and communication) in perspective of sense making and sense giving theory. Then, we analyzed the moderating effect of HRM implementation on the high commitment HRM - firm performance relationship. Empirical results showed that each component of HRM implementation positively strengthened the relationship between high commitment HRM and firm performance. In addition, the composite index of HRM implementation calculated by average value of three components revealed more significant moderating effect between the two. Furthermore, We discussed the academical and practical implications, and suggested future research directions.

• Proceedings of the Korean Institute of Navigation and Port Research Conference
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• 2011.11a
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• pp.13-15
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• 2011

This report represents analysis of the maritime casualty in terms of Bridge Resource Management. We evaluate the attitudes and knowledge of bridge officer regarding human factors issues that have been identified as causal to mishaps in high-risk situations. So to reduce human errors our goal is to establish effective officer resource management (ORM) program which is based on all subjects for cadets in IMO model course. In harmonization with STCW(The International Convention on Standards of training, Certification and Watch-keeping for Seafarers), as the result, the curriculumss in the maritime education institutions is surveyed to improve our education system and then reduce the human errors by mariners at sea.

• International Commerce and Information Review
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• v.8 no.3
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• pp.385-396
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• 2006

The successful knowledge and information based companies facilitate to restructure the industry and strengthen the national competitiveness in the future. The advent of information age provides us new challenge because the information breakthrough can play a pivotal role in terms of knowledge transfer in the human resource management. Executive officer must present long term vision in order to expand enterprise continuously and establish long term management goal and strategy which are appropriate for key organizational skills of future management environment (Pfeffer, 1998). Also, long term talent management based on vision, goal and strategy and talent development strategy and employment management must be established (小池, 1994)). American HRM system's reformation cannot be defined without scientific management policy. However, currently widely discussed Japanese HRM system's reformation cannot be defined without organizational commitment focused Japanese employment system. (津田, 1992 ; 太田, 1994). Japan's development of the following policies are behind comparing to Europe : (1)Skill based talent management regardless of age, sex, nationality, race and academic background (2)Consideration of retirement age of 64 (3)Creativity and freedom promoting talent management policy. Also, there are problems to be solved. Solutions will be searched for by establishing new wage policy based on tasks and individuals in the basis of lifetime employment system.

• Fire Science and Engineering
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• v.23 no.5
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• pp.173-180
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• 2009

As cities become recently more crowded, various and enlarged, it is required a cutting-edge technology for fire industry. According to this, a transition is attempted from production intensive industry toward knowledge based industry. At this point, in order to develop fire industry into knowledge based high value industry, industry innovation capability is required and it heavily depends on human resource competitiveness. Accordingly, in this study is aimed to look the status of domestic fire industry personnel training by classifying the fire industry manpower by field skill personnel, high technology personnel, and professional research personnel and to suggest problems with personnel training followed by each classification and how to improve them.

• Journal of Korea Trade
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• v.26 no.3
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• pp.63-78
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• 2022

Purpose - This study's purpose is to analyze which factors are more important to strengthening the competitiveness of global innovative companies by firstly sampling global 40 enterprises, secondly investigating of study models empirically, thirdly finding out significant implications through research, and finally using this result to help improve global companies' competitive edges. Design/methodology - Developing three research models of hypothesis and using 5 variables such as technology innovation, knowledge management, human resource development, sustainable management, and corporate life, this study was empirically carried out by reliability and validity testing, correlation analysis of variables, and multiple regression analysis of three research models. Findings - Through proceeding empirical analysis study, we found out that technology innovation and sustainable management had a significant impact on strengthening competitiveness through the hypothesis test. Those two factors had positive results and a synergy effect through correlation analysis along with process change and human resource development, which are also important areas in global innovative companies. Originality/value - In line with the fourth industrial revolution era's acceleration and COVID-19's large impact on all industries, global companies are newly developing their business models to cope with external environment change. This study's results would be meaningful for global enterprises and domestic companies to improve their overall competitive edge by reinforcing their innovation strategy, preparing next growth engines, diversifying business portfolios, and setting business milestones.

• 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.

• Journal of the Korea Society of Computer and Information
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• v.3 no.2
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• pp.217-227
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• 1998

This study "The advance Study of human resource development Program Object for community Peoples in Information Society." that is too much important in Information society and IMF times. Human resource development is the process by which a community insures that it has the right number and kinds of peoples, in the right places at the right time, doing the things for which they are economically most useful. In the IMF season, an ever increasing number of cooperations are appointing executive level positions responsible for the re-enpoloyment, advancement, development of teaching, and growth of human resources. As a result, the field is being viewed as an important strategic approach to improved productivity efficiency and profitability in information society. Also, human resource development is a dynamic and evolving field in the world business. Industrial society organizations consist of three types of resources that machines, financial and human but, today have resource of organization that Knowledge, information and idea all include human. Human resource development factors will be consisted of that individual development, career development, motivation, Image making, Orignal idea development orientation and education and management time.ment time.

• The Journal of the Korea Contents Association
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• v.6 no.9
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• pp.152-163
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• 2006

The development of Semantic Web basically requires knowledge induced from the formalization and semantization of information, and thus ontology should be introduced as a knowledgization tool. URI(Universal Resource Identifier) is an indispensible scheme to uniquely indicate individuals on ontology. However, it is difficult to find the use cases of URI in real data including science and technology papers. This paper describes the method to construct internal and external human resource information based on URI from the papers. We use co-authors, e-mails, publication date, and affiliation for discriminating authors with the same strings. HRST(Human Resources devoted to Science and Technology) is referred to acquire URIs for human resource. We expect the internal and external human resource information would be adopted to outcome analysis applications such as researcher network analysis and outcome statistics.

• International conference on construction engineering and project management
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• 2005.10a
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• pp.956-961
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• 2005

Delay, cost overrun and inferior quality in public works are common in Nepal and Cambodia. Almost 90 percent of the civil construction engineers working in the industry were one-degree graduates without appropriate training. The civil engineering education had provided elemental engineering knowledge to the graduates however integrated engineering and management knowledge and skill are essential for efficient infrastructure development. ODA in developing countries had been concentrated in hard infrastructure development without improving the quality of higher education. Integrating ODA to engineering education system would help develop qualified technical manpower and appropriate technology domestically, and improve the efficiency in infrastructure development in developing countries.

• Journal of Information Technology Applications and Management
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• v.27 no.6
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• pp.75-87
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• 2020

The Human Resource (HR) system comprises of various interrelated HR practices that forms the bundles. These bundles of Human Resource practices impact the organizational performance. The hard and soft HR bundles are the two sets of the same continuum that describes the strategic approach of the HR system. The purpose of this study is to identify the hard and soft HRM practices from the literature and then empirically test them with the help of factor analysis. The study is conducted on the service industry employees in India. The survey includes the employees from the middle and top-level executives of the service firms. The sample size for the study is 160. Principal component analysis with VARIMAX rotation and Confirmatory Factor Analysis was used to obtain the results. The data analysis was done on SPSS V.20 and AMOS V.22. The results provide knowledge of the HR practices under the hard and soft HRM bundles implemented in the service industry.