• Industry Promotion Research
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• v.5 no.1
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• pp.21-33
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• 2020

The purpose of this study is to investigate the impact of strategic human resource management perceived by members of SMEs on organizational performance and innovation behavior. In addition, the mediator effect of innovation behavior of organizational members on the relationship between strategic human resource management and organizational performance was verified using the statistical program SPSS 21.0 program. First, the hypothesis 1, strategic human resource management (adoption and compensation, job design, training and career management, participation in decision-making) was adopted by showing positive impact on the positive impact on organizational performance. Second, hypothesis 2, strategic human resource management (recruitment and compensation, job design, training and career management, participation in decision-making) was adopted after demonstrating statistically significant influence on innovation behavior. Third, the innovation behavior perceived by Hypothesis 3 organizational members showed a positive influence on organizational performance. Hypothesis 3 was therefore adopted. Fourth, as a result of verifying the mediating effect of innovation behavior in the relationship between hypothesis 4, strategic human resource management and organizational performance, innovation behavior was analyzed to be partially mediated. In other words, strategic human resource management of organizational members has a direct impact on organizational performance, but it can show a higher positive impact on organizational performance through innovation actions in its performance.

• International Journal of Advanced Culture Technology
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• v.9 no.1
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• pp.52-57
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• 2021

Most internet companies in China are learning from Xiaomi Corporation's management model and to improving their organizational structures and human resource management practices. This study analyzed the development situation of Chinese Internet economy and the Internet thinking of Xiaomi which is a role model of Chinese Internet companies. In addition, we studied Xiaomi's organizational structure, human resource management, employee training, performance management and incentive system. In particular, Xiaomi's human resource management system has a great influence on the company's high performance and efficient service culture. Furthermore, the organization of Xiaomi is horizontally divided into three floors (7 key founders, department heads, and employees), each floor is managed by one founder. Xiaomi is interested in and considers not only the work of new employees, but also personal issues, and is concerned with the work of others in performance management and shares responsibility. Xiaomi adopts a unique and rational human resource management model, guaranteeing a lot of work autonomy for employees, and improving organizational performance.

• The Journal of Society for e-Business Studies
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• v.19 no.1
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• pp.79-93
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• 2014

IT industry that main domain is future growth engines and convergence industry is based on national development through convergence others industry. However, shortage of advanced IT workforce is not limited to the region and urban. But, Previous studies is comprehensive research on human resource development. Human resource development studies, performance analysis and policy studies, are lacking to achieve the characterization in the region. Accordingly, The need for institutional improvement are appearing for activated regional industry through advanced Human resource development and IT convergence. in this study, we propose in order to improve institutions through IT sector performance evaluation.

• Proceedings of the ESK Conference
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• 1998.04a
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• pp.167-172
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• 1998

Methods of evaluating the physiological activity of the living body are EEG, EOG, Heart rate, and Rectal temperature, etc. In the study of Hagiwara and Araki(1993), they found positive correlations among performance test, physiological measurement, and subjective feeling measurement. Human alertness of pilot directly influences on the flight performance that accomplishes a lot of vigilance task and procedure execution in flight. Accordingly, this paper deals with the quantitative and objective performance test based on tracking error and reaction time by means of the new computer test program into which the perception-motion system of human beings is applies. Throughout this experiment using performance thst, the results suggest that performance capability in state of sleep deprivation 2 hours and alcoholic 0.05 .apaprox. 0.06% in blood were more impaired than one in a normal state, and they further showed statistically significant differences between them, which were influenced by impairment factors of body regulation and pilot's grade. We also obtained the prediction value and the 95% confidence interval of tracking error and reaction time at the normal state for the purpose of distinguishing performance capability between the normal state and the abnormal state. And it is ecpected that the evaluation of human alertness using performance test will be applied to the quantitative assessment of an each pilot's realistic consciousness/attention, and will lead a flight commander to the accurate decision of mission approval prior to a flight.

• Journal of the Ergonomics Society of Korea
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• v.32 no.1
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• pp.37-45
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• 2013

Objective: This study describes the change of operator performance in drastic change of illumination level, and proposes an alternative method to cope with it. Background: The control standard of illumination for nuclear power plants(NPPs) is based on the set of limit criteria for maintaining a specific illumination level. However, there is a possibility to cause human errors according to the psychological and physiological influences to operators in the situation of drastic change of illumination such as SBO(Station Black Out), so a basic study is necessary to review the current approach. Method: We assessed the visual fatigue, subjective work load and task performance according to the three illumination situations(Normal Illumination, Emergency Illumination, and Drastic Change of Illumination). Result: Research finding shows that there are not significant differences in task performance between normal illumination (1,000lx level) and emergency illumination (100lx level), only if beyond the dark adaptation limit. However, subjective work load on mental demand and visual fatigue show a potential challenge to visual performance in drastic change of illumination. Conclusion/Application: Several trials can complement this challenge in NPPs by applying 3-way communication, enhancing readability of procedures, and managing the visual factors affecting the operators' performance through a Visual Environment Management Program including visual health aspects, etc.

• Journal of Ginseng Research
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• v.43 no.4
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• pp.539-549
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• 2019

Background: 20(S)-Protopanaxadiol (PPD), the aglycone part of 20(S)-protopanaxadiol ginsenosides, possesses antidepressant activity among many other pharmacological activities. It is currently undergoing clinical trial in China as an antidepressant. Methods: In this study, an ultra-performance liquid chromatography coupled with triple quadrupole time-of-flight mass tandem mass spectrometry method was established to identify the metabolites of PPD in human plasma and urine following oral administration in phase IIa clinical trial. Results: A total of 40 metabolites in human plasma and urine were identified using this method. Four metabolites identified were isolated from rat feces, and two of them were analyzed by NMR to elucidate the exact structures. The structures of isolated compounds were confirmed as (20S,24S)-epoxydammarane-12,23,25-triol-3-one and (20S,24S)-epoxydammarane-3,12,23,25-tetrol. Both compounds were found as metabolites in human for the first time. Upon comparing our findings with the findings of the in vitro study of PPD metabolism in human liver microsomes and human hepatocytes, metabolites with m/z 475.3783 and phase II metabolites were not found in our study whereas metabolites with m/z 505.3530, 523.3641, and 525.3788 were exclusively detected in our experiments. Conclusion: The metabolites identified using ultra-performance liquid chromatography coupled with triple quadrupole time-of-flight mass spectrometry in our study were mostly hydroxylated metabolites. This indicated that PPD was metabolized in human body mainly through phase I hepatic metabolism. The main metabolites are in 20,24-oxide form with multiple hydroxylation sites. Finally, the metabolic pathways of PPD in vivo (human) were proposed based on structural analysis.

• Journal of the Korean Society of Safety
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• v.15 no.1
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• pp.167-175
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• 2000

Work performance and human error are complicated phenomena so that it is very difficult to grasp the true nature of them. However, Event Related Potential (ERP) may give a clue to them because human brain reflects diverse psychophysiological process. In the present study, the possibility of ERP application to the ergonomic area was evaluated in view of grasping error symptoms. For that purpose, the subjects were asked to count specific characters in a random character matrix on a computer monitor, and their ERP was compared with their performance data. Based upon the results, the amplitude of P300 was not so high as that in the case of the Odd Ball tasks, correct response corresponded with stable ERP with high P300 amplitude whereas wrong response did with unstable, fluctuating ERP with low P300 amplitude. Those results coincided with the work performance, and it was concluded that 3-wave fluorescent with illumination level of 800 lux would be recommendable for the counting task in concern. Conclusively, ERP including P300 might supply an objective clue to the problem of human errors in cognitive process.

• International Journal of Reliability and Applications
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• v.2 no.1
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• pp.37-48
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• 2001

This paper presents a new dynamic human reliability analysis method and its application for quantifying the human error probabilities in implementing management action. For comparisons of current HRA methods with the new method, the characteristics of THERP, HCR, and SLIM-MAUD, which are most frequency used method in PSAs, are discussed. The action associated with implementation of the cavity flooding during a station blackout sequence is considered for its application. This method is based on the concepts of the quantified correlation between the performance requirement and performance achievement. The MAAP 3.0B code and Latin Hypercube sampling technique are used to determine the uncertainty of the performance achievement parameter. Meanwhile, the value of the performance requirement parameter is obtained from interviews. Based on these stochastic obtained, human error probabilities are calculated with respect to the various means and variances of the things. It is shown that this method is very flexible in that it can be applied to any kind of the operator actions, including the actions associated with the implementation of accident management strategies.

• The Journal of the Korea Contents Association
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• v.8 no.12
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• pp.404-413
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• 2008

The ultimate goal of human resource management is to improve the organization's performance. This study explored how human resource management practices such as recruitment and selection, training and development, compensation and benefits, and performance appraisal affect the organizational commitment of Korean hotel restaurants. The results of this study shows that recruitment and selection, training and development have influence on affective organizational commitment, while compensation and benefits, and performance appraisal have impact on continuance organizational commitment. These findings have significant implications in presenting a new directions for human resource management in the operation of hotel restaurant business.

• Proceedings of the Korean Operations and Management Science Society Conference
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• 1994.04a
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• pp.357-363
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• 1994

In many industrial situations the human acts as the primary scheduler since there often exist various constraints and considerations that may not be mathematically or quantitatively defined. For proper design of interactive scheduling systems, how human strategy and performance are affected by the fashion of human-computer interaction at various levels of task complexity should be investigated. In this study, two scheduling experiments were conducted. The first one showed that human schedulers could perform better than simple heuristic rules with each of typical performance measures such as average machine utilization, average tardiness, and maximum tardiness. In experiment 2, the effect of providing computer-generated initial solution was investigated. The results was that in complex problems the subjects performed significantly better when the initial solutions were generated by themselves, evidencing the importance of the continuity of strategic search through the problem.