• Journal of Families and Better Life
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• v.21 no.1
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• pp.129-143
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• 2003

The purpose of this study is to provide the contents and effective methods of educational program for human resource development focused on the full-time housewives. For this purpose the case interviewed with 24 professionals and management leaders of women education field are performed and 445 questionares from full time housewives who participate in at least one education program are analyzed. The findings of this study are followed. 1. The most preferred programs are sports/health program(28.8%), leisure program(26.5%), household income management program(15.9%), culture/arts program(15.2%) in percentage order. And the first preferred motivation of participation in the programs is the self development(38.4%). 2. The positive effect of program is founded more with participants in family oriented program and society oriented program than in individual oriented program. And the satisfaction degree of participants in family oriented program is higher than in individual/society oriented program. 3. The degree of demands for Program management and program characteristics is higher than the demands for program installations and program supplying methods. 4. In the area of effectiveness methods the demands for program systematization according to program level are most referred.

• Asia pacific journal of information systems
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• v.7 no.1
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• pp.85-97
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• 1997

This paper is concerned with knowledge representation schemes best suited for human resource management (HRM) problem domains including human resource planing, selection, placement, compensations, performance evaluation, training and labor-management relations. In order to suggest the scheme we consider two research gods. First, we evaluate and prioritize. The knowledge representation techniques of frames rules, semantic nets and predicate logic that hove been recommended to managerial domains. The combined Analytic Hierarchy Process technique is employed to combine individual judgments effectively between two different expert groups. As a result if we are to select a single knowledge representation technique, a frame representation is best for most HRM domains and to combine frames with others is another choice. Second as a strategy for knowledge representation schemes we show some examples for each damn in terms of labeled semantic nets and two types of rules derived from the semantic nets. We propose nine knowledge components as ontologies. The labeled semantic nets con provide some benefits compared with conventional one. More clearly definea node rode information maces it easy to find the ac information. In the rule sets, the variables are the node of the semantic nets. The consistency of rules is validated by the relationship of the knowledge components.

• The Journal of Information Systems
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• v.20 no.2
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• pp.207-228
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• 2011

IT governance is an integral part of enterprise governance and consists of the leadership, organizational structures, and processes that ensure organization's IT decision making for achieving organizational goal. Most firms have failed to resolve the balance in building IT governance. The challenge is to align IT strategy with business strategy in establishing and implementing effective IT governance. The purpose of this study is to find out the relationship between IT governance implementation factors and IS effectiveness, and the moderating effect of strategic alignment of IS strategy with business strategy on IS effectiveness. IT governance implementation factors consist of IT vendor management, IT human resource management, and IT infrastructure. Strategic alignment was measured as the alignment between business strategic orientation and IS strategic orientation that used in the research of Chan et al.(1997). In the relationship between three IT governance implementation factors and IS effectiveness, the results of multiple regression analyses showed that IT human resource management is an important determinant to influence IS effectiveness. The additional analysis using multiple regression showed that strategic alignment of IS strategy with business strategy has moderated the relationship between IT governance implementation factors and IS effectiveness.

• 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.

• Journal of Information Technology Applications and Management
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• v.21 no.1
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• pp.107-136
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• 2014

This study aims to suggest research implications that may contribute to preventing turnover of personnel in small and medium sized software companies. A research model is developed based on the Bergiel, et al. (2009) and Woo and Hwang (2010). This model describes how human resource management (HRM) practices (compensation, recognition, job autonomy, technical capability development, work-life conflict) affect turnover intention, through the mediating effects of job satisfaction and job embeddedness. 177 questionnaires are collected and analyzed. Validity and reliability of measures, and appropriateness of the structural model are verified. Results of the hypotheses testing are somewhat different from the expected ones: Only compensation and technical capability development are significant, but the remaining variables are not significant in affecting job satisfaction and job embeddedness. As for turnover intention, job embeddedness and job satisfaction are proved to be significant predictors. From the analyses of data, subsequent interview with several respondents and additional data analyses, more research implications are derived. The study has a limitation of not including more diverse variables that might affect job embeddedness and job satisfaction of so called road warriors.

• 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.

• Health Policy and Management
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• v.10 no.4
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• pp.75-98
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• 2000

This study applied Data Envelopment Analysis(DEA) and Ratio Analysis and Regression Analysis to a set of Korean Public Corporation Medical Centers to evaluate their relative human resource efficiencies. The output measure used in this study was based on health insurance system which was used in both in-patient departments and out-patient departments. Inputs included working time of the doctors, nurses, technicians, and managerial department staff. Based on the data provided on the inputs and outputs, the analysis showed 23 of the 34 hospitals to be relatively inefficient. Each hospital with an efficiency rating of less than 1 was considered relatively inefficient. In addition, managerial strategies based on dual variables were constructed to indicate the manner In which inefficient hospitals may be made efficient. A subsequent analysis of t-test revealed that the bed occupancy rate, medical revenue per 100beds, value added revenue per staff, medical revenue per staff were statistically significant. The results of this study suggest the DEA is a promising tool for evaluating relative human resource efficiency in hospitals which have multiple inputs and outputs and where the efficient production function is not specifiable with any precision. But it is considered that efficiency evaluations may be most effective]y accomplished by Incorporating a combination of methodologies such as ratio analysis and regression analysis.

• Proceedings of the Korean Institute of Building Construction Conference
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• 2003.05a
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• pp.117-120
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• 2003

The purpose of this study solves both duality of construction and the economic problem of the daily laborer with activation of a construction skill human resource institute training. For the fixation of actuality institute training, the support and intervention of the public are necessary. Especially, to win young people over to construction job-site, we should analyze what they want and arrange and do information work institutionalized conditions that can satisfy their demand. Also institute training program must be reorganized to make them be acknowledged as a expert and social conditions is arranged so that they work self-conceit.

• 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 the Korean Society for information Management
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• v.28 no.3
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• pp.239-256
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• 2011

Main drivers of knowledge activities such as knowledge sharing and utilization are individual members of an organization and thus knowledge management strategies should be discussed in relationships with human resource management. This study analyzes the effects on knowledge sharing and knowledge utilization of human resource management practices such as training, participation in decision-making, performance appraisal and compensation system in local government. The results show that training and performance appraisal and compensation system are significantly influential factors for the knowledge sharing and knowledge utilization. Lessons and implications of this study for management leadership are presented.