• International Commerce and Information Review
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• v.12 no.1
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• pp.327-352
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• 2010

3PL is the alternative for the corporation seeking to increase its logistics efficiency and effective implement of organization development. This study is to establish effective management method of the logistics companies and suggest further research direction by looking through theoretical background, applications, organization knowledge, international and domestic condition and problems of the 3PL which concludes to policy making. This study suggests corporation’s policy on technology oriented, management participation and knowledge on organization is used to secure competitive edge on logistics service. Close cooperation between departments is needed to acquire technology oriented information from 3PL human resource pool.

• Korean Journal of Pharmacognosy
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• v.49 no.1
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• pp.47-54
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• 2018

Astilbe rubra (AR) is a perennial, belongs to the Saxifragaceae family, it contains tannin and triterpene. AR has been used in republic korea to improve toxication, fever, pain and convulsion. Recently, number of natural products have been analyzed for potential pharmacological activities including anti-cancer, anti-obesity and anti-diabetic medication. Consequently, we investigated the growth inhibition effect of Astilbe rubra water extract (WAC), ethanol extract (EAC) and bergenin on Hela cell (human adenocarcinoma cell). From whole plant of A. rubra, bergenin was isolated by column chromatography and its structures were identified by $^1H$, $^{13}C$ NMR and IT TOF-ESI MS. High extraction efficiency of bergenin was shown at 0.95% under 60 min reflux extraction with 50% MeOH. The MTS assay showed that EAC (ethanol extract) treatment increased cell death in a dose-dependent manner. Moreover, EAC treatment on Hela cell increased apoptotic cell death and caspase-3 activity. Results suggest that EAC has growth inhibition effect on Hela cells, but not WAC and bergenin. $500{\mu}g/mL$ EAC treatment inhibited Hela cell at $60.2{\pm}1.5%$.

• Proceedings of the Korea Contents Association Conference
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• 2014.06a
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• pp.431-432
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• 2014

• Proceedings of the Korea Technology Innovation Society Conference
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• 2006.11b
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• pp.471-481
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• 2006

• Journal of Family Resource Management and Policy Review
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• v.8 no.3
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• pp.127-142
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• 2004

The major purpose of this study is to investigate the actual condition of elementary school, nursery school, social welfare facilities providing after-school child care programs and to suggest new after-school program which is focused on social and emotional development for children of dual-earner couples. The cases of current after-school programs in Seoul and Gyeonggi area were analyzed. The results are as follows. First, it was showed Hat elementary school' child care programs after school were designed for speciality-aptitude education during 3-4 hours. Second, nursery school's programs were showed to instruct children in homework and make up learning and were operating until late evening. But the nursery school fee is more expensive than the other facilities. Third, social welfare facilities have a variety of program than elementary school and nursery school. But the program still consist of homework, supplementary lessons, speciality education etc. These facilities have too much students, compared to the teachers

• Journal of Fisheries and Marine Sciences Education
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• v.19 no.1
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• pp.101-109
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• 2007

The school system of fisheries high school was proper to specialist objective school system in order to training for expert human resource development.Training a field of human resources development from fisheries high school is fallow; fisheries production, seamen's training, ship engine and refrigerator, marine electronic telecommunication and information, fisheries foods production and fisheries foods production and distribution, fishery fisheries self-management, marine distribution, management and conservation of marine environment, safety and marine prevention of disasters, apparatus of marine development, under water area development.A new department opening and each department was revised toward to department name and department character. The unit-lesson hour of curriculum according to specialist objective school system of fisheries and marine highschool was revised. professional subject 98 unit-lesson hour(52%), normality subject 90 unit-lesson hour(48%), and educational activity of professional subject 10unit-lesson hour, total training activity 10 unit-lesson hour. And the special objective school system need to revise curriculum of 208 total unit-lesson hour.

• 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.

• 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.30 no.4
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• pp.61-91
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• 2013

In order to achieve effective human resource development in LIS fields, it is essential to have strategies to nurture and utilize those human resources, in relation to supply and demand as well a sound legal foundation supporting those strategies. Such strategies and legal foundation can only be developed from a complete knowledge of the current status of human resources in the LIS and related industries. This study, therefore, conducted research on the basic employment status, employment environment, and an overall analysis of related issues, in order to address policy implications on the effectiveness of human resource development in the LIS field. This research included the current status of policy environments that involve social environment, and related institutions and laws, and human resources developments as well as the current requirements of librarians in the field, based on a demand survey of LIS employment. It was found that first, there are three distinguishable factors in LIS employment: a feminization of librarianship, an increase in temporary posts, and a high entering ratio into the library workplace. Second, while there were only little differences in the given tasks between full-time and temporary employees, the differences in salary and welfare were considerably larger. Third, field requirements for librarian education included a mentoring system with field experts, short-term internships, and librarian apprenticeships, while job requirements included internship or apprenticeship, language skills, various license acquisition, and career management. Fourth, librarians with licenses for related organizations held 20% more librarian licenses overall.