• 통상정보연구
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• 제12권1호
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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.

• 생약학회지
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• 제49권1호
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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 $60.2{\pm}1.5%$.

• 한국콘텐츠학회:학술대회논문집
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• 한국콘텐츠학회 2014년도 춘계 종합학술대회 논문집
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• pp.431-432
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• 2014

• 한국기술혁신학회:학술대회논문집
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• 한국기술혁신학회 2006년도 추계학술대회
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• pp.471-481
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• 2006

• 가족자원경영과 정책
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• 제8권3호
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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

• 수산해양교육연구
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• 제19권1호
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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.

• 통상정보연구
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• 제8권3호
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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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• 제21권1호
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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.

• 한국화재소방학회논문지
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• 제23권5호
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• pp.173-180
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• 2009

최근 도시의 밀집화, 다양화, 대형화에 따라 소방산업은 첨단소방기술이 요구되어지고 있어 점차 생산집약형 산업에서 지식기반산업으로 전환이 시도 되어지고 있다. 이러한 시점에서 소방산업을 지식기반형 고부가가치 산업으로 육성시키기 위해서는 산업혁신역량이 요구되며, 산업혁신역량은 인적자원의 경쟁력에 의해 크게 좌우된다. 따라서 본 연구에서는 소방산업 인력을 단순현장기능인력, 고급기술인력, 전문연구인력으로 세 가지로 분류하여 국내 소방산업 인력양성 현황을 살펴보고, 각 분류에 따른 인력양성에 대한 문제점과 개선방안을 제시하고자 한다.

• 정보관리학회지
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• 제30권4호
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• pp.61-91
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• 2013

사서직 분야의 인적자원개발이 실효성 있게 이루어지기 위해서는 도서관 및 관련 산업분야를 중심으로 한 인적자원 현황 파악을 토대로 향후 예상되는 인적자원의 양성 및 활용과 관련된 인력수급 전략과 법적 뒷받침이 있어야 한다. 이에 본 연구에서는 인력 고도화를 위한 기초 취업 현황, 취업 환경 및 관련 이슈의 종합적 분석 등 정책수립을 위한 기초연구를 수행하였다. 사회적 환경과 관련 제도 및 법을 포함하는 정책적 환경, 인적자원 양성 측면에서 현황을 분석할 뿐만 아니라 도서관 현장의 사서직 수요조사를 통하여 현장의 요구사항을 분석하고자 하였다. 그 결과 첫째, 사서직의 두드러진 특징은 사서직의 여성에 편중된 성별 불균형 현상, 비정규직 증가, 그리고 도서관 분야 진출에 대한 높은 기대 등으로 나누어 볼 수 있다. 둘째, 정규직과 비정규직이 수행하고 있는 업무의 차이가 크지 않으나 임금이나 복지 측면에서 큰 차이가 있는 것으로 나타났다. 셋째, 현장사서의 사서직 교육 요구사항으로 현장 전문가 멘토링, 단기인턴십, 사서실습 등을 제시하고 있었고, 취업요건으로 인턴이나 실습, 어학능력, 각종 자격증 취득, 경력관리 등을 중요시하는 것으로 나타났다. 넷째, 유관기관의 사서자격증 보유자는 20%나 더 많은 사서자격증 보유자를 요구하고 있는 것으로 나타났다.