• 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.

• 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.

• The Journal of Industrial Distribution & Business
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• v.9 no.9
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• pp.35-44
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• 2018

Purpose - In endless competition, companies pursue cost reduction and work efficiency. So, entrepreneurs try to increase job intensity, which may lead to job stress and high turnovers because of job burnout. But, Information systems are acknowledged as a work support tool that secures work convenience and the productivity of employees. In this study, we aimed to confirm the effects of information systems in reduing the work overload of employees in a human resource intensive industry. Research design, data and methodology - This is based on the job demands-resources model, conducting an empirical analysis of surveys given to hospital employees working in a human resource intensive industry. Results - The research revealed that information systems reduced the work overload of employees in a human resource intensive industry. Conclusion - This study confirmed the effects of information systems as a job resource based on JD-R theory, and presentation of empirical results indicated that information systems alleviate employee job overload and increases job satisfaction in the medical services industry. In the medical services industry, using electronic health record system decreases in work overload, which results in employees gaining time for self-development and time management, reducing job stress, and leading to job satisfaction.

• Culinary science and hospitality research
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• v.6 no.3
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• pp.5-23
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• 2000

This study aims at suggesting an alternative plan on the efficient management of human resource of Hotel Foodservice Industry. The study breaks down into education/training, wage. welfare benefits. and human relations as is shown below; First Education/training should be conducted systematically in accordance with the contents and targets of the education & training program and directly be 1inked with personnel evaluation, so that the employees who faithfully devoted themselves to the program can get a fair reward. Second, job-evaluation-based wage system should be added flexibly to the seniority system to rationalize the current wage system and thereby resolve the problems inherent in the seniority system. Third, employees are required to participate in welfare benefit program and should be encouraged to use the program as a way of making good use of spare time. the introduction of education/training system is intended to recharge the spirits of employees and induce active life style, thereby contributing to the improvement of productivity. Fourth, Human Relations Program is needed to foster good human relations. Especially called for is the program which can lead to the improved productivity of the organization and provide incentives to human resource.

• The Korean Journal of Health Service Management
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• v.6 no.1
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• pp.247-258
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• 2012

Nurses are critical human resources for the hospitals. However, in Korean hospitals, human resource management practices for nurses are not well established, and nurses' turnover rates are very high. Although the causes and tasks for shortage of nurses are analyzed, suggestions for the specific ways of HRM management practices for hospital managers are rare. In this article, the management challenges for nurses are discussed, and high commitment human resources management model for nurses are suggested. And future research directions and topics are suggested.

• Asian Journal of Business Environment
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• v.6 no.4
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• pp.27-34
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• 2016

Purpose - The study sought to examine the relationship between individual characteristics and system features and Human Resource Information System (HRIS) success in Japanese manufacturing companies in Malaysia. Research Design, Data, and Methodology - This study adopt quantitative approach to investigate the relationship between individual characteristics and system features and HRIS. Toward this objective, a total of 700 questionnaires were mailed to a representative of the organization. A total of 187 questionnaires were returned, and only 145 were usable for further analysis, representing a response rate of 20.71%. Result - Results indicated that individual characteristics and two dimensions of system characteristics (ease of use and training) were significantly related to HRIS success. Unexpectedly, the results showed that the third dimension of system features (documentation) was unrelated to HRIS success. Conclusions - The results partially support the underlying arguments that individual characteristics and system characteristics have significant influences on HRIS success. The finding suggests that HRIS success in the organization can be generated as a result of good implementation of system support and employees' readiness to apply HRIS in their jobs.

• Korean journal of aerospace and environmental medicine
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• v.31 no.2
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• pp.33-37
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• 2021

In the era of the 4th industrial revolution, the aviation industry is also growing remarkably with the development of artificial intelligence and networks, so it is necessary to study a new concept of crew resource management (CRM), which is required in the process of operating state-of-the-art equipment. The automation system, which has been treated only as a tool, is changing its role as a decision-making agent with the development of artificial intelligence, and it is necessary to set clear standards for the role and responsibility in the safety-critical field. We present a new perspective on the automation system in the CRM program through the understanding of the autonomous system. In the future, autonomous system will develop as an agent for human pilots to cooperate, and accordingly, changes in role division and reorganization of regulations are required.

• Korean Journal of Construction Engineering and Management
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• v.5 no.1 s.17
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• pp.124-132
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• 2004

A human resource management of the general contractors is to mostly deal with daily input by each subcontractor in construction fields. However, this way has some limitations; the identification of proper human-input and productivity, preventive activities or efforts for minimizing schedule delay. The reason why these limitations are that few systematic efforts through a coordinated field administration with the construction schedule planning and human resources. Therefore, on the basis of the construction schedule planning, human resource management of subcontractors is necessary to make for an improvement in construction schedule control. Daily Scheduling Check System(DSCS), as the linked human resources on an existed CPM scheduling software, was developed and this paper then verified validity and effectiveness of using the DSCS for the framework of some actual apartment construction projects

• Journal of Advanced Marine Engineering and Technology
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• v.36 no.2
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• pp.327-333
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• 2012

The Engine Room Resource Management System will be applied to ocean going ships according to the revision of 2010 STCW convention. This paper aims to study the practical procedures for establishing Engine Room Resource Management System in connection with the eight quality management principles of ISO 9001 and Korean law. For the purpose of this study. the definition and the necessity of Engine Room Resource Management System and customer, product, customer requirements in accordance with the requirements of the ISO 9001 are reviewed and discussed.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.39 no.3
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• pp.100-108
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• 2016

The purpose of this study is to present a business strategy plan to increase organizational effectiveness of small and medium-sized enterprises. The research investigated in the level of human resource activity, such as recruitment, education, evaluation, compensation and development for the employees and executives who are working at small and medium-sized enterprises where located in Busan and Gyongnam province. With this, the research carried out actual proof analysis on the level of human resource activity effects on organization effectiveness like job satisfaction and organizational commitment. The following implications can be acquired from the result of multiple regression analysis on the 201 employees of small and medium enterprises. First, small and medium-sized enterprises should carry out human resource management activities and improve research and development capacity to enhance organization effectiveness. Second, in order to improve job satisfaction of the members of small and medium-sized enterprises, the management should concentrate on recruitment activity and reward maintenance management activity and come up with strategies to enhance learning ability and external network ability. Third, in order to enhance organizational commitment of the members of small and medium-sized enterprises, recruitment activity, training activity, and reward maintenance management activity should be carried out and the management should come up with strategies to enhance learning ability and external network ability. In this research, the objective was only to find out antecedents of organization effectiveness, but considering that causality might arise among the antecedents, in the studies hereafter, the verification on the structural relationship of various factors will be needed.