• The Journal of the Korea Contents Association
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• v.16 no.10
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• pp.188-195
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• 2016

Human resource management (HRM) deals with essentially complex human phenomena and multiple interactive relationships. Thus, the use of quantitative data to research and understand HRM is necessarily limited. Although important qualitative issues in HRM research are often central to supporting or creating a firm's competitive advantage, they are frequently neglected. Research into HRM is increasingly difficult and complicated, therefore, it is very difficult to research through strict quantitative methods. This paper's focus is to develop an effective idea for applying qualitative research approaches to HRM studies. A justification of a qualitative approach is considered as being a superior means for researching HRM issues. The underlying foundation of this paper is that new problems are confronted HRM research, therefore, qualitative research methods will be necessary. It is suggested that quantitative analysis in understanding and explaining firm's HRM is not sufficient and a qualitative may provide the indepth insight into HR researches.

• Journal of Digital Contents Society
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• v.19 no.1
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• pp.149-155
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• 2018

In this paper we propose an algorithm for generating role-performer bipartite matrix for analyzing BPM-based human resource affiliations. Firstly, the proposed algorithm conducts the extraction of role-performer affiliation relationships from ICN(Infromation Contorl Net) based business process models. Then, the role-performer bipartite matrix is constructed in the final step of the algorithm. Conclusively, the bipartite matrix generated through the proposed algorithm ought to be used as the fundamental data structure for discovering the role-performer affiliation networking knowledge, and by using a variety of social network analysis techniques it enables us to acquire valuable analysis results about BPM-based human resource affiliations.

• Proceedings of the Korea Information Processing Society Conference
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• 2006.11a
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• pp.491-494
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• 2006

최근 국내에서도 IT 프로젝트 관리의 중요성이 대두 되고 있으나, 중소규모의 프로젝트를 관리 함에 있어서 PMBOK(Project Management Body Of Knowledge)의 프로젝트 관리 이론과 PERT/CPM(Program Evaluation and Review Technique/Critical Path Method)과 같은 관리 기법들을 이용한 효율적인 프로젝트 평가 및 관리 사례는 많지 않는 실정이다. 철저한 프로젝트 관리를 위해서 소요되는 추가적인 인적 및 시간적 자원에 대한 투자가 현실적으로 어려우며, 평가 기준이나 기법들이 너무 복잡하고 난해한 것이 주된 원인이라 생각된다. 이 논문은 이러한 현실적인 상황을 고려하여, 중소규모의 IT 프로젝트에 적용하기 쉬우면서 효율적으로 활용할 수있는 시간과 인적자원에 대한 일정 시뮬레이션 모델을 통해 프로젝트를 평가하는 정량적 기준을 제공하고 이를 통해 프로젝트의 성공적 완수를 돕는데 의의가 있다.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.2 no.3
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• pp.61-102
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• 2007

This study empirically analyzed how human resource management(HRM) practices affect the performance of venture firms using The results of the study are as follows: First of all, several HRM practices were found to affect organizational performance significantly. Specifically, ${(1)}$ recruitment and selection practices were negatively related to turnover, which seemed to mean that effective staffing including development of good recruitment pools and rigorous selection process lower turnover, and ${(2)}$ training and development, compensation, and labor-management relations were positively related to subjective performance of the firms, which implied that as the venture firms provide more opportunities of training and development to employees, provide compensation on the basis of performance, and develop cooperative labor-management relations, the subjective performance of the venture firms Increases. Secondly, negative interaction effects were found to exist between competitive strategies and HRM practices on organizational performance. Specifically, ${(1)}$ the interaction between differentiation strategy and compensation were significantly related to turnover, ${(2)}$ HRM planning and training and development interacted with differentiation strategy to significantly affect subjective organizational performance, and ${(3)}$ HRM planning, selection, training and development, compensation and communication practices interacted with technology innovation strategy to affect subjective organizational performance. So far, there have not been many studies which deal with HRM practices of venture firms in Korea. Thus, it is hoped that this study stimulate more research efforts on theory development and empirical studies on HRM practices of venture firms. Also, it is hoped that government conduct more policy studies and provide more resources in HRM area of the venture firms. Specifically, it is suggested that government take proactive steps to improve industrial skilled staff and technical researcher systems in order to alleviate the problems of workforce shortages in venture firms. And it IS also suggested that regional human resource development programs be introduced with the participation of the firms, local governments, and universities.

• Korean Security Journal
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• no.16
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• pp.81-99
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• 2008

Despite its legal, systematic and quantitative growth, Korean private security has not been showing satisfactory level of qualitative growth comparing to quantitative growth as it socially shocked with recent occurrence of the events and accidents. People on demand of security are making use of private security service to offset insufficient supply of security power as, especially, the incendiarism at Sungryemun last February brought out security issues for nationally important facilities and cultural assets, and other cases showed that the police would not cope with the appropriate security services under the current security system for protecting the life and property of people. For the supplementation of security power, the private security service is prevalent, but lots of service providers would not overcome its small business scale, except some large-sized security providers. There are some problem occurred as some providers employed staff who would not have the stuff for performing security service and they even committed illegal actions. Some opinions pointed out that it should come up with measures as they socially lose their credit. Therefore, this research suggests the recognition of the importance and the improvement measures of human resources management as follows. Security Service needs: 1. control of criteria for the employment/recruitment of human resources; 2. inducement of qualitative improvement of security service by ensuring excellent quality of human resources; 3. elevation of morale of organizational members with the operation of efficient promotion system; 4. introduction of professional certification system for the inflow of excellent quality of human resources.

• 한국IT서비스학회:학술대회논문집
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• 2003.05a
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• pp.411-419
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• 2003

ERP 도입 및 운영과정에 전사적 자원 즉 인적자원과 물적자원이 투입되고 활용되었다. 기업경영에 있어서 제 자원의 관리가 중요하고, 특히 인적자원이 성과에 중요한 영향을 미치고 있다. 그 동안 ERP 도입요인과 도입성과에 대한 기존의 연구는 중소기업을 포함한 전체 기업을 대상으로 한 연구가 대부분이었으며, 그러한 연구의 대부분은 먼저 ERP을 도입한 대기업 위주의 연구였다고 볼 수 있다. 중소제조기업의 ERP 도입요인으로서 열악한 전사적 자원의 수준이 ERP 도입성과 즉 생산효율성에 영향을 미친다는 전제하에 이들 간의 인과관계를 위한 연구모형을 제시하였다.

• Proceedings of the Korean Information Science Society Conference
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• 2011.06b
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• pp.342-345
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• 2011

최근 전 세계는 지구온난화와 기후변화로 상징되는 '환경'위기와 고유가로 대표되는 '자원'위기를 동시에 맞이하고 있다. 정보화의 가속으로 IT 기기의 증가 및 인터넷의 통신량 증가는 IDC 운영에도 많은 영향을 주고 있다. 그 중에서도 대부분의 운영비용이 막대한 전력 소모로 인해 발생하고 있는 실정이다. 이에 따라 IDC 사업자들은 운영 경비의 비용을 줄이기 위해 IDC의 불필요한 인적, 물적 자원의 소모를 줄이며, 고성능 저비용, 저전력 장비 확보에 많은 관심을 기울이고 있다. 제안 시스템에서는 IDC의 서버와 스토리지 등의 IT 장비와 공조시스템과 전력공급시스템 등의 Non-IT 장비의 자동화 통합 관리를 통하여 인적, 물적 자원을 체계적으로 관리하여 이들의 활용성을 높이고, 나아가 IDC의 운영비용 및 효율을 고도화할 수 있도록 하였다.

• Journal of the Korea society of information convergence
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• v.7 no.1
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• pp.1-16
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• 2014

In this study, in light of the reality that the need for systematic development of military service resource management and alternative service discipline / switching service discipline has been discussed for illegal liquidation of military service obligations (Tekketsu) in connection with the military service system, and pluralistic it is assumed judgment if centralized military manpower administration (MMA) the recruitment structure that is, military service resource management that to effectively manage. Military service resources decision to systematic management of resources military service, military service of centralized resource management that MMA is the center, the efficiency of the plan. It is determined that it can improve the precision, thereby increasing and the resource-specific Service Discipline instruction, fairness to ensure consistency in the resource management of Alternate Service Discipline / Switching Service Discipline among, high quality and accessibility of such people petition I thought there may be a service provider is realized, that centralization of MMA is also realized, trying to allo improved fairness associated with the performance of military service obligation. Therefore, in this study, we are exploring a scheme that is able to achieve the unification of the human resource management of military service entity to perform the duty of national defense.

• The Journal of Society for e-Business Studies
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• v.17 no.1
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• pp.53-74
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• 2012

This study developed a method for selection of available human resources for incomingjob allocation that considers factors affecting resource performance in the business process management (BPM) environment. For many years, resource selection has been treated as a very important issue in scheduling due to its direct influence on the speed and quality of task accomplishment. Even though traditional resource selection can work well in many situations, it might not be the best choice when dealing with human resources. Humanresource performance is easily affected by several factors such as workload, queue, working hours, inter-arrival time, and others. The resource-selection rule developed in the present study considers factors that affect human resource performance. We used a Bayesian Network (BN) to incorporate those factors into a single model, which we have called the Bayesian Selection Rule (BSR). Our simulation results show that the BSR can reduce waiting time, completion time and cycle time.

• Journal of Korea Port Economic Association
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• v.25 no.2
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• pp.201-230
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• 2009

There are few studies on the human resource development and management of container terminal in Korea. In this situation, we try to analyze the training and education of Busan port container terminals. This study took a close look at present condition of training and education of container terminals in Busan and compared it with foreign advanced port. And conducted a questionnaire survey on the actural condition and system of it. Based on the survey result, we examine the problems and suggest an alternative plan to improve the training and edcation of Busna Port container terminals.