• The Journal of Asian Finance, Economics and Business
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• 제8권7호
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• pp.129-137
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• 2021

This paper aims to analyze whether company characteristics are potential determinants of human resource accounting (HRA) disclosure practices by Vietnamese listed companies. It examines the human resource disclosure level of 204 companies by content analysis of these companies' annual reports. The study has relied on a multiple linear regression to test the association between a number of corporate attributes and the extent of human resource disclosure in companies' annual reports. The extent of human resource disclosure was measured using unweighted human resource disclosure index. The explanatory variables considered in this study were firm size, firm age, profitability, leverage, industry profile, and auditor type. The results revealed that the most influential variable for explaining firms' variation in human resource disclosure is firm size followed by firm age and profitability. Thus, it can be concluded that firm size, firm age and profitability are major predictors that may affect the variety of HRA disclosure practices on firms listed in the Vietnam Stock Exchange. However, neither industry profile nor auditor type seems to explain differences in human resource disclosure practices between Vietnamese listed firms, indicating that company's industry profile and auditor type are not a matter for the company to disclose HRA information.

• 한국전자거래학회지
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• 제19권1호
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• pp.79-93
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• 2014

미래 신 성장동력이며 융합산업의 핵심 도메인인 IT 산업은 타 산업과의 융합을 통하여 국가 발전의 기반이 되는 산업이지만, IT 고급인력의 부족 현상은 지방과 수도권에 한정되지 않고 지속되고 있다. 그러나, 그간의 연구들은 포괄적인 인력양성에 대한 연구가 주를 이루고 있으며, 사업수행 지역의 특성화를 이룰 수 있는 인력양성 정책에 대한 성과분석에 대한 연구들은 미흡한 실정이다. 이에 따라, 지역의 IT 고급 인력을 양성하여 IT 융합을 기반으로 지역산업을 활성화하고 이를 통하여 지역을 발전시키기 위한 제도적 개선방안에 대한 필요성이 나타나고 있다. 따라서 본 연구에서는 지역의 IT 인력양성 활성화를 위하여 지역 기반 인력양성사업의 IT 분야 성과분석을 통하여 제도개선방안을 설계하고자 한다.

• 가족자원경영과 정책
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• 제12권2호
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• pp.73-93
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• 2008

The purpose of this study was to analyze the effects of workers' human resource development and their recognition of human resource on-the-job satisfaction. A sample of 4,727 workers that was selected from Korea Labor Panel Data was analyzed by t-test and multiple regression, and was tested by causal effects among related variables. The major findings were as follows: First, the workers' recognition of their job performance level vs. educational attainment was affected by their annual income, job status, educational attainment, gender, and experiences of human resource development. Second, the workers' job satisfaction was affected by gender, age, educational attainment, health status, job status, annual income, experiences of human resource development, recognition of their job performance level vs. educational attainment, and recognition for their job availability. Third, the factors that had a causal effect on workers' job satisfaction were educational attainment, gender, age, health status, annual income, and experiences of human resource development. Above all, workers' educational attainment had a strong direct effect on job satisfaction, and annual income had a strong indirect effect on it. From these findings, it can be concluded that workers' effort and trial for development and investment of human resource played an important role in increasing job satisfaction.

• 아태비즈니스연구
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• 제13권1호
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• pp.53-74
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• 2022

Purpose - This study aims to examine the relationship between flexible Human Resource Management (HRM) and individual ambidexterity and the moderating effect of trust in management. Design/methodology/approach - This study collected 971 survey data from employees in Korea. The Confimatory Factor Analysis (CFA) and the multiple regression analysis were used to analyze the data. Findings - First, the flexible human resource management have a positive effect on individual ambidexterity. Second, trust in management positively moderate the relationship between flexible human resource management and individual ambidexterity. Research implications or Originality - First, this study is critical that it examines individual ambidexterity and antecedent factor, which have not been relatively researched in Korea. This study is meaningful in that it revealed that the individual ambidexterity can be increased through flexible human resource management. Second, individual ambidexterity may vary depending on the characteristics of the human resource management system. Third, it is important to find the boundary condition of trust in management. By finding conditions that enhance the effect of flexible human resource management on individual ambidexterity, it also provides practical implications applicable to companies.

• 한국조리학회지
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• 제1권
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• pp.5-23
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• 1995

Management of kitchen is consist of various management factor, for instance, physical resources, financial resources, information resources, and human resources. Because these kind of resources determine efficiency of kitchen management, human resource management is important aspect of kitchen operation. In this paper of view, recently human resource management has been considered by kitchen manager. Kitchen Managers who are interested in human resource, focus on efficiency. Also human resource management underlined not only efficiency, but interrelationship of emplyee. Today, considering with the environment of management, operation of kitchen is important section on hotel management in relation to the profit of it. In the future, therefore kitchen will be strategic profit center on hotels. According to in this tendency, as profit business center kitchen assumed a aspect of efficiency mechanism. This thesis aimcs to point out the actual status of human resource management in the hotels, and suggests the improvement there of by analyzing the system. This research is organized into five sections. section one introduces its objectives. scope and mothodology. Section two provides the theory of human resource management on the kitchen of hotels. And section these analyzed about the factors of human resource management. Section four, suggests the alternatives of the improvement on human resource management, section Five describes the conclusion of this thesis. Today, importance of human resource is viewed multipoint aspects in relation to efficiency of organization and interrelationship of employee, especially the arrangement of human resource is fairly handle and allocation of the human resource and personal appraisal. On the other hand, human resource managers have to be responsible for the cost control and customer's attraction by developing human resources. In order to advance human resource management on kitchen of hotels, following alternatives are considered with efficiency of management and interrelation of employee. The first, the manager of hotels has to consider the passive support of development of human resource. The second, the manager of hotels should develop the various training program for the extonsive ability of employee. The third, in order to improvement of human resource management, manager should establish the system for human resource management view of efficiency and employee's interrelationship.

• 한국IT서비스학회지
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• 제7권4호
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• pp.101-117
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• 2008

As the rapidly changing e-business environment and development of IT, it is difficult to predict appropriate demand and supply of human resources in e-business industry. Such problem causes the imbalance of needs in demand and supply and the difficulty of proving useful information about fostering necessary e-business human resource and so forth. This study present a manpower training plan in e-business industry by investigating e-business human resource in the market and by analyzing curriculums in selected universities. To achieve this objective, we conducted a survey study of e-business companies, educational organizations and workers. From the results of this study, we present the current status of e-business human resource market and the problems of past manpower training system, and provide recommendations. This study would help policy makers, the private companies and academic institutions in developing effective strategies for the e-Biz human resource sector.

• 한국콘텐츠학회논문지
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• 제9권7호
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• pp.285-293
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• 2009

본 연구의 목적은 인적자원능력이 정보시스템 아웃소싱 성공에 미치는 영향에 있어서 IT 거버넌스의 매개적 변수효과 모형을 개발하고 검증하는 것이다. 본 연구를 위해 설문방법을 이용하였고, 분석을 위한 데이터는 연매출 100억이상 기업을 대상으로 수집한 총 108개의 데이터를 적용하였다 그리고 자료의 분석은 구조방정식모형을 사용하였다. 분석결과, 첫째, 인적자원능력은 정보시스템 아웃소싱 성공에 직접적인 영향을 미치기 보다는, IT 거버넌스를 매개로하여 영향을 미치는 것이 더 효과적인 것으로 나타났다. 둘째 인적자원능력 중에서 준비능력과 관계능력이 IT 거버넌스에 영향을 미치는 주요 변수인 것으로 나타났다. 본 연구의 결과는 정보시스템 아웃소싱 분야에서의 IT 거버넌스의 역할을 제시하였다는 점에서 의의가 있다.

• 한국시스템다이내믹스연구
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• 제7권1호
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• pp.67-90
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• 2006

A series of system dynamics model was developed for forecasting demand and supply of human resource in the electricity industry. To forecast demand of human resource in the electric power industry, BLS (Bureau of Labor Statistics) methodology was used. To forecast supply of human resource in the electric power industry, forecasting on the population of our country and the number of students in the department of electrical engineering were performed. After performing computer simulation with developed system dynamics model, it is discovered that the shortage of human resource in the electric power industry will be 3,000 persons per year from 2006 to 2015, and more than a double of current budget is required to overcome this shortage of human resource.

• International Journal of Contents
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• 제8권3호
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• pp.42-51
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• 2012

Korea has entered into the Post Catching-up era and the necessity of new innovation strategy in response is being raised. This study argues the necessity of new innovation strategy and discusses the issue of co-ordination between R&D and Human Resource for that as the key factor. From empirical analysis, there seems to be restricted inflow of outstanding human resources to manufacturing sectors and lowering effectiveness of major even with the improved compatibility between major and job. Especially, it is severe in the industries with high R&D investment. It can be interpreted as an incoordination of the technological innovation efforts from the aspect of R&D investment with human resource utilization from the aspect of new human resource. The analytical result and interpretation suggests that there should be more active improvement on the co-ordination between innovative manufacturers' efforts and human resource utilization, in order to keep sustainable development.

• 한국컴퓨터정보학회논문지
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• 제26권2호
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• pp.79-88
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• 2021

기관은 모든 인적, 물적 자원을 비즈니스 경쟁력으로 변환하기 위한 노력과 디지털 지식정보화 환경의 대응에 따라 ERP(Enterprise Resource Planning)을 도입 하였고 여러 성공 요인으로 열거된 요인 중에는 인적자원관리가 존재 한다. 하지만 ERP의 인적자원관리 모듈은 기능적 인사관리 역할에 머물러 있다. 인적자원을 어떻게 활용할 것인가는 인재를 탐색하고 인식하는 것으로 출발하는 것으로 시작한다. 제안한 API Gateway 기법은 ERP의 인적자원관리 모듈의 확장의 가능성을 시작으로 첫 번째, 블록체인 네트워크를 활용해 인적자원의 공유와 탐색을 위한 API의 설계와 구현을 하였고 두 번째로 정보의 위변조 방지를 위해 API와 같이 동작하는 스마트 컨트랙트(Smart Contract)를 함께 설계 및 구현 하였다. 제안한 기법은 인적자원을 적극적으로 활용할 수 있는 도구로 사용할 수 있을 뿐만 아니라 빅 데이터 기술을 활용하기 위한 완벽한 자원이 될 것이다.