• Culinary science and hospitality research
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• v.6 no.2
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• pp.199-225
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• 2000

It is desirable that the management of human resources, as a strategy for the competition, should be the necessity for the hotel industries to survive in the rapid change and continuous development In other words, the management of enterprise provides the foundation to form human relationship, just as the hospitality industry operates with human relationship. Here by, all the problems out hotels have faced are that our hotels should look for a new human resources. The control of human resources in hotels means that if does not only satisfy hotels, employees, and guests but improves the personal ability. also it is important for the method of hotel operation as a management. Therefor, hotel managers have to get a good human resources, at the same time, improve the potential ability from them in order to get development for industries and a person. This study in the effective project for the human resources in hotels is relation to the organization of hotel sand he factor of human resources. This research if focused on the property of classification each factor in the control of human resources. according to the classification, the relationship and an effect are commonly made in groups of properties and are named respectively.

• Management Science and Financial Engineering
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• v.17 no.1
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• pp.45-63
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• 2011

The aim of this paper is to consider the process of supplying trained workers with knowledge and skills for upcoming business opportunities and the process of training apprentices to be prepared to meet future demands in an IT service firm. As the demand for new workers fluctuates, a firm should employ a buffer workforce such as apprentices or interns. However, as a result of rapid business development, the capacity of the buffer may be exceeded, thus requiring the company to recruit skilled workers from outside the firm. Therefore, it is important for a firm to map out a strategy for manpower planning so as to fulfill the demands of new business and minimize the operation costs related to training apprentices and recruiting experienced workers. First, this paper analyzes the supply and demand of workers for the IT service in a knowledge-intensive field. It then presents optimal human resource planning strategies via the familiar method of stochastic process. Also, we illustrate that our model is applied to the human resource planning of an information security service firm in South Korea.

• Asian Pacific Journal of Cancer Prevention
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• v.16 no.14
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• pp.5595-5597
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• 2015

Electrical impedance tomography (EIT) is a new non-invasive, mobile screening method which does not use ionizing radiation to the human breast. It is based on the theory that cancer cells display altered local dielectric properties, thus demonstrating measurably higher conductivity values. This article reviews the utilisation of EIT in breast cancer detection. It could be used as an adjunct to mammography and ultrasonography for breast cancer screening.

• Journal of Family Resource Management and Policy Review
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• v.3 no.2
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• pp.91-103
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• 1999

This paper gropes how to connect philosophy of household management(PHM) to real life. PHM is to think and to act for better quality of life, so PHM should contain not only theory but also practice in itself. In that sense, PHM is consist of two parts: one is viewpoints how to deal with home management and the other is practice. This paper presents 5 main viewpoints of PHM. Then, it explains PHM can connect with education of human nature, and ecological value in PHM can connect with practice of life. Also, it proposes a guide for practice.

• Composites Research
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• v.30 no.3
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• pp.175-180
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• 2017

Currently, since carbon fiber reinforced plastics (CFRPs) are lightweight and have excellent physical properties, their demand has increased dramatically. Many works have studied the CFRPs based on recycled thermoplastics. In this study, the applicability of recycled composite was evaluated using recycled polyethylene terephthalate (PET). PET was collected from waste materials used in beverage bottles and processed to produce PET films. Optimal thermoforming temperature and time were analyzed by comparing the mechanical properties with forming temperature and time difference for producing PET films. CF mat and PET film were used to determine the suitable parameters for the optimum thermoforming of CF/PET composites. The mechanical properties of each thermoforming condition were verified by bending test. The degree of impregnation of the PET film into the CF mat was evaluated by cross-sectional photographs, whereas the interfacial properties were evaluated by interlaminar shear strength (ILSS). Ultimately, it was confirmed that the thermoforming condition for forming the CF/recycled PET composites yielding the optimal mechanical and interfacial properties was at $270^{\circ}C$ for 5 minutes.

• Journal of Distribution Science
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• v.22 no.5
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• pp.59-66
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• 2024

Purpose of this study is to examine how human resources agility affects the distribution of performance lecturers and education staff at private universities in Indonesia. Sample and data in this research is 389 respondents from 265.000 lecturers and academic workers in 3115 Private universities in Indonesia. Methodology in this study used the Structural Equation Model to analyze how human factors agility such as creativity, focus, effectivity, and efficiency have an influence on agility and performance. Results show that agility plays a very important role in improving the performance of lecturers and staff at private universities in Indonesia. It was found that human factors agility, where indicators such as creativity, focus, effectivity, and efficiency have an influence on the agility and performance of lecturers and staff at private universities in Indonesia. Conclusion from this research agility factors is important to improve the distribution of performance Lecturers and Staff's on Private University in Indonesia. Hopefully, in further research to other researcher add some other important variables such as the working environment and spirit of leadership in influencing agility as well as the performance of teachers and staff at Private Universities in Indonesia.

• Asia pacific journal of information systems
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• v.7 no.1
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• pp.85-97
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• 1997

This paper is concerned with knowledge representation schemes best suited for human resource management (HRM) problem domains including human resource planing, selection, placement, compensations, performance evaluation, training and labor-management relations. In order to suggest the scheme we consider two research gods. First, we evaluate and prioritize. The knowledge representation techniques of frames rules, semantic nets and predicate logic that hove been recommended to managerial domains. The combined Analytic Hierarchy Process technique is employed to combine individual judgments effectively between two different expert groups. As a result if we are to select a single knowledge representation technique, a frame representation is best for most HRM domains and to combine frames with others is another choice. Second as a strategy for knowledge representation schemes we show some examples for each damn in terms of labeled semantic nets and two types of rules derived from the semantic nets. We propose nine knowledge components as ontologies. The labeled semantic nets con provide some benefits compared with conventional one. More clearly definea node rode information maces it easy to find the ac information. In the rule sets, the variables are the node of the semantic nets. The consistency of rules is validated by the relationship of the knowledge components.

• Health Policy and Management
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• v.10 no.4
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• pp.75-98
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• 2000

This study applied Data Envelopment Analysis(DEA) and Ratio Analysis and Regression Analysis to a set of Korean Public Corporation Medical Centers to evaluate their relative human resource efficiencies. The output measure used in this study was based on health insurance system which was used in both in-patient departments and out-patient departments. Inputs included working time of the doctors, nurses, technicians, and managerial department staff. Based on the data provided on the inputs and outputs, the analysis showed 23 of the 34 hospitals to be relatively inefficient. Each hospital with an efficiency rating of less than 1 was considered relatively inefficient. In addition, managerial strategies based on dual variables were constructed to indicate the manner In which inefficient hospitals may be made efficient. A subsequent analysis of t-test revealed that the bed occupancy rate, medical revenue per 100beds, value added revenue per staff, medical revenue per staff were statistically significant. The results of this study suggest the DEA is a promising tool for evaluating relative human resource efficiency in hospitals which have multiple inputs and outputs and where the efficient production function is not specifiable with any precision. But it is considered that efficiency evaluations may be most effective]y accomplished by Incorporating a combination of methodologies such as ratio analysis and regression analysis.

• The Journal of Industrial Distribution & Business
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• v.14 no.7
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• pp.1-7
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• 2023

Purpose: The present research is to explore and investigate the meaningful difference between job-based pay and skill-based pay in the current literature to shed light on the advantages and caveats of two compensation approach, providing direction for human resource practitioners looking to develop efficient and fair compensation plans. Research design, data and methodology: The methodology based on Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) was used for this research. The PRISMA technique is generally considered the gold standard since it guarantees openness, repeatability, and rigor. Studies comparing salaries based on work duties versus those based on individual skills published in English and accepted for publication in peer-reviewed journals are eligible for inclusion. Results: According to the comprehensive literature analysis, the present research provides clear comparison between Job-based pay and skilled-based pay, pointing out a similarity and four differences (1. Criteria for pay determination, 2. Flexibility, 2. Job Scope, and 4. Career progression. Conclusions: The result of the current research implies that human resource professionals would be well to learn the effects of various compensation structures on career advancement, and suggests for them that employees can take advantage of chances to advance in their careers based on right compensation schemes.

• Analytical Science and Technology
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• v.27 no.5
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• pp.261-268
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• 2014

In advanced countries, a variety of consumer exposure assessment models including CONSEXPO, are developed to manage risks of consumer products containing hazardous materials. The models are used to assess the risks of exposure to hazardous chemicals in consumer products, which serves as a foundation for regulation standards. In this study, exposure assessment models applicable for various scenarios were reviewed and a proper model was applied for the selected products and risk assessment was conducted at each stage to establish a risk assessment procedure for different types of products. Based on the exposure scenario, exposure factor was selected and according to the algorithm produced based on CONSEXPO exposure model, some level of phthalates were detected from some types of PVC flooring. However, a correlation between phthalate content and migration rate showed r-square 0.0065, little correlation, which is inadequate for estimating standard value. For this reason, it seems valid that the current standard be in place. Additionally, any new standard was not suggested as VOCs were not found harmful to human health, allowing the existing standard to be continuously applied. No migration rate was found for heavy metals and risk assessment was not performed accordingly. In this aspect, it is presumed that hazards to health through dermal exposure would be very little.