• 경영과학
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• 제28권1호
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• pp.53-60
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• 2011

Time series analysis methods have been traditionally used in stock price prediction. However, most of the existing methods represent some methodological limitations in reflecting influence from external factors that affect the fluctuation of stock prices, such as oil prices, exchange rates, money interest rates, and the stock price indexes of other countries. To overcome the limitations, we propose a network based method incorporating the relations between the individual company stock prices and the external factors by using a graph-based semi-supervised learning algorithm. For verifying the significance of the proposed method, it was applied to the prediction problems of company stock prices listed in the KOSPI from January 2007 to August 2008.

• 지식경영연구
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• 제3권2호
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• pp.49-70
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• 2002

The purpose of this study is to investigate the process and its influencing factors of technological capability building in a small and medium-sized capital goods sector. This paper first reviews the influencing factors of accumulating technological capability-technology trajectory, technology sources, technological capability, technological learning, technology strategy, and entrepreneurship. The paper then presents the integrative model of technological capability building. The experience of Mirae Corporation, the first generation of venture company in Korea, is also discussed as a case in point to analyse the process of technological capability building in a small and medium-sized capital goods company. Finally, the implications and limitations of the study arc discussed.

• 지식경영연구
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• 제9권1호
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• pp.147-161
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• 2008

In the previous KM (Knowledge Management) studies, it has been repeatedly pointed that CoP (Community of Practice) should be used as a platform for boosting up corporate innovative activities. Despite this, it is very rare to find relevant literature in which real-world cases are introduced showing critical success factors, implemented strategies, and objective analysis of results. In this sense, main objective of this paper is very timely- to introduce a real-world CoP case in which POSCO, world-leading steel company, sorted out creative CoP strategies to nurture knowledge-sharing activities to solve various kinds of problems at hand, and maintain appropriate level of knowledge circulation throughout all the working units of company. In a nutshell, POSCO has been successful in any measure in utilizing the creative CoP activities as strategic means to change the paradigm of innovation and extract fruitful outcomes from integrating three important individual activities such as work, learning, and innovation.

• 반도체디스플레이기술학회지
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• 제21권2호
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• pp.138-143
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• 2022

The employment prediction model proposed in this paper uses 16 independent variables, including self-introductions of M University students who applied for IPP and work-study internship, and 3 dependent variable data such as large companies, mid-sized companies, and unemployment. The employment prediction model for large companies was developed using Random Forest and Word2Vec with the result of F1_Weighted 82.4%. The employment prediction model for medium-sized companies and above was developed using Logistic Regression and Word2Vec with the result of F1_Weighted 73.24%. These two models can be actively used in predicting employment in large and medium-sized companies for M University students in the future.

• 한국정보과학회 언어공학연구회:학술대회논문집(한글 및 한국어 정보처리)
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• 한국정보과학회언어공학연구회 2023년도 제35회 한글 및 한국어 정보처리 학술대회
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• pp.425-431
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• 2023

음성 어시스턴트 시스템에서 발화의 의도를 분류하고 새로운 의도를 탐지하는 것은 매우 중요한 작업이다. 끊임없이 인입되는 새로운 발화로 인해 기존에 학습된 모델의 의도 분류 성능은 시간이 지남에 따라 점차 낮아진다. 기존 연구들에서 새로운 의도 발견을 위해 제안되었던 클러스터링 방법은 최적의 클러스터 수 결정과 명명에 어려움이 있다. 이러한 제한 사항을 보완하기 위해, 본 연구에서는 대규모 언어 모델 기반의 효과적인 의도 발견 방법을 제안한다. 이 방법은 기존 의도 분류기로 판단하기 어려운 발화에 새로운 의도 레이블을 할당하는 방법이다. 새롭게 인입되는 OOD(Out-of-Domain) 발화 내에서 오분류를 찾아 기존에 정의된 의도를 탐지하고, 새로운 의도를 발견하는 효율적인 프롬프팅 방법도 분석한다. 이를 액티브 러닝 전략과 결합할 경우, 분류 가능한 의도의 개수를 지속 증가시면서도 모델의 성능 하락을 방지할 수 있고, 동시에 새로운 의도 발견을 자동화 할 수 있다.

• 산업진흥연구
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• 제5권1호
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• pp.47-52
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• 2020

본 연구는 2013년에 선 취업 후 진학 정책으로 시작된 일·학습병행 훈련은 많은 기업참여가 훈련의 성패를 결정짓는 중요한 요소이다. 기업참여 장려를 위한 다양한 제도적 보완이 필요한 시기로서 본 연구에서는 일·학습병행에 참여 기업의 참여 요인을 확인하기 위한 연구이다. 이를 위해 충남지역에서 일·학습병행에 참여하는 기업을 대상으로 참여이유에 대한 설문조사를 실시하여 그 결과를 구조방정식 모형을 활용하여 인과 관계 분석을 하였다. 연구 결과로는 기업의 일·학습병행 참여 이유로 첫째, 교육훈련비 등 정부지원금 수령이 84%로 높게 나타났다. 둘째로, 일·학습병행 근로자가 일반근로자보다 급여를 적게 줄 수 있어서가 66% 나타났으며, 셋째로는 현장직의 신입 사원 채용이 용이해서가 51%, 기업에서 자체적으로 인력을 양성이 필요해서 26%로, 특별한 이유는 없이 지인 등의 권유가 17% 순으로 나타났다. 따라서 향후 일·학습병행제 훈련참여가 경영의 운영비, 직원의 이직관리, 인력양성 등에 기여하고 있다는 것을 밝혔다는데 연구의 시사점이 있다. 향후 연구에서는 표본을 전국을 대상으로 지역별, 직종별, 성별, 임금별, 근속연수별 등의 연구를 실시하여 검정과 추정을 세분화하는 연구가 필요하다.

• International Journal of Quality Innovation
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• 제8권2호
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• pp.57-68
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• 2007

Benchmarking is more than just a comparison of measures about different company's performance in a wider sense. It is a methodology of learning-comparing-learning, at least within small and medium sized enterprises. This learning is not just limited to learn by copying successful concepts from other enterprises or competitors. It starts in learning more about the own company, about its structure and processes causing its own success or its failure. This kind of learning is necessary before the enterprise starts watching for a suitable Benchmarking partner. Learning from each other's strengths and weaknesses is the main goal of the European research project Quality beyond Borders! By using the Benchmarking methodology, small and medium sized enterprises get the opportunity to take part in a Benchmarking study and can learn more about the different strengths and weaknesses of other enterprises on both sides of the border. The results of such a Benchmarking can help to identify potentials for future cooperations among German and Polish enterprises in the same market or business. These potentials can lie in different ways of realising the same success or top-position. The Benchmarking study is not focused on an special business or region. That helps to find out trends for different kinds of top-positions, which can be claimed in all markets within a country. Every trend is characterised by different success factors which are responsible for the success in this top-position. In a first overview, the results of the Benchmarking study show 5 different groups of top-positions within a market which all have different profiles regarding to the importance of their success factors. By the end of the Benchmarking study it will be possible, to give answer about the special reasons for different kind of successes of these groups. These answers can be related to a special region within a country, a special business or of course related to possible differences in the expression of the group success factors in comparison of both countries.

• 한국항행학회논문지
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• 제19권2호
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• pp.161-167
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• 2015

본 연구는 수시로 변경 및 갱신되는 국가 직무능력 표준 (NCS; national competency standards) 학습모듈을 제공하는 시스템을 제안하였다. 제안 시스템의 프로비저닝(provisioning)서버는 학습모듈을 제공하며, 관리서버는 장애관리, 빌링, 요청관리, 통계 및 집계등을 수행하며, 타겟서버는 도메인을 통하여 프로비저닝서버에 학습모듈을 요청한다. 제안 시스템은 프로비저닝서버와 타겟 서버의 도메인 일치 여부를 판단하는 CORS (cross-origin resource sharing) 기반 필터를 이용하여, 학습모듈의 제공을 결정하였다. 제안 시스템은 신규 갱신 또는 삭제되는 NCS기반 학습모듈에 대해 원격으로 패치 및 유지 보수할 수 있다. 또한, 기존 교육 관련 시스템과 연계하여 콘텐츠를 제공할 수 있으며, 타겟서버 도메인에 대한 관리가 가능하여 향후 확장기능을 도입하여 활용할 수 있다.

• 사물인터넷융복합논문지
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• 제8권5호
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• pp.93-98
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• 2022

디지털 신기술의 발전으로 인하여 다양한 학습도구에 대한 연구가 활발히 진행이 되고 있다. 이러한 학습도구에도 인공지능에 대한 기술을 적용하거나 빅데이터 기술 등을 적용한 스마트한 기능을 통한 학습도구들이 여러 가지 환경에 적용되도록 개발되어지고 있다. 이러한 스마트한 학습 도구들은 교육적인 효과와 학습의 효율을 높이는데 많은 기여를 하고 있다. 최근 대학에서도 다양한 학습도구들이 적용이 되면서 스마트 출결부터 스마트 학습을 위한 솔루션들을 도입하여 학생들의 학습효율을 위한 노력을 기울이고 있다. 본 연구에서는 이러한 대학의 스마트 학습 도구를 통한 기업의 맞춤형 프로젝트를 진행할 때 프로젝트 진행에 대한 효율성을 높이고 결과에 대한 확장성을 높일 수 있는 스마트 학습도구에 대한 설계를 제안하고자 한다. 제안된 스마트한 학습 도구는 실무 능력을 향상시킬수 있는 기업 맞춤형 프로젝트들이 원활하게 학습도구로 활용이 되어 실무형 기업 프로젝트에 쉽게 적용할 수 있는 장점을 가질 것으로 기대된다. 제안된 프로젝트 기반의 스마트한 학습 도구 모델은 추후에 관련 LMS로 구축이 되어 실질적인 프로젝트 진행에 적용하여 활용성을 확인하고 제안된 스마트 학습 도구 모델에 대한 부분을 수정 보완하여 프로젝트 기반의 스마트한 학습기능을 강화하고자 한다.

• Educational Technology International
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• 제8권1호
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• pp.17-39
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• 2007

The purpose of this study was to identify the relationships among organizational commitment, job satisfaction, and learning organization culture. This study was conducted in five sub-organizations of one Korean conglomerate company. One thousand employees were randomly and proportionately selected, with 669 useable cases obtained, for a response rate of 67%. The organizational commitment instrument used from the "affective, continuance, and normative commitment" scale (ACNCS) of Allen and Meyer (1990). The "Dimensions of Learning Organization Questionnaire" of Watkins and Marsick (1997) was used to measure learning organization culture. The short form MSQ (Minnesota Satisfaction Questionnaire), developed by Weiss, Dawis, England, and Lofquist (1967), was the third instrument used. Descriptive statistics, correlational statistics, and inferential statistics (ANOVA and t-tests) were used. Organizational commitment (except for continuance) is moderately and positively related to job satisfaction and moderately and positively related to learning organization culture. In addition, learning organization culture is weakly to moderately and positively related to job satisfaction. No differences by age were found. Four-year college graduates are more likely to have higher creating continuous learning opportunities in learning organization culture than graduate school degree holders. Males are likely to have higher affective and continuance organizational commitment than females. Employees working in R&D, Engineering, and Manufacturing (REM) are likely to have higher continuance organizational commitment than do other types of jobs. Employees are more likely to have higher learning organization culture and job satisfaction than assistant managers. Assistant managers have higher continuance organizational commitment than managers. Managers generally have higher organizational commitment, learning organization culture, job satisfaction than assistant managers. They also have higher learning organization culture than employees. Employees who had worked for less than four years in their current job and organization have higher promoting inquiry and dialogue in learning organization culture than those who have worked for ten years or more. Employees in the insurance organization have higher affective organizational commitment, learning organization culture, and job satisfaction than those of the other organizations. Finally, employees of the electronic company have higher continuance organizational commitment in learning organization culture than those of other companies. In summary, this research enables CEOs and HRD and HRM practitioners to view organizational commitment, learning organization culture, and job satisfaction as important variables in exploring diverse ranges of topics related to the workplace. And then, they can diversely apply their management, interventions and practices to fit these diverse characteristics.