• Health Policy and Management
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• v.8 no.1
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• pp.15-51
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• 1998

compensation is a major function of human resources management. The hospital industry is characterized by its remarkable labor intensity and human resource input by unit. That is why the hospital industry has a higher level of wage/cost ration. The issues of how much the hospital personnel's direct financial compensation amounts to and how the organizational and other factors generate compensation differentiation, are central problems for research in hospitals. But there have been few approaches to study staff compensation in hospitals, its magnitude and inter-hospital relative compensation amounts for the same personnel. A worker who moves from low-wage to a high-wage employer can usually increase his or her pay without change in job description. This means in the cases of same jobs, relative importance is different for each hospitals. The purpse of this study were to find the compensation levels of hospital personnel and to determine the factors affecting compensation levels of hospital personnel. The unit of analysis is the hospital and 145 hospitals were studied for nurse(RN), medical technoloist(MT), managerial personnel(MP) and 100 hospitals for medical doctor(MD). In this study the definitions of direct financial compensation are before tax, excluding employer's contriution and total annual remuneration received by the employee. Main findings of the research can be summarized as follows. 1. Direct financial compensation of hospital personnel are MD 45,056,000 won, RN 9,222,000 won, MT 9,513,000 won and MP 9,185,000 won in the starting year's employment in hospital. 2. According to determinants of hospital personnel compensations, there are no statistical significant variables to determine the level of MD's compensation. Wlith RN and MT's compensation level, the greater the patient revenue per 100 hospital beds, the higher the RN compensation and the tertiary hospital's compensation is much more than other types of hospitals. The location of hospital is another determinant factor for the MT's compensation level. Hospitals that are in the uban area have lower compensation level than rural area. There are the same results in MP with MT. Conclusions can be drawn from the results of the study. First, the wage differentiation of MD and other health personnel still remains and the differentiation existed in inter and intra job personnel of hospitals. Second, determinants of hospital personnel personnel compensation level are patient revenue, location, and type of hospital level.

• Journal of Distribution Science
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• v.22 no.2
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• pp.41-50
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• 2024

Purpose: This study aims to identify the distribution of skill evolution for accounting personnel during the health crisis and investigate the impact of accounting skills in developing resilience among accounting personnel. Research design, data, and methodology: A total of 131 respondents of accounting personnel participated in a self-administered survey questionnaire. This data is analysed using the partial least square structural equation modeling. Results: The results show that accounting skills, digital skills, and writing skills have a significant impact on developing accounting personnel's motivation, subsequently leading to resilience. Conclusions: This study adds to the literature on the new requirements and future profiles of Malaysian organisation and the accounting profession. This will be a good reference for the practitioners to identify the relevant skills required for accountants after the pandemic. Furthermore, this study includes encouraging motivation and skills to improve resilience in the Malaysian context further to understand the push factors on skills evolution among the accountants. Higher education institutions with accounting courses would consider the potential future skills of accountants to meet market demands on time when updating the institutions' curricula program. Hence, the relevant skills required can be developed and practiced at the education level, especially secondary and tertiary levels.

• The Journal of Industrial Distribution & Business
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• v.10 no.12
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• pp.35-42
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• 2019

Purpose : This study examines The impact of human resource investment in internal control on stock price crash risk. Effective internal control ensures that information provided is complete and accurate, financial statements are reliable. By overseeing management, internal control systems can reduce agency costs between management and outside parties. In Korea, firms have to disclose information about internal control systems. The working experience of human resources in internal control systems is also provided for interested parties. If a firm hires more experienced internal control personnel, it can better facilitate the disclosure of information. Prior studies reported that information asymmetry between managers and investors increases future stock price crash risk. Therefore, the longer working experience internal control personnel have, the lower probability stock crashes have. Research design, data and methodology : This study analyzed the association between the working experience of internal control personnel and crash risk using regression analysis on KOSPI listed companies for fiscal years 2016 through 2017. The sample consists of 1,034 firm-years of non-financial firms whose fiscal year end on December 31. Career spanning data of internal control personnel was collected from internal control reports. The professionalism(IC_EXP) was measured as the logarithm of the average working experience of internal control personnel in months. Negative conditional skewness(NSKEW) and down-to-up volatility (DUVOL) are used to measure firm-specific crash risk. Both measures are based on firm-specific weekly returns derived from the expanded market model. Results : We find that work experience in internal control environment is negatively related to stock price crashes. Specifically, skewness(NSKEW) and volatility (DUVOL) are reduced when firms have longer tenure of human resources in internal control division. The results imply that firms with experienced internal control personnel are less likely to experience stock price crashes. Conclusions : Stock price crashes occur when investors realize that stock prices have been inflated due to information asymmetry. There is a learning effect when internal control processes are done repetitively. Thus, firms with more experienced internal control personnel could manage their internal control more effectively. The results of this study suggest that firms could decrease information asymmetry by investing in human resources for their internal control system.

• The Korean Journal of Archival Studies
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• no.62
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• pp.259-286
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• 2019

This study draws out the implications based on the analysis of the U.S. Army's practices(Army Military Human Resource Record(AMHRR) and interactive Personnel Electronic Records Management System(iPERMS), Archival Information Service) and applies it to our military by paying attention to the importance of military personnel records and the thorough records management that are the foundation for promoting the welfare service projects of those who have committed to the nation. Through these, it is expected to contribute to the smooth promotion of veteran welfare projects and to create a climate that honors the military at the bottom of society in the future.

• Journal of the Korea Construction Safety Engineering Association
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• s.37
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• pp.74-83
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• 2006

As there are more accidents which are more serious in construction site than other industries, it needs the safety management system to be SLIM on the same time, there are still lots of difficulties to prevent those accidents exactly, so it also needs a safety supervision team to prevent the accident, unsafe operation and condition before happening, which is also called as a Man-to Man safety management method. The range of the job site in one personnel's management is very big and large, so it needs the personnel to deep watch the safety operation and prevent any unsafe/fire accidents; the personnel also should find out the unsafe points in the job site, and carefully supervise the dead angle site, then support the totally safety management POINT and realize the ZERO accident.

• Journal of Korea Technology Innovation Society
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• v.1 no.2
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• pp.220-230
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• 1998

Recent concerns over national and corporate competitiveness have stimulated a renewed interest in organization's performance. The organization's performance primarily depends on resources including human resources, budget, physical based resources, and so on. Especially because the relationship between organization's performance ;md individual capabilities is more evident in R & D organizations where the knowledge base is embodied in people, there has taken an increasing interest in the methodologies for measuring the capabilities of R & D personnel. This paper presents new methodological approach to measure the capabilities of R & D personnel. And the model is empirically applied to ETRI, a public R & D organization in Korea. On the basis of the results, the implications for R & D management are discussed, with regard to R & D business and human resources management.

• Asian Journal of Business Environment
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• v.5 no.2
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• pp.31-36
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• 2015

Purpose - This work aims to study the existing management process and methods of statistical evaluation of personnel mobility management, and propose improvement measures. This is particularly relevant in today's market economy because proper organization of personnel movement affects the availability and effective utilization of human resources in enterprises. Hence, it influences the volume, timely execution of work, equipment efficiency, and consequently the volume of production, its cost, profit, and other economic indicators. Research design, data, and methodology - We investigate the indicators that measure staff mobility, and their dependent consequences. Further, it analyses the factors influencing high staff turnover, which is a main indicator of staff mobility. Results - Measures for staff mobility development and prevention of turnover are proposed. Micom Systems is a sample case that has developed special programs to reduce staff turnover. Conclusions - Staff mobility leads to additional costs, significant loss of working time, and increase in defects. However, the advantages of staff mobility outweigh these negative factors. The role of staff mobility in a market economy cannot be overestimated.

• Journal of the Korea Safety Management & Science
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• v.19 no.4
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• pp.231-240
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• 2017

The paper explores the relationship among the personnel characters, organizational formalization and organizational commitment in Korean firms in Shandong province of China. In this paper, the employee's personnel characters include the sexual, job, college graduate, collectivism(value attitude), Power distance(value attitude). The results of anaysis shows that College gratuate have negative effects on the organizational commitment, and the collectivism have positive effection on the affective commitment, the perception of organizational formalization have positive effects on the affective commitment. And, the perception of organizational formalization have moderlate effects among the job, college gratuate, collectivism, power distance with organizational commitment. Based on the these results, the paper described the theoretical and practical implications.

• International Journal of Computer Science & Network Security
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• v.21 no.11
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• pp.43-48
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• 2021

The article proposes a method of modeling a comprehensive indicator for evaluating the effectiveness of regional management of innovation activity. This will make it possible to assess the effectiveness of personnel, financial and credit and foreign economic activity of the regions from the standpoint of an integrated approach. The modeling technique is proposed to be carried out using the tools of taxonomic analysis and the calculation of a complex indicator of the effectiveness of the innovation activity management.

• Asia pacific journal of information systems
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• v.29 no.1
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• pp.83-116
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• 2019

Given the critical role of information technology (IT) in achieving organizations' strategic goals, it becomes increasingly important for organizations to develop and retain a competent IT workforce. We investigate how organizations make IT personnel feel content with their job, motivate them to perform at their best, and consequently retain them. We develop a model in which IT leadership, conceptualized as "transformational" and "transactional" IT leader behaviors, influences IT personnel's perceptions of requisite soft skills and IT personnel's Quality-of-Work-Life (QWL), and how IT personnel's QWL in turn affects IT personnel's intention to stay. Using survey data from 205 IT professionals, we found that IT leadership behaviors, particularly transformational leadership behaviors, positively influence IT personnel's intention to stay. We also found that this relationship is fully mediated by IT personnel's QWL. In addition, we found that transformational leadership behaviors positively influence IT personnel's perceptions of requisite soft skills. We discuss the implications of our findings for theory and practice.