• The Journal of the Convergence on Culture Technology
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• v.10 no.4
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• pp.105-109
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• 2024

This study analyzes the increasingly severe issue of recruiting military officer personnel due to low birth rates and social changes, and seeks to explore recruitment strategies that consider the characteristics of the MZ generation. The military strives to maintain security amidst ongoing military threats from North Korea, but the sharp decline in birth rates significantly impacts conscription resources and personnel recruitment. Additionally, the shift in values among the MZ generation and the cultural gap between them and the military organization make it challenging to attract outstanding talents. The MZ generation values work-life balance, horizontal relationships, and self-fulfillment, finding the authoritative and hierarchical military culture unattractive. Therefore, this study aims to diagnose the problems in military personnel recruitment and propose tailored recruitment strategies reflecting the characteristics of the MZ generation, ultimately exploring sustainable development directions for the future military.

• The Journal of the Korea Contents Association
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• v.18 no.3
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• pp.550-556
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• 2018

This study conducted AHP analysis to find out the directional of human resource management through policy priorities for personnel innovation of local public officials. The results of the study were derived using the AHP analysis methodology. The results of the study are summarized as follows. First, the interchange of personnel system was the most important measure among the measurement areas of interchange of personnel system, education training system, recruitment management system and appointment management system. Second, from the point of view of evaluation item, it is as follows. In the personnel interchange system, it was found that the conversion of personnel management based on job performance and performance was important. In the position management system, it is important to appoint and expand professional positions. In the recruitment management system, the introduction of personality and aptitude tests used in the private sector is important. Development of customized curriculum programs is important in the education and training system.

• Journal of Distribution Science
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• v.19 no.8
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• pp.25-35
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• 2021

Purpose: This study aims to propose an integrated MCDM model to support the qualified personnel selection in the distribution science. Research design, data, and methodology: The integrated approach of AHP and TOPSIS was employed to address the personnel selection problem. The AHP method was used to define the weights of the selection criteria, whereas the TOPSIS was applied to rank alternatives. The proposed model was then applied into a leading logistics company to select the best alternatives to be the sales deputy manager. Results: The results showed that Candidate 3 is the most qualified personnel for the sales deputy manager position as he is ranked first in the order of preference for recruitment. Conclusions: The proposed model provides the decision makers with more effective and time-saving methods than conventional ones. Therefore, the model can be applied to personnel selection around the world. In terms of theoretical contribution, this study proposes a personnel selection model for choosing the most appropriate candidates. In addition, the study adds to the theory of human resources management and logistics management the full set of personnel selection criteria including education, experience, skills, health, personality traits and foreign language.

• KSII Transactions on Internet and Information Systems (TIIS)
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• v.13 no.8
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• pp.3842-3861
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• 2019

In cut throat competition, organizations all over the world try to utilize the immense opportunities the Internet has to offer in almost all of their operations. Today, Social networking sites (SNSs) provide utilities designed to help companies to recruit right personnel. Considering the implication of social media for recruitment at infancy stage in Pakistan and lack of studies related to it, this study aims to investigate the role of different SNSs qualities (Easily navigate, Secure process, Eminence Proficiency, Candidate's Attraction and Network Expedition) in effective E-recruitment (EER). Data were collected through structured questionnaire from employees and managers of major telecom companies of Pakistan. Finally, the result of 355 returned and valid questionnaire with 55% response rate show that the relationship between SNSs qualities and EER is significant. Moreover, results also prove that EER is better than the tradition recruitment and a SNSs comparison show that Facebook is more effective than LinkedIn for EER. The results of this study will help Pakistani companies to develop a successful e-HRM and EER strategy in the current scenario.

• YAKHAK HOEJI
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• v.58 no.6
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• pp.397-404
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• 2014

The Ministry of Health and Welfare proposed the "undergraduate program specializing in pharmaceutical industry" in 2013, as part of its roadmap to assist domestic pharmaceutical companies to become the top-tier pharma companies in near future and provide skilled personnel tailored for pharmaceutical industry. However, it is not clear whether this "undergraduate program" meets the needs of pharmaceutical industry, especially when the number of pharmacy students increased from 1,200 to 1,700 per year since 2009. The purpose of this paper is to identify which educational background is preferred by pharmaceutical companies, by surveying the CEOs of domestic pharmaceutical companies and referring to recruitment advertisements shown in medical newspapers, specified by the fields within the companies. Two independent reviewers referred to recruitment session in Yakup newspaper and Dailypharm from May 2012 until January 2014, focusing on recruitments from pharmaceutical companies targeting bachelors' degree holders with no prior experience. 749 recruitments were observed during the study period, more than 90% of which were provided by domestic pharmaceutical companies, and regardless of the companies being domestic or multinational, pharmaceutical companies' preference for pharmacists was remarkable (44.3% for domestic and 65.8% for multinational), and the preference was especially high in the fields such as Medical, R&D, Market Access (regulatory affair/pricing and reimbursement), Business Development, and Marketing. Survey results showed that the need of establishing the undergraduate program specializing in pharmaceutical industry is mixed, suggesting that although there is need for the educating personnel targeting pharmaceutical industry, the undergraduate program would not be an answer due to current PEET system. Our study concludes that in the example of pharmaceutical companies' recruitments shown in medical newspapers, pharmaceutical companies prefer pharmacy major in almost all fields of the pharmaceutical companies, yet the pharmaceutical companies still perceive the gap between current bachelor's degree holders(including pharmacy majors) and the ideal personnel required for advancing to the "top-class" pharmaceutical companies.

• The Journal of the Convergence on Culture Technology
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• v.8 no.5
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• pp.409-421
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• 2022

The purpose of this study is to understand the flow of personnel management in the Joseon Dynasty through Dasan Jeong Yak-yong's Mokminsimseo, and to understand how it is being used not only in modern administrative organizations but also in social welfare organizations. As a result, first, first, among the human resource management areas of the Joseon Dynasty, the area occupied the most was related to integrity. These are the contents that are widely used in evaluation methods and scope, value standards, and use of evaluation today. Second, regarding the recruitment and recruitment of talents in the Joseon Dynasty, various methods were presented to enhance the appropriateness, fairness of hiring, and the effectiveness of hiring human resources. This has significant implications even today as it specifically mentions the appropriate appointment and scale of human resources, emphasizing that personnel is everything. Finally, This is different from the human resource management of the Joseon Dynasty in that it is being converted to a compensation paradigm rather than discipline as a way to inspire the motivation of workers today and increase work efficiency. In addition, professionalism was emphasized in the education and training of public officials, and the maintenance of dignity and leadership in body and mind is emphasized, showing that even today, the virtues required of workers in public organizations, including social welfare organizations, are being maintained.

• Journal of agricultural medicine and community health
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• v.22 no.1
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• pp.75-83
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• 1997

The medical insurance system has been adopted in 1989. Since then, the utilization of medical care services has increased rapidly. It appears that the medical institution needs more nursing manpower such as nurses and nurse aides to meet an increased demand for medical care for the residents. However, the medical care clinics run by a medical practitioners has a more shortage of nursing manpower than hospitals. The purpose of this survey was to analyze the current employment status and to obtain an opinion on the improvement of utilization such as recruitment and retention of nursing manpower. The questionnaire sent to the private physician and the response rate was 28.7% ; 87 out of 300 physicians. 82.6% of the respondents employed nurses aides rather than nurses and an average number of employees per clinic was 2.5 persons. Most physicians had difficulties in recruiting nursing manpower. It took more than one month for replacement on average, therefore, they were suffering from giving good continual care for the patient and also high resignation of nursing personnel. The low wage, long working hours, hard work and lack of incentives are the biggest reasons for the difficulty in recruiting and retaining of the nursing personnel obtained for the clinics survey. The above mentioned problems would be solved in the near future by changing those difficulties. In the meantime, the private physicians are marking an effort to retain the nursing personnel by keeping a relationship of the private physician's cooperatives.

• Journal of the Korea Convergence Society
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• v.9 no.11
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• pp.345-351
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• 2018

This study was conducted to explain the capacity building policy of local public officials. Especially, it is to derive the policy task that can increase the efficiency within the limit of limited resources. The results of the study are as follows. First, local government officials' job management was the most important policy task in the largest framework to strengthen the capacity of local public officials. Next, the evaluation was in the order of recruitment management of local public officials and personnel management of local public officials. Second, the results of the evaluation of detailed policies. Among the local government officials 'job management, the introduction of the local government officials' rest period was evaluated as the most important. Regarding recruitment management of local public officials, reform of the public official exam courses was evaluated as the most important. In the personnel management of the local public officials, the job training of the elected officials was the most important. The results of this study will help to explain the policy development for strengthening the capacity of local public officials in realistic aspect. In order to strengthen the capacity of local public servants in future, it is necessary to analyze the measurement variables more.

• Journal of the Ergonomics Society of Korea
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• v.35 no.6
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• pp.611-619
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• 2016

Objective:This study aims to analyze the relationships between personality factors measured by Minnesota Multiphasic Personality Inventory (MMPI) scales and the indices of safety and health in the shipbuilding industry. Background: Many researches reported that there were significant relationships between some MMPI subscales and traffic and industrial accidents. Method: This study analyzes 230 male workers in shipyard for their MMPI scores gathered during recruitment process and their safety and health indices from the performance record during their working period. ${\chi}^2-test$ and one-way ANOVA are used for finding the statistical significance for personality factors. The conventional grouping rule for MMPI scales and other grouping criteria considering the attitude of positive answer for the MMPI test during recruitment process are used for analysis. Results: The Hypomania (Ma) and Psychopathic Deviate (Pd) scales of the MMPI are the main factors related to the safety and health related indices for most grouping rules. Depression (D), Psychasthenia (Pt), Hypochondriasis (Hs), Schizophrenia (Sc), and Masculinity and Femininity (Mf) scales are also related to the safety and health indices. Conclusion and Application: The results can be used for understanding the psychological factors in human behaviors and safety and can help professional personnel take the necessary steps in improving safety on the job and also in providing the effective teaching of safe work methods.

• Journal of Information Technology Services
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• v.20 no.4
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• pp.35-52
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• 2021

Nowadays data-based decision making is emerging as the center of the business environment paradigm, but many companies do not have data-driven decision-making systems. It has also been studied that using an expert's intuition in decision making can be more efficient in terms of speed and cost, compared to analytical decision making. The goal of this study is to analyze customer churn factors using a group of experts within a financial company from the viewpoint of decision-making efficiency. We applied a debit card 'A', product of the National Credit Union Federation of Korea. The churn factors of all the financial expert groups were examined. Also. the difference in each group (management support, card recruitment, customer service group) was analyzed. We expect that this study will be helpful in the practical aspects of managers whose environments is lack data-oriented infrastructure and culture.