• Proceedings of the KSR Conference
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• 2003.05a
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• pp.159-164
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• 2003

The purpose of this article is to comparatively depict the organizational effectiveness of two rail firms based on the cognitive response of employees(group of drivers). To attain this purpose, several aspects of current personnel and organization management system and organizational culture are surveyed through questionaire and analyzed by SPSS. The questionaire includes two parts of items. First, it includes items on personnel-related factors such as evaluation system, job, wage, role, leadership and job satisfaction. Second, it includes items on organizational culture model suggested by Rousseau. The major findings are : 1) In general, the cognitive response of drivers in two firms concerning personnel-related aspects is to a certain degree negative. 2) The cognitive response of drivers in two firms concerning culture-related aspects is also awfully negative. 3) Job satisfaction of drivers in the firm A is highly related to role and leadership factors in terms of personnel-related aspects, on the one hand, and to achievement factor in terms of culture, on the other hand. In case of the firm B, job satisfaction of drivers is highly related to personnel evaluation factor as well as role and leadership factors in terms of personnel-related aspects, on the one hand, and to affiliation, power, and bureaucracy factors in terms of culture, on the other hand.

• Proceedings of the KSR Conference
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• 2002.05a
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• pp.142-146
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• 2002

The purpose of this article is to depict the organizational effectiveness of "A" Subway Corporation based on the cognitive response of employees(subway drivers). To attain this purpose, several aspects of current personnel aid organization management system and organizational culture are surveyed through questionaire and analyzed by SPSS. The questionaire includes two parts of items. First, it includes items on personnel-related factors such as evaluation system job, wage, role, leadership and job satisfaction. Second, it includes items on organizational culture model suggested by Rousseau. The major findings are : 1) In general the cognitive response of driven concerning personnel-related aspects is to a certain degree negative. 2) The cognitive response of drivers concerning culture-related aspects is awfully negative. 3) Job satisfaction of drivers is highly related to role and leadership factors in terms of personnel-related aspects, on the one hard, and to achievement factor in terms of culture, on the other hand.

• International Journal of Computer Science & Network Security
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• v.22 no.1
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• pp.248-254
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• 2022

The main purpose of the study is to analyze the main aspects of personnel security in the context of the public administration system. Today the civil service is the central link in increasing the efficiency of the public administration system. One of the most important directions of reforming the civil service is strengthening personnel security, since the level of formation and implementation of managerial decisions depends on the staff of professional employees with the necessary qualities, competencies and competencies. As a result, the main aspects of personnel security in the context of public administration were analyzed.

• Journal of the Korea Safety Management & Science
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• v.12 no.4
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• pp.117-125
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• 2010

Today, many companies have introduced an ERP system - an enterprise resources planning - in order to improve corporate credibility through transparent management and for quick responses to market situations through quick decision making. After the construction of an ERP system, many companies are having difficulty in calculating the appropriate number of personnel required for running the system because of a lack of standard for doing so, as well as a lack of pertinent procedures. As a result, the companies are having to resort to a trial-and-error approach. Therefore this paper studied a model for calculating the appropriate number of personnel required for efficiently running an ERP system after its construction, as well as for constantly meeting its performance targets. The developed model was applied empirically to calculate an appropriate number of personnel required, and an organization was set up according to this. Therefore, the purpose of this study was to present an optimized model for calculating the number of personnel required for operating an ERP system, that which addresses problems of existing models, in order to help companies organize the operation personnel and its size, as well as to provide more objectivity to the calculated number of personnel required and to improve credibility.

• Journal of the Korea Society of Computer and Information
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• v.24 no.11
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• pp.135-142
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• 2019

In this paper, we propose a system that can identify the position of naval ship personnel at a glance by utilizing the Bluetooth-based beacons. The system proposed in this paper, installs a beacon receiver which are short-range wireless communication devices for each cabin, and in the installed beacon receiver receives information from beacons held by personnel. The received information is transmitted to the processing server, and the processing server transmits the integrated information of the cabin to the display module. Display module displays personnel information located in each cabin. As a result of simulations using the designed system, it was confirmed that the integrated information is transferred to the display module and displayed. Unlike existing situations where personnel positions are reported orally within the ship, the system can quickly and in real time determine the position of personnel, allowing for the management of personnel in non-combat situations and the rapid battle disposition in combat situations. This is expected to contribute greatly to the improvement of fighting power.

• Asia pacific journal of information systems
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• v.7 no.2
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• pp.185-198
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• 1997

Recently the formation of the project team to construct a MIS system is generalized and the relationship of the user and the system personnel in the project team should be important factor in the effectiveness of the team. However, the systematic research about the personality typology of the user and the system personnel is scarcely verified. Considering this necessity, this study is, using the IS personality typology, tried to find the relationship of the user and the system personnel in the project team. One of Jung(1924)'s personality typology is introvert and extrovert, however, this typology is founa to have many facets related with personality category. Recently Ackoff(1996) has tried this category more meaningful, which are subjective-internalizer, subjective-externalizer objective-internalizer one objective-externalizer. Moreover, he has proposed the methodology which could find the assimilarity among the team members. On the basis of this typology, this research is attempted to find the difference of the characteristics of the user and the system personnel. Through this research, we can understand the difference of the characteristics of the user and the system personnel and this understanding can make help us operating the team more effectively. The result has suggested that the effectiveness of the team has relied on the personality type of the user and the system personnel. Especially the personality type of new member who will join into team is an important factor in the effectiveness of teaming. Therefore, when we have a new member into team, we have to consider the personality type of new member. Moreover, the personality type of the management is an another critical factor which should be considered.

• The Korean Journal of Archival Studies
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• no.77
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• pp.5-36
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• 2023

In the Republic of Korea, which has adopted a strong president-centered system as a political system, comprehensive personnel verification of work ability, reputation, and misconduct for positions where the president has personnel rights is not only fundamental to the administration of the country, but is also very important for maintaining the democratic system. As the records containing the personnel verification process produced during this process also has a wide range of data on important people in the country, they themselves are very important national-level information, and there is a great possibility that they will be used as useful materials for studying current national management in future generations. Therefore, it is assumed that after the enactment of the "Act on the Management of Presidential Records" in 2007, Senior Secretary for Civil Affairs of the Office of the President, which were responsible for the personnel verification, designated a wide range of personnel verification records as presidential designated records and transferred them to the Presidential Archives. However, with the launch of the 20th government, the agency responsible for personnel verification changed from Senior Secretary for Civil Affairs of the Office of the President to the "Personnel Information Management Team" of the Ministry of Justice from June 2022, a major change occurred in the personnel verification process that had been maintained and the preservation of related records. This paper examined what personnel verification records are and how they have been preserved and managed, and proposed what issues have arisen at the record management level due to this change in the agency in charge of personnel verification, and how those issues should be resolved on a practical and institutional level.

• Journal of Radiation Protection and Research
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• v.19 no.2
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• pp.133-145
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• 1994

Recently, the Ministry of Science and Technology issued a Ministerial Ordinance (No 1992-15) about the technical criteria on personnel radiation dosimetry. In today's climate, it is important to demonstrate and document that the processor's systems and services to others meet national standards of quality. The purpose of this study is to verify the performance of the Teledyne PB-3 personnel dosimetry system that is generally used in Korea Atomic Energy Research Institute(KAERI) by intercomparison with Oak Ridge National Laboratory. The KAERI has been participated in this personnel dosimetry intercomparison study(PDIS) program since 1991 and it could be possible to test and calibrate personnel monitoring system. This report presents a summary and analysis of by about 50 dose equivalent measurements reported for PDIS-16 through 18 (1991 -1993) with emphasis on neutron dose equivalent sensitivity, accuracy and precision. Relationships of the PDIS results to occupational neutron monitoring and methods to improve personnel dosimetry performance are also discussed.

• International Journal of Computer Science & Network Security
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• v.22 no.2
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• pp.283-289
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• 2022

The main purpose of the study is to determine the main aspects of the introduction of modern technologies in the personnel management system in the context of the development of the digital economy. The human factor is one of the most important resources of any organization, which has a significant impact on the success of its activities. It is people who are the source of advantages that provide the company with victory in the competition. Therefore, the primary task of the organization's management should be the formation of effective personnel management systems. As a result, the main features of the introduction of modern technologies into the personnel management system in the context of the development of the digital economy were identified.

• Journal of Korea Ship Safrty Technology Authority
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• s.32
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• pp.57-71
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• 2012

Recently, the navigation risk is increasing significantly with growing of vessels' volume and propelling marine facilities, water bridges and port development etc. At this point of time, the Ministry of Land, Transport, and Maritime Affairs introduced the Maritime Safety Audit(MSA) in amendment of the Korea Marine Traffic Law. audit results were survey for the last two years. As a result, appropriate certificate appears 11% among audit report, is an urgent need for improved quality of audit reports. This study is aimed to propose about Audit Personnel Education & Training System. To these solve, this paper analyzed the tendency of Audit Personnel Training. And also the opinions of user and experts were investigated and analyzed using Questionnaire survey methods. As a result, this paper was suggested, the construction of Audit Personnel Training System and the curriculum and training contents for 5-days of basic course, 2-days of expert course, 3-days of Qualification Maintain course.