• Information Systems Review
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• v.13 no.1
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• pp.33-59
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• 2011

Although online social network services widely used in human networking and recruiting industries, it is showing off its limitations in followings-it's hard to reach the status of seamless connection between offline and online; the incompletion and low credibility of the information came from non-face-to-face profile exchange; and the restraint of user autonomy due to centralized control. This paper defines the ubiquitous social network management which enables the seamless real-time face-to-face social interactions of the users based on WPAN (Wireless Personal Area Network) who share the same interest in real word and deduces a ubiquitous social network management framework based on it. As an instance of ubiquitous social network management, u-Recruiting service model will be designed and analyzed. The Analysis using the business model will be followed by the possible scenario of service model. The role, value proposition and potential benefits of the each participants in this service model and will be given as well. In order to evaluate relative advantages of the model suggested by this study, 6 cases will be compared.

• Journal of Intelligence and Information Systems
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• v.19 no.2
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• pp.157-175
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• 2013

Since Korean government announced 'Smartwork promotion strategy' in 2010, Korean firms and government organizations have started to adopt smartwork. However, the smartwork has been implemented only in a few of large enterprises and government organizations rather than SMEs (small and medium enterprises). In USA, both Yahoo! and Best Buy have stopped their flexible work because of its reported low productivity and job loafing problems. In addition, according to the literature on smartwork, we could draw obstacles of smartwork adoption and categorize them into the three types: institutional, organizational, and technological. The first category of smartwork adoption obstacles, institutional, include the difficulties of smartwork performance evaluation metrics, the lack of readiness of organizational processes, limitation of smartwork types and models, lack of employee participation in smartwork adoption procedure, high cost of building smartwork system, and insufficiency of government support. The second category, organizational, includes limitation of the organization hierarchy, wrong perception of employees and employers, a difficulty in close collaboration, low productivity with remote coworkers, insufficient understanding on remote working, and lack of training about smartwork. The third category, technological, obstacles include security concern of mobile work, lack of specialized solution, and lack of adoption and operation know-how. To overcome the current problems of smartwork in reality and the reported obstacles in literature, we suggest a novel smartwork service model based on NFC(Near Field Communication). This paper suggests NFC-based Smartwork Service Model composed of NFC-based Smartworker networking service and NFC-based Smartwork space management service. NFC-based smartworker networking service is comprised of NFC-based communication/SNS service and NFC-based recruiting/job seeking service. NFC-based communication/SNS Service Model supplements the key shortcomings that existing smartwork service model has. By connecting to existing legacy system of a company through NFC tags and systems, the low productivity and the difficulty of collaboration and attendance management can be overcome since managers can get work processing information, work time information and work space information of employees and employees can do real-time communication with coworkers and get location information of coworkers. Shortly, this service model has features such as affordable system cost, provision of location-based information, and possibility of knowledge accumulation. NFC-based recruiting/job-seeking service provides new value by linking NFC tag service and sharing economy sites. This service model has features such as easiness of service attachment and removal, efficient space-based work provision, easy search of location-based recruiting/job-seeking information, and system flexibility. This service model combines advantages of sharing economy sites with the advantages of NFC. By cooperation with sharing economy sites, the model can provide recruiters with human resource who finds not only long-term works but also short-term works. Additionally, SMEs (Small Medium-sized Enterprises) can easily find job seeker by attaching NFC tags to any spaces at which human resource with qualification may be located. In short, this service model helps efficient human resource distribution by providing location of job hunters and job applicants. NFC-based smartwork space management service can promote smartwork by linking NFC tags attached to the work space and existing smartwork system. This service has features such as low cost, provision of indoor and outdoor location information, and customized service. In particular, this model can help small company adopt smartwork system because it is light-weight system and cost-effective compared to existing smartwork system. This paper proposes the scenarios of the service models, the roles and incentives of the participants, and the comparative analysis. The superiority of NFC-based smartwork service model is shown by comparing and analyzing the new service models and the existing service models. The service model can expand scope of enterprises and organizations that adopt smartwork and expand the scope of employees that take advantages of smartwork.

• The Journal of Society for e-Business Studies
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• v.11 no.1
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• pp.127-144
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• 2006

This paper presents Web service based ASP (WS-ASP) model for QR(Quick Response) system, supply chain management system in the textiles and clothing industry. The Korean textiles and clothing industry is mostly composed of medium and small-sized companies, which are not capable of recruiting If specialists and making a large scale investment in IT. ASP model not only let them obtain QR system at relatively low usage cost, but also take higher vendor risk due to high dependency. This paper argue that WS-ASP model is appropriate for QR systems by complimenting ASP model with lower vender risk, which results from re-integrating software-on-demand services distributed to several QR specialized WS-ASP vendors.

• Journal of the Korean Society of Food Culture
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• v.21 no.3
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• pp.247-253
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• 2006

The purpose of this study was to investigate how comparative menu price, human service, amenity, and menu quality affected menu value, and how menu value influenced revisit intention. The model was tested in a family restaurant setting using a sample of customers visiting and enjoying menu in Daegu metropolitan city. Empirical results confirmed that not only do human service, amenity and menu quality increase menu value but that comparative menu price reduces menu value. Menu value was also found to be a significant antecedent of revisit intention. The results obtained have major implications for family restaurant marketers as well as for future research. First, family restaurant marketers should pay attention to menu pricing, as menu price decreased menu value. Second, family restaurant marketers should try to increase menu value through training of human service. Third, family restaurant marketers should try to add menu value by way of recruiting high-skilled cook. Fourth, family restaurant marketers should make efforts to attract customers through interior design.

• 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.

• The Korean Journal of Health Service Management
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• v.6 no.3
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• pp.1-11
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• 2012

The purpose of this study is to identify the effects of emergency medical technicians' personal traits and job characteristics on job/social stress, job satisfaction, role conflicts, organizational commitment, and self-efficacy. The study population was emergency medical technicians who is working at the hospitals in Yeungnam province. The 200 questionnaires were administered by using ground mail, e-mail, and personal visits and 156 questionnaires were returned(82.5% response rate). Social stress, job satisfaction and role conflicts were significantly determined by personal traits and job characteristic variables. However, job stress, organizational commitment and self-efficacy was only significantly determined by job characteristic variables. In social stress and role conflicts, the subjects with challenge, sociability, acceptance and prudence traits were tend to be significantly higher scores compared to the stability traits. Additionally, among social stress regression models, adding job characteristics to the personal traits model, $R^2$ was increased up to 19% and adding personal traits to the job characteristics model, $R^2$ was increased up to 14%. In conclusion, the study found that personal traits and job characteristics are important variables in explaining social stress, job satisfaction and role conflicts, that would have important managerial implications for recruiting, hiring and managing either new or current emergency medical technicians efficiently.

• Journal of Digital Convergence
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• v.18 no.9
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• pp.331-336
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• 2020

The purpose of this study is to measure the satisfaction factors of user experience of 'Unlimited subscription service' among subscription services and analyze them based on economic and cultural perspectives. By recruiting the '20-'30s who had experienced using service, they attended a survey which was based on the reconstructed honeycomb model of Peter Morville. As a result of the survey, in terms of economic perspective, cost of service, and the ease of subscription inflow were the main satisfaction factors. From a cultural perspective, the familiarity with service and belief and experience of sharing content with people around them were the main satisfaction factors. Therefore, it can be inferred that the satisfaction of the user experience of the subscription service should be firstly satisfied with economic satisfaction, which leads to cultural satisfaction. This study is expected to be used as research data on user experience and satisfaction factors of unlimited subscription service.

• Human Ecology Research
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• v.51 no.6
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• pp.637-647
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• 2013

This study aims to develop an educational program for healthy families using Christoph's team performance coaching (TPC) model and evaluate the program by program participant feedback. The educational program is unique in terms of helping the program participants measure the health level of their families, setting goals for the health improvement of their families based upon minimum family performance and seeking ways to achieve these goals. The educational program was designed as 3-hour-course for the convenience of implementing education and recruiting participants. The overall program was based on the characteristics and principles of coaching. Those with a master's degree or above and professional coaches were recruited as instructors. The first workshop for the instructors was conducted in 2 sessions, for 12 hours each (Dec 29-30, 2010 and Feb 12-13, 2011) and the second workshop was conducted Mar 25-26, 2011, for 12 hours. During the workshop for the instructors, the final education program was completed based upon the instructors' impression and evaluation. 8 instructors conducted the educational programs in educational institutions and facilities across the nation. The results of the program evaluated by 419 adults of education participants demonstrated the applicability of Christoph's team performance coaching model to the educational program for healthy family and its effects. If various educational programs with flexible education hours and content according to the needs of subject groups are developed, this educational program can be used as a basic educational program for in-depth education and further service for the improvement of family health.

• Journal of the Korea Convergence Society
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• v.9 no.2
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• pp.241-250
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• 2018

Online recruitment services have emerged as one of the most popular Internet services, providing job seekers with a comprehensive list of jobs and a search engine. But many recruitment services suffer from shortcomings due to their reliance on traditional client-pull information access model, in manay cases resulting in unfocused search results. Worldjob+, being operated by The Human Resources Development Service of Korea, addresses these problems and uses Splunk, a platform for analyzing machine data, to provide a more proactive and personalised services. It focuses on enhancing the existing system in two different ways: (a) using personalised automated matching techniques to proactively recommend most preferrable profile or specification information for each job opening announcement or recruiting company, (b) and to recommend most preferrable or desirable job opening announcement for each job-seeker. This approach is a feature-free recommendation technique that recommends information items to a given user based on what similar users have previously liked. A brief discussion about the potential benefit is also provided as a conclusion.

• Journal of Korean Institute of Industrial Engineers
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• v.39 no.4
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• pp.298-312
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• 2013

This paper compares efficiency results and performance targets for academic departments in a local private college using DEA (Data Envelopment Analysis). Because of an aging society, a smaller school-age population entering colleges, and enhanced accreditation standards by the government, colleges and universities are not recruiting and retaining sufficient students and therefore are struggling for survival. In contrast to popular four-year undergraduate universities concentrated in Seoul and its satellite cities, retaining students is critical for the survival of local private colleges in poor or remote regions. Therefore, it is very important to identify the factors involved in the retention of students in the various departments of a college. However, given the different characteristics of the departments, it is difficult to identify one unique or robust set of standards to evaluate their performance. The purpose of this paper is to maximize student retention capabilities by ensuring that additional resources are assigned to efficient DMUs, while, inefficient DMUs are given benchmarked targets. Based on previous studies and college accreditation standards, this paper presents indices to be used in evaluating the efficiency of academic departments in a college. In evaluating relative efficiency, this paper uses the output-oriented BCC model. To define target levels to be achieved for efficient DMU, a multi-stage DEA procedure is used.