• 가족자원경영과 정책
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• 제19권1호
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• pp.139-161
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• 2015

The number of Healthy Family Support Centers has increased and the services for enhancement of family strength have extended during the past ten years since the Framework Act on Healthy Families was enacted. It is time to pay attention to the empowerment for Healthy Family Specialist because their capability is directly linked to improve the quality of services, which means the satisfaction of family services and the quality of family policy. In this context, this study investigate organizational experience of Healthy Family Specialists and suggest the empowerment plan to enhance their capability. We conducted in-depth interviews for 9 Healthy Family Specialists who is currently working at Healthy Family Support Centers as a manager status during June 2014. We analyzed organizational experiences through job commitment and job satisfaction and empowerment plans through their strength and weakness. Our findings revealed that job commitment and job satisfaction of Healthy Family Specialist are relatively low due to a poor working condition and a low brand awareness. Also, the capability of Healthy Family Specialists is an important factor to determine their job commitment and job satisfaction, and it can impact on the long service. These results suggest that the payroll system, increment of salary, career recognition, employee benefit, systematic operation, and motivation are needed to improve their job satisfaction. There are various ways to improve professional capability of Healthy Family Specialists besides education program. This study contributes to make the plan of empowerment for Healthy Family Specialists and it also contributes to improve the service quality of family policy.

• 산업경영시스템학회지
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• 제41권3호
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• pp.30-40
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• 2018

The purpose of this study is to examine the effect of project-based organizational resources on the business performance in the resource-based view (RBV) and dynamic capability one and analyze their relationship through an integrated model. The RBV argues that firms get competitive advantages when they have VRIN characterized resources but dynamic capability view argues that RBV has its limitation under volatility so it enables them to obtain competitive advantages in ever changing environments. This study analyzes data collected from 270 survey questionnaires on the project management related staff at the project-based organization among major companies in Korea. The result demonstrates that two project organizational resources on strategic and executional management with VRIN characteristics are found to bring positive effects on the organizational dynamic capabilities and also the dynamic capabilities such as integration & reconfiguration, organizational learning are verified to bring meaningful positive effects on the business performance. On the other hand, unlike previous studies, ambidexterity has quite a weak effect on the business performance. Therefore, we expect that the resources of the project-based organization with VRIN lead to strengthen the firm's business performance through organizational dynamic capabilities and produce high performance through the integrated model of RBV and dynamic capability one. The study has academic meanings that widely confirm the effects and characteristics of main elements of VRIN project organizational resources on the business performance of competitive advantage through the dynamic capabilities of the organization by the regression on the precedent studies regarding the project management resources and their relationship with the VRIO characteristics. The practical implication is that it is preferentially necessary for the organization to obtain VRIN resources and organizational dynamic capabilities, especially organizational learning to have sustainable competitive advantages.

• 정보보호학회논문지
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• 제27권2호
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• pp.181-192
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• 2017

사물인터넷은 다양한 사물들로부터 발생되는 정보를 수집 공유 분석하여 사람들에게 유용한 정보 서비스를 제공하는 것을 의미한다. 본 논문은 사물인터넷 환경에서 발생하는 서비스 접근제어, 서비스 보안 기술 그리고 ID 관리 기술에 대한 서비스 영역에서의 보안 안전성을 향상시키는 방안을 제시한다. 서비스 보안의 안전성 향상을 위해 공개키 기반의 C&C(Certificate and Capability) 서비스 토큰 인증서를 설계하고 발급할 수 있는 서비스를 구현하였다. 또한 노드 디바이스로부터 수집된 데이터를 기반으로 리소스 서비스의 생성 시 이를 효율적으로 관리하고자 LCRS(Left Child-Right Sibling) 리소스 모델관리 방안과 서비스에 대한 접근제어를 위해 리소스 서비스 URI 보안 관리하는 IoT 서비스 시스템을 구현하였다.

• 한국철도학회:학술대회논문집
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• 한국철도학회 2009년도 춘계학술대회 논문집
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• pp.1914-1923
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• 2009

KORAIL continuously drives practical reforms of change and originality both internally and externally for the purpose of adapting to rapidly changing circumstance and promote productivity of the organization. Various management strategies are needed to increase its productivity, yet the fist thing to be considered is to select talented human resources. A selection of the human resource should be conducted based on 3R(Right People, Right Place, Right Time). This study empirically analyzes through actual study how the method of new employment introduced on January 1, 2005 positively affects capability and productivity of each member of KORAIL. The area of this study is defined centering on the standard of new employment, capability of personnel, and productivity of the organization. Also, the improvement of new employment standard of KORAIL is suggested as significance of the standard was verified through survey of the standard, the capability and the productivity conducted to KORAIL working personnel.

• 국제지역연구
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• 제13권2호
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• pp.393-416
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• 2009

본 연구는 소프트웨어개발 관련 벤처기업의 국제화 성과와 기술자원간의 관계를 연구한 Zahra 등(2003)의 연구를 기반으로 소프트웨어개발 관련 벤처기업의 대표적인 경영자원 중 특히 기술관련 자원들이 우리나라 소프트웨어개발 관련 벤처기업의 국제화 성과에 어떠한 영향을 미치는지를 살펴보고, 이러한 기술관련 가시적 자원과 비가시적 자원의 상호작용효과가 실질적인 기업의 역량으로서 국제화 성과에 어떠한 영향을 미치는지를 실증적으로 검증해 보고자 하는 것이다. 분석결과, R&D 집중도로 본 기업의 가시적 기술자원은 해외진출성과에 유의한 영향을 미치지 못하는 것으로 나타났으나, 기술협력네트워크 수와 기술적 평판의 강도 등으로 살펴본 비가시적 기술자원은 해외진출성과에 정(+)의 관계를 갖는 것으로 나타났다. 또한 가시적 기술자원과 비가시적 기술자원의 상호작용은 단일 자원요인에 비해 해외진출성과에 보다 많은 정(+)의 영향을 미치는 것으로 나타났다. 이러한 분석결과는 소프트웨어개발 관련 벤처기업의 차별적이고 뛰어난 기술역량은 해외 현지국의 다양한 협력 또는 제휴관계나 자신이 보유하고 있는 기술적 평판 등 비가시적 기술자원에 의해 보다 폭 넓게 활용될 경우 높은 해외진출성과와 밀접한 관련성을 가지게 됨을 보여주는 결과라 할 수 있다.

• 산업경영시스템학회지
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• 제40권4호
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• pp.10-20
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• 2017

The proportion of software in the automotive industry is steadily increasing due to the rapid technological development of automobile E/E parts. Because the automotive E/E technology is now on the basis of intelligent automobile and advanced safety automobile technology. The purpose of this study is to investigate the effect of organizational capability (organizational resource capability and management capability), process capability (process capability, customer Requirement management capability), performance dimension (motivation, participation level). In this study, we conducted questionnaires and statistical analysis on engineers (members of the Korea Advanced Automotive Technology Association) who perform research and development activities in the R&D organization of the automotive E/E part in South Korea. ANOVA is applied for the verification of the difference in performance measured by organizational capability, process maturity, and motivation participation level according to company characteristics (level of processing : supply chain configuration, annual sales, total SW development ratio). According to the results of this study, in order to improve the performance of ASPICE or ISO 26262-related consulting project, a different consulting approach strategy considering the characteristics of organization and personnel is needed. In summary, the analysis results for the three main treatment levels are as follows. The difference in organizational capacity, process capability and performance was found to be statistically significant according to supply chain configuration and annual sales, but it was found that the difference of response according to the proportion of total SW was not significant.

• 통상정보연구
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• 제4권2호
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• pp.233-252
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• 2002

This thesis is designed to draw up scheme for human resources development of the Korean software industry. Its concrete scheme is as follows. That is, IT professionals with international competitiveness should be cultivated, and a human resource development system, which can flexibly meet the market demands, has to be built. Pool of specialized programmers is necessary condition for achieving competitiveness in Korean software industry. Reeducation is also desirable to embody the agile productive capability into the existing human resources for new challenges in the industry. Well-organized human resources database will also make it easy to match new demand and to lower the transaction cost in switching jobs. To cope with the rapidly changing environment actively, human resource development and training system improvement through the cooperation with the concerned industries, universities, research centers and the government must be settled immediately.

• 산업공학
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• 제12권2호
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• pp.222-236
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• 1999

This paper presents a design and implementation of an intelligent-integrated production-logistics systems. The situation considered here is that there are multiple manufacturing plants and multiple distribution centers. Effective distribution resource and production planning are required to reduce inventory cost and to avoid inventory shortage. We propose an intelligent forecasting scheme of each distribution centers, adaptive inventory replenishment planning, distribution resource planning, and integrated production planning system. In forecasting a huge number of on-line model identification is performed using neural network approximation capability. An efficient adaptive replenishment planning and distribution resource planning are also presented in connection with forecasting scheme. An appropriate production is also requested based on production lead-time and the results of distribution planning. Experimental simulations are presented to verify the proposed approach using real data.

• 한국군사과학기술학회지
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• 제15권3호
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• pp.322-333
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• 2012

AESA radar is able to instantaneously and adaptively position and control the beam, and such adaptive beam pointing of AESA radar enables to remarkably improve the multi-mission capability. For this reason, Radar Resource Management(RRM) becomes new challenging issue. RRM is a technique efficiently allocating finite resources, such as energy and time to each task in an optimal and intelligent way. Especially radar beam scheduling is the most critical component for the success of RRM. In this paper, we proposed a rule-based scheduling algorithm and Simulated Annealing(SA) based scheduling algorithm, which are alternatively selected and applied to beam scheduler according radar load status in real-time. The performance of the proposed algorithm was evaluated on the multi-function radar scenario. As a result, we showed that our proposed algorithm can process a lot of beams at the right time with real time capability, compared with applying only rule-based scheduling algorithm. Additionally, we showed that the proposed algorithm can save scheduling time remarkably, compared with applying only SA-based scheduling algorithm.

• 지식경영연구
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• 제15권1호
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• pp.65-84
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• 2014

Organization's innovation capability is strongly tied to its intellectual capital or knowledge utilization. Employees play a key role in generation of intellectual capital and utilization of knowledge in a firm. Thus, the importance of human resource management (HRM) system for enhancing competency of employees and facilitating knowledge sharing between employees is getting its significance. In this paper, we highlighted the effect of HRM implementation to explain the reason of performance differences among firms, adopting the same ideal HRM system. The successful implementation of HRM system as well as the contents of HRM system was critical to enhance firm performance through HRM system. To investigate the effect of HRM implementation on firm performance, we proposed the three components of HRM implementation (i.e.; TMT philosophy, HR department capability and communication) in perspective of sense making and sense giving theory. Then, we analyzed the moderating effect of HRM implementation on the high commitment HRM - firm performance relationship. Empirical results showed that each component of HRM implementation positively strengthened the relationship between high commitment HRM and firm performance. In addition, the composite index of HRM implementation calculated by average value of three components revealed more significant moderating effect between the two. Furthermore, We discussed the academical and practical implications, and suggested future research directions.