• Journal of Forest and Environmental Science
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• 제26권2호
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• pp.65-73
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• 2010

Biodiversity, referring to the variety and abundance of species, their genetic composition, and the communities, ecosystem, and landscapes, is essential to maintain healthy and productive forests, and to provide useful hedge against the future uncertainties in conditions of the environment and natural resources. To realize the long-term sustainability for forest production of goods and services is dependent upon maintaining and enhancing the biodiversity in the forest ecosystem. Because we can not always recognized which portion of biodiversity is essential to maintain the stability and sustainability of the natural system, conserving biodiversity is even unconditionally important. Even though the activities of forest resource management may have a variety of negative impacts on biodiversity by modification of the natural ecosystem into economically effective artificial ecosystem, forest professionals have been developing intelligent scheme to coexist management and conservation. However, conservation of biodiversity must be a complex problem encircled by ecological, economical, and social considerations. There seems to be no such a simple and easy solution. Strategies for ecologically deliberated forest resource management, which could play an important role to conserve biodiversity, were discussed.

• The Journal of Asian Finance, Economics and Business
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• 제7권8호
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• pp.599-611
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• 2020

The purpose of this study is to explore and empirically analyze the factors affecting the financial performance of Korean small- and medium-sized manufacturing companies, which are relatively insufficiently researched, in terms of human resource management (HRM). In particular, this study intends to examine the human resource management activities focusing on the individual influences of workers' attitudes on systems and policies as well as jobs and organizations. This study reviews previous research and discussions on the human resource management system, as well as the organization and job-related attitudes and financial performance of workers, for the formulation of two hypotheses. Among the HCCP data, the hypothesis was verified through reliability and correlation analysis and stepwise multiple regression analysis for small- and medium-sized manufacturing enterprises. The results show, firstly, that human resource systems and systems have the same effect, but there were differences in the degree of impact. Secondly, job satisfaction has a statistically significant influence on financial performance. Lastly, all worker/employee attitude determinants are statistically significant for both job satisfaction and organizational commitment. HRM, previously relatively overlooked, provided theoretical and practical implications by demonstrating the direct impact on financial performance and the impact of individual human resource management systems and policies.

• 경영과정보연구
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• 제24권
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• pp.73-75
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• 2008

The purpose of this study is to propose the human resource management strategies of non-standard workers that can contribute to accomplishing both corporate social responsibility and business purpose in efficient and effective ways. For the purpose, this researcher investigated circumstances under which Korean companies are using non-standard workers and systems related to those workers. In Korea, the Non-Standard Workers Protection Act was enacted and revised, and became effective on July 1, 2007. The main provisions of the act are as follows. First, the systems of discriminatory treatment prohibition was legally stipulated, Second, restrictions on overwork for fixed-term and part-time employees and the written statement of working conditions were compelled. Third, only 26 kinds of jobs were permitted for worker dispatch in accordance with positive list system. To achieve their business purpose, companies often use standard workers, but sometimes non-standard workers unavoidably in accordance with their business strategy. This study propose main human resource management strategies of non-standard workers such as determining the scope of jobs, strengthening legal and systematic human resource management, improving human relations, extending the grievance procedure and converting non-standard workers into standard ones.

• 한국시뮬레이션학회논문지
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• 제12권4호
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• pp.51-59
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• 2003

Real-Time applications on Grid environment have several problems in terms of resource management addressed as follows; (1) dynamic resource allocation to provide QoS objectives, (2) heterogeneous resources that is different scale, or capacity in same unit, and (3) resource availability, and resource needs. This paper describes the techniques of resource manager (RM) handling above problems to support QoS of dynamic real-time applications on Grid. The contributions of this paper to solve problems are as follows: unification of dynamic resource requirements among heterogeneous hosts, control of resources in heterogeneous environments, and dynamic load balancing/sharing. Our heuristic allocation scheme works not only 257% better than random, 142% better than round robin, and 36.4% better than least load in QoS sensitivity, but also 38.6% better than random, 28.5% better than round robin, and 31.6% better than least load in QoS.

• 가족자원경영과 정책
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• 제17권3호
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• pp.125-144
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• 2013

This aim in this study is to investigate the meaning of case management and management in general from the case manger's perspective, as well as case mangers' abilities and networks. We also propose a development direction for the establishment of a local integrated family-centered community management system. Regarding the collection of qualitative data, focus group interviews (FGIs) were conducted with 11 case managers from social welfare organizations in the city of C. The interviews consisted of open-ended questions in the following four categories: understanding of case management, case managers' abilities, case management environments, and local community networks. According to the interview analysis, a total of 16 subcategories in 9 categories and 4 domains have been identified. Due to the ambiguity regarding the concept of case management, case management was completely dependent upon individual case managers' abilities. In particular, family-centered case management was found to exist in several organizations in the same region. In terms of case management environments, the following problems have been observed: absence of related departments and staff, confusion regarding performance evaluation standards, limitations in sharing information among organizations, limitations in resource exploration and management, redundant support, and an uncomfortable relationship between the private and public sector. Horizontal exchange and cooperation among organizations are essential to establish and facilitate a local community network. After all, to establish a local family-centered community case management system, the roles of a Healthy Families Center and a Multi-cultural Family Support Center as parts of a family-centered transfer system should be fully emphasized in local society, and the performance of family-centered case management should be developed.

• 경영과정보연구
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• 제32권3호
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• pp.153-172
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• 2013

대부분의 중소기업은 대기업에 비해 인적 자원과 물적 자원의 제한이 더 크다고 할 수 있고, 처해 있는 경영환경은 더 위험하고 복잡하고 동태적이라고 할 수 있다. 따라서 중소기업의 생존과 발전에 있어서 인적 자원의 지식과 기술이 매우 중요하고, 이에 중소기업의 인적자원 관리에 대한 연구의 필요성이 있다. 특히, 중소기업의 핵심인재에 대한 우대정책과 관리제도가 인적자원의 경쟁력과 조직몰입에 어떠한 영향을 미치는지에 관한 연구는 매우 미흡하고 이론 및 실무적 시사점 또한 제한적이었다. 본 연구는 216개의 중소기업을 대상으로 890명의 종업원을 표본으로 하여 핵심인재우대정책과 핵심인재관리제도가 인적자원의 경쟁력과 조직몰입에 미치는 영향력을 검증하였다. 분석자료로는 한국직업능력개발원이 개발한 인적자본기업 패널의 2009년 자료를 활용하였다. 연구결과로는 중소기업의 핵심인재우대정책이 인적자원의 경쟁력에 긍정적인 영향을 미치고 있었고, 인적자원 경쟁력이 조직몰입에 긍정적인 영향력을 미치고 있었다. 하지만 중소기업의 핵심인재우대정책이 핵심인재관리제도에는 유의미한 영향을 미치고 있지 않았고, 핵심인재관리제도도 인적자원 경쟁력에 유의미한 영향력을 나타내고 있지 않았다. 이러한 연구결과가 중소기업에 있어서 인적자원의 경쟁력을 향상시키는데 핵심인재우대정책에 대한 중요성을 제고시키며, 중소기업의 핵심인재관리제도에 관한 관심도를 제고시키는 시사점을 제공한다.

• 한국시스템다이내믹스학회:학술대회논문집
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• 한국시스템다이내믹스학회 2000년도 하계학술대회발표논문집
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• pp.65-102
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• 2000

In 1987, The Brundtland Report defined a sustainable development as the development that meets the needs of the present without compromising the ability of future generations to meet their own needs. This is the concept that we should cling to, to preserve natural resources of the present for the future generation. With this concept in mind, this paper criticized that the current waste management policy has been neglecting resource preservation aspect of waste management policy while giving too much emphasis on reducing waste generation. Thus, the purpose of this paper is to analyze how waste management policy can affect preservation of natural resources, and to investigate policy alternatives that can reduce both the volume of waste generated and the amount of natural resources that need to be consumed in the production process. The study was conducted based on the literature survey and system dynamics simulation. Borrowing Randers and Meadows's solid waste model with some modification of parameter and variables, this paper simulate several policy alternatives to figure out the most effective waste management policy set that can meet the need of the present without compromising the ability of the future generation to meet their own needs. Main concern was how to link waste management policy with resource management policy that can lead to minimization of waste generation and resource consumption.

• Asian Journal of Business Environment
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• 제6권4호
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• pp.27-34
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• 2016

Purpose - The study sought to examine the relationship between individual characteristics and system features and Human Resource Information System (HRIS) success in Japanese manufacturing companies in Malaysia. Research Design, Data, and Methodology - This study adopt quantitative approach to investigate the relationship between individual characteristics and system features and HRIS. Toward this objective, a total of 700 questionnaires were mailed to a representative of the organization. A total of 187 questionnaires were returned, and only 145 were usable for further analysis, representing a response rate of 20.71%. Result - Results indicated that individual characteristics and two dimensions of system characteristics (ease of use and training) were significantly related to HRIS success. Unexpectedly, the results showed that the third dimension of system features (documentation) was unrelated to HRIS success. Conclusions - The results partially support the underlying arguments that individual characteristics and system characteristics have significant influences on HRIS success. The finding suggests that HRIS success in the organization can be generated as a result of good implementation of system support and employees' readiness to apply HRIS in their jobs.

• 한국항행학회논문지
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• 제18권4호
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• pp.319-324
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• 2014

LOSA(line operation safety audit)는 정상적인 운항 상태에서 운항 승무원이 발생할 수 있는 사고를 수집하기 위한 선제적 데이터 수집 방식으로 비행 중 발생하는 TEM(threat error management)과 CRM(crew resource management) 등을 수집하는 안전관리프로그램이다. 기존의 LOSA 기록 방식은 워크시트(worksheet) 에 관찰자가 직접 작성하여 자료를 보관하고 관리를 수행하였으나, 자료 보관의 어려움과 비밀 보장이 어려운 문제점이 있다. 기존의 LOSA 수집방식 대신 웹(web) 형태로 한국형 LOSA(K-LOSA)를 구현과 TEM 분류 코드를 변경하므로 효과적인 자료 관리 및 비밀 보장성을 확보하였다. 본 논문에서는 LOSA에 대하여 살펴보고 K-LOSA 프로그램의 구성을 소개한다.

• 국제학술발표논문집
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• The 6th International Conference on Construction Engineering and Project Management
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• pp.158-160
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• 2015

Efficient scheduling and resource management are the key factor to reduce construction project budget (e.g., labor cost, equipment cost, material cost, etc.). Resource-based line of balance (LOB) technique has been used to complement the limitations of existing time-driven scheduling techniques (e.g., critical-path method). Optimizing construction alternatives contributes to cost savings while honoring the project deadline. However, existing LOB scheduling is lack of identifying optimal resource combination. This study presents a method which identifies the optimal construction alternatives, hence achieving resource minimization in a repetitive construction by using genetic algorithm (GA). The method provides efficient planning tool that enhances the usability of the system.