• The Journal of Asian Finance, Economics and Business
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• 제8권2호
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• pp.1079-1089
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• 2021

The development of information technology has promoted organizational transformation through the utilization of an electronic information system. This research aimed to identify factors that influence continuous intention to use E-HRM. This empirical research applies the Technology Acceptance Model and Cognitive Model for identifying significantly impacted areas of continuous intention to use E-HRM in a highly dynamic environment. The data were collected using questionnaires delivered directly to respondents. The sample was 100 employees of ESQ Group selected through random sampling. The variables used were subjective norms (X1), perceived behavioral control (X2), perceived innovativeness (Y1), cognitive absorption (Y2), satisfaction (Y3), and continuous intention to use E-HRM (Y4). Statistical analysis using Structural Equation Modelling (SEM) with Smart PLS was applied. The results revealed that behavioral control (X2) did not influence the continuous intention to use E-HRM (Y4) and that cognitive absorption (Y2) and satisfaction (Y3) did not significantly influence continuous intention to use E-HRM (Y4). Subjective norms (X1) significantly influenced both perceived innovativeness (Y1) and continuous intention to use E-HRM (Y4), perceived behavioral control (X2) significantly influenced both perceived innovativeness (Y1) and cognitive absorption (Y2), and perceived innovativeness (Y1) significantly influenced both satisfaction (Y3) and continuous intention to use E-HRM (Y4).

• 한국정보통신학회:학술대회논문집
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• 한국해양정보통신학회 2008년도 추계종합학술대회 B
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• pp.810-813
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• 2008

디지털시대에 기업경쟁력의 원천으로서 인적자본의 중요성 인식을 급격히 확대하기에 이르렀고 경쟁력 있는 인적자원을 보다 효율적으로 관리하기 위한 인적자원관리시스템의 필요성이 증대되었다. 본 논문에서는 BSC(Balanced ScroreCard)를 이용하여 인사고과 척도를 적용하여 다양한 관점의 평가관리와 AHP(Analytic Hierarchy Process) 기반의 가중치 부여로 효과적인 의사결정을 반영하는 중소기업형 e-HRM 프로토타입 시스템을 개발하였다.

• 통상정보연구
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• 제4권1호
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• pp.59-67
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• 2002

기업에 있어서 가장 기본이 되는 HRM은 다른 업무에 비해 사각 지대에 있다. HRM 부문도 기업에 미칠 정보기술에 대해서 많은 관심이 필요하며, 정보화 사회의 미래를 보며 남보다 앞서갈 수 있는 조직, 기업을 만들 기회를 선점해야 한다. 즉 생산방식의 변화, 정보화, 지식사회, 서비스산업 팽창, 경쟁의 심화, 세계화, 국제화 등 많은 수식어로 묘사되는 최근의 환경변화는 기업의 생존과 성패가 물적 자원보다는 인적자원에 더욱 의존하게 된다. 본 고에서 디지털시대에 있어서 기업의 인적자원 경쟁력의 결정적 기반이 될 수 있는 e-HRM의 기본 개념 변화, 모형 그리고 도입절차 및 성공요인에 대해 살펴보고자 한다.

• 한국정보통신학회논문지
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• 제14권2호
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• pp.409-414
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• 2010

최근 인사관리가 기존의 단순한 인력 채용과 급여 지급의 단편적 업무가 아닌 기업의 전략과 맞물려 있는 중요한 업무로 부각됨에 따라 e-HRM 경영정보시스템 구축의 필요성이 대두되고 있다. 본 논문에서 설계한 인사관리 e-HRM 경영정보시스템은 인사기능 개선을 통한 비용 절감과 능력, 성과 중심의 인사평가가 확립되었으며, 개개인 직원들의 의견 수렴이 쉬워져 서비스 개선을 통한 근무자 만족도 제고를 높일 수 있었다. 또한 웹상에서 개인, 부서, 회사의 성과 및 목표를 공유할 수 있게 돼 쌍방향 인터페이스를 통한 인사과정이 더욱 투명해졌으며, 재무적인 지표에만 치중하지 않고 고객, 재무, 내부프로세스 관점을 균형 있게 관리할 수 있어 회사의 전략실행을 위한 도구로 활용할 수 있다.

• 한국경영정보학회:학술대회논문집
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• 한국경영정보학회 2008년도 춘계학술대회
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• pp.333-337
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• 2008

기존 e-HR 시스템의 현황을 파악하여 $HRM^1$ 과 $HRD^2$의 구조적 분리에 따른 문제점을 파악하고 그에 따른 바람직한 e-HR시스템의 구조를 제시한다. 또, 커뮤니티$(CoP^3)$ 모델을 적용하여 시스템의 데이터를 일방적인 관리자 제공 방식에서 탈피하며 보다 신빙성 있는 자료를 제공할 수 있도록 한다. 궁극적으로 개인적인 필요를 충족시켜 주는 e-HRD 시스템을 구축 할 수 있는지 부분적인 모듈을 개발 해본다.

• 한국컴퓨터정보학회논문지
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• 제7권2호
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• pp.161-167
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• 2002

본 논문은 e-비지니스 환경하의 디지털 기술과 인터넷이 어떻게 인적 자원 관리 분야에 적용되고 있고, 기업이 e-HRM을 운영함에 있어 조직 안팎에서의 최상의 인사서비스를 제공하기 위해 e-HRM을 효과적으로 구축하여 활용하기 위한 방법을 제시하고 있다. 이를 위해서는 e-비지니스 환경에서 우수한 인재를 유인하고 유지하기 위한 방법과 효과적인 프로세스를 구현하여 급변하는 환경에 창조적이고 신속하게 대처할 수 있는 조직문화가 필요하다는 것을 보여주고 있다.

• 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.

• The Journal of Asian Finance, Economics and Business
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• 제7권10호
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• pp.391-399
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• 2020

This study aims to analyze the relationship of e-HRM implementation to employee performance both directly and indirectly through the intervening of the Human Resource service Quality variable, both practically and theoretically. This study uses variance-based structural equation modeling (SEM) techniques with partial least square (PLS) statistical testing tools to test the direct relationship of e-HRM and the performance and relationship moderated by Human Resources service quality tested on 200 civil servants in five offices under the coordination of the Government of the South Sulawesi Province of Indonesia. The data collection model in this study uses an online survey. The data analysis stages through the explanatory concept consist of, first, the interpretation of the distribution of the average frequency of respondents' answers; second, outer-loading; third, determination of the validity and reliability; fourth, the coefficient of determination test and partial test; fifth, the GoF model; sixth, validity test; and seventh, hypothesis testing. This study explores four hypotheses in a comprehensive fashion; the results of this study show that all hypotheses have positive and significant effects both through direct and intervening relationships. Among the three direct relationships, the relationship of e-HRM variables on HR Service Quality is greatest and most dominant.

• 환경생물
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• 제40권2호
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• pp.199-205
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• 2022

Two tree frogs, Dryophytes suweonensis and Dryophytes japonicus, inhabiting Korea, are morphologically similar and share the same habitats. Therefore, they are identified mainly through their calls, especially for males. Dryophytes suweonensis is registered as an endangered (IUCN: EN grade) and protected species in South Korea. Thus, it is necessary to develop a method to rapidly identify and discriminate the two species and establish efficient protection and restoration plans. We identified significant genetic variation between them by sequencing a maternally-inherited mitochondrial 12S ribosomal DNA region. Based on the sequence data, we designed a pair of primers containing 7bp differences for high resolution melting(HRM) analysis to rapidly and accurately characterize their genotypes. The HRM analysis using genomic DNA showed that the melting peak for D. suweonensis was 76.4±0.06℃, whereas that of D. japonicus was 75.0±0.05℃. The differential melt curve plot further showed a distinct difference between them. We also carried out a pilot test for the application of HRM analysis based on immersing D. suweonensis in distilled water for 30 min to generate artificial environmental DNA(eDNA). The results showed 1.10-1.31℃ differences in the melting peaks between the two tree frog samples. Therefore, this HRM analysis is rapid and accurate in identifying two tree frogs not only using their genomic DNA but also using highly non-invasive eDNA.

• Asian Pacific Journal of Cancer Prevention
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• 제15권21호
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• pp.9327-9333
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• 2014

Breast cancer is the second most common cancer and second leading cause of cancer deaths in women. Phosphatidylinositol-3-kinase (PI3K)/AKT pathway mutations are associated with cancer and phosphatidylinositol-4, 5-bisphosphate 3-kinase catalytic subunit alpha (PIK3CA) gene mutations have been observed in 25-45% of breast cancer samples. Insulin growth factor binding protein-5 (IGFBP-5) can show different effects on apoptosis, cell motility and survival in breast cancer. We here aimed to determine the association between PIK3CA gene mutations and IGFBP-5 expressions for the first time in breast cancer patients. Frozen tumor samples from 101 Turkish breast cancer patients were analyzed with high resolution melting (HRM) for PIK3CA mutations (exon 9 and exon 20) and 37 HRM positive tumor samples were analyzed by DNA sequencing, mutations being found in 31. PIK3CA exon 9 mutations (Q546R, E542Q, E545K, E542K and E545D) were found in 10 tumor samples, exon 20 mutations (H1047L, H1047R, T1025T and G1049R) in 21, where only 1 tumor sample had two exon 20 mutations (T1025T and H1047R). Moreover, we detected one sample with both exon 9 (E542Q) and exon 20 (H1047R) mutations. 35% of the tumor samples with high IGFBP-5 mRNA expression and 29.4% of the tumor samples with low IGFBP-5 mRNA expression had PIK3CA mutations (p=0.9924). This is the first study of PIK3CA mutation screening results in Turkish breast cancer population using HRM analysis. This approach appears to be a very effective and reliable screening method for the PIK3CA exon 9 and 20 mutation detection. Further analysis with a greater number of samples is needed to clarify association between PIK3CA gene mutations and IGFBP-5 mRNA expression, and also clinical outcome in breast cancer patients.