• 아태비즈니스연구
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• 제3권2호
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• pp.23-33
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• 2012

Sustainable competitive advantage depends on formulation and implementation of appropriate human resource management (HRM) strategies and deployment of their competencies effectively in dynamic and complex environment. Competencies deployment is an approach to make decisions on the intentions and plans of organization concerning employment relationship and its recruitment, training, development, performance appraisal, reward and employee relations policies and practice. The improvement of organizational effectiveness is an overall objective of people management in organizations. In light of these, this study explores the present practices of HRM like: HR departments, HR policies and strategies, HR planning, recruitment selection and placement, training and development, performance appraisal, compensation and benefit, employee relations and communications. Based on the survey in 204 Nepalese organizations as a unit of analysis, the study concludes that HR practices in few organizations have action program for minorities, ethnic group, older employees and people with disabilities. Due to centralized organizational structure, most of HR decisions are taken into central office and line managers being involved highly in planning and implementing HR policies. In a nutshell, though HRM practices are not developed like developed countries, Nepalese organizations are realizing the significance of people management at work and changing their practices in the present dynamic environment.

• 보험의학회지
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• 제24권
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• pp.97-117
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• 2005

Internally Korean insurance market is that whole life products' growth are becoming slowdown that's why new insurance products have appeared on the market in consideration of consumer's needs recently. Externally domestic insurance market competitions has drifted from insurance industry to whole financial industry since bankasurance started. Life insurance companies should open up a new market to survive from severe competitions. Worksite marketing can be an alternative. An insurer make arrangements with an employer about an insurance terms which an insurer offers in Worksite marketing. Then eligible individuals enroll in the plans at their own discretion and pay 100 percent of the premium for coverage through payroll deductions. An employer doesn't need to pay extra money for additional benefit but can raise employee's loyalty and satisfaction of company through worksite marketing. An employee can be covered at discounted premium rate and less strict underwriting guidelines to an insurer compared to individual insurance. In developed countries specially U.S insurance market, Worksite marketing is getting very popular and growing rapidly due to the advantages. Worksite marketing has both individual insurance characters and group insurance characters. Individual insurance characters are that employees enroll in the plans at their own discretion and pay 100 percent of the premium for coverage. Group insurance characters are that actively at work and participation etc. An insurer have to reflect these two characters on Worksite marketing when an insurance company work out a plan for developing products and underwriting guidelines. When an insurer devise worksite products, one should consider participation level which means percentage of eligible employees participating. Participation is related to anti-selection. As we know underwriting is essential for every kind of insurance, especially underwriting plays major role in worksite marketing. We can see that in the below. Firstly, it has a function in calculation of premium rate. When calculate premium rate for worksite products underwriters have to estimate expected participation level and risk factors. So underwriters and acturies keep in close contact with each other. Secondly, underwriting methods are important. When an insurer underwrite worksite products, there are three kinds of underwriting methods. These are Simplified issue underwriting, Full underwriting and Guaranteed issue underwriting. Simplified issue underwriting typically requires no medical examination, but usually requires supplying satisfactory answers to one or several health and/or lifestyle questions. Full underwriting requires a complete medical history questionnaire that may further require an exam. Guaranteed issue underwriting means that coverage is issued without the employee having to provide evidence of insurability. When insurer set the GI limit are usually based on the type of industry, number of eligible employees, the average amount of coverage and participation level. In addition to insurer should have a clear definition of eligible employee on the insurance provision and application form. It will minimize possibility of trouble claims and anti-selection. An insurer also establish preexisting condition exclusion and special guidelines for late entrants. When an insurer introduce Worksite marketing to Korean insurance market, an insurer has to examine market research to analyze potential market and strategy of sales most of all. Also an insurer should review real situation of the U.S, England and Japanese market etc. There are a lot of new technologies about worksite marketing process that an insurer should learn. When an insurer consider many things which we explained it can be a real alternative.

• 한국의류산업학회지
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• 제7권2호
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• pp.218-224
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• 2005

The purpose of this study was to investigate the infiluence of positive and negative word-of-mouth informations on visiting intention of hairshop customers. Data were collected from 342 adult females and analyzed by using frequencies, factor analysis and regression utilizing SPSS/PC+. The results showed that positive word-of-mouth informations such as shop employees' skill/attitudes, physical benefit, comfortable facilities, time saving/consistent service, kindness and rational price had influence on the visiting intention of hairshop customers. The negative word-of-mouth informations that consumers had experienced using hairshop were categorized as untrustworthy face-to-face customer management, non-customer service oriented mind, and unskilled employees/inefficient hairshop environment. The negative word-of-mouth informations had no effect on the visiting intention.

• 한국IT서비스학회지
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• 제5권3호
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• pp.45-62
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• 2006

The research is intended to satisfy two interesting research purposes: one is to examine activities of both BSC adotion phase and implementation phase under carrying BSC project. The second purpose is to analyze the influence from those activities towards innovating business world. This study was conducted thru online questionnaires via online survey system during 3 months for targeting mainly on business users and consultants. The findings of the study suggest that employee's involvement, BSC information sharing, collaboration cross task related teams have major roles to operate BSC successfully. From findings, KPI choice, top-down goal allocation, budgeting allocation have strong influences on upgrading business innovations. Those businesses like to considering adoption of BSC can benefit from the findings of the research.

• International Journal of Computer Science & Network Security
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• 제22권11호
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• pp.101-108
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• 2022

The article reviews the means of stimulating and motivating to labor intellectualization in diplomatic service employees. The means considered encourage them to raise the effectiveness in achieving goals. Leveling up of intellectual labor of diplomatic services employees, as well as means of motivation of employees are covered in the Law of Ukraine "On Civil Service". The law defines and regulates the conditions for the performance of intellectual labor entrusted to the staff of diplomatic services, namely: defines the direct rights and responsibilities of employees of diplomatic services, protects the interests and assists citizens of Ukraine abroad, meets the needs of all pressing issues and problems for their benefit.

• Journal of Contemporary Eastern Asia
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• 제22권1호
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• pp.26-48
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• 2023

While corporate social responsibility (CSR) has been considered an important philanthropic support for nonprofits worldwide, little is known about how perceptions of CSR are associated with actual CSR practices that may benefit nonprofit organizations in different institutional contexts. This study applies stakeholder theory to examine how South Korean firms perceive CSR outcomes, and how these perceptions lead to different CSR practices. We constructed a panel dataset using two waves of the Giving Korea survey of CSR and two additional sources. The results indicate that perceived CSR outcomes may play a critical role in CSR practices: 1) the more financial performance is perceived as an outcome, the more will be donated; 2) the more organizational culture is perceived as an outcome, the greater the engagement in employee volunteering; and 3) the more reputation is perceived as an outcome, the more nonprofit organizations are supported. From the findings, we discuss theoretical implications and provide suggestions for nonprofit organizations.

• 이베로아메리카
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• 제13권1호
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• pp.351-388
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• 2011

Many global business failures have been ascribed to a lack of intercultural competence, especially to a lack of an adequate conceptualization and definition of intercultural competence, focusing instead on the knowledge, skills, and attributes that appear to be its antecedents. Intercultural competence should be perceived as multifaceted important components of global management capabilities. Depending on the related concepts of intercultural competence, such as global mindset, intercultural sensitivity, and cultural intelligence, dynamic aspects of intercultural competence as learning process are suggested. Also, the domain of intercultural competence in the context of global management or business comprised three dimensions - perception management, relationship management, and self management. Each dimension is characterized by facets that further delineate aspects of intercultural competence. With respect to the domain of intercultural competence, appropriateintercultural training methods should be designed. In practice, human resource managers may benefit from gaining knowledge about which measures to use for identifying employee's weakness in intercultural competence in order to create appropriate training programs.

• 한국산업보건학회지
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• 제10권1호
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• pp.147-159
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• 2000

The NIOSH health hazard evaluation program (HHE program) was created in response to the mandate to determine the toxic effect and potential health hazard of workplace exposure, which is found in Occupational Safety and Health Act of 1970 and the Federal Mine Safety and Health Act of 1977, A primary benefit of HHE program is its ability to provide current health hazard data to employers and employees, which assists them in identifying solutions to occupational health and safety problems in their workplaces, The HHE program also stimulates research in the development and review of sampling methods and diagnostic tests and may prompt additional exposure assesment efforts and toxicological and epidemiological studies. HHE projects also provide human exposure-toxicity data that are used to asses the validity of existing occupational health standards and to support criteria for new standards of recommendation, The HHE request is classified into four categories: 1) category 1: As a administratively invalid, 2) category 2: These are valid requests for which a site visit is not essential to an appropriate response, 3) Category 3 : These are valid requests for which a site visit is necessary for an adequate evaluation, 4) These are valid request which present a complex problem or an opportunity for research, To carry out HHE program one or methods of investigation might be used: 1) direct observation and evaluation of production processes and employee work practices 2) employees exposure level and air contamination level 3) medical test or physical examinations of employees 4) private, confidential interviews with employees 5) review of employer's record of injuries and illness, employee exposure data, medical tests and job histories. After investigation and analysing the data, NIOSH issues a final report, giving finding and recommendation.

• 한국정보통신학회논문지
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• 제18권6호
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• pp.1395-1400
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• 2014

근태관리 기록은 인사관리의 핵심적인 데이터로서 피고용인의 임금을 계산하기 위한 기초 데이터이다. 그러나 기존의 기계식 또는 전자식 근태관리 시스템은 부정확하고 초기 도입 비용이 매우 크다는 단점이 있다. 이 논문에서는 피고용인의 스마트기기를 이용한 근태관리 시스템을 설계하고 구현한다. 피고용인의 근태 자료를 기록하기 위하여 스마트기기의 맥 주소와 와이파이 무선접근점의 맥 주소를 이용하여 피고용인의 위치 정보를 획득하고 획득된 위치정보를 이용하여 피고용인의 출/퇴근 자료를 서버에 전송한다. 기존의 소유하고 있는 스마트기기와 와이파이 무선접근점을 사용하기 때문에 초기도입 비용이 낮아서 소규모업자들도 쉽게 자동화된 근태관리 시스템을 사용할 수 있는 장점이 있다.

• 한국항만경제학회지
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• 제33권3호
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• pp.17-34
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• 2017

본 연구는 물류 네트워크상 중요한 입지 여건을 갖추고 있는 국제산업물류도시와 부산 신항에 신규 자동화물운송시스템 도입에 따른 화물 물동량 및 편익을 분석하기 위해 수행되었다. 이를 위해 본 연구는 대상지역의 장래 화물 물동량 및 전환물동량을 예측하였으며, 그에 따른 사회적 편익을 분석하기 위해 4개의 시나리오 설정하였다. 화물물동량 예측은 사업체 원단위법과 종사자수 원단위법을 적용하였으며, 편익은 기존 도로를 이용하는 화물자동차가 인터모달 자동화물운송시스템으로 전환되는 물동량을 기반으로 산정하였다. 본 연구에서의 편익항목은 직접편익(통행시간 절감, 차량운행비용 절감, 교통사고 절감, 환경비용 절감)이외에 해외 관련 연구를 기반으로 화물통행시간가치 편익, 혼잡비용 절감 편익, 도로유지관리 절감편익을 추가적으로 고려하였다. 분석 결과, 종사자수 원단위를 적용하고, 부산시 강서구의 업종별 종사자수 비율을 적용한 방법론의 화물물동량 및 편익이 가장 큰 것으로 예측되었다. 본 연구는 패러다임 변화에 따른 새로운 자동운송시스템 도입을 기반으로 물동량의 추정과 사업 편익 추정을 하였다는 점에서 학술적 의미가 있을 것으로 기대된다.