• ETRI Journal
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• v.45 no.3
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• pp.479-491
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• 2023

The automation of agricultural machines is an irreversible trend considering the demand for improved productivity and lack of labor in handling agricultural tasks. Unstructured working environments and weather often inhibit a seemingly simple task from being fully autonomously performed. In this context, we propose a remote driving system (RDS) to aid agricultural machines designed to operate autonomously. Particularly, we modify a commercial speed sprayer for orchard environments into a robotic speed sprayer to evaluate the proposed RDS's usability and test three sensor configurations in terms of human performance. Furthermore, we propose a confidence error ellipsebased task performance measure to evaluate human performance. In addition, we present field experimental results describing how the sensor configurations affect human performance. We find that a combination of a semiautonomous line tracking device and a wide-angle camera is the most effective for spraying. Finally, we discuss how to improve the proposed RDS in terms of usability and obtain a more accurate measure of human performance.

• Journal of Family Resource Management and Policy Review
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• v.12 no.2
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• pp.73-93
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• 2008

The purpose of this study was to analyze the effects of workers' human resource development and their recognition of human resource on-the-job satisfaction. A sample of 4,727 workers that was selected from Korea Labor Panel Data was analyzed by t-test and multiple regression, and was tested by causal effects among related variables. The major findings were as follows: First, the workers' recognition of their job performance level vs. educational attainment was affected by their annual income, job status, educational attainment, gender, and experiences of human resource development. Second, the workers' job satisfaction was affected by gender, age, educational attainment, health status, job status, annual income, experiences of human resource development, recognition of their job performance level vs. educational attainment, and recognition for their job availability. Third, the factors that had a causal effect on workers' job satisfaction were educational attainment, gender, age, health status, annual income, and experiences of human resource development. Above all, workers' educational attainment had a strong direct effect on job satisfaction, and annual income had a strong indirect effect on it. From these findings, it can be concluded that workers' effort and trial for development and investment of human resource played an important role in increasing job satisfaction.

• Nuclear Engineering and Technology
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• v.53 no.2
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• pp.368-375
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• 2021

The performance time of human operators has been recognized as a key aspect of human reliability in socio-complex systems, including nuclear industries. Because of the importance of the time factor, most existing human reliability assessment methods provide ways to quantify human error probabilities (HEPs) that are associated with the performance time. To quantify such kinds of HEPs, it is crucial to rationally predict the length of time required and time available and compare them. However, there have not been detailed guidelines that identify the critical cue presentation time or initial time of human performance, which is important to calculate the time information. In this paper, we introduce a time-related HEP calculation technique with a decision algorithm that determines the critical cue and its timing. The calculation process is presented with the application examples. It is expected that the proposed algorithm will reduce the variability in the time-related reliability assessment and strengthen the scientific evidence of the assessment process. The detailed description is provided in the technical report KAERI/TR-7607/2019.

• Journal of the Ergonomics Society of Korea
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• v.33 no.1
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• pp.27-37
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• 2014

Objective: This study aims to improve human performance by analyzing the operators' tasks and providing input data on the composition of future SMART operators. Background: SMART is a nuclear reactor for export which needs operators who can satisfy both safety and economic feasibility. Therefore, this study is fundamental research on the composition of operators and this research analyzed SMART tasks in terms of human safety performance. Method: After analyzing 10 SMART EOG in hierarchical task analysis, this study classified task performance types according to task requirements of NUREG-0711 (Rev.3). Results: This study found the task frequency of SMART EOG and 12 operating task types. Conclusion: This study expects that human performance can be improved by analyzing the personal errors, which have the highest task frequency among 12 operating task types. Application: The results of this study can be applied as base data when licensing needs to be acquired.

• Journal of the Ergonomics Society of Korea
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• v.25 no.3
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• pp.85-96
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• 2006

Main control room(MCR) man-machine interface(MMI) design of advanced nuclear power plants(NPPs) such as APR(advanced power reactor)-1400 can be validated through performance-based tests to determine whether it acceptably supports safe operation of the plant. In this work, plant performance, personnel task, situation awareness, workload, teamwork, and anthropometric/physiological factor are considered as factors for the human performance evaluation. For development of measures in each of the factors, techniques generally used in various industries and empirically proven to be useful are adopted as main measures and some helpful techniques are developed in order to complement the main measures. Also the development of the measures is addressed based on the theoretical background. Finally we discuss the way in which the measures can be effectively integrated and then HUPESS(HUman Performance Evaluation Support System) which is in development based on the integrated way is briefly introduced.

• Journal of the Korean Society of Safety
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• v.12 no.1
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• pp.113-121
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• 1997

Human reliability attempts to make precise quantitative analyses and predictions of the performance of human-machine(or product) systems. In order to yield more precise human error analysis, precise human error probabilities(HEPs) must be used in the analysis. However, because human behavior is influenced by factors that are called performance shaping factors(PSFs), the effects of PSFs must be considered to obtain precise HEPs, These are called basic HEPs or situation-specific HEPs. This paper presents a theoretical method for obtaining basic HEPs (i.e. , considering PSFs) in quantitative human error analysis. In this method, the weight which characterizes the degree of importance of several PSFs is obtained by the analytic hierarchy process. The quality scores of PSFs in the task situation are obtained by percentile concept. These scores are used in conjunction with the relative Importance weights of PSFs to compute the composite quality percentile score of PSFs in the task situation. Then, a new mapping method of the composite quality percentile score of PSFs into a situation-specific basic HEP is proposed with a numerical example.

• International Journal of Quality Innovation
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• v.8 no.3
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• pp.1-10
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• 2007

A sample of Italian manufacturing companies was selected in order to verify the abilities and effects (relationships) of the management factors human resources, leadership and strategic planning on company performance. The Partial Least Squares (PLS) estimation method was used for analyzing the data collected, where the relationships between the management factors and performance were formalized by a Structural Equation Model (SEM). The analysis of the survey data showed unexpected result regarding the non significant direct relationship between Leadership and Performance. The effect of Leadership is obtained by an indirect relationship through Human Resources. The combination of Leadership and Human Resources has hence been identified as the management factors which have the highest impact on the performance of Italian industrial companies. Another interesting and unexpected result was that there was no significant impact of Strategic Planning on Performance. It seems that the leaders of Italian industrial companies have not understood that good strategic planning is a necessary condition for achieving excellence. So another improvement area is in fact Strategic Planning. This area should have the highest priority of any top management team and the focus should include how to establish a strong relationship between strategic planning and performance. No correlation between strategic planning and performance is a strong indication that something is wrong. It is not enough that Leadership is doing Strategic Planning-Leadership is also about studying and follow up on results in order to assure impacts on performance. This link seems to be missing in Italian industrial companies.

• Journal of the Ergonomics Society of Korea
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• v.17 no.3
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• pp.13-22
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• 1998

Aircraft and the three-dimensional environment in which they operate are not user-friendly for human beings. As a result, maintaining the proficiencies necessary to safely and efficiently fly an airplane are difficult, and costly. The physiological and emotional status of the human element remains crucial in maintaining safe performance by all crew members. In the study of Hagiwara et al.(1993). they called the physiological and emotional status of the human element into the human alertness or physiological activity and stress, fatigue, circadian rhythm, alcohol. smoking, and self-medication are known the major factors that deteriorate the human alertness. Accordingly. this paper deals with the quantitative and objective performance test based on tracking error and reaction time by means of the new computer test program into which the perception-motion system of human beings is applied. Throughout this experiment using performance test, the results suggest that performance capability in state of sleep deprivation 2 hours and alcoholic 0.05~0.06% in blood were more impaired than one in a normal state, and they further showed statistically significant differences between them, which were influenced by impairment factors of body regulation and pilot's grade. We also obtained the prediction value and the 95% confidence interval of tracking error and reaction time at the normal state for the purpose of distinguishing performance capability between the normal state and the abnormal state. And it is expected that the evaluation of human alertness using performance test will be applied to the quantitative assessment of an each pilot's realistic consciousness/attention, and will lead a flight commander to the accurate decision of mission approval prior to a flight.

• Journal of Korean Society for Quality Management
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• v.40 no.4
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• pp.631-640
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• 2012

Purpose: This empirical study is focused on the relationship between innovation capability (R&D and Human Resource innovation) and performance in knowledge-based service firms. Methods: We build research model to test how each of innovation capability on technology and human resource is influenced on their financial and non-financial performance in the knowledge-based service industries. Based on the previous research, we hypothesized the factors are regarded innovation capabilities of the firms as the scale of R&D and human resources. Because this study is especially targeted to the performance of knowledge-based service firms. With the survey on 424 main knowledge-based service firms, the multi-regression analysis was performed. Results: The result showed that the scale of R&D and human resources capabilities are main factors for knowledge-based service firms' performance, which reflects the current industrial structure. Conclusion: This study empirically demonstrated that human resources are most important to the growth of knowledge-based service firms.

• Journal of the Korean Society for information Management
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• v.29 no.3
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• pp.7-29
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• 2012

In this study, we analyzed the effects of how Human resource management affects the knowledge sharing that facilitates organizational performance. Human resource management has received very little attention in the study of knowledge management. However, main drivers of knowledge activities are individual members of an organization and thus knowledge management strategies should be discussed in relation with human resource management. The results show that human resource management was significantly positively related to knowledge sharing, and the relationship between human resource management and organizational performance was partially mediated by knowledge sharing. Lessons and implications of this study for management leadership are presented.