• Journal of the Korea Society of Computer and Information
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• v.12 no.3
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• pp.95-103
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• 2007

Existing human resources dispatch systems face various limits for managing increasing information derived from the work-place as it required much time managing the basic data created at the work-place and the data input methods are complicated. This study focuses on how to solve the above mentioned problems by utilizing the cellular phone system, which provides vital connection between the organizations using the dispatched human resources and the resources. The study offers building of a necessary work history data base and its management through development of a mobile human resources dispatch system. In order to optimally place the given resources, the system utilizes deductive analytical process. Utilizing the intelligent, deductive analytical process in properly planning the placing of the right human resources to do the job will result satisfaction in human resources dispatch and management.

• Management & Information Systems Review
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• v.24
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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.