• Journal of Korean Society for Quality Management
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• v.30 no.2
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• pp.11-25
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• 2002

This paper is to find how does service orientation of organization and human resource job satisfaction affect its customer orientation, that is, its service attitude and behavior toward customer. Purpose of this study is also to measure the level of employees' customer orientation more systemic. Consequently, the correlation between service orientation and performance can be identified and more effective guideline for service quality management can be draw through this study. The findings of this paper are as followings; Firstly, it is found that reward system and CEO's vision toward service orientation affect employee's job satisfaction positively, It's analyzed on Gap analysis model of PZB. Secondly, in point of inner marketing, employee who is satisfied with his job shows higher customer orientation. Thirdly, strategy change of organization in response to environment change in hospital industry influences on performance positively.

• Journal of Family Resource Management and Policy Review
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• v.1 no.2
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• pp.135-147
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• 1997

This study was designed to identify the concept of institutional households in the context of its human-needs-satisfying function. The specific objectives of this study were to refine the research boundary of institutional households and to develop the management principals which is appropriate to the characteristics and orientations of institutional households. This study concludes as follows : 1. it is important to find various types and forms of institutional households for the more advanced study. 2. the professionals in family resource management area should have the future-oriented-perspectives in improving the concept of institutional households.

• Asia pacific journal of information systems
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• v.34 no.1
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• pp.209-225
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• 2024

This research aims to use machine learning technology in human resource management to predict employees' work-life balance. The study utilized a dataset from IBM Watson Analytics in the IBM Community for the machine learning analysis. Multinomial dependent variables concerning workers' work-life balance were examined, categorized into continuous and categorical types using the Generalized Linear Model. The complexity of assessing variable roles and their varied impact based on the type of model used was highlighted. The study's outcomes are academically and practically relevant, showcasing how machine learning can offer further understanding of psychological variables like work-life balance through analyzing employee profiles.

• Hwankyungkyoyuk
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• v.19 no.2 s.30
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• pp.69-80
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• 2006

A 'Resource recycling society' is the common goal to reduce environmental impact from human activities and to conserve natural resources. The Resource-Recycling Waste Management is necessary to explicitly show objectives, and to evaluate the achievement level gained by school administration. In this paper, focusing on resource-recycling school waste management, three indicators are designed to evaluate the present conditions of school waste management, which include evaluation of school policy, waste management and education for waste management by school administration. Each indicator is made up of three or four questions that are supposed to be answered by school managers, teachers and students. Questionnaire surveys, which is based on the resource-recycling school waste management indicators, were carried out in elementary school, middle school and high school in the National Capital region. The resulting of indicators well describe the situation of school waste management among these schools. Influential strategies towards resource-recycling school waste management have been found in analysis.

• Journal of Digital Convergence
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• v.10 no.10
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• pp.333-338
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• 2012

Human resource management is bringing the various changes with the IT technology. In particular, if HRM is non-scientific method such as group management, physical plant, working hours constraints, personal contacts, etc, the current enterprise human resources management(e-HRM) appeared in the individual dimension management, virtual workspace (for example: smart work center, home work, etc.), working time flexibility and elasticity, computer-based statistical data and the scientific method of analysis and management has been a big difference in the sense. Therefore, depending on changes in the environment, companies have introduced a variety of techniques as RFID card, fingerprint time & attendance systems in order to build more efficient and strategic human resource management system. In this paper, time and attendance, access control management system was developed using multi camera for 2D and 3D face recognition technology-based for efficient enterprise human resource management. We had an issue with existing 2D-style face-recognition technology for lighting and the attitude, and got more than 90% recognition rate against the poor readability. In addition, 3D face recognition has computational complexities, so we could improve hybrid video recognition and the speed using 3D and 2D in parallel.

• The Journal of Society for e-Business Studies
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• v.17 no.1
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• pp.53-74
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• 2012

This study developed a method for selection of available human resources for incomingjob allocation that considers factors affecting resource performance in the business process management (BPM) environment. For many years, resource selection has been treated as a very important issue in scheduling due to its direct influence on the speed and quality of task accomplishment. Even though traditional resource selection can work well in many situations, it might not be the best choice when dealing with human resources. Humanresource performance is easily affected by several factors such as workload, queue, working hours, inter-arrival time, and others. The resource-selection rule developed in the present study considers factors that affect human resource performance. We used a Bayesian Network (BN) to incorporate those factors into a single model, which we have called the Bayesian Selection Rule (BSR). Our simulation results show that the BSR can reduce waiting time, completion time and cycle time.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.28 no.3
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• pp.42-57
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• 2005

The National Education Information System(NEIS) has been utilized in primary and secondary schools. In this paper, we consider the NEIS should be used not only for educational administration affairs, but also for a lifelong management of national human resource. The current School Information Management System(SIMS), including the NEIS, is unsatisfactory due to the insufficiency of actual field suitability and end-user's conveniency. To this, we have devised improvements of the SIMS in the seven problem areas: ) The core business process of the school should be analyzed sufficiently and reflected in SIMS. (2) We should fully utilize groupware functions which activate the learning organization. (3) We might apply and use the CRM techniques of enterprises in SIMS. (4) The SIMS should be easy to make necessary school assessment data. (5) We should complement functions of the SIMS for a lifelong healthcare information management of national human resource. (6) The SIMS should support the school lunch management. (7) We should bring BOM and work-flow concepts into the SIMS.

• Proceedings of the KSR Conference
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• 2008.06a
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• pp.2467-2471
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• 2008

Railway accident analysis results show that accidents cased by human factors are not decreasing, whereas H/W related accidents are steadily decreasing. For the efficient management of human factors, many expertise on design, conditions, safety culture and staffing are required. But current safety management activities on safety critical works are focused on training, due to the limited resource and information. In order to establish railway human factors management requirements, human factors management status on all train operating companies are analysed in this study.

• Proceedings of the Korean Institute of Navigation and Port Research Conference
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• 2011.11a
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• pp.13-15
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• 2011

This report represents analysis of the maritime casualty in terms of Bridge Resource Management. We evaluate the attitudes and knowledge of bridge officer regarding human factors issues that have been identified as causal to mishaps in high-risk situations. So to reduce human errors our goal is to establish effective officer resource management (ORM) program which is based on all subjects for cadets in IMO model course. In harmonization with STCW(The International Convention on Standards of training, Certification and Watch-keeping for Seafarers), as the result, the curriculumss in the maritime education institutions is surveyed to improve our education system and then reduce the human errors by mariners at sea.

• Information Systems Review
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• v.10 no.3
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• pp.65-87
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• 2008

Knowledge management is an innovation paradigm to improve organizations competitiveness by strengthening organization's knowledge competency. Most organizations which have implemented knowledge management have experienced various difficulties in improving organization's knowledge competency, and so they have strived to find solutions. For the problems, it may be considered as an effective approach to link between knowledge management and human resource development. This study introduces two real cases adopting such approach focusing on competency development and career development which are primary areas of human resource development, and presents a model structuring core mechanisms which can be found in the cases. The model focuses on creating synergy effects between knowledge management and workforces' competency development. The cases and the model are expected to be helpful in enhancing organizational competency and the performance of knowledge management.