• 정보학연구
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• 제10권2호
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• pp.11-27
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• 2007

This thesis is analysing localization of human resources recruitment in the overseas investment of the Korean firms. The main results of the analysis can be summarized as follows: first, Korean overseas local corporations have achieved localization for physical workers. But localization above middle manager level is very poor. Second, local corporations are managed by the employee from Korean parent company. Third, parent company mentioned language ability, work process ability of local business, responsibility, leadership as selection basis for the workers in overseas local corporations. Localization propel strategy of local corporation human resources recruiting : (1) human resources recruiting strategy is the strategy of outsider. simple global human resources recruiting strategy is the recruiting of person dispatched from headquarter rather than local human resources (2) human resources recruiting strategy is the strategy of multidomestication. multidomestication human resources recruiting strategy is the strategy to use in case of stabilization in local area.

• 한국조리학회지
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• 제6권2호
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• pp.199-225
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• 2000

It is desirable that the management of human resources, as a strategy for the competition, should be the necessity for the hotel industries to survive in the rapid change and continuous development In other words, the management of enterprise provides the foundation to form human relationship, just as the hospitality industry operates with human relationship. Here by, all the problems out hotels have faced are that our hotels should look for a new human resources. The control of human resources in hotels means that if does not only satisfy hotels, employees, and guests but improves the personal ability. also it is important for the method of hotel operation as a management. Therefor, hotel managers have to get a good human resources, at the same time, improve the potential ability from them in order to get development for industries and a person. This study in the effective project for the human resources in hotels is relation to the organization of hotel sand he factor of human resources. This research if focused on the property of classification each factor in the control of human resources. according to the classification, the relationship and an effect are commonly made in groups of properties and are named respectively.

• 기술혁신연구
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• 제4권1호
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• pp.185-207
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• 1996

It is frequently pointed out that the Korean economy, with its scarce natural resources, would never have been able to achieve current levels of economic development without the massive provision of well-educated, hardworking human resources. Throughout the industrialization process ,full-fledged deployment and mobilization of qualified human resources have been the foundation to industrial policy and S&T policy. This paper describes the development of S&T human resources in Korea using various statistics including educational enrollment rates, unemployment rates, the allocation of researchers and R&D expenditures among sectors of performance, educational composition of employment within and across industries, technical human resource shortage rates, relative wage levels of SMEs, and composition of labor force by age-group and gender. While analyzing S&T human resources development, this paper discusses issues such as the mismatched demand and supply of skill and knowledge levels of the highly educated, the unbalanced distribution of S&T human resources between sectors, and the low utilization of the female and aged labor force. This paper suggests that the policy maker applies a hybrid of quantitative and qualitative policies to reduce the mismatches of supply and demand of skill and knowledge levels for each labor market categorized according to supply side.

• 품질경영학회지
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• 제41권4호
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• pp.513-525
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• 2013

Purpose: The purpose of this paper are to propose a strategic map for hotel industry through analyzing the relationship between service resource, operational capabilities, and performance. Methods: A phone survey was conducted among Korean hotels, and 102 data sets were collected. Measurement items are assessed using both cognitive and objective scales. Results: As results, 'superior group', which is superior in both physical resources and human resources, is excellent in all capabilities and also in room occupancy rate. On the other hands, 'inferior group', which is inferior in both physical resources and human resources, shows lower achievements is in most areas except speed. In addition, physical superior group is better than human superior group in most capabilities except speed, but human superior group shows better results than physical superior group in both room occupancy rate and customer satisfaction. Conclusions: Through the empirical analysis, the conclusions attained are as follows; First, human resources affect customer satisfaction more directly that physical resources. Second, the balancing between physical resources and human resources has an importance to improve operational capabilities.

• 한국조리학회지
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• 제1권
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• pp.5-23
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• 1995

Management of kitchen is consist of various management factor, for instance, physical resources, financial resources, information resources, and human resources. Because these kind of resources determine efficiency of kitchen management, human resource management is important aspect of kitchen operation. In this paper of view, recently human resource management has been considered by kitchen manager. Kitchen Managers who are interested in human resource, focus on efficiency. Also human resource management underlined not only efficiency, but interrelationship of emplyee. Today, considering with the environment of management, operation of kitchen is important section on hotel management in relation to the profit of it. In the future, therefore kitchen will be strategic profit center on hotels. According to in this tendency, as profit business center kitchen assumed a aspect of efficiency mechanism. This thesis aimcs to point out the actual status of human resource management in the hotels, and suggests the improvement there of by analyzing the system. This research is organized into five sections. section one introduces its objectives. scope and mothodology. Section two provides the theory of human resource management on the kitchen of hotels. And section these analyzed about the factors of human resource management. Section four, suggests the alternatives of the improvement on human resource management, section Five describes the conclusion of this thesis. Today, importance of human resource is viewed multipoint aspects in relation to efficiency of organization and interrelationship of employee, especially the arrangement of human resource is fairly handle and allocation of the human resource and personal appraisal. On the other hand, human resource managers have to be responsible for the cost control and customer's attraction by developing human resources. In order to advance human resource management on kitchen of hotels, following alternatives are considered with efficiency of management and interrelation of employee. The first, the manager of hotels has to consider the passive support of development of human resource. The second, the manager of hotels should develop the various training program for the extonsive ability of employee. The third, in order to improvement of human resource management, manager should establish the system for human resource management view of efficiency and employee's interrelationship.

• The Journal of Asian Finance, Economics and Business
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• 제9권9호
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• pp.121-129
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• 2022

For decades, Vietnam has been concerned about the need to improve human capital to meet the demands of a knowledge-based economy. The analysis of the country's current situation of human resources in terms of structure, quantity, and the quality shows that Vietnam's human resources are under-qualified compared with other countries in Southeast Asia, such as Thailand, Malaysia, and Singapore. This poses significant challenges to the economy because the development of human resources is always an urgent requirement for a new economy with fast growth, like in the Vietnamese economy. To attract foreign investment capital and develop more strongly, human resources in Vietnam must have progressed in both quality and quantity. Therefore, the author conducts this study to find out the factors that directly affect the quality of human resources, thereby evaluating and offering appropriate solutions to improve the quality of current human resources in Vietnam. More specifically, through quantitative analysis and survey with data about 4000 employees in Ho Chi Minh City, the author has discovered that there are four important factors that make the difference in labor quality, which are age, gender, marital status, and education level of the workers.

• 한국임상수의학회:학술대회논문집
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• 한국임상수의학회 2009년도 추계학술대회
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• pp.209-209
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• 2009

• 한국임상수의학회:학술대회논문집
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• 한국임상수의학회 2009년도 추계학술대회
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• pp.268-268
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• 2009

• 한국산학기술학회논문지
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• 제16권4호
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• pp.2442-2449
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• 2015

본 논문은 지식기반사회에서 중요성이 강조되고 있는 인적자원개발의 중요성을 알아보고, 인적자원개발의 전략과 유형에 따른 효과를 종합적으로 검토하기 위해 진행하였다. 특히, 대표적인 서비스산업으로 인적자원의 활용이 핵심을 이루는 관광산업을 중심으로 세부적인 전략을 검토하여, 관련 분야의 활성화와 인적자원개발 정책이 나아갈 방향을 제시하였다. 연구의 목적을 달성하기 위해 인적자원개발영역별 투입요소와 산출요소에 대한 분석을 수행한 결과 개발영역에 따른 차별화된 효과를 검토할 수 있었다. 특히, 관광개발사업의 경우에는 다른 영역에 비해 높은 취업자를 배출하였으며, 지역특성화 지원 영역에서는 다른 영역에 비해 많은 수료자를 배출하는 것으로 나타났다. 이후 관광산업분야를 중심으로 투입 및 산출요소에 대한 통계적 접근을 수행하여 개발 영역에 따른 차별화된 유형과 전략을 검토 하였다. 본 연구를 통해 향후에는 각 영역이 갖는 특성과 목적을 바탕으로 차별화된 인적자원개발 전략의 수립 사업운영이 필요할 것으로 판단된다.

• 한국조리학회지
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• 제4권
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• pp.167-187
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• 1998

The human resources play an important role in a hotel cooking department. The object of this study is to gain basic data for searching an effective human resources management method of cooking department in the hotel. To achieve this object, I proceeded like this. In the second chapter, I exerted myself to arrange the theoretical system on the content of the human resources management through an internal and external philological research. In the third chapter, I established conceptional research model to study factual research and three hypotheses. And I made all high-grade hotel cooking employee in Taegu and Kyung-Buk answer an questionnaire, so practiced interrelation analysis and dispersion analysis according to research hypothesis. The results are as follows. First, the result of hypothesis 1 was that three was rather a high interrelation between the human resources management factor of cooking department and its overall evaluation. Second, the result of hypothesis 2 was that three was a significant difference about the overall evaluation of cooking business management according to the position demographically. Third, the result of hypothesis 3 was that there was a significant difference according to the scholastic ability, position and the district of hotel in the demographical evaluation of human resources management factor. The limits of this study were that first, I defined the subject as the cook employee of high-grade hotel in Taegu and Kyung-Buk, second, I utilized partial variance among many variances affecting human resources management. Therefore after this study, these limits much be overcomed and multiple and scientific study must be accomplish. So human resources of cooking department in the hotel must improve more.