• 한국항해항만학회지
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• 제38권1호
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• pp.1-9
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• 2014

As the ratio of women's socioeconomic participation expanded, this phenomenon appeared maritime industry. The advent of female seafarers will be the solution for the shortage of seafarer as well as for women's employment instability all over the world. This paper analyzed the state of present female maritime officers and suggested the activation strategy which preliminary female officers advised by AHP and STOW analysis. This paper finds to strengthen their superior aspects like professional knowledge, practical ability, job performance, improve the education system by gender, strengthen the career path and transform the policy for them by sensitively external changes by government and education institutions.

• 산업경영시스템학회지
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• 제12권19호
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• pp.39-47
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• 1989

This paper considers a multi-stage flowshop scheduling Problem where the setup times of jots depend on immediately preceding jobs. Three heuristics algorithms, CAMPBELL, PEIDAN and CAMRING are proposed. The performance measure is a minimization of makespan. The parameters of simulation model are PS(ratio of the processing times to setup times), M(number of machines), and N(number of job). This simulation model for each algorithm is a 4$\times$3$\times$3 factorial design with 360 observations. The makespan of the proposed heuristic algorithms is compared with the optimal makespan obtained by the complete enumeration of schedules. This yardstick of comparison is defined as a relative error. The mean relative error of CAMPBELL, PEIDAN, and CAMRING algorithms are 4.353%, 7.908%, and 8.578% respectively. The SPSS, is used to analyse emphirical results. The experimental results show that the three factors are statistically significant at 5% level.

• 벤처창업연구
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• 제11권3호
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• pp.157-167
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• 2016

본 연구에서는 경쟁력 있는 기업으로 성장하기 위한 잠재성장 요인으로 기업 내 교육훈련을 통해 직원들의 인적자원개발이 조직성과에 영향을 미치고 있다는 실증적 분석결과를 제시함으로써 기업들의 체계적 교육훈련 등 인적자원개발에 대한 인식의 중요성과 지원강화에 대한 필요성을 제시하는 것이다. 기존의 선행연구들이 교육훈련과 기업성과와의 관계만을 검증한 반면, 본 연구는 인터넷교육의 훈련요소별 학습정도에 따라 기업성과가 달라질 수 있다는 가정 하에 실증분석을 실시하였다. 또한 교육훈련정도와 조직성과에서 직무역량과 조직몰입이 매개효과가 있을 것이라는 기초를 토대로 효과분석을 함께 시행하였다. 분석결과를 살펴보면 다음과 같다. 첫째, 인터넷교육훈련정도 중 강좌 수, 수료율은 직무만족에 정(+)의 영향이 있다. 둘째, 인터넷교육훈련정도 중 강좌 수는 재무적 직무만족에 부분매개효과가 있다. 셋째, 인터넷교육훈련정도 중 기업교육지원금비중은 이직의도에 부(-)의 영향이 있으며, 기업지원형태는 정(+)의 영향이 있다. 넷째, 통제변수인 결혼유무는 직무만족에 정(+)의 영향이 있으며, 기업규모는 이직의도에 부(-)의 영향이 있다. 본 연구의 시사점은 매개효과로 작용하는 조직몰입은 현실적인 교육계획 및 대안을 통해서 질 높은 교육훈련이 이루어짐으로써 직원들의 조직몰입은 극대화시킬 수 있다는 점이다, 그리고 인터넷교육훈련이라는 학습형태의 고도화작업을 통해서 질적 교육 콘텐츠 개발이 이루어져야 할 필요성이 있다는 부분도 함께 시사하고 있다.

• 한국정보과학회논문지:컴퓨팅의 실제 및 레터
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• 제8권3호
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• pp.251-260
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• 2002

웹에 존재하는 수많은 유휴상태 호스트들을 이용한 병렬/분산 처리는 대규모 응용문제에 대해 높은 가격 대 성능비를 가진다. 웹 환경에서 병렬/분산 처리를 위하여 호스트들의 이질성 및 가변성, 자율성, 지속적인 성능보장과 참여 호스트 수 변화 등 예측할 수 없는 상태에 대한 해결책을 제시하여야 한다. 본 논문은 지리적으로 떨어져 있는 참여 호스트들의 작업 처리를 성능에 기반하는 적응적 작업 재할당 전략을 제안한다. 또한, 대규모 응용문제의 병렬 처리 중에 호스트 수가 변하는 동적 환경에 대해 동적 호스트 관리 스킴을 제공한다. 본 논문에서는 PDSWeb (Parallel/Distributed Scheme on Web) 시스템을 구현하여, 많은 연산량을 지닌 랜더링 이미지 생성에 적용하여 평가한다. 그 결과 호스트의 가변성에 대해 적응적 작업 재할당은 최고 90%이상 향상하였으며. 호스트 추가와 삭제에 따른 성능 향상 정도를 보인다.

• 생물환경조절학회지
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• 제30권4호
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• pp.359-366
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• 2021

본 연구는 대규모 온실에서 작업관리와 인력관리 및 병해충 모니터링을 위한 HRM 프로그램을 개발하여 현장적용 시험을 수행하였다. 작업자의 전용 앱으로 작업지시와 현장의 작업내용 및 병해충 발생에 대한 정보를 입력할 수 있다. 관리자는 작업자의 작업내용별 노동시간과 작업속도, 작업품질을 평가하여 기록하고 이를 토대로 작업별 작업속도 기준을 설정할 수 있으며, 작업일정 수립이나 작업 투입인원의 결정이 용이하게 될 것이다. 따라서 고용인원을 효율적으로 운용하면서 작업수행을 용이하게 할 수 있으며, 작업자의 수급계획을 세울 때도 용이하게 사용될 수 있다. 시기별 작업분석을 통해 고용인원의 적정성을 평가할 수 있고 정규인력과 비정규 인력에 대한 수급비율을 조정할 수 있게 할 것이다. 작업자의 실시간 작업성과를 공개하며 작업자 간 경쟁을 유도하고 기준작업량 이하를 달성하는 작업자의 재교육 및 작업방법 개선을 통해 작업효율의 상승이 가능하다. 실증현장에서 분석해본 파프리카의 작업은 순치기, 수확 및 유인작업이 모든 작업시간의 91%이상을 차지하며, 수확작업보다 유인 및 순치기 작업시간이 두배정도 더 많은 것으로 나타났다. HRM 프로그램을 도입하기 전과 도입한 이후 가장 노동부하가 높은 시기인 수확과 유인 및 순치기 작업이 동시에 진행되는 시기를 비교했을 때 HRM 프로그램의 도입으로 37%의 작업량 향상을 가져왔다.

• 정보처리학회논문지A
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• 제8A권2호
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• pp.133-146
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• 2001

In a dynamic load distribution policies, each node gathers the current system sates information before making a decision on load balancing. Load balancing policies based on this strategy can suffer from processor thrashing. In this paper, we propose a new algorithm which attempts to decrease the frequency of the processor thrashing, the algorithm is based on the integration of three components. The first, the algorithm of which determine the size of jobs be transferred. The second, negotiation protocol with obtains a mutual agreement between a sender and a receiver on the transferring job size. And the third, a symmetrically-initiated location policy. The algorithm proposed in this paper used Siman IV as simulation tool to prove the improvement of performance. I analyzed the result of simulation, and compared with related works. The mean response time shows that there are no difference with existing policy, but appear a outstanding improvement in high load. The thrashing coefficient that shows the average response time, CPU overhead and the thrashing ratio at both the receiving and sending node has been used in the analysis. A significant improvement in the average response time and the CPU overhead ratio was detected using our algorithm when an overhead occurred in the system over other algorithm. The thrashing coefficient differed in the sending node and the receiving node of the system. Using our algorithm, the thrashing coefficient at the sending node showed more improvement when there was an overhead in the system, proving to be more useful. Therefore, it can be concluded that the thrashing ratio can be reduce by properly setting the maximum and minimum value of the system’s threshold queue.

• 한국항만경제학회지
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• 제36권3호
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• pp.137-154
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• 2020

본 연구에서는 우리나라 주요 5개 항만배후단지의 성과를 분석하고 발전방안을 제시하고자 하였다. 성과분석은 단순한 물동량이나 입주기업의 유치수에서 벗어나 항만배후단지 입주기업 활성화, 항만물동량 기여, 국가경제기여 등 3개로 성과를 분류하고 세부적으로 입주기업 물동량 생산성, 총항만물동량 대비 항만배후단지 물동량 비율(컨테이너 화물, 총화물), 항만물동량 성장 기여율, 항만물동량 성장기여도, 물동량 부가가치 발생액, 일자리 창출 등 7개로 세분화하여 분석하였다. 모든 지표에서 있어 꾸준한 성장세를 보이고 있는 곳은 광양항, 울산항으로 나타났으며 광양항의 경우 5개 항만 중 가장 꾸준한 증가세를 보이고 있는 유일한 항만으로 분석되었다. 분석결과를 항만배후단지의 지속적인 성장을 위해 고부가가치 창출 배후단지 및 지역경제 기반한 특성화 배후단지 구축을 제안하였다.

• 대한조선학회논문집
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• 제60권3호
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• pp.202-211
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• 2023

The profile shops in shipyards produce section steels required for block production of ships. Due to the limitations of shipyard's production capacity, a considerable amount of work is already outsourced. In addition, the need to improve the productivity of the profile shops is growing because the production volume is expected to increase due to the recent boom in the shipbuilding industry. In this study, a scheduling optimization was conducted for a parallel welding line of the profile process, with the aim of minimizing tardiness and the number of set-up changes as objective functions to achieve productivity improvements. In particular, this study applied a dynamic scheduling method to determine the job sequence considering variability of processing time. A Markov decision process model was proposed for the job sequence problem, considering the trade-off relationship between two objective functions. Deep reinforcement learning was also used to learn the optimal scheduling policy. The developed algorithm was evaluated by comparing its performance with priority rules (SSPT, ATCS, MDD, COVERT rule) in test scenarios constructed by the sampling data. As a result, the proposed scheduling algorithms outperformed than the priority rules in terms of set-up ratio, tardiness, and makespan.

• 대한인간공학회지
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• 제31권3호
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• pp.445-453
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• 2012

The aim of this paper was to prove that if the risk level in combined tasks was improved through evaluation of postural load of liquid weight measurement process, the workload level and ratio of exposure time would be changed, and the time of process would be seen concurrently. Background: According to results of epidemiological studies conducted by Korea Occupational Safety & Health Agency, 122 musculoskeletal disorders occurred during 1992 to 2008, in which manufacturing industry covers 96(78.7%) of total. However, this is an insufficient level and only occupies 39% based on the South Korea's manufacturing standard industrial classification(246 industries). Method: Firstly, the number of batches weighed on one day(460min) was investigated based on the work performed and Weight measured weekly. VCR recording was taken based on the level of liquid ingredients prescribed for 1batch using the Camcorder. After dividing a 356 sec video into 1 sec using the screen capture function in Gom player, the job classification was performed by analyzing the change of working postures, which revealed 148 working postures. Time measurement was decided by time of the postures was being maintained. Then, the REBA analysis was performed for the working postures. The ratio of Exposure time was calculated based on the measurement time and REBA Score. In addition, the recommendations were designed and implementation was carried out for the working postures with REBA Score higher than 3. Finally, after the intervention, REBA measurement, time measurement, and ratio of exposure time were calculated for the comparison of works before and after improvement. Results: The number of work elements was decreased by 30.4% from 148 to 103 after improvement. The results of time measurement showed that the time was reduced by 46.3% from 356 sec to 191 sec. And the ratio of exposure time was also improved by 52.1% from 0% to 52.1% after improvement. Conclusion: The reduction of time was found to improve the productivity of management. Furthermore, because the reduction of ratio of exposure time and the improvement of workload level are the improvement of discomfort, it would contribute to the improvement of the worker's psychological working posture. Application: These results would contribute to musculoskeletal disease prevention and management performance. Further studies for other industries would be needed based on this case study.

• 한국프랜차이즈경영연구
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• 제7권2호
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• pp.5-14
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• 2016

Purpose - Competitive industry structure and recent economic depression challenge a survival of Korean small- and medium-sized food franchising companies (SMFCs), albeit the explosive growth of the Korean food service industry for last few decades. Against this backdrop, it examines how these SMFCs overcome liabilities of smallness and resource scarcity to strengthen competitive advantage in the market. To tackle this, in this article we focus on corporate entrepreneurship and human resources as a knowledge-based asset for these SMFCs. Furthermore, the ratio of employee turnover is high in SMFCs. We view that such brain-drain may result in poor performance of the Korean SMFCs. As such, we pay attention to the role of organizational commitment to an organization as a solution for enhancing individual-level employees' loyalty toward their organization. Research design, data, and methodology - Our research question is to what extent corporate entrepreneurship (i.e., innovative organizational culture, organizational autonomy, and administrative innovation) affects an individual-level attitude toward the organization and, in turn, employee creativity and satisfaction in the Korean SMFCs context. We collected data from employees in SMFCs for three months. A total of 126 valid questionnaires were collected, and analyzed the data using partial least squares path modeling. Results - The reliable and valid measurement model feed into testing the structural model. Our findings suggest that innovative organizational culture and organizational autonomy positively affect employee commitment. Particularly, organizational autonomy has a greater effect than innovative culture on employee commitment. However, the relationship between administrative innovation and employee commitment is not significant. We also find that employee commitment positively affects both employee creativity and satisfaction. Conclusions - Our contribution to the existing franchising business and management literature is twofold. First, the conceptual model includes three antecedents in the organizational entrepreneurship dimension to organizational commitment. Second, we conceptualize organizational commitment as employee commitment, and validate its impact on employee creativity and job satisfaction at an individual performance level. Overall, this article suggests that it is critically important for the Korean SMFCs to develop corporate entrepreneurship in order to facilitate employees' positive attitudes toward their organizations.