• Korean Management Science Review
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• v.28 no.1
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• pp.53-60
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• 2011

Time series analysis methods have been traditionally used in stock price prediction. However, most of the existing methods represent some methodological limitations in reflecting influence from external factors that affect the fluctuation of stock prices, such as oil prices, exchange rates, money interest rates, and the stock price indexes of other countries. To overcome the limitations, we propose a network based method incorporating the relations between the individual company stock prices and the external factors by using a graph-based semi-supervised learning algorithm. For verifying the significance of the proposed method, it was applied to the prediction problems of company stock prices listed in the KOSPI from January 2007 to August 2008.

• Knowledge Management Research
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• v.3 no.2
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• pp.49-70
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• 2002

The purpose of this study is to investigate the process and its influencing factors of technological capability building in a small and medium-sized capital goods sector. This paper first reviews the influencing factors of accumulating technological capability-technology trajectory, technology sources, technological capability, technological learning, technology strategy, and entrepreneurship. The paper then presents the integrative model of technological capability building. The experience of Mirae Corporation, the first generation of venture company in Korea, is also discussed as a case in point to analyse the process of technological capability building in a small and medium-sized capital goods company. Finally, the implications and limitations of the study arc discussed.

• Knowledge Management Research
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• v.9 no.1
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• pp.147-161
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• 2008

In the previous KM (Knowledge Management) studies, it has been repeatedly pointed that CoP (Community of Practice) should be used as a platform for boosting up corporate innovative activities. Despite this, it is very rare to find relevant literature in which real-world cases are introduced showing critical success factors, implemented strategies, and objective analysis of results. In this sense, main objective of this paper is very timely- to introduce a real-world CoP case in which POSCO, world-leading steel company, sorted out creative CoP strategies to nurture knowledge-sharing activities to solve various kinds of problems at hand, and maintain appropriate level of knowledge circulation throughout all the working units of company. In a nutshell, POSCO has been successful in any measure in utilizing the creative CoP activities as strategic means to change the paradigm of innovation and extract fruitful outcomes from integrating three important individual activities such as work, learning, and innovation.

• Journal of the Semiconductor & Display Technology
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• v.21 no.2
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• pp.138-143
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• 2022

The employment prediction model proposed in this paper uses 16 independent variables, including self-introductions of M University students who applied for IPP and work-study internship, and 3 dependent variable data such as large companies, mid-sized companies, and unemployment. The employment prediction model for large companies was developed using Random Forest and Word2Vec with the result of F1_Weighted 82.4%. The employment prediction model for medium-sized companies and above was developed using Logistic Regression and Word2Vec with the result of F1_Weighted 73.24%. These two models can be actively used in predicting employment in large and medium-sized companies for M University students in the future.

• Annual Conference on Human and Language Technology
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• 2023.10a
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• pp.425-431
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• 2023

음성 어시스턴트 시스템에서 발화의 의도를 분류하고 새로운 의도를 탐지하는 것은 매우 중요한 작업이다. 끊임없이 인입되는 새로운 발화로 인해 기존에 학습된 모델의 의도 분류 성능은 시간이 지남에 따라 점차 낮아진다. 기존 연구들에서 새로운 의도 발견을 위해 제안되었던 클러스터링 방법은 최적의 클러스터 수 결정과 명명에 어려움이 있다. 이러한 제한 사항을 보완하기 위해, 본 연구에서는 대규모 언어 모델 기반의 효과적인 의도 발견 방법을 제안한다. 이 방법은 기존 의도 분류기로 판단하기 어려운 발화에 새로운 의도 레이블을 할당하는 방법이다. 새롭게 인입되는 OOD(Out-of-Domain) 발화 내에서 오분류를 찾아 기존에 정의된 의도를 탐지하고, 새로운 의도를 발견하는 효율적인 프롬프팅 방법도 분석한다. 이를 액티브 러닝 전략과 결합할 경우, 분류 가능한 의도의 개수를 지속 증가시면서도 모델의 성능 하락을 방지할 수 있고, 동시에 새로운 의도 발견을 자동화 할 수 있다.

• Industry Promotion Research
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• v.5 no.1
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• pp.47-52
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• 2020

In this study, parallel work-learning training, which was started in 2013 as a pre-employment promotion policy, is an important factor that determines the success or failure of training. As a time when various institutional supplementation is needed to encourage company participation, this study is to identify the factors of participation of companies participating in work-learning parallel. To this end, a questionnaire survey was conducted of companies participating in parallel work-learning in Chungnam, and the results were analyzed using the structural equation model. As a result of the study, the reason for the company's participation in parallel work-learning was firstly, 84% of government subsidy received education and training expenses. Second, 66% of workers were able to pay less than regular workers, and thirdly, it was easy to hire new employees in the field. 26%, 17% of them were invited by acquaintances for no particular reason. Therefore, the study suggests that participation in the work-learning parallel training contributes to the management costs, management of employee turnover, and human resource development. In future research, it is necessary to subdivide tests and estimates by conducting studies on regions, occupations, gender, wages, and years of service in Korea.

• International Journal of Quality Innovation
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• v.8 no.2
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• pp.57-68
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• 2007

Benchmarking is more than just a comparison of measures about different company's performance in a wider sense. It is a methodology of learning-comparing-learning, at least within small and medium sized enterprises. This learning is not just limited to learn by copying successful concepts from other enterprises or competitors. It starts in learning more about the own company, about its structure and processes causing its own success or its failure. This kind of learning is necessary before the enterprise starts watching for a suitable Benchmarking partner. Learning from each other's strengths and weaknesses is the main goal of the European research project Quality beyond Borders! By using the Benchmarking methodology, small and medium sized enterprises get the opportunity to take part in a Benchmarking study and can learn more about the different strengths and weaknesses of other enterprises on both sides of the border. The results of such a Benchmarking can help to identify potentials for future cooperations among German and Polish enterprises in the same market or business. These potentials can lie in different ways of realising the same success or top-position. The Benchmarking study is not focused on an special business or region. That helps to find out trends for different kinds of top-positions, which can be claimed in all markets within a country. Every trend is characterised by different success factors which are responsible for the success in this top-position. In a first overview, the results of the Benchmarking study show 5 different groups of top-positions within a market which all have different profiles regarding to the importance of their success factors. By the end of the Benchmarking study it will be possible, to give answer about the special reasons for different kind of successes of these groups. These answers can be related to a special region within a country, a special business or of course related to possible differences in the expression of the group success factors in comparison of both countries.

• Journal of Advanced Navigation Technology
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• v.19 no.2
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• pp.161-167
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• 2015

This paper proposed system for providing the national competency standards learning module, which has changed and updated from time to time. The provisioning server of the proposed system provides learning module, and the management server carry out fault management, billing, request management, statistics and aggregate, etc, and the target server requests the learning module in the provisioning server through the domain. The proposed system determines provide of the learning module by CORS based on filter, which is to determine whether matches or not with domain of the provisioning server and the target server. The proposed system can be patch and maintenance remotely about NCS based learning module to be new update and removed. Also, the proposed system may provide contents in conjunction with existing educational systems, and may be extended in the future to enable the management for domain of the target server.

• Journal of Internet of Things and Convergence
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• v.8 no.5
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• pp.93-98
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• 2022

With the development of new digital technologies, research on various learning tools is being actively conducted. These learning tools are also being developed so that they can be applied to various environments by applying the technology of artificial intelligence or using smart functions to which big data technology is applied. These smart learning tools are contributing a lot to increasing educational effectiveness and learning efficiency. Recently, various learning tools have been applied in universities, and solutions for smart learning from smart attendance are introduced to improve student learning efficiency. This study intends to propose a design for a smart learning tool that can increase the efficiency of project progress and increase the scalability of the results when conducting a company's customized project through such a university's smart learning tool. The proposed smart learning tool is expected to have the advantage of being able to easily adapt to the practical business project as the company-customized projects that can improve practical skills are smoothly used as a learning tool. The proposed project-based smart learning tool model is later built as a related LMS and applied to actual project progress to check its utility, and to revise and supplement the proposed smart learning tool model to provide a project-based smart learning function want to strengthen.

• Educational Technology International
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• v.8 no.1
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• pp.17-39
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• 2007

The purpose of this study was to identify the relationships among organizational commitment, job satisfaction, and learning organization culture. This study was conducted in five sub-organizations of one Korean conglomerate company. One thousand employees were randomly and proportionately selected, with 669 useable cases obtained, for a response rate of 67%. The organizational commitment instrument used from the "affective, continuance, and normative commitment" scale (ACNCS) of Allen and Meyer (1990). The "Dimensions of Learning Organization Questionnaire" of Watkins and Marsick (1997) was used to measure learning organization culture. The short form MSQ (Minnesota Satisfaction Questionnaire), developed by Weiss, Dawis, England, and Lofquist (1967), was the third instrument used. Descriptive statistics, correlational statistics, and inferential statistics (ANOVA and t-tests) were used. Organizational commitment (except for continuance) is moderately and positively related to job satisfaction and moderately and positively related to learning organization culture. In addition, learning organization culture is weakly to moderately and positively related to job satisfaction. No differences by age were found. Four-year college graduates are more likely to have higher creating continuous learning opportunities in learning organization culture than graduate school degree holders. Males are likely to have higher affective and continuance organizational commitment than females. Employees working in R&D, Engineering, and Manufacturing (REM) are likely to have higher continuance organizational commitment than do other types of jobs. Employees are more likely to have higher learning organization culture and job satisfaction than assistant managers. Assistant managers have higher continuance organizational commitment than managers. Managers generally have higher organizational commitment, learning organization culture, job satisfaction than assistant managers. They also have higher learning organization culture than employees. Employees who had worked for less than four years in their current job and organization have higher promoting inquiry and dialogue in learning organization culture than those who have worked for ten years or more. Employees in the insurance organization have higher affective organizational commitment, learning organization culture, and job satisfaction than those of the other organizations. Finally, employees of the electronic company have higher continuance organizational commitment in learning organization culture than those of other companies. In summary, this research enables CEOs and HRD and HRM practitioners to view organizational commitment, learning organization culture, and job satisfaction as important variables in exploring diverse ranges of topics related to the workplace. And then, they can diversely apply their management, interventions and practices to fit these diverse characteristics.