• Journal of the Korean Society of Safety
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• v.38 no.1
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• pp.87-92
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• 2023

The number of unmanned light rail train operators is continuously increasing in Korea. In a failure event during an operation due to the nature of the unmanned operation, recovery is performed based on the remote control. However, if remote recovery is not feasible, safety personnel arrive at the train to resume the train operation. There are regulations on safety personnel and the suspension time of the train operation. However, there is currently no rule for safety personnel deployment. Currently, railway operating organizations operate in three scenarios: safety personnel on board trains, stationed at stations, and deployed at major stations. Four major factors influence the downtime for each emergency response scenario. However, these four influencing factors vary too much to predict results with simple calculations. In this study, four influencing factors were considered as random variables with high uncertainty. In addition, the Monte Carlo method was applied to each scenario for the safety personnel deployment to predict train service downtime. This study found a 17% difference in train service suspension by safety personnel deployment scenario. The results of this study can be used in setting service goals, such as standards for future safety personnel placement and frequency of service interruptions.

• Korean Security Journal
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• no.25
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• pp.109-130
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• 2010

As many countries in the world including the Republic of Korea have used all their national resources in the accelerating economic information warfare, illegal leakage of industrial technologies and information has increased rapidly. The costs required for damage prevention from 2007 to 2008 are estimated at approximately KRW 180 trillion which is expected to increase gradually in future. Because the tricks of leaking key technologies are also getting increasingly systematized, sophisticated and bigger, e.g., simple theft at the individual level or the conspiracy of all the staff taking part in the research activities, we should pay special attention to technology security in addition to technology development. While there are several factors affecting such the brain drain, they usually include personal, social, political and cultural factors, for instance, very heavy educational expenditure of children compared to relatively low pay, the speedy labor market circulation for experienced personnel, or political restrictions on researches. In this context, as part of efforts made to prevent the outflow of core personnel, individual companies and research institutes should establish systematically appropriate core personnel management systems for their own organizational or business goals and principles which are intented to ensure to give better treatment and benefit to core personnel and to exercise closer supervision over them. Furthermore, the conventional personnel management system should be radically and flexibly improved in the manner of encouraging the core personnel returning to the organization to combine their external experiences with practices, instead of penalizing them. At the same time, it is necessary to train and educate core personnel through mutual collaboration and in-house training facilities as well as external academic programs operated jointly at the level of the industry. Finally, as the issues concerning the outflow of core personnel are not just problems of relevant companies and other advanced countries have devoted their best efforts to secure their own key technologies at the national level, it is urgent for the industry and the competent authorities to cooperate closely.

• Health Policy and Management
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• v.8 no.1
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• pp.15-51
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• 1998

compensation is a major function of human resources management. The hospital industry is characterized by its remarkable labor intensity and human resource input by unit. That is why the hospital industry has a higher level of wage/cost ration. The issues of how much the hospital personnel's direct financial compensation amounts to and how the organizational and other factors generate compensation differentiation, are central problems for research in hospitals. But there have been few approaches to study staff compensation in hospitals, its magnitude and inter-hospital relative compensation amounts for the same personnel. A worker who moves from low-wage to a high-wage employer can usually increase his or her pay without change in job description. This means in the cases of same jobs, relative importance is different for each hospitals. The purpse of this study were to find the compensation levels of hospital personnel and to determine the factors affecting compensation levels of hospital personnel. The unit of analysis is the hospital and 145 hospitals were studied for nurse(RN), medical technoloist(MT), managerial personnel(MP) and 100 hospitals for medical doctor(MD). In this study the definitions of direct financial compensation are before tax, excluding employer's contriution and total annual remuneration received by the employee. Main findings of the research can be summarized as follows. 1. Direct financial compensation of hospital personnel are MD 45,056,000 won, RN 9,222,000 won, MT 9,513,000 won and MP 9,185,000 won in the starting year's employment in hospital. 2. According to determinants of hospital personnel compensations, there are no statistical significant variables to determine the level of MD's compensation. Wlith RN and MT's compensation level, the greater the patient revenue per 100 hospital beds, the higher the RN compensation and the tertiary hospital's compensation is much more than other types of hospitals. The location of hospital is another determinant factor for the MT's compensation level. Hospitals that are in the uban area have lower compensation level than rural area. There are the same results in MP with MT. Conclusions can be drawn from the results of the study. First, the wage differentiation of MD and other health personnel still remains and the differentiation existed in inter and intra job personnel of hospitals. Second, determinants of hospital personnel personnel compensation level are patient revenue, location, and type of hospital level.

• Journal of Technology Innovation
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• v.2 no.1
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• pp.191-218
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• 1994

This paper aims to find out the R&D personnel management strategies which enhance the productivity of researchers. The R&D personnel management practices are examined focusing on career development and compensation scheme. As proxies for higher motivation and/or productivity, job satisfaction and propensity to leave of researchers are analyzed to evaluate the management practices. Using the survey data from researchers in the Korean automobile industry. this paper suggests the management strategies to raise job satisfaction and thus lower propensity to leave of R&D personnel.

• The Journal of the Korea Contents Association
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• v.19 no.8
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• pp.316-322
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• 2019

The purpose of this study is to investigate the opinions of non-health science college students of Korean dental hygienists in the category of medical personnel. A self-reported questionnaire was conducted on 265 non-health science major students without information about a health and medical service personnel. The collected data were analyzed using frequency, percentage, descriptive statistics, chi squared and multinomial logistic regression analysis. About 40% of the respondents answered that dental hygienists should be medical personnel, while 17.7% think that they should not distinguish health and medical service personnel between medical personnel and medical service technologist. As the respondents' oral health management ability improved, they approves the Korean dental hygienists in the category of medical personnel(p=.022). As the longer the period of dental regular visits, they answered that dental hygienists should be medical service technologist. Presence or absence of dental regular visits, scaling experience, oral health education did not no significant difference on the opinions of Korean dental hygienists in the category of medical personnel of the pros and cons. This study can be used as a basic data for establishing the policy of medical personnel for dental hygienists.

• The Korean Society of Law and Medicine
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• v.24 no.3
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• pp.3-26
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• 2023

This paper reviewed the Pharmaceutical Affairs Act issues in case of self-administration of medicines by medical personnel without going through the general process (prescription, dispensing, distribution, administration). If a medical personnel self-medicates, the medicine supplier or medical personnel may be subject to criminal punishment under the Pharmaceutical Affairs Act. The core reprehensibility of the punishment lies in undermining the order in distribution of medicines stipulated in the Pharmaceutical Affairs Act. First, the sale of medicines by a medicine supplier to medical personnel may be the violation of Article 47 of the Pharmaceutical Affairs Act. However, if it was distributed for the case where medical personnels can dispense it directly under the Pharmaceutical Affairs Act, it can be justified under the general provision of the Criminal Act (justifiable act, the exclusion of illegality). If medicine suppliers distribute medicines knowing that the medical personnel acquires medicines for selfadministration, they can be punished as the violation of Article 47 of Pharmaceutical Act. Second, when a medical personnel acquires a medicine for the purpose of self-administration, the medicine supplier distributes the medicine under the false pretense that the medical personnel acquires the medicine for the case in which the medical personnel can directly dispense the medicine according to the Pharmaceutical Affairs Act. At this time, even if the medicine supplier has received all the payment for the medicines, the distribution of the medicines by deceit can constitute the fraud under the Criminal Act. Third, self-administration by medical personnel is a the violation of Article 23 of the Pharmaceutical Affairs Act. It is not a justifiable act under the general provision of the Criminal Act. This is because it is the abuse of the special status granted to medical personnel in the Pharmaceutical Affairs Act, which undermines the order in distribution of medicines.

• Journal of Agricultural Extension & Community Development
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• v.2 no.2
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• pp.175-189
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• 1995

Poitical demand for decentralization trends in Korea has led the government to plan to localize its agricultural extension system by changing the status of 6,696 extension personnel stationed at the provincial and county level from central government status to local government status as of January 1997. However, serious drawbacks of lowered morale of extension personnel and the financial burden of local governments has not yet been debated extensively for effective personnel management. Some of the findings that emerged from both the analytical and empirical research show the dangers of decentralization such as an increase in disparities, jeopardizing stability, and undermining efficiency. These problems should be considered along with the culture, tradition, and Koreans' attitude towards central and local government. The dangers of decentralization of agricultural extension services in Korea may cause serious problems in allocative efficiency because of a mismatch between available resources and promised expenditures, and in production efficiency because of unproven cost-effective provisions of local governments. It is accepted that the central government can invest more in technology, research, development, promotion and innovation in the agricultural sector. However, changing the status of extension personnel from central government to local government status may lead the best people to leave, lower morale, shake the sense of public service, break networks, and sacrifice investment in research, development and extension. In deciding the future directions for personnel management of agricultural extension services in Korea, maintaining or reinforcing the existing national status of extension personnel should be considered along with a reflection of the basic characteristics of agricultural extension services, linkages of research and extension, the financial burden of local government, specialization of extension personnel, unnecessary duplication of investment among local governments, possible national supports to agricultural research and development, and extension under the WTO systems.

• Journal of Radiation Protection and Research
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• v.19 no.2
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• pp.133-145
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• 1994

Recently, the Ministry of Science and Technology issued a Ministerial Ordinance (No 1992-15) about the technical criteria on personnel radiation dosimetry. In today's climate, it is important to demonstrate and document that the processor's systems and services to others meet national standards of quality. The purpose of this study is to verify the performance of the Teledyne PB-3 personnel dosimetry system that is generally used in Korea Atomic Energy Research Institute(KAERI) by intercomparison with Oak Ridge National Laboratory. The KAERI has been participated in this personnel dosimetry intercomparison study(PDIS) program since 1991 and it could be possible to test and calibrate personnel monitoring system. This report presents a summary and analysis of by about 50 dose equivalent measurements reported for PDIS-16 through 18 (1991 -1993) with emphasis on neutron dose equivalent sensitivity, accuracy and precision. Relationships of the PDIS results to occupational neutron monitoring and methods to improve personnel dosimetry performance are also discussed.

• Journal of Internet Computing and Services
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• v.14 no.6
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• pp.25-32
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• 2013

Due to increasing competition of globalization and fast technological improvements the appropriate method for evaluating and selecting IS-personnel is one of the key factors for an organization's success. Personnel selection is a multi-criteria decision-making (MCDM) problem which consists of both qualitative and quantitative metrics. Although many articles have discussed various knowledge and skills IS personnel should possess, no specific model for IS personnel selection and evaluation, to our knowledge, has been published up to now. After reviewing the IS personnel's important characteristics, we propose an approach for categorizing the IS personnel based on their skills, ability, and knowledge during evaluation and selection process. Our proposed approach is derived from a model of neural network algorithm. We have adapted and implemented the fuzzy ART algorithm with Jaccard choice function. The result of an illustrative numerical example is proposed to demonstrate the easiness and effectiveness of our approach.

• The Korean Society of Law and Medicine
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• v.15 no.2
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• pp.345-366
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• 2014

Because the health care or medical sector has such characteristics as publicity, professionality, and exclusivity, it cannot be left to the free market system. As a consequence, the state has restricted the establishment of medical institutions in order to protect the life and health of people. Also, the medical law has regulated to permit the establishment of medical institutions by only medical personnel and a few corporate bodies and to ban the establishment of medical institutions under disguised ownership as well as double opening of medical institutions by medical personnel. Nevertheless, there are still many cases that non-medical personnel have dominantly established medical institutions under disguised ownership of other medical personnel or nonprofit corporation. Because they are willing to recover their investment costs as soon as possible, these illegally established medical institutions are likely to make patients undergo unnecessary tests or to perform the excessive treatments and, as a result, are likely to cause infringement on the health and lives of the people. In addition, even if the misconduct is uncovered, the rate at which the costs already paid is very low and, as a result, the damages are straightly connected to the people's loss. On the other hand, there are also increasing number of cases that medical personnel or nonprofit corporations are establishing medical institutions against the medical law regulations. The examples of this illegality are also the double opening of medical institutions and the establishment of medical institutions under disguised ownership by medical personnel or nonprofit corporations. And the damages in these cases may not differ from those in the above cases. In this study, regarding medical law regulations restricting opening a medical institution, I will review the intent of those regulations, the type of violations and criminal punishments, and the possibility of recovery from unlawful profit by the National Health Insurance Act. And then, I would like to find a way for rational improvement of each.