• The Journal of Information Technology
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• v.10 no.2
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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.

• Asian Pacific Journal of Cancer Prevention
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• v.13 no.12
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• pp.6337-6342
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• 2012

Background: Clinical trials on cancer subjects have one of the highest dropout rates. Barriers to recruitment range from patient-related, through institutional-related to staff-related factors. This paper highlights the low response rate and the recruitment barriers faced in our Qigong exercises trial. Materials and Method: The Qigong trial is a three-arm trial with a priori power size of 114 patients for 80% power. The University Malaya Medical Centre database showed a total of 1,933 patients from 2006-2010 and 751 patients met our inclusion criteria. These patients were approached via telephone interview. 131 out of 197 patients attended the trial and the final response rate was 48% (n=95/197). Results: Multiple barriers were identified, and were regrouped as patient-related, clinician-related and/or institutional related. A major consistent barrier was logistic difficulty related to transportation and car parking at the Medical Centre. Conclusions: All clinical trials must pay considerable attention to the recruitment process and it should even be piloted to identify potential barriers and facilitators to reduce attrition rate in trials.

• KSII Transactions on Internet and Information Systems (TIIS)
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• v.13 no.8
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• pp.3842-3861
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• 2019

In cut throat competition, organizations all over the world try to utilize the immense opportunities the Internet has to offer in almost all of their operations. Today, Social networking sites (SNSs) provide utilities designed to help companies to recruit right personnel. Considering the implication of social media for recruitment at infancy stage in Pakistan and lack of studies related to it, this study aims to investigate the role of different SNSs qualities (Easily navigate, Secure process, Eminence Proficiency, Candidate's Attraction and Network Expedition) in effective E-recruitment (EER). Data were collected through structured questionnaire from employees and managers of major telecom companies of Pakistan. Finally, the result of 355 returned and valid questionnaire with 55% response rate show that the relationship between SNSs qualities and EER is significant. Moreover, results also prove that EER is better than the tradition recruitment and a SNSs comparison show that Facebook is more effective than LinkedIn for EER. The results of this study will help Pakistani companies to develop a successful e-HRM and EER strategy in the current scenario.

• Journal of Digital Convergence
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• v.16 no.2
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• pp.189-194
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• 2018

This study reflects the current trend of the blind hiring culture focused on job competency rather than education specification as government initiative. In order to overcome the limitation of the existing document-oriented online recruitment process, we proposed a system architecture design of video interview system. In addition, we have evaluated the effectiveness through the development of prototype and performance experiment based on it. The proposed online video interview system is designed to combine intelligent Web technology to enable customized job matching and distant job coaching. This system is designed to reduce recruitment cost and opportunity cost of job seekers. Based on results derived from this study, commercialization of the proposed video interview system can be expected to be an practical online recruitment solution for the job competency based employment.

• Journal of Korea Society of Digital Industry and Information Management
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• v.17 no.4
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• pp.177-195
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• 2021

The purpose of this study is to examine the trouble of recruitment and research and development of ICT SMEs. Recently, many ICT SMEs have emerged for selling products and services using the technology of the 4th industrial revolution. However, SMEs have relatively deficient resources compared to large companies, the difficulty of maintenance or growth of human resources and intangible resources. This research methodology organized the four stages of the analysis process. The first analysis is the association rules for human resource recruitment. The second analysis is the difficulty of hiring jobs and experienced workers by each stage of company growth. The third analysis is a regression analysis of the trouble of R&D activity. The last analysis is an analysis of association rules on the difficulties of management activities by company growth. As the research result, the first analysis has shown a difference in favored human resources by the ICT industry. The second analysis also showed factor differences in job recruitment difficulties for each stage of corporate growth. In the third analysis, the operation of research institutes in ICT SMEs is influenced by industry type, corporate certification, corporate growth stage, self-technology development, joint technology development, technology transfer, and commercialization. As the last analysis, ICT SMEs showed factor differences in difficulties in management activities by stage of corporate growth. This study contributed empirically emphasizing the troubling phenomenon of human resources and R&D necessary for the growth of ICT SMEs. As a theoretical implication, this research contributed to the research-area expansion of management information using big-data technologies. In particular, this research practically suggests the differentiated direction of recruitment and R&D by ICT SMEs based on industry and each stage of company growth through the association rules of big data.

• Korean Security Journal
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• no.56
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• pp.55-81
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• 2018

The purpose of this study is to find significant activities in human resource management (HRM) to solve growing-pains caused by the rapid external growth in private security business. To this end, we applied the HRM factors suggested by the National Job Capability Standard (NCS) to the private security and investigated the relative importance using the Analytic Hierarchy Process (AHP). The results were as follows. First, the importance of 4 HRM criteria in the private security was ranked in order of recruitment, operation, benefit, and retirement. Particularly, the relative importance of recruitment reached 63.8%. Second, the composite importance was calculated by dividing the 4 HRM criteria into 14 capability sub-criteria and 46 capability alternatives. As a result, personnel planning and hiring at the recruitment turned out as the areas that needed the most improvement. In addition, the operating and planning of education involved in the highest rank, 8th and 10th respectively. Based on these results, we suggested critical HRM factors for developing the private security business as well as proposed research directions and methods for further studies.

• Journal of Digital Convergence
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• v.19 no.3
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• pp.203-209
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• 2021

In this study, a prototype design model was proposed for developing an online recruitment system through multi-dimensional data crawling and social media analysis, and validates text information and video interview in job application process. This study includes a comparative analysis process through text mining to verify the authenticity of job application paperwork and to effectively hire and allocate workers based on the potential job capability. Based on the prototype system, we conducted performance tests and analyzed the result for key performance indicators such as text mining accuracy and interview STT(speech to text) function recognition rate. If commercialized based on design specifications and prototype development results derived from this study, it may be expected to be utilized as the intelligent online recruitment system technology required in the public and private recruitment markets in the future.

• Fire Science and Engineering
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• v.23 no.6
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• pp.46-56
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• 2009

Disaster Management should be re-established and developed based on voluntary participations of individuals and groups, not only as a concern of the government. This paper proposes about improvement methods of managing volunteers for disaster management as follows: First, a necessity for publicity and recruitment focused on selfish motive to emphasize individual's development, selfrealization, worth and economic interesting relationship in a process of recruitment and selection, Second, a construction of process to commonly develop education program to volunteers for disaster management, Third, an activity area of volunteers for disaster management is enlarged to the intrinsic task of disaster management, Forth, an evaluation of quality for volunteer activity and compensation.

• Journal of Korean Library and Information Science Society
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• v.42 no.2
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• pp.127-149
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• 2011

The presence of teacher is very important and it could be the core of making success or failure of education. Thus, most countries have a training program and employment system school teachers for guarantees to school teachers' qualification and profession. Teacher qualifications can be obtained by law, teacher recruitment examination for school in Korea. The Praxis tests are taken by individuals entering the teaching profession as part of the certification process required by many states and professional licensing organizations in U.S. Korea teacher employment test consist of 3 groups(1st, 2nd, 3rd test), 1st test measure general and subject-specific Knowledge. The U.S. teacher certification test consist of 3 groups(Praxis I, II, III), Praxis II measure knowledge of specific subjects that K-12 educators will teach, as well as general and subject-specific teaching skills and knowledge. The purposes of this study is to review teachers' certification and recruitment system comparative analysis examination questions in the Korea and U.S. This will allow for suggestions in the Korean teacher librarian employment test system.

• Journal of the Korea Society of Computer and Information
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• v.26 no.2
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• pp.69-78
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• 2021

In this paper, we propose a implementation plan of the human resource pool recruitment system using private (permitted) blockchain. The term Human Resource has become commonly used and has come to recognize human resources as resources. Despite these changes, the use of human resource pools has been sluggish. Once entered, information is often not updated on a regular basis and does not provide sharing, searching, carrier management and anti-counterfeiting. In this research, in order to provide a human resource pool recruitment system that utilizes private (permitted) blockchain, we first used the blockchain network to enable sharing and searching of human resource pools, and to use keywords. Used to get results that meet certain conditions. Second, we added an institutional verification process to ensure the integrity of the input data and prepared preventive measures in the non-technical part by utilizing the structural characteristics of the blockchain to prevent counterfeiting and alteration. Third, we designed and implemented a Dapp (Decentralized application) that includes a Web UI so that each of the three groups can control the blockchain and the predefined processes and business logic.