• Journal of the Korea Academia-Industrial cooperation Society
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• v.12 no.12
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• pp.5594-5600
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• 2011

Even though many studies have showed that competence is positively related to organizational performance, few studies have attempted to find out the process of competency - performance. This study focuses on the organizational factors to explore their effect on the competence of customer relationship. Based on the data collected by KRIVET and the Ministry of employment and labor, strategic role of HR department and information systems are examined. As well human resource competency is investigated as a mediating variable. This study used surveys targeting department managers and executive members in firms and sample size was 1086 after cleaning the dataset by deleting all the cases with many missing values. The findings show that strategic role of HR department and information system has an influence on human resource competency, significantly. In addition, the human resource competency affect customer relationship competency, positively. Implications and directions for future research are discussed.

• International Commerce and Information Review
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• v.15 no.1
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• pp.135-159
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• 2013

The globalization of business is making it more important than ever to understand how international human resource can be utilized more competitively. This study explores how the international human resource strategies between global integration and local responsiveness affects the company's competitive advantage. The findings for global integration strategy suggest that when a subsidiary is highly dependent on the parent company's resources and the findings for local responsiveness suggest that when a subsidiary is highly dependant on the host country's resources and institution. This study proposes competitive advantage by the global integration strategy and local responsiveness strategy. The effects of IHRM to create value for company's core competence was analyzed. Two IHRM strategic choices will affect the different competences such as integration and localization abilities. This paper also suggests the two kinds of core competences of IHRM strategies how impact on company's performance.

• Venture DIGEST
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• s.32
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• pp.6-7
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• 2003

벤처기업이 인력을 채용하고 관리하기 위해서는 체계적인 인사논리로서 ‘역량 기반의 인적 자원관리’가 필요하다. 인재를 통해 장기적인 대외경쟁력을 유지하기 위해서는 그들의 성장 잠재력을 정확히 진단하고 육성하기 위한 전략으로서 역량기반의 인적 자원관리를 실시할 필요가 있다.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.33 no.3
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• pp.225-232
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• 2010

글로벌 IS 소싱이 확산됨에 따라 다국적 팀원들로 구성된 글로벌 프로젝트 팀이 급격히 늘어나고 있다. 상이한 시간대에 위치한 팀원 간의 상호작용이 필수적인 글로벌 프로젝트는 이러한 시간적, 공간적 복잡성 때문에 프로젝트의 성공적 수행에 많은 어려움을 겪고 있다. 본 연구는 성공적인 글로벌 프로젝트 수행에 필요한 프로젝트 관리 역량에 대한 탐색적인 연구 조사를 하고자 한다. 본 연구는 글로벌 프로젝트 관리 역량을 정보 기술적 역량(IT capability)과 인적 자원 역량(human resource capability)의 관점에서 고찰하였다. 연구 결과에 따르면 기술적 역량으로는 팀원 간의 조정 및 지식 공유 등을 지원하는 협업 도구(collaborative tools)가 프로젝트 성공에 중요한 역할을 하고, 인적 자원 역량과 관련해서는, 기존에 중요시 여겨지던 기술적 지식들 보다는 경영학적 관리 지식 및 의사 소통 능력 등이 중요시 여겨지는 것으로 나타났다. 인적 역량의 관점에서, 본 연구 결과는 해외소싱이 활발해 짐에 따라 프로젝트 관리자(Project Manager, PM)들이 가져야 하는 주요지식으로 기존의 기술적 지식의 비중은 급격히 줄어든 반면, 의사소통 능력, 해외개발 인력관리, 소싱전략 등과 같은 관리에 대한 지식과 비즈니스 업무지식이 점차 중요해 지고 있음을 보여주고 있다. 한국의 해외 소성은 매우 초기 단계에 있지만 본 연구는 차제에 한국의 IT 인력 특히 PM 인력들이 갖추어야 하는 지식요건과 해외소성을 관리하기 위한 기술적 역량 등에 대한 방향을 제시하고 있다는 점에서 의의가 있다.

• Korean Journal of Construction Engineering and Management
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• v.14 no.5
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• pp.26-34
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• 2013

Recently, many companies recognize the individual human resource as a core asset of the corporate value creation and devote a lot of effort to develop and manage competency-based human resource in order to strengthen the corporate competitiveness. As the integrated construction company taking the major portion in Korean construction industry, its construction engineers perform the construction supervision task with various related parties at each stage of the life cycle of the construction project. Therefore, the competency of a construction engineer is an important factor which have a direct impact on the success of the construction project. However, the current capability evaluation scheme of the domestic construction engineers is mainly oriented on the qualification factors such as the certificates or the seniority and this is quite different from evaluating the actual ability for construction management tasks. In this point of view, this study proposes the appropriate level of proficiency in cost management by analyzing the work process and its detailed items of the cost management that is the one of the basic management items of the construction industry. Based on this, this study analyzes the current competency level of the construction engineer by comparing with the required competency of each job position and also performs the engineer's work competency analysis of each work step.

• Proceedings of the Korea Technology Innovation Society Conference
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• 2017.11a
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• pp.479-479
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• 2017

본 연구는 벤처기업의 매출액의 영향요인에 대하여 기업 내 자원을 범주화하여 그 영향력을 검증하고, 나아가 기업이 보유한 역량을 2개의 차원으로 구분하여 각 차원에 따른 집단 간 벤처기업성과 영향요인의 차이를 확인하고자 하였다. 즉, 기업이 보유하는 역량인 기술, 가격, 품질, 디자인, 조직관리, 마케팅 경쟁력에 대하여 요인분석을 통해 기술역량과 경영역량 차원을 도출하였고, 군집화 과정을 거쳐 각 역량 수준에 따른 네 개의 벤처기업 집단을 분류하였다. 네 개의 집단은 기술-경영 우위, 기술주도, 경영주도, 기술-경영 열위로 나뉘었다. 이후 성과 영향요인들을 자원기반이론의 관점에서 기업현황, 기업가자원, 인적자원, 재무자원, 기술자원, 외부자원의 여섯 개의 상위 범주로 구분하였고, 각 범주에 포함되는 세부 요인들이 매출액에 미치는 영향을 '벤처기업정밀실태조사'의 2개년 데이터를 활용하여 분석하였다. 분석 결과 첫 번째, 전체 벤처기업을 대상으로 분석한 결과 모형에 투입된 33개의 변수들 중 22개의 변수가 벤처기업 매출액에 유의한 영향을 미치는 것이 확인되었다. 두 번째, 기업 역량 차원 분류에 따른 기업 집단 간 영향요인 차이를 분석한 결과, 매출액 영향요인은 입력된 33개의 독립변수 중 최대 13개에서 최소 8개로, 기업 역량 차원에 따른 매출액 영향요인의 차이가 확인되었다.

• KSCE Journal of Civil and Environmental Engineering Research
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• v.42 no.5
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• pp.701-710
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• 2022

This study aims to prove the importance and necessity of a project management consultancy (PMC) that systematically manages construction projects to ensure their successful implementation. In order to analyze the interrelationship between the role of PMC and the outcome of the construction projects, structural equation modelling(SEM) was conducted. Hence, one of the critical aspects when conducting the project, human resource competency, especially referring to the competency of project team members and the project manager's leadership, affects the performance of construction projects. As a result of this study, PMC is found to have significant effects on human resource competency and construction project performance. In addition,human resource competency also had a significant effect on construction project performance. Consequently, the research outcomes suggest that introducing PMC services should be done when implementing large domestic infrastructure projects successfully, as doing so will enhance PM leadership and strengthen the capacity of the project team members.

• Proceedings of the Korean Institute of Navigation and Port Research Conference
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• 2018.05a
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• pp.289-289
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• 2018

해상교통관제사의 역량기반 교육훈련의 실시를 위해 개인의 역량을 파악하고 조직이 요구하는 수준에 대하여 개인에게 필요한 맞춤형 교육을 실시하는 것은 해상교통안전을 증진시키고 조직 내 전략적 인적자원관리를 위해 중요하다. 본 연구에서는 신임 해상교통관제사의 역량기반 교육훈련 과정 개발을 위한 기초연구로서 국가직무능력표준(NCS, National Conpetency Standards)과 IALA 권고서 V-103/1에서 제시된 해상교통관제사의 직무역량을 통합하여 하나의 역량모델로 구성하고자 하였다.

• Information Systems Review
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• v.18 no.2
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• pp.79-106
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• 2016

Service innovation is one means of gaining an advantage in a highly competitive environment. Although numerous studies have stressed the importance of service innovation, traditional good-dominant logic is still used in service innovation literature. Furthermore, few studies have been conducted on the link between service innovation and its antecedents in terms of service-oriented approach. To fill the gap, this article theoretically and empirically examines service innovation and its antecedents and consequences. Based on service-dominant logic and resource advantage theory, the current study aims to understand the effect of antecedents on service innovation as well as to identify the effect of service innovation on firm performance (i.e., non-financial and financial performance). Three service innovation activities, namely service creation-focused innovation, service delivery-focused innovation, and customer interaction-focused innovation, and four antecedents of service innovation, including human resource management capability, collaboration capability, marketing capability, and information technology capability, are identified based on Den Hertog (2000)'s service innovation framework. By using the empirical data collected from 189 service firms in Korea, this study explores the causal relationship among antecedents, service innovation and firm performance. Findings indicate that human resource management and marketing capabilities influence the three types of service innovation, whereas collaboration and information technology capabilities have a significant effect on both service creation-focused innovation and service delivery-focused innovation. In particular, human resource management capability is strongly related to customer interaction-focused innovation. The three types of service innovation have a positive influence on non-financial performance, whereas service delivery-focused innovation and customer interaction-focused innovation positively influence financial performance. These results support the crucial effects of antecedents, such as human resource management, collaboration, marketing and information technology capabilities, on service innovation.

• Korean Journal of Construction Engineering and Management
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• v.18 no.1
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• pp.65-73
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• 2017

Today, the United States, Europe and other advanced organizations are utilizing the concept of competency-based HR management. Recently, many organizations in Korea are also managing workforces by introducing the concept of job competencies in personnel management. However, in spite of the current trend, domestic human resources management methods for construction managers continues to operate by asking about work experience, licensing, education level, etc. This is a seniority system and it functions separately from an assessment of practical job competencies for the business. Moreover, construction management work has been very fragmented in terms of expertise and capacity depending on the type of management work and project progress. Therefore, it is necessary to develop a competencies management system for each business segment to effectively manage job competencies that reflect the the characteristics of a construction manager' s work. As such, the aim of this study is to analyze human resources management methods pertaining to domestic construction managers and present challenges and limitations in current practices. In particular, factors affecting the job competencies of construction managers are analyzed statistically. The results of this study will be used as the basis for future research into development of a construction manager competency management system.