• Korean Journal of Social Welfare
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• v.66 no.1
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• pp.87-111
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• 2014

The purpose of this study is to analyze informal learning cases including learning work and being skillful of social workers in the workplace. In addition, it is to examine the promotion plan of informal learning to reinforce competences of social workers in the development of human resources and managemental way. This is a qualitative case study that was involved 20 social workers working in social welfare centers in Jeju. Face to face in-depth interviews were used for collected data. Nvivo10, qualitative data analysis program, was used for analyzing data. According to the findings, the most normal informal learning method in their workplace was to get feedback from the boss including adapting the system of a workplace senior, participating in the meetings, reviewing various media and etc. In addition, feedback from the boss and contacting with acquaintances were used the most as the informal learning method in the learning work and being skillful process of social workers and focused on communication with human resources. Therefore, social welfare centers need to create working environments to promote informal activities such as supporting individual learning, informal meetings, mentoring, supervision, interacting with colleagues and etc as well as supporting institutional formal learning including refresher training to reinforce the capabilities for social workers.

• Journal of the Korean Society for information Management
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• v.38 no.2
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• pp.305-336
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• 2021

This study explored the user's information needs and information behavior for the development of academic library services. The content analysis of qualitative data showed that the in-depth interview participants have six types of information needs such as 'suitability, up-to-dateness, uniqueness, reliability, practicality, and convenience' while going through societal, educational, and research-related changes. Interview participants solved their information needs by acquiring the resources necessary for each individual's task through information behaviors using information media, human resources and the places. Each participant tried to solve his/her information problem through individual efforts based on their different media and information utilization capabilities. Based on the analysis, this study presented four directions in the development of academic library services. They are an personalized information literacy service, a space to meet the characteristics of information needs, an infrastructure platform for exchanging human resources, and an accessible support service for utilizing information media.

• The Journal of the Korea Contents Association
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• v.11 no.3
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• pp.403-417
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• 2011

The purpose of this research is to specifically verify the influence of empowerment factors of employees working at an advertising agency on job satisfaction, organizational commitment and turnover intention to suggest useful data for advertising agencies' efficient management of human resources. First, this study proved that as the importance of meaning and self-determination among the subordinate infrastructure factors of empowerment is emphasized, job satisfaction, and organizational commitment are increased. If the importance of competence and impact factors is emphasized, job satisfaction is increased. Second, as the importance of job satisfaction and organizational commitment is emphasized, turnover intention is decreased. Third, as the importance of the meaning factor among the empowerment's factors such as meaning, competence, self-determination, and impact, is emphasized, turnover intention is decreased. The result implies that the executives of an advertising agency should try to increase the influence of empowerment on reducing turnover intention by enhancing job satisfaction and organizational commitment.

• International Commerce and Information Review
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• v.14 no.2
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• pp.55-79
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• 2012

The previous studies based on a resource-based view of firm highlighted the role of resources within a firm in creating and sustaining competitive advantage. Recent research, however, the relational view points to the importance of inter-firm sources(or relational capital) in creating firm competitiveness. In international business field, the studies on born-global firms also states that when firms are lack of ownership-specific advantages in their internationalization process, they resort to the external partners and social networks to complement their resource scarcity. By adopting the relational view and born-global firms concept, a network-based approach needs to be applied to explain the international strategy of Korean service firms. This is because most of Korean service firms own less ownership-specific advantages than global competitors. This study proposes Korean firms' global network building and exploiting strategy to enhance their international stages of development. The network, for example, Global Korean Tourism Network, enables network members access to the valuable resources and capabilities they are lack of when undergoing internationalization process. This study's contribution is along two dimension. First, even global Korean network is emerging as a major issue in recent years, we could not figure out how to build global Korean network for service firms. This studies gives an answer. Second, we derived what benefits can be gained from the network if Global Korean Tourism Network is developed for hotel, tourism, convention firms' internationalization.

• Korean Security Journal
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• no.33
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• pp.137-161
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• 2012

There are some common and broad trends in National crisis management system around the world. This article considers that paradigm theoretically. 1) a shift from civil defense to civil protection, 2) 10 principles in sustainable National crisis management system, 3) the collaborative governance of crisis management. Some civil defense problems in National crisis management system are as follows; 1) obscurity of organizational identity through twofold function in civil defense, 2) ineffective organization in civil defense and disaster management system, 3) weakness of competencies in local government, 4) overlook of actual condition in communities and civil defense resources. This article suggests that to provide retired and active private security practitioners, retired law enforcement personnel, and retired military personnel to form a elite civil defense force and to find creative ways to address this pervasive threat which one reasonable and affordable solution would be for the government to take advantage of an existing resource.

• Journal of dental hygiene science
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• v.16 no.4
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• pp.263-271
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• 2016

This study aimed at comprehending the duty, role, and difficulty of intermediary manager through in-depth investigation of dental hygienist intermediary managers experienced over 10 years working in a dental clinic. In-depth interviews were conducted with 10 dental intermediary managers and Giorgi's analysis method was used to analyze the data. Findings revealed that the work experience of the dental hygienist intermediary managers appeared in the range of "becoming an intermediary manager through various processes", "various duties that they experience as an intermediary manager", "difficulty as an intermediary manager", "ability that they perceive as necessary for being a dental intermediary manager", and "worthiness they feel as the intermediary manager". The dental intermediary managers complained of difficulties at work, and appeared to perform various tasks such as human resource management, clinic management support, and patient's management. Accordingly, the researcher considers that research on dental intermediary managers' capacity development necessary.

• The Journal of the Korea Contents Association
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• v.18 no.12
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• pp.503-515
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• 2018

The aim of this study was to develop a list of nursing competency for nurses' continuing education, and to propose a competency-based continuing education system according to nurses' clinical ladder. The definition of nursing competency was extracted by analyzing 10 studies. Also, the knowledge base of each nursing competency was confirmed through Carper and Chinn & Kramer's research. Nurses' clinical ladder and preliminary items of nursing competency behavior indicators were verified by seven experts for content validity. The results of this study were as follows; Nursing competencies were defined as 'evidence-based patient care', 'education and counseling', 'nursing management and leadership', 'law and ethics', 'professional value and development', 'research and policy development'. In addition, the validity of the 4 stages of clinical ladder and the 24 indicators of nursing competency were confirmed by experts. These findings suggest that the competency-based continuing education system according to the clinical ladder will be utilized as an effective human resource development strategy for improving the professionalism of nurses.

• 대한공업교육학회지
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• v.41 no.1
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• pp.88-107
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• 2016

Hatching and developing great human resource is getting important in these competitive business environments. It is important to define and utilize personalized competence model for individual firm before hatching and developing its HR. Competence is a unique set of behavior shown as a result of sum of knowledge, skill, value and other personal traits in his/her working environment and the systematic process finding and defining the competence is called competence modeling. The purpose of this study was to perform competence modeling for a small-medium size IT firm N especially for its salespeople and offer suggestions of the usage of the result. Competence model was developed by 'Covering general model' suggested by Dubois. To confirm the validity, survey and workshop was conducted and the model was finalized based on the results. As a result, total 14 core competencies were found and defined by the core salesperson of the firm N. Also the competencies were categorized into three based on the timing of the usage. Additionally, this study offers the ways to utilize the result as foundation for competence based HR system and HRD program for firm N.

• Journal of Digital Convergence
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• v.10 no.10
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• pp.129-137
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• 2012

Entering $21^{st}$ Century, the most critical keyword for companies is change and innovation. To achieve it, Obtaining right person becomes more and more important to those companies. It is not only supported by managers in business world but also by academia. However it is not easy to obtain right persons who have right experiences and knowledges. Therefore, the purpose of this study is to build strategic system which support help to hire and manage human resource. In this study, the suggested system is a type of strategic simulation game and job seeker can get several opportunities to be hired by joining the game. this system would help for companies to manage and hire right persons and there will be extra business opportunities. In conclusion, this system based on strategic simulation game would help human resource management and also promote job market and exchanging and trading companies' information and knowledge as well.

• Journal of the Korea Society of Computer and Information
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• v.16 no.1
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• pp.201-210
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• 2011

Each area of society has changed because of the development of information technology. Especially, the advent of NCW based on the technology of network has become a new paradigm for executing warfare. Effectiveness of NCW can be maximized by building the C4I system which is a core system of NCW. However, if we don't consider the influence in term of human dimension, we can't expect the effect of C4I system, since the key factor in C4I is human. In this paper, we propose an algorithm for evaluating Combat Power Effectiveness by considering the Influence of Human Factors that wasn't reflected in the past. Based on experimental validation our algorithm is more substantial than baseline algorithms. In addition, we proved that the Influence of Human Factors(e.g. collaboration) is the most important in battlefield. Therefore, proposed algorithm can be used for enhancing not only mission effectiveness in terms of military field but also work performance by effective Human Resource Management in terms of an enterprise.