• JOURNAL OF ELECTRICAL WORLD
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• s.331
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• pp.105-117
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• 2004

프로젝트 인적자원 관리는 프로젝트에 관련된 인적자원을 효과적으로 활용하기 위한 관리상의 절차를 말하며, 인적자원이라 함은 발주자, 고객, 개인출자자 등 광의의 이해관계에 있는 모든 프로젝트의 관련자를 포함하는 포괄적 개념으로 조직기획, 인적자원 확보 및 팀 개발 프로세스로 구성된다.

• The Journal of the Korea Contents Association
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• v.17 no.11
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• pp.60-69
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• 2017

Recently, with the rapid development of internet and smart phones, social network services that can create and share various information through relationships among users have been actively used. Especially as the amount of information becomes enormous and unreliable information increases, expert recommendation that can offer necessary information to users have been studied. In this paper, we propose an expert recommendation scheme considering users' interests, human relations, and response quality. The users' interests are evaluated by analyzing their past activities in social network. The human relations are evaluated by extracting the users who have the same interesting fields. The response quality is evaluated by considering the user's response speed and response contents. The proposed scheme determines the user's expert score by combining the users' interests, the human relations, and the response quality. Finally, we recommend proper experts by matching queries and expert groups. It is shown through various performance evaluations that the proposed scheme outperforms the existing schemes.

• Journal of Service Research and Studies
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• v.9 no.2
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• pp.77-88
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• 2019

Appropriation means the process of transforming resources to property. John Locke earlier investigated the appropriation process of natural resources into the land property, which grounded the jurisprudential base of the private ownership of the land. In the same way human resources are transformed into the human assets. Appropriation process, very rarely studied so far, in this case of human property is the focus of this paper. The appropriation of intangible property is by far easier than the appropriation of tangible property. Learning is a process of embodiment, which naturally mean the process of appropriation. For the material resources which exist out of human body, appropriation necessary need special philosophical and institutional justification. In the process appropriation for intangibles, investigator found, appropriator and learner either can be same, or can be differentiated. In the former case substantial human assets are created while in the latter relational human assets are built. After the discussion of appropriation process, Investigator proceeds to the problem of visualizing the invisibles. Evaluation and assessment issue were discussed in this perspective. Qualification system is particularly noted as a system to regulate substantial human assets including their issuing and registration. The work done in this paper would contribute in understanding the law of education and the law of qualification.

• The Journal of the Korea Contents Association
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• v.19 no.8
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• pp.159-171
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• 2019

The purpose of this study is to provide academic and practical implications through empirical analysis on the moderating role of SHRM that is relatively lacking in the relationship between CLMRC and performance. In order to achieve the research purpose, data were collected from 123 CEOs of Korean companies. The reliability and validity of the collected data were examined and the hypothesis was verified by hierarchical regression analysis. The results of this study show that CLMRC has a meaningful positive(+) effect on both net profit and sales per person, and SHRM has shown to have a moderating effects between CLMRC and sales per person, CLMRC and net profit. Through this analyzes, CLMRC can enhance the management performance, and in this process, the more strategic the human resource management(HRM) is, the more the impact on the management performance is strengthened. Implications for CLMRC and SHRM, limitations of the study and suggestions for future researches are discussed.

• The Journal of the Korea Contents Association
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• v.9 no.12
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• pp.865-876
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• 2009

This study aimed to explore the relationships between human resource management systems, trusts, and organizational commitments by employees in deluxe hotel located in Seoul. The results of this study are, human resource management systems direct impacts on trusts, and organizational commitments. and trust direct influences to organizational commitment. And trusts influence mediating effects between human resource management systems and organizational commitments. These results suggests that new direction of the importance of human resource managements and the importance of trusts by employees on competing environments in hotel industry for competitive advantage.

• The Journal of the Korea Contents Association
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• v.10 no.6
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• pp.440-449
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• 2010

This study aimed to explore the relationships among human capitals, organizational commitments, innovative behaviors of employees in a deluxe hotel in Seoul. The results of this study are, human capitals have a direct impact on organizational commitments, and innovative behaviors. and organizational commitments directly influence to innovative behaviors.. And organizational commitments have a mediating effect partially between human capitals and innovative behaviors. These results suggest that the new direction of the importance of human resource managements on accumulating human capitals in organization and the importance of organizational commitments of employees on competing environments in the hotel industry for competitive advantage.

• Management & Information Systems Review
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• v.33 no.2
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• pp.135-153
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• 2014

Tendencies such as the increasing spread of market globalization, new technological developments, the reduction of product life cycles and aggressive competition, are generating high levels of environmental changes and uncertainty for organizations of all types. these circumstances require rapid responses through adaptation of organizational attitudes and capabilities, which lead to innovative management approaches and organizational methods. Human resource management researchers have struggled to elaborate the underlying mechanism explaining how human resource systems relate to organizational performance after universalistic perspectives were supported by a majority of studies investigating the positive relationship between human resource management system and firm performance. To fill the void, hypotheses in this study predicted human resource flexibility that would mediate the relationship between human resource management system and firm performance. The research model among the variables in this study was as follows: These theoretical models were tested with a sample of 138 firms in Korea. The analysis of data was undertaken by using AMOS. The Summary of the verification results is follows: Firstly, most of human resource management system and human resource flexibility had positive effects on human resource performance Secondly, most of human resource management system and human resource flexibility had positive effects on firm's financial performance Thirdly, human resource flexibility had mediated the relationship between human resource management system and firm performance The results of the present research may be demonstrated that organizations or managers could achieve a high level of management practices that lead to firm performance by enabling human resource to be flexible through high performance human resource management system.

• Industry Promotion Research
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• v.5 no.1
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• pp.21-33
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• 2020

The purpose of this study is to investigate the impact of strategic human resource management perceived by members of SMEs on organizational performance and innovation behavior. In addition, the mediator effect of innovation behavior of organizational members on the relationship between strategic human resource management and organizational performance was verified using the statistical program SPSS 21.0 program. First, the hypothesis 1, strategic human resource management (adoption and compensation, job design, training and career management, participation in decision-making) was adopted by showing positive impact on the positive impact on organizational performance. Second, hypothesis 2, strategic human resource management (recruitment and compensation, job design, training and career management, participation in decision-making) was adopted after demonstrating statistically significant influence on innovation behavior. Third, the innovation behavior perceived by Hypothesis 3 organizational members showed a positive influence on organizational performance. Hypothesis 3 was therefore adopted. Fourth, as a result of verifying the mediating effect of innovation behavior in the relationship between hypothesis 4, strategic human resource management and organizational performance, innovation behavior was analyzed to be partially mediated. In other words, strategic human resource management of organizational members has a direct impact on organizational performance, but it can show a higher positive impact on organizational performance through innovation actions in its performance.

• Journal of Digital Convergence
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• v.20 no.5
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• pp.165-171
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• 2022

The purpose of this study is to verify the effect of human resource flexibility on organizational commitment and to verify the mediating effect of self-efficacy in the relationship between human resource flexibility and organizational commitment. In order to achieve this research purpose, a survey was conducted on employees working in the service industry in China, and the results of the analysis are as follows. First, it was found that technological flexibility, behavioral flexibility, and relationship flexibility, which are sub-factors of human resource flexibility, all had a significant positive effect on organizational commitment. Second, as a result of verifying the mediating effect of self-efficacy in the relationship between human resource flexibility and organizational commitment, it was verified that self-efficacy has a partial mediating effect in the relationship between technological flexibility, behavioral flexibility, relationship flexibility, and organizational commitment. Finally, the implications of this study were presented and the future research direction was discussed.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.20 no.7
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• pp.535-546
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• 2019

The purpose of this research was to analyze the relationship between human risk factors and evacuation behavior stages for tunnel safety. Therefore, we conducted a survey using a structured questionnaire on the relationship between safety facilities and safety behavior in order to derive an optimized interaction between the two. The research subjects were 141 tunnel users who understand the tunnel environment. The survey period was from June 24, 2018, to September 28, 2018. As data analysis methods, we employed a frequency analysis, a multiple regression analysis, and an independent-sample t-test. In the analysis of the correlation between the human risk factors and the major variables of evacuation behavior, the evacuation phases 1, 2, and 3 were all correlated with acceleration and delay, and the human risk factors were partially correlated. In the multiple regression analysis, the will to comply with laws (${\beta}=0.188$, p=0.034) and information recognition within the tunnel (${\beta}=0.220$, p=0.009) were factors that influence the relationship between human risk factors and evacuation behavior, indicating 12% explanatory power of the impact of human risk factors for the acceleration of evacuation behavior 3. The important variables between human risk factors and evacuation behavior were compliance with laws and information recognition in tunnels. Hence, it is necessary to study the elements that interact with the environment in the tunnel.