• Journal of the Korea Society of Computer and Information
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• v.11 no.6 s.44
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• pp.261-267
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• 2006

In order to perform a probabilistic safety assessment (PSA), it requires a large number of data for various fields. And the quality of a PSA results have become more important thing of the risk assessment. As part of enhancing the PSA qualify, Korea Atomic Energy Research Institute is developing a full power Human Reliability Analysis (HRA) calculator to manage human failure events (HFEs) and to calculate the diagnosis human error probabilities and execution human error probabilities. This paper introduces the development process and an overview of a standard HRA method for nuclear power plants. The study was carried out in three stages; 1) development of the procedures and rules for a standard HRA method. 2) design of a system structure, 3) development of the HRA calculator.

• Journal of Information Management
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• v.35 no.3
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• pp.1-28
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• 2004

The purpose of this paper is to suggest guidelines for building up an integrated information network(IIN) model that enable to enhance production, flow and use of knowledge and information. The IIN consists of five areas of key infrastructure, such as, education, R&D, labor market, school-industry cooperation, and lifelong education information infrastructure. Based on the analysis of current situations and problems of each information infrastructure, this paper raises variety of issues and solution for the IIN model. Directions for building up the IIN includes both information base infrastructure and information support infrastructure.

• Journal of Internet Computing and Services
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• v.14 no.2
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• pp.25-34
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• 2013

In this paper, we propose an activity-performer bipartite matrix generation algorithm for analyzing workflow-supported human-resource affiliations in a workflow model. The workflow-supported human-resource means that all performers of the organization managed by a workflow management system have to be affiliated with a certain set of activities in enacting the corresponding workflow model. We define an activity-performer affiliation network model that is a special type of social networks representing affiliation relationships between a group of performers and a group of activities in workflow models. The algorithm proposed in this paper generates a bipartite matrix from the activity-performer affiliation network model(APANM). Eventually, the generated activity-performer bipartite matrix can be used to analyze social network properties such as, centrality, density, and correlation, and to enable the organization to obtain the workflow-supported human-resource affiliations knowledge.

• Proceedings of the Korean Institute of Information and Commucation Sciences Conference
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• 2008.10a
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• pp.810-813
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• 2008

As you suddenly enlarged importance recognition of human traces capital as the sources of company competitiveness in the digital times, you reached, and necessity of human traces resources management system to more efficiently manage human traces resources was increased that you were competitive. A developed a small and medium enterprises e-HRM prototype system to reflect decision making to be effective by a weight grant-based evaluation management of various viewpoints and AHP at these papers as you used BSC as you applied performance rating criteria.

• Proceedings of the Korean Operations and Management Science Society Conference
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• 2004.05a
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• pp.391-395
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• 2004

최근 주목받고 있는 RFID시스템은 여러가지 장점으로 인하여 제조, 유통, 보건, 국방, 오락 등 다양한 분야에서 동시에 도입할 가능성이 높다. 이 경우 응용솔루션 개발자는 시간적, 인적 자원이 한정되어 있기 때문에 다양한 솔루션을 짧은 시간내에 고품질로 개발하기 어렵다. 본 논문에서는 이를 극복하기 위하여 RFID를 응용하는 다양한 분야의 업무프로세스 및 요구기능 분석을 통하여 RFID 응용솔루션의 플랫폼을 제시하고, 이를 바탕으로 개발생산성을 극대화하기 위하여 UML을 확장한 RFID 응용솔루션 개발 프로세스를 제시하였다.

• Journal of the Korean Society of Food Science and Nutrition
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• v.43 no.1
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• pp.162-171
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• 2014

As the foodservice industry is labor intensive, the efficient management of human resources is an essential element for improving operational efficiency. This study was designed to investigate the performance level of human resource management in self-operated school foodservices and to examine the relationship between human resource management, organizational commitment, and productivity. Whether these factors rated differently by employment and job types was also examined. Data were collected through questionnaires distributed to 60 dieticians and 240 cooks in Seongnam and Yongin. Frequency analysis, factor analysis, the t-test and multiple regression analysis were tested using Minitab. Human resource management practices rated highly in the dimension of employee training (3.51), followed by working environment (3.39), and turnover management (3.37). In contrast, reward management (1.73) and working condition (1.56) received the lowest score. Organizational commitment scored 3.65 points, and showed that dedication (3.82) was the highest score; however, self-esteem (3.50) was the lowest score. For human resource management, there were significant differences between employment types as full time workers (3.85) rated management more highly than part-time worker (3.43). Overall productivity was fairly high, especially in high school foodservices. Only the performance appraisal had an influence on organizational commitment (${\beta}$=0.292, P<0.05). Productivity was positively correlated with human resource management (r=0.432, P<0.001) and organizational commitment (r=0.36, P<0.01). In conclusion, school foodservices need to establish objective performance standards, and increase employee morale by enhancing reward systems and working conditions. In particular, irregular employees require training with job performance standards and given a proper reward program, depending on their performance, to improve organizational commitment.

• Korean journal of communication and information
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• v.19
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• pp.155-184
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• 2002

Mobile phone users have diversified human factors: their channel orientations are different, and the degrees of unwillingness to communicate vary. We examined the effect of human factors on the use of mobile phone, such as the diversity of mobile phone use, the appropriateness of mobile phone, and the aversion to mobile phone as well as the interpersonal communication network through mobile phone. For our sample we surveyed college students and their family members who are older than 400. We found that the more social presence a mobile phone user gets through the mobile phone, and the more familiar to the mobile phone he/she is, (1) the more diversified is the use of mobile phone service, (2) the higher is the level of acceptance of the mobile phone as an interpersonal communication media, and (3) the lower is the level of aversion to the mobile phone. In contrast, those who have some level of aversion to the face-to-face communication, seem to form very limited interpersonal communication network through mobile phone. Their use of mobile phone is also very limited.

• Journal of the Korean Society for information Management
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• v.39 no.4
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• pp.215-239
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• 2022

Human networks can be an important means of solving various information problems including tacit knowledge, as an essential channel of knowledge sharing. Particularly, in the case of a teacher librarian(or librarian) of a school library composed of one person in the organization, the human networks for work can be more effective with people outside the organization who are in charge of the same duties than with members inside the organization. Thus, this study aims at exploring the characteristics of the personal networks related to the work of teacher librarians and understanding the effect of these network characteristics on job satisfaction and role ambiguity resolution. A survey was conducted on one of the teacher librarian associations in Seoul, and the collected data were analyzed using social network analysis(SNA) method. As a result, it was found that personal networking of teacher librarians is active in experienced teacher librarians, while those with shorter career have fewer channels of help-seeking. Also, the characteristics of personal networking do not affect job satisfaction and the resolution of role ambiguity. Based on these results, this study proposes the expansion of collaborating and networking among teacher librarians to solve information problems in a single-person workplace.

• Proceedings of the Korean Association for Survey Research Conference
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• 2002.06a
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• pp.115-133
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• 2002

최근 우리사회는 제반운영기반이 지식에 의존하고 있고 지식의 폭발적인 증가와 더불어 지식의 생명주기 단축이 매우 빠름을 특징으로 하고 있다. 지식의 중요성은 생활의 곳곳에까지도 영향을 미치게 되므로 많은 사람들이 지식사회에 부응하는 학습의 필요성을 절실히 느끼고 있지만 학습내용이 다양하게 개발되어 있지 않고, 또한 어느 학습에 어떻게 참여할지 모르는 경우도 있다. 교육인적자원부에서는 평생학습과 관련된 $\ulcorner$국가인적자원개발 기본계획$\lrcorner$(2001. 12. 7.)과 연계된 평생학습분야의 구체적 실행계획을 마련하기도 하였다. 본 연구에서는 고령화사회에서의 평생학습에 대한 수요는 계속적으로 증가할 것으로 전망하여 “사회통계조사”의 평생학습 참여실태를 검토하였고 그룹간 유사성 모델을 살펴 본 후 향후에는 평생교육이 어디에 중점을 두어야하는지를 밝혔다.

• Proceedings of the Korean Institute of Navigation and Port Research Conference
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• 2023.11a
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• pp.95-97
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• 2023

자율운항선박(MASS)의 원격제어기술은 원격지에서 MASS를 원격제어자에 의해서 제어하기 위한 기술이다. 2023년도 현재 원격제어시스템의 통합구성이 완료되었고, 하반기부터는 해상실험을 통한 시스템 검증작업을 진행할 예정이다. 이러한 시스템 검증 이후에는 원격제어 시 발생할 수 있는 다양한 문제에 적극 대응할 수 있는 위기관리 기술의 개발이 필요하다. 현재 식별된 위기는 통신 두절에 따른 제어 불능, 간헐적 통신 불능에 따른 데이터 손실, 대용량 데이터 전송에 따른 제어명령과 제어응답 사이의 지연에 의한 선박조종의 어려움, 원격제어자의 인적오류에 의한 예상하지 못한 해양사고발생 가능성 등이다. 본 연구의 목적은 4가지 주요 요소(선박, 통신, 제어시스템, 원격 제어자)로 구성된 원격제어 시스템에서 발생 가능한 다양한 위기를 적극 억제할 수 있는 기법개발을 고찰하여 향후 원격제어기술 연구에 적용하기 위한 것이다. 특히, 통신 두절로 인한 암흑시간(blind time) 동안 원격제어 불능을 해결할 수 있는 위기대응 방법, 과도한 데이터 전송지연에 따른 위험수준 평가와 가시화 방법 등을 논의한다. 본 연구는 자율운항선박의 원격제어를 안전하게 지속가능한 상태에서 운영할 수 있는 기법의 적용할 수 있을 것으로 기대된다.