• Proceedings of the Korean Society of Computer Information Conference
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• 2022.01a
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• pp.263-264
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• 2022

본 논문은 회사 직원들의 재택근무와 출퇴근 관리를 위한 Web 페이지이다. 프로젝트의 핵심 기능은 캘린더를 이용한 직원들의 출퇴근 관리로 근태, 재택, 휴가, 급여 관리 기능이 포함되어있다. 각 회사에서 이 프로그램을 이용할 시 직원들은 출근, 퇴근 버튼 기능으로 시간을 기록하고 휴가신청과 재택근무 일정을 확인할 수 있다. 관리자들은 직원들의 출퇴근 일정 목록과 재택일정, 휴가일정을 확인 가능하고 수정, 관리할 수 있다. 채팅 기능을 활용하여 직원과 관리자의 원활히 소통이 가능하다. 회사에서 필요한 근태 관리 시스템 기능들을 제공한다.

• Journal of Korean Society of Archives and Records Management
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• v.1 no.1
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• pp.153-175
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• 2001

This research is aimed at proposing the policies for enhancing information services at the GARS. To this end, a survey was carried out over the user group, the staff group, and the external expert group. And then the 3-Partner Approach Model was proposed that accommodates the archivist-centered partnership with users and external experts. Based on this model. the three-aspect policies to upgrade information services were proposed.

• Proceedings of the Korea Contents Association Conference
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• 2017.05a
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• pp.221-222
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• 2017

본 연구는 호텔직원의 성장욕구와 직업존중감이 고객지향성에 미치는 영향과 심리적 주인의식이 직원의 고객지향성의 관계에 미치는 매개효과에 대해 연구하였으며 서울지역에 소재한 특급호텔 직원을 대상으로 실증분석을 시행하였다. 그 결과, 직원의 성장욕구와 직업존중감이 고객지향성에 유의한 영향력이 있고 심리적 주인의식이 직원의 성장욕구와 직업존중감과 고객지향성의 관계에 완전한 매개효과를 미치는 것을 확인하였다. 이러한 연구결과를 바탕으로 호텔 인사담당자를 위한 직원관리에 대한 이론적 의미와 시사점 그리고 향후연구방향을 제시하였다.

• 건강소식
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• v.36 no.10
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• pp.42-43
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• 2012

한국건강관리협회는 전국 1,000여 명의 직원이 참여한 가운데 여수 디오션리조트에서 9월 10일부터 15일까지 2012년도 직원 전체 연수를 가졌다. 불과 며칠 전 우리나라에 큰 피해를 주고 간 태풍 '볼라벤'과 '덴빈'을 겪은 뒤라 이들의 만남은 서로간의 안부와 안도감으로 더욱 반가움에 가득 차 있었다.

• 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.

• Proceedings of the Korean Institute of Navigation and Port Research Conference
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• 2015.10a
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• pp.350-352
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• 2015

관리소 정원은 항로표지관리소 직원복무 등에 관한 규정상 4명으로 하도록 되어있으나 현재 근무현황은 3명이다. 유인등대의 근무인원이 3명인 것에 대하여 하는 업무에 비하여 적은 인원인지 적당한지에 대하여 항로표지관리소 직원복무 등에 관한 규정 제5조 관리소 직원의 임무에 근거한 업무량을 분석 하고 각 유인등대별 필요인원을 산출하였다.

• Journal of Korean Society of Archives and Records Management
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• v.24 no.1
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• pp.187-204
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• 2024

This study was conducted to examine the current status of record management in parliamentary offices and identify areas of improvement. For this, in-depth interviews were conducted primarily with parliamentary aides to investigate their perceptions and needs. The research revealed that although the responsibility for record management in parliamentary offices lies with the aides, systematic record management is lacking because of inadequate awareness. While some aides recognize the importance of record management, there is still a need for a change in perception and practice. Furthermore, the study found that there is a lack of systematic education and support for effective implementation. The perceptions of aides were classified into three types: proactive (type A), pragmatically adaptive (type B), and those emphasizing the specificity of parliamentary records (type C). In particular, the change in perception of aides in types B and C is crucial, considering their pivotal role in parliamentary office record management. In response, this study suggests education and awareness improvement programs for record management, the introduction of an integrated record management system, and the establishment of policy and institutional support as key tasks.

• Management & Information Systems Review
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• v.37 no.4
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• pp.271-287
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• 2018

Salespersons play an important role in strengthening a firm's marketing competitiveness advantage because they provide service through the direct contact with customers. This research tests several hypothesized relationships between their career performances(incomes, job satisfaction and organizational commitment) and marketing comprtitiveness advantage. The data used in this study to measure the hypotheses is 'Human Capital Enterprise Panel Data 2015(5th) that was collected by Korea Vocational Training Institute. The results showed that the earnings was not significantly different depending on salesperson's self-directed career management. The job satisfaction and organizational commitment of the salesperson positively affected firm's marketing competitiveness advantage, but the effects of salesperson job satisfaction and organizational commitment on firm's marketing competitiveness advantage were not significantly different depending on salesperson's self-directed career management. This study confirmed that it is necessary to regard career movement as the significant resources of the marketing competitiveness advantage as self-directed career management rather than a negative point of view.

• Information Systems Review
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• v.25 no.2
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• pp.181-203
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• 2023

With the fierce competition of companies for the attraction of outstanding individuals, job satisfaction of employees has been of importance. In this circumstance, many companies try to invest in job satisfaction improvement by finding employees' everyday experiences and difficulties. However, due to a lack of understanding of the employee experience, their investments are not paying off. This study examined the relationship between employee experience and job satisfaction using employee reviews and company ratings from Glassdoor, one of the largest employee communities worldwide. We use text mining techniques such as K-means clustering and LDA topic-based sentiment analysis to extract key experience factors by job level, and DistilBERT sentiment analysis to measure the sentiment score of each employee experience factor. The drawn employee experience factors and each sentiment score were analyzed quantitatively, and thereby relations between each employee experience factor and job satisfaction were analyzed. As a result, this study found that there is a significant difference between the workplace experiences of managers and general employees. In addition, employee experiences that affect job satisfaction also differed between positions, such as customer relationship and autonomy, which did not affect the satisfaction of managers. This study used text mining and quantitative modeling method based on theory of work adjustment so as to find and verify main factors of employee experience, and thus expanded research literature. In addition, the results of this study are applicable to the personnel management strategy for improving employees' job satisfaction, and are expected to improve corporate productivity ultimately.

• 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.