• 산업경영시스템학회지
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• 제39권3호
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• pp.100-108
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• 2016

The purpose of this study is to present a business strategy plan to increase organizational effectiveness of small and medium-sized enterprises. The research investigated in the level of human resource activity, such as recruitment, education, evaluation, compensation and development for the employees and executives who are working at small and medium-sized enterprises where located in Busan and Gyongnam province. With this, the research carried out actual proof analysis on the level of human resource activity effects on organization effectiveness like job satisfaction and organizational commitment. The following implications can be acquired from the result of multiple regression analysis on the 201 employees of small and medium enterprises. First, small and medium-sized enterprises should carry out human resource management activities and improve research and development capacity to enhance organization effectiveness. Second, in order to improve job satisfaction of the members of small and medium-sized enterprises, the management should concentrate on recruitment activity and reward maintenance management activity and come up with strategies to enhance learning ability and external network ability. Third, in order to enhance organizational commitment of the members of small and medium-sized enterprises, recruitment activity, training activity, and reward maintenance management activity should be carried out and the management should come up with strategies to enhance learning ability and external network ability. In this research, the objective was only to find out antecedents of organization effectiveness, but considering that causality might arise among the antecedents, in the studies hereafter, the verification on the structural relationship of various factors will be needed.

• 한국생활과학회지
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• 제16권1호
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• pp.145-157
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• 2007

The purpose of this study was to identify Chinese university women's appearance management characteristics and clothing purchasing behavior. A self-administered questionnaire was used. Research period was 15th - 30th March. Frequencies, percent, factor analysis, cluster analysis, ANOVA, chi-square test were done. The results of study were: 1. The factors of appearance management characteristics were food management, skin care, weight control & tooth correction, nail & hair care, and use of identity kits. The factors of clothing selection criteria were outlook & appropriateness, management & service, fashion & brand, and individuality & price, and factors of information resources were marketer oriented & neutral and consumer oriented & store. 2. Chinese university women were segmented into positive appearance management group, food & skin management group, nail care & identity kits using group, and appearance management stagnated group. Positive appearance management group selected their clothing to pursuit individuality & relaxation, fashion, and conformity, considered fashion or brands more, used various information sources. Food & skin management group purchased their clothing for conformity. Nail care & identity kits using group considered management & service of clothing more, utilized consumer oriented & store information more. 3. Positive appearance management group were younger, and spent more pocket money and for their appearances. Food & skin management group were older, but nail care & identity kits using group were older. Appearance stagnated group spent less pocket money and appearance management.

• 한국경영과학회:학술대회논문집
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• 한국경영과학회 2001년도 추계학술대회 논문집
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• pp.55-58
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• 2001

It is more important than ever for companies to distinguish themselves through knowledge management strategies. Without a constant creation of knowledge, a business is condemned to poor performance. However, it is still unclear how these strategies affect knowledge creation. Knowledge management strategies can be categorized as being either human or system oriented. This paper proposes a model to illustrate the link between the strategies and its creating process. It is found that human strategy is more likely to be effective for socialization while system strategy is more likely to be effective for combination. Furthermore, the result suggests that managers should adjust knowledge management strategies in view of the characteristics of their departments.

• International Journal of Quality Innovation
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• 제8권3호
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• pp.1-10
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• 2007

A sample of Italian manufacturing companies was selected in order to verify the abilities and effects (relationships) of the management factors human resources, leadership and strategic planning on company performance. The Partial Least Squares (PLS) estimation method was used for analyzing the data collected, where the relationships between the management factors and performance were formalized by a Structural Equation Model (SEM). The analysis of the survey data showed unexpected result regarding the non significant direct relationship between Leadership and Performance. The effect of Leadership is obtained by an indirect relationship through Human Resources. The combination of Leadership and Human Resources has hence been identified as the management factors which have the highest impact on the performance of Italian industrial companies. Another interesting and unexpected result was that there was no significant impact of Strategic Planning on Performance. It seems that the leaders of Italian industrial companies have not understood that good strategic planning is a necessary condition for achieving excellence. So another improvement area is in fact Strategic Planning. This area should have the highest priority of any top management team and the focus should include how to establish a strong relationship between strategic planning and performance. No correlation between strategic planning and performance is a strong indication that something is wrong. It is not enough that Leadership is doing Strategic Planning-Leadership is also about studying and follow up on results in order to assure impacts on performance. This link seems to be missing in Italian industrial companies.

• 한국생활과학회지
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• 제16권2호
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• pp.333-348
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• 2007

The study examines the relationships among financial knowledge, financial management, and objective financial well-being and subjective financial satisfaction. The data used in the study was 331 households from the survey in both Seoul and Kyeonggi-Do. The data analysis was dome using the SAS-PC program and several statistical techniques were utilized such as frequency, and multiple regression analysis. The results of the study were as follows; The results from multiple regression analysis providing the information about the relationships between two variable after controlling other effects on the variables, showed that, the households with more financial knowledge tended to do more on both financial management plan and financial management implement. The households doing more on financial management implement were found to have more subjective financial satisfaction, while those doing more on financial management plan were found to have more objective financial well-being. Also, a positive relationship was found between objective financial well-being and subjective financial satisfaction.

• 한국도서관정보학회지
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• 제47권2호
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• pp.359-386
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• 2016

이 연구는 조직의 성과를 극대화 할 수 있는 방안으로 개인의 직무만족과 조직몰입에 영향을 미치는 요인의 탐색을 통한 대학도서관 인적자원관리 시사점 도출을 목적으로 하고 있다. 대학도서관 조직의 전략과 연계된 조직차원의 인적자원관리 시스템이 조직성과에 미치는 직접적 영향 관계의 분석뿐 아니라 고몰입 인적자원관리 시스템이 조직성과에 영향을 미치는 권한위임, 조직문화, 조직공정성, 이직의도 등의 영향관계를 파악하고자 한다. 또한 조직수준 혹은 개인수준의 성과측정이라는 방식을 탈피하여 조직수준의 인적자원관리가 개인수준의 성과에 미치는 영향을 측정하고자 하였다.

• 산업융합연구
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• 제2권2호
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• pp.3-30
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• 2004

This study intends to closely examine an evaluation of effectiveness of the HRM associated with interactions among employees(I), purpose recognition(P), role feedbacks(R), and motivative compensation(M). The following is a summary of the results of this research: From the study of the actual situation of the human resource management by the Korean firms, it appeared that the form of existence of vision systems possessed the form of having been written as documents and co-shared. And, although, in the area of motivation endowment and feedbacks, the level of motivation endowment regarding the comprising member by those in charge of departments and the level of reflection of the company's personnel policies in the execution of work by the departments were ordinary, the level of presenting the opinion of the departments regarding the company's personnel policies was shown to be low. And, the decisive elements of wages and the compensation standard were in the order of performance basis and long service. Also, it was analyzed that the leadership style of the CEO is the most important element that influences human resource management policies. And, it was analyzed that in the evaluation of the human resource management area the roles regarding evaluation and compensation, especially, the mutual interactions of the comprising members, feedbacks, and improvement activities are inadequate. And the managerial implications are discussed.

• 대한안전경영과학회지
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• 제12권2호
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• pp.183-192
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• 2010

Korean logistics industry have been focused on transportation business. However, with the expansion of the electronic commerce and on-line shopping, delivery service is now dramatically growing. Despite the expansion of logistics market, the domestic logistics industry have significant structural problems such as low productivity comparing with the advanced countries, relatively high cost and shortage of human resources and lack of professionalism of people in the industry. Logistics companies reallocate employees, use subcontractors, expand consignment and training the employees to overcome the labor shortages but it has some limits. In recognition of the importance of labor in the logistics industry, financial support and investment have increased. Logistics companies tend to hire consultants, set up logistics department or R&D center in order to establish highly productive logistics process and system so it is viewed that there will be considerable demands of human resources in the logistics industry. This study indicates implications and development direction of human resources in the logistics industry by looking into prospect and characteristic of the industry, employment status, training programs and qualification requirements.

• 대한안전경영과학회지
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• 제10권2호
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• pp.61-70
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• 2008

The CEOs of global companies have been realized the imagination and creativity that can be obtained from the corporate culture is the crucial competitive power for sustainable growth. Thus, most domestic companies take an increasing interest in how to make creativity efficiently. This paper, however, argues that the proper application of performance indicators can engender creativity and innovation in organizations without costly investing on creativity. Assuming that creativity is actually dominated by the emotion of human resources rather than the rationality, this paper suggests the performance indicators developed based on the viewpoint of the characteristics of human needs and the relationship between the human needs and the attribute of works. The performance system which consists of activity, sociality and creativity is presented and the performance indicators for each category are also suggested to improve the spontaneity and creativity of human resources.

• Journal of Information Technology Applications and Management
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• 제16권1호
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• pp.77-96
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• 2009

The balanced scorecard has drawn attention from many researchers in various fields since its appearance in 1992. It became a norm for performance evaluation framework in many areas, such as marketing, information system evaluation, strategic planning, etc. Centered in the large companies in Korea, the balanced scorecard has been popularly used as a performance evaluation tool for human resource management. Now we Question its applicability to performance evaluation tool even in small business. This study tried to apply the balanced scorecard in developing an information system for performance evaluation in a small business. The study showed that the balanced scorecard can be nicely used in small business as a performance evaluation tool. The process of developing an information system is described in detail. The practitioners are to obtain a lot of insights in designing their human resource management systems from the study results.