• International Journal of Advanced Culture Technology
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• v.9 no.1
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• pp.52-57
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• 2021

Most internet companies in China are learning from Xiaomi Corporation's management model and to improving their organizational structures and human resource management practices. This study analyzed the development situation of Chinese Internet economy and the Internet thinking of Xiaomi which is a role model of Chinese Internet companies. In addition, we studied Xiaomi's organizational structure, human resource management, employee training, performance management and incentive system. In particular, Xiaomi's human resource management system has a great influence on the company's high performance and efficient service culture. Furthermore, the organization of Xiaomi is horizontally divided into three floors (7 key founders, department heads, and employees), each floor is managed by one founder. Xiaomi is interested in and considers not only the work of new employees, but also personal issues, and is concerned with the work of others in performance management and shares responsibility. Xiaomi adopts a unique and rational human resource management model, guaranteeing a lot of work autonomy for employees, and improving organizational performance.

• Journal of Service Research and Studies
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• v.11 no.3
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• pp.98-116
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• 2021

With the advent of the era of the 4th industrial revolution, various factors such as economy, management, and culture are changing in modern society, unlike in the past. Among them, the main characteristic of management is the change from intangible goods to tangible goods, and companies are trying to pursue innovation such as introducing a new management method, converting from manufacturing to service, and expanding technology. However, with regard to human resources, which is becoming the most important for sustainable value creation in a changing era, efforts to enable practical innovation are lacking as they are still in a simple transition. Therefore, in this study, after recognizing the importance of human resources, we verified the relationship between the elements of the human resource in the service economy era according to organizational culture and organizational structure. The relationship between organizational culture and organizational structure by type was verified using the items of human resources, we verified the relationship between the elements of the human resource in the service economy era that were derived and verified in recent research. As a result, there were some significant differences in the image of human resources, we verified the relationship between the elements of the human resource by organizational culture and type of organization, but when the two factors were combined and interpreted, it was found that all of the human resources, we verified the relationship between the elements of the human resource in the service economy era were necessary. However, in order to overcome the limitation that the indicators of this study were limited, it is necessary to continue research through samples that consider various factors in the future and systematic classification by type of organization and industry by industry.

• Journal of Families and Better Life
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• v.24 no.3 s.81
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• pp.1-14
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• 2006

The purpose of this study was to introduce the concept of social capital to the studies of human ecology in Korea. Social capital theory provides a framework for analyzing well being of families because the concept of social capital can be understood as an important family resource, including social networks, social supports, and family structure. The utilization of the social capital theory, considering both positive and negative effects on equality, in the studies of human ecology is expected to contribute to the social understanding of the characteristics of households as a system that are related with environments, and provide a basic theoretical framework for discussing family structure, human capital development, poverty, and healthy families.

• The Journal of the Korea Contents Association
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• v.18 no.9
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• pp.569-583
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• 2018

In this study, we suggested a data structure for the management of human libraries based on the analysis of the significant components for systematically managing and operating the human library service. At first, we proposed the components of human library metadata set which are 'Human Resource', 'Human Resource', 'Librarian', 'Volunteer', and 'User'. And this study verified the meta concepts of metadata set such as 'Human Library', 'Human Book' and 'User', developed the metadata set for human library using the meta concepts. To check the validity of the metadata set and to improve its usability, we created and published a XML document including the metadata structure and link between the meta concepts. In conclusion, this study provided the possibility that the library could develop the service recommended human book to user through user profile.

• Management & Information Systems Review
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• v.18
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• pp.1-19
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• 2006

Ageing induces huge dramatic change of society and economy rather than simple change of population structure. Ageing causes the decrease of working age population and production capable population, thus this brings growth slowness and long-term stagnation. In addition, progress in ageing decreases saving rate, consequently low saving rate brings about the decrease of country-wide investment resources. This ageing problem which is progressive rapidly needs core competence and implementation of human resource professionals to overcome this kind of environment change. First of all, it needs turnover in thinking way toward talents. Secondly, we need innovation one team to pursue innovation and creativity. Thirdly, it should be considered in a new way with the number of workers and efficiency of personnel expenses. Fourthly, employees should make effort for self-advancement. Under the environment with newly change human resource personnels' function and role should be emphasized to maintain sustainable growth and overcome the change of management environment. Therefore, human resources should be emphasized to become competitive personnel and organization with leading the change master and creating the value of the organization.

• Journal of Family Resource Management and Policy Review
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• v.3 no.1
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• pp.83-94
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• 1999

The purpose of this study is to analyze the positive effect of family leisure in human life. We adopted ecological-system approach, theory of structure to family life and analyzed meaning of leisure through the interdisplinary approaches. Family leisure has not only positive effect on home but also it’s subsystem. Consequently, family leisure as vital power of living contributes to the advancement of life quality.

• Journal of Digital Contents Society
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• v.19 no.1
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• pp.149-155
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• 2018

In this paper we propose an algorithm for generating role-performer bipartite matrix for analyzing BPM-based human resource affiliations. Firstly, the proposed algorithm conducts the extraction of role-performer affiliation relationships from ICN(Infromation Contorl Net) based business process models. Then, the role-performer bipartite matrix is constructed in the final step of the algorithm. Conclusively, the bipartite matrix generated through the proposed algorithm ought to be used as the fundamental data structure for discovering the role-performer affiliation networking knowledge, and by using a variety of social network analysis techniques it enables us to acquire valuable analysis results about BPM-based human resource affiliations.

• Journal of Korea Society of Digital Industry and Information Management
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• v.7 no.2
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• pp.147-159
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• 2011

In this paper the demand and supply of labor are forecasted over the next 10 years for customized nurturing human resource focused on Manufacturing Industry in Chung-Nam Province. Despite that the industrial structure is rapidly changing, industrial labors are nurturing on the basis of past industrial structure. This research is conducted for reducing mismatched labors throughout forecasting human resources until 2020. As a practical approach, the BLS Methodology is partially utilized. And the previous researches and official statistics data are reviewed. In conclusion, this study presents that more human resources on Manufacturing Industry than other Industries will be needed in Chung-Nam province. In details, it shows that there will be required more Industrial labors for strategic industries for examples, Audio and Video related industry, and Car related industry which is propelling by overall local government. In additions, policy implications are developed by analyzing current status and forecasting the labor demand and supply in the Chung-Nam Manufacturing sector.

• Journal of Family Resource Management and Policy Review
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• v.15 no.1
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• pp.137-155
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• 2011

Rethinking the Value of Family. This study compares and contrasts positive and negative viewpoints concerning the family. Currently, a resurgence in positive viewpoints has exposed the untruths and myths put forth concerning the family on the part of those with a more pessimistic viewpoint. However, those with negative viewpoints still have not acknowledged that the family is an important part of human lives. In this study, the "equal family" (a family where tasks are split evenly among, say, the mother and father with regard to both vocation and household tasks) is criticized as an alternative to the "unfair family", as the "equal family" structure fails to go beyond the liberalization of family relationships to create a virtuous structure worthy of emulation by the children in the family. This is true in spite of the fact that the "equal family" structure has done much to improve individual freedom in the lives of its members. In conclusion, this study posits a third family structure, the "life family," as a new alternative to the other two models. The "life family" recognizes the family's central role: as a safe haven for raising children and building human esteem through close long-term relationships.

• Convergence Security Journal
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• v.22 no.1
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• pp.141-148
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• 2022

Korea's ROTC system was introduced from the United States in 1961 to recruit competent primary grade officers and secure reserve forces in peacetime. However, entering the 2000s, it was faced with a serious crisis, which was a decrease of the application rate due to the change in the acquisition environment including the decrease in school-age population and military service resources due to the low fertility, and the shortened period of military service. Therefore, this study tried to suggest a ROTC system improvement plan focusing on the organizational structure and operation system by analyzing the change in the acquisition environment and the cause of decrease in the application rate. As a research method, a comparative method between the cases of the ROTC systems in the US and Korea was applied through domestic and foreign literature studies. In terms of theory, Strategic Human Resource Management, which is applied to corporate management to achieve organizational performance and secure comparative competitive advantage in a knowledge-based society, was used as a theoretical criterion.