• 아태비즈니스연구
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• 제13권1호
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• pp.53-74
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• 2022

Purpose - This study aims to examine the relationship between flexible Human Resource Management (HRM) and individual ambidexterity and the moderating effect of trust in management. Design/methodology/approach - This study collected 971 survey data from employees in Korea. The Confimatory Factor Analysis (CFA) and the multiple regression analysis were used to analyze the data. Findings - First, the flexible human resource management have a positive effect on individual ambidexterity. Second, trust in management positively moderate the relationship between flexible human resource management and individual ambidexterity. Research implications or Originality - First, this study is critical that it examines individual ambidexterity and antecedent factor, which have not been relatively researched in Korea. This study is meaningful in that it revealed that the individual ambidexterity can be increased through flexible human resource management. Second, individual ambidexterity may vary depending on the characteristics of the human resource management system. Third, it is important to find the boundary condition of trust in management. By finding conditions that enhance the effect of flexible human resource management on individual ambidexterity, it also provides practical implications applicable to companies.

• 한국조리학회지
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• 제1권
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• pp.5-23
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• 1995

Management of kitchen is consist of various management factor, for instance, physical resources, financial resources, information resources, and human resources. Because these kind of resources determine efficiency of kitchen management, human resource management is important aspect of kitchen operation. In this paper of view, recently human resource management has been considered by kitchen manager. Kitchen Managers who are interested in human resource, focus on efficiency. Also human resource management underlined not only efficiency, but interrelationship of emplyee. Today, considering with the environment of management, operation of kitchen is important section on hotel management in relation to the profit of it. In the future, therefore kitchen will be strategic profit center on hotels. According to in this tendency, as profit business center kitchen assumed a aspect of efficiency mechanism. This thesis aimcs to point out the actual status of human resource management in the hotels, and suggests the improvement there of by analyzing the system. This research is organized into five sections. section one introduces its objectives. scope and mothodology. Section two provides the theory of human resource management on the kitchen of hotels. And section these analyzed about the factors of human resource management. Section four, suggests the alternatives of the improvement on human resource management, section Five describes the conclusion of this thesis. Today, importance of human resource is viewed multipoint aspects in relation to efficiency of organization and interrelationship of employee, especially the arrangement of human resource is fairly handle and allocation of the human resource and personal appraisal. On the other hand, human resource managers have to be responsible for the cost control and customer's attraction by developing human resources. In order to advance human resource management on kitchen of hotels, following alternatives are considered with efficiency of management and interrelation of employee. The first, the manager of hotels has to consider the passive support of development of human resource. The second, the manager of hotels should develop the various training program for the extonsive ability of employee. The third, in order to improvement of human resource management, manager should establish the system for human resource management view of efficiency and employee's interrelationship.

• International Journal of Computer Science & Network Security
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• 제21권12호
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• pp.110-116
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• 2021

The article focuses on the need to deepen the issue of human resource management in logistics processes. It is noted that changes in market conditions and turbulence in the institutional environment require managers to form a highly effective human resources policy capable to ensure the innovative development of the enterprise. Functional strategies for human resource management in logistical processes are proposed, namely: adaptive, innovative, selective and exclusive. Innovative technologies that should be used in the adaptive human resources policy process are identified.

• 한국컴퓨터정보학회논문지
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• 제26권2호
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• pp.79-88
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• 2021

기관은 모든 인적, 물적 자원을 비즈니스 경쟁력으로 변환하기 위한 노력과 디지털 지식정보화 환경의 대응에 따라 ERP(Enterprise Resource Planning)을 도입 하였고 여러 성공 요인으로 열거된 요인 중에는 인적자원관리가 존재 한다. 하지만 ERP의 인적자원관리 모듈은 기능적 인사관리 역할에 머물러 있다. 인적자원을 어떻게 활용할 것인가는 인재를 탐색하고 인식하는 것으로 출발하는 것으로 시작한다. 제안한 API Gateway 기법은 ERP의 인적자원관리 모듈의 확장의 가능성을 시작으로 첫 번째, 블록체인 네트워크를 활용해 인적자원의 공유와 탐색을 위한 API의 설계와 구현을 하였고 두 번째로 정보의 위변조 방지를 위해 API와 같이 동작하는 스마트 컨트랙트(Smart Contract)를 함께 설계 및 구현 하였다. 제안한 기법은 인적자원을 적극적으로 활용할 수 있는 도구로 사용할 수 있을 뿐만 아니라 빅 데이터 기술을 활용하기 위한 완벽한 자원이 될 것이다.

• 통상정보연구
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• 제7권4호
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• pp.77-94
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• 2005

The successful knowledge and information based companies facilitate to restructure the industry and strengthen the national competitiveness in the future. The advent of information age provides us new challenge because the information breakthrough can play a pivotal role in terms of knowledge transfer in the human resource management. This research focuses on best practices of human management and contrasting the human resource strategy of Japanese and American firms respectively, Based on this, we suggest the strategic alternatives of the described HR problems as well as the way of effective human resource management for Korean venture firms. We have reviewed the previous international and domestic literatures in details to understand HR liabilities of newness of venture firms in terms of the population ecology. The objective of this research is to solve the HR problems that Korean firms faced with.

• 가족자원경영과 정책
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• 제1권2호
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• pp.149-158
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• 1997

This study identifies characteristics of human resources management in institutional household and the organization of institutional household according to user; child, adolescent and the old. This study suggest that rimited resource and it’s solutions, small group as open system and role of contact person must be considered importantly in management human resources of institutional household. And suggested organization of chile care center, adolscent trainning center and retirement home.

• 한국병원경영학회지
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• 제17권1호
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• pp.59-78
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• 2012

The purpose of this study is to evaluate on the fitting with human resource practice and strategic on 6 public hospital in the point of resource based view. At the result of this study, public strategy is not much fitted into HRM(human resource management) system, but it shows positive result of the fitting with efficiency strategy and HRM system. These results were associated with the integration of G Medical Center. Generally 6 public hospitals of the HRM system and the strategy had not been linked. They also did not achieve a great outcome. We suggest that the manager in charge of each hospital make strategies of the hospital, and then evaluates about fitting with HRM system. We hope, hereafter, it applied the analysis methods that evaluates it with financing result and individual non-financial result all together.

• 가족자원경영과 정책
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• 제12권2호
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• pp.73-93
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• 2008

The purpose of this study was to analyze the effects of workers' human resource development and their recognition of human resource on-the-job satisfaction. A sample of 4,727 workers that was selected from Korea Labor Panel Data was analyzed by t-test and multiple regression, and was tested by causal effects among related variables. The major findings were as follows: First, the workers' recognition of their job performance level vs. educational attainment was affected by their annual income, job status, educational attainment, gender, and experiences of human resource development. Second, the workers' job satisfaction was affected by gender, age, educational attainment, health status, job status, annual income, experiences of human resource development, recognition of their job performance level vs. educational attainment, and recognition for their job availability. Third, the factors that had a causal effect on workers' job satisfaction were educational attainment, gender, age, health status, annual income, and experiences of human resource development. Above all, workers' educational attainment had a strong direct effect on job satisfaction, and annual income had a strong indirect effect on it. From these findings, it can be concluded that workers' effort and trial for development and investment of human resource played an important role in increasing job satisfaction.

• 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.

• 한국정보시스템학회:학술대회논문집
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• 한국정보시스템학회 2000년도 추계학술대회
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• pp.12-15
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• 2000

An SADT-based methodology is presented for systematically analyzing the container working process in container terminal, as well as an object-oriented design method for an integrated information system for container terminal resource planning and management. Our design architecture is composed of four levels, activity interface, activity PDCA control, human resource management, and facility resource management. Especially, the consideration of the human resource management level makes it possible to support cooperative tasks, to make the authority and responsibility on a task clear, and to extremely promote the balance between human and facility resources. Finally, The system architecture is suggested for Virtual Container Terminal, in which a planned container working process is simulated for previous feasibility check, work orders are transferred to control real devices, and to manage the entire process and related data.