• Journal of Korean Society of Industrial and Systems Engineering
• /
• v.42 no.1
• /
• pp.33-40
• /
• 2019

This study focuses on a job-shop scheduling problem with the objective of minimizing total tardiness for the job orders that have different due dates and different process flows. We suggest the dispatching rule based scheduling algorithm to generate fast and efficient schedule. First, we show the delay schedule can be optimal for total tardiness measure in some cases. Based on this observation, we expand search space for selecting the job operation to explore the delay schedules. That means, not only all job operations waiting for process but also job operations not arrived at the machine yet are considered to be scheduled when a machine is available and it is need decision for the next operation to be processed. Assuming each job operation is assigned to the available machine, the expected total tardiness is estimated, and the job operation with the minimum expected total tardiness is selected to be processed in the machine. If this job is being processed in the other machine, then machine should wait until the job arrives at the machine. Simulation experiments are carried out to test the suggested algorithm and compare with the results of other well-known dispatching rules such as EDD, ATC and COVERT, etc. Results show that the proposed algorithm, MET, works better in terms of total tardiness of orders than existing rules without increasing the number of tardy jobs.

• Journal of Digital Convergence
• /
• v.8 no.2
• /
• pp.131-145
• /
• 2010

The speed of change on information technology is very fast, so it demands a continuous competency development in IT human resource management. If the competency development for IT personnel can not keep up with the change of Technology, IT personnel cannot accomplish their IT job under new IT environment. For this reason, many companies have tried to manage IT organization separately and IT job system on the technology basis. Although the training of IT is different from that of other field in feature, few studies about IT human resources system have been conduced. Therefore this study focuses on the training system of IT personnel and suggests the framework for institutionalizing the operation policy and the individual process through a case study methodology. This paper chose one company as a case study which implemented the training system of IT personnel recently, and the proposed framework based on the literature review from this study applied to a company. The study shows that IT job system needs to be reasonably established, job descriptions should be appropriate to IT job, and there exist two training paths according to two career path - Specialist and Generalist. For the purpose of high performance in IT division, the training manager should understand IT job system, the people who need training, and keep an eye on the IT trends and new IT skills.

• Journal of Korean Society of Archives and Records Management
• /
• v.9 no.2
• /
• pp.133-158
• /
• 2009

This study started from recognizing the problem that neither the identity nor the role of records managers is clarified enough. Therefore, this study identifies the function of the records managers and how it should be carried. The method of functional analysis was used to collect information, and then the AHP method to analyze te core functions of the records managers. As a result, core functions were identified as follows: records management policy making, education, production control, records schedule management, collecting, transferring, description, appraisal, de-accessioning, records center management, disclosure, perusal service, and records management system. Therefore, this study presents that identity and role of the records managers as well as the priorities of the job.

• Journal of the Korea Convergence Society
• /
• v.6 no.5
• /
• pp.23-31
• /
• 2015

The aim of this study is to show how much career management system of hospital affect the psychological state and career effectiveness for hospital employees. The research was dealing the issues about hospital's career management system which affect organizational engagement. Moreover, these psychological factors have to be analyzed in the relation of career effectiveness. Finally, based on the analyzed results, this study has provide useful information for hospital management to establish efficient and productive human resources-management measures in therms to increase in organizational engagement and career commitment of employees as well. Questionnaires were distributed to employees who are working in hospital located in Seoul city. We found that career management support systems have a significant effect on job engagement. In addition, job engagement influences significantly career commitment. Conclusion and implications are discussed.

• The Journal of the Korea Contents Association
• /
• v.19 no.1
• /
• pp.385-395
• /
• 2019

The purpose of this study was to compare the perception of medical institution certification evaluation, job stress, turnover intention, safety management cognition of a general hospital nurse before and after the medical institution certification system. Data were collected from June 1, 2016 to July 17, 2016. The collected data were analyzed by mean, standard deviation, and paired t-test using SPSS 21.0. The results of this study showed that there was no significant difference between before and after certification of medical institution recognition, turnover intention, and safety management awareness, but mean score was high and job stress showed significant difference before and after certification.(t = 2.825, p = <. 005). That is, the job stress was higher than that after the authentication. Therefore, in order to reduce job stress of nurses preparing for certification, active and diverse human and physical support of medical institutions that can reduce work burden is needed.

• Journal of the Korea Safety Management & Science
• /
• v.3 no.2
• /
• pp.145-154
• /
• 2001

This paper deals with Activity Analysis Method that is important procedure in Activity Based Costing System Implementation. There are many existing Activity Analysis Method, for example Interview, Questionnaire, Specialist Discussion and Work Measurement. Activity Analysis Data gained through this method has high reliability but this method bring about high cost. In case that certain company needs a strategic costing system, Activity Analysis Method which has high reliability will be need. But, if companies want the costing system as a internal decision making tool only, they need to design the ABC system fast and cheaply. This paper explains that Activity Analysis using existing finn material is good alternatives. So, this paper show the feasibility of Activity Analysis using existing firm material with comparing between job description, job specification information and Activity Analysis information.

• Proceeding of Spring/Autumn Annual Conference of KHA
• /
• 2011.04a
• /
• pp.193-196
• /
• 2011

The purpose of this study was to clarify the distinct working areas of Certified Housing Environment Professional(CHEP) through the job analysis, to prepare the basic documentation required for a national official approval, and to provide the information of the curriculum organization for collegiate education on housing environment-related majors. Two previous reports, the qualifying system and performed in 2005 and 2009 by the qualification management committee under the Korean Housing Association, were foundation of this study. Two advisory council meetings were held, which are composed of 5 housing professionals and 11 professors working in housing environment-related departments. The results of the study were summarized as follows. The main jobs of CHEP were classified into six categories; the analysis, planning, service, residents' evaluation, social evaluation, and physical evaluation of the housing environment. CHEP can participate in the planning stage of architectural or interior design through the investigation of residents' perception and behaviors, and the analysis of socio-economic and life style trends. They also can play an important role in living supporting services of housing management area through the community program development, management and evaluation, which may bring about community vitalizations and social integrations. This study might need to finalize based on the affluent input of colleague.

• The Korean Journal of Health Service Management
• /
• v.13 no.4
• /
• pp.145-161
• /
• 2019

Objectives: Work-Family Balance (WFB) is a significant social issue in Korea. We examined the effects of employees' burnout on organizational performances by determining the moderating effect of family-friendly organizational culture in firefighter's organization. Methods: To test the hypothesis, data were collected from firefighters who are working at five fire stations in Deajeon and Chungnam province. Based on quantitative survey from 489 respondents, hierarchical regression analyses were performed. Results: The analysis revealed that job burnout had a negative effect on both organizational commitment (OC) and organizational citizen behavior (OCB). Family-Supportive Organization Perception (FSOP) negatively moderated the relationship between burnout and OCB. On the other hand, there was no significant moderating effect of FSOP on the relationship between burnout and OC. Conclusions: This study raises the importance of creating an organizational culture that gives its members a belief that the organization guarantees and supports the work-family balance system.

• Journal of the Korea Academia-Industrial cooperation Society
• /
• v.18 no.2
• /
• pp.130-141
• /
• 2017

This study examined the effects of learners' job competency development on their vocational key competency improvement in lifelong education based on national competency standards. A survey was empirically carried out to 480 learners of lifelong education institutions in Seoul and the results were statistically analyzed. Covariance analysis was conducted to allow for external influences of lifelong education learners' educational environment in the process that verifies the effects of job competency development on vocational key competencies classified into 4 units, namely, mathematical skill, problem-solving skill, resource management skill, and communication skill. The findings are summarized as follows. First, all factors of job competency development had no effect on mathematical competency in the single dimension. Second, the testing of hypothesis 2 showed that education system(F=3.021, p<.05) and curriculum(F=6.684, p<.05) of job competency development factors had a significant positive effect on mathematical competency in the single dimension. Third, the testing of hypothesis 3 showed that only curriculum(F=5.865, p<.05) of job competency development factors had a significant positive effect on resource management in the single dimension. Fourth, the testing of hypothesis 4 showed that all factors of job competency development had no effect on communication in the single dimension. These findings suggest that the proper harmony of both education system and curriculum or all education system, curriculum and evaluation management in the combination of lifelong education support with teaching interaction can have a positive effect on the improvement of communication.

• Journal of Korean Society of Industrial and Systems Engineering
• /
• v.35 no.3
• /
• pp.136-147
• /
• 2012

The human resources of an enterprise is very important to survive in these days of business environment. This study investigates the influence of four behavioral types in MBTI (Myer-Briggs Type Indicator) and working conditions on organizational effectiveness. Job satisfaction and immersion have been regarded as a key conception of organizational effectiveness. The focus of this study is to investigate the effects of R&D employee's four behavioral types in MBTI and working conditions on organizational effectiveness. The results of this study show that organizational effectiveness is influenced by personality types and working conditions. According to the result, First, about the analysis of differences in job satisfaction, EP (Extraversion Perceiving)-type (3.56) and EJ (Extraversion Judging)-type (3.43) are higher than IJ (Introversion Judging)-type (3.07) and IP (Introversion Perceiving)-type (3.03) of four behavioral types in MBTI. So an enterprise makes various efforts to enhance job satisfaction for IJ (Introversion Judging)-type and IP (Introversion Perceiving)-type. Second, For improving the organizational effectiveness that is job satisfaction and immersion, an enterprise must make favorable working conditions to each four behavioral types in MBTI of R&D employees. In order to improve job satisfaction, the enterprise will provide IJ (Introversion Judging)-type with support for collegiality and IP (Introversion Perceiving)-type with good relationships with superiors. and also the enterprise gives autonomic authority to EJ (Extraversion Judging)-type. Finally, in the case of EP (Extraversion Perceiving)-type, the enterprise must admit failure for efforts. In order to improve job immersion, the enterprise will provide IP (Introversion Perceiving)-type with good relationships with superiors, the vision of company and compensation for creative work. and also the enterprise gives autonomic authority to EJ (Extraversion Judging)-type.