• Proceedings of the KSR Conference
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• 2003.05a
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• pp.159-164
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• 2003

The purpose of this article is to comparatively depict the organizational effectiveness of two rail firms based on the cognitive response of employees(group of drivers). To attain this purpose, several aspects of current personnel and organization management system and organizational culture are surveyed through questionaire and analyzed by SPSS. The questionaire includes two parts of items. First, it includes items on personnel-related factors such as evaluation system, job, wage, role, leadership and job satisfaction. Second, it includes items on organizational culture model suggested by Rousseau. The major findings are : 1) In general, the cognitive response of drivers in two firms concerning personnel-related aspects is to a certain degree negative. 2) The cognitive response of drivers in two firms concerning culture-related aspects is also awfully negative. 3) Job satisfaction of drivers in the firm A is highly related to role and leadership factors in terms of personnel-related aspects, on the one hand, and to achievement factor in terms of culture, on the other hand. In case of the firm B, job satisfaction of drivers is highly related to personnel evaluation factor as well as role and leadership factors in terms of personnel-related aspects, on the one hand, and to affiliation, power, and bureaucracy factors in terms of culture, on the other hand.

• Journal of Agricultural Extension & Community Development
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• v.2 no.2
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• pp.175-189
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• 1995

Poitical demand for decentralization trends in Korea has led the government to plan to localize its agricultural extension system by changing the status of 6,696 extension personnel stationed at the provincial and county level from central government status to local government status as of January 1997. However, serious drawbacks of lowered morale of extension personnel and the financial burden of local governments has not yet been debated extensively for effective personnel management. Some of the findings that emerged from both the analytical and empirical research show the dangers of decentralization such as an increase in disparities, jeopardizing stability, and undermining efficiency. These problems should be considered along with the culture, tradition, and Koreans' attitude towards central and local government. The dangers of decentralization of agricultural extension services in Korea may cause serious problems in allocative efficiency because of a mismatch between available resources and promised expenditures, and in production efficiency because of unproven cost-effective provisions of local governments. It is accepted that the central government can invest more in technology, research, development, promotion and innovation in the agricultural sector. However, changing the status of extension personnel from central government to local government status may lead the best people to leave, lower morale, shake the sense of public service, break networks, and sacrifice investment in research, development and extension. In deciding the future directions for personnel management of agricultural extension services in Korea, maintaining or reinforcing the existing national status of extension personnel should be considered along with a reflection of the basic characteristics of agricultural extension services, linkages of research and extension, the financial burden of local government, specialization of extension personnel, unnecessary duplication of investment among local governments, possible national supports to agricultural research and development, and extension under the WTO systems.

• Journal of Technology Innovation
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• v.8 no.1
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• pp.155-172
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• 2000

Management control is the process by which managers ensure that resources are obtained and used effectively and efficiently in achieving the organization's objectives. This paper explores relationships between characteristics of R&D and management control. R&D characteristics measured in this research include the degree of technological uncertainty and the measurability of outputs. Management control was classified and categorized into observable dimensions of control such as behavior, budget, process, results and personnel control. The relationships were tested with questionnaire survey data from a sample of 206 principal investigators(PIs) in the thirteen Government supported research institutes(GSRIs) in Korea. There are significant negative relations between the degree of technological uncertainty and budget, process and personnel control, and significant positive relations between the measurability of outputs and process, results and personnel control. These results indicate that the relations between task characteristics and management control in R&D are different from those to be found in other activities of organizations.

• Proceedings of the Safety Management and Science Conference
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• 2010.11a
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• pp.559-580
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• 2010

General Command in the whole situation, managed effectively in order to perform the first briefing room of the reorganization plan and the personnel, the situation room of the business division of the scope(function), information exchange and delivery quickly and accurately to support the computerized Communications equipment and system construction, and various field Construction activities related to the information database construction, and should be made to secure the expertise of management personnel. Building of Computer - communication systems equipment environment for new IT technologies is necessary. From this perspective, the leadership position in the country in the Disaster Management Center in Seoul, organization and personnel, computer systems and communication system status, status of foreign countries like Dispatch managing disaster situations by identifying and analyzing the development plan is aimed to find.

• Journal of the Korea Safety Management & Science
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• v.7 no.4
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• pp.13-25
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• 2005

As there are more accidents which are more serious in construction site than other industries, it needs the safety management system to be SLIM on the same time, There are still lots of difficulties to prevent those accidents exactly, so it also needs a safety supervision team to prevent the accident, unsafe operation and condition before happening, which is also called as a Man-to-Man safety management method. The range of the job site in one personnel's management is very big and large, so it needs the personnel to keep watch the safety operation and prevent any unsafe/fire accidents. Also the personnel also should find out the unsafe points in the job site, and carefully supervise the dead angle site, then support the totally safety management POINT and realize the ZERO accident.

• Journal of the Korea Safety Management & Science
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• v.13 no.1
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• pp.31-39
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• 2011

In this study, supervision resides fire mission against problems associated with case studies and surveys done through the side of the field work, technical personnel, fire management, including fire code aspects classified into three kinds of items dealt with the issue. Started at the scene of the problem in terms of performance, the issue of the construction process, mainly dealt with the issue at the time of completion. Fire management side, supervisor of technical personnel, human resources management issues, contract issues, fire code level, the frequent revisions of fire regulations, supervision, processing delays of the resulting report, the problem resides with the expansion of Fire Supervision target was mentioned. Finally, the target for each hierarchical supervision, and resident supervisor of the need for supervision of work performance test was carried out by the correlation.

• Journal of the Korea Institute of Information and Communication Engineering
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• v.14 no.2
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• pp.409-414
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• 2010

Latest personnel management Jobs with the existing payroll of a simple task rather than piecemeal, combined with the company's strategy, emerged as an important business management information system in e-HRM is an increasing need. In this paper, designed by e-HRM personnel-management Management Information System through the personnel costs and improve capabilities, performance-based assessment of the personnel was established, the staff of the opinions it easier to improve service through improved worker satisfaction. Also on the web, individuals, departments, and the company's performance and to be able to share your goals with an interactive interface to a more transparent process of HR royalty customers without having to focus only on financial indicators, financial, internal process perspective to manage the balance execution of the company's strategy can be used as a tool.

• Journal of Information Technology Services
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• v.16 no.4
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• pp.65-75
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• 2017

The purpose of this study is to investigate how software policy shows the moderating effects between organizational capability maturity and organizational performance. The software policy includes the proportions of development personnel and development budget that can affect organizational performance. It is important to empirically identify whether the ratios of budget and personnel, which are some of the main policy indexes of the organization can promote the causal relationship between organizational maturity and organizational performance. These personnel and budget may be assumed to affect the causal relationship between organizational capability maturity and organizational performance. The results of this study shows that the moderating effects of software policy are partially proved. The two policy indexes, personnel ratio and budget ratio, showed a moderating effect between process implementation and organizational performance, but did not show any moderating effect between quantitative management and organizational performance. This is because the companies participating in the survey are still in the early stages of quantitative process management and quantitative management does not show the differentiated results among the participating organizations. The significance of this study is as follows. In the academic aspect, the causal relationship between organizational maturity and organizational performance was examined empirically, and it was analyzed whether the two adopted policy indicators have a moderating effect between organizational maturity and organizational performance. On the practical side, the analysis suggested that the ratios of budget and personnel emphasized by the government or organization played a role of facilitating the organizational maturity and organizational performance.

• Proceedings of the Korean Institute of Building Construction Conference
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• 2005.05a
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• pp.137-140
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• 2005

In spite of a construction of many set building, the government's set building policies being almost indifferent to the maintenance management of them. Currently the personnel is not enough for maintenance management in set building. Therefore many set building does not become accomplished appropriately. On this paper, the set building policies and a questionnaire are analyzed. The result of questionnaire provides fundamental data of proper staff calculation.

• International conference on construction engineering and project management
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• 2007.03a
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• pp.601-610
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• 2007

Responding to the fierce market competition and trying to cut personnel costs, the construction industry in Taiwan is adopting atypical employment in human resource. To discover this trend, this study employed a questionnaire survey to investigate the current use of atypical employment by domestic contractors and its possible impacts on the industry. According to the 103 returned valid questionnaires, 40.8% of the respondent contractors have applied some atypical employment types in recent three years and most of them used fixed-term employment. The major reasons the contractors used atypical employees are to reduce personnel costs, to deal with business fluctuations and to streamline personnel. According to the respondents, there is no significant difference between the advantages and disadvantages of using a large number of atypical employees in the short term. However, in the long term, atypical employment is generally more disadvantageous than advantageous.