• Korean Journal of Comparative Education
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• v.27 no.3
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• pp.49-73
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• 2017

This study aims to clarify background and peculiarity of teacher policy in Finland. Especially we focus on the historical changes of teacher policy, the way of decision for teacher quota and the recruitment of teacher. The following two points of the teacher policies were characterized. First, municipalities have the rights of teacher selection on their own. And the universities for teacher education have strict two phases to select the pre-teacher. The teacher quota was decided by managing the pre-teacher quota in advance. Second, universities and municipalities have a high degree of autonomy in designing their curricula and teacher policy. To date, Finnish teacher policy has not faced any problems in attracting applicants and managing quota. Some suggestions were obtained about the improvement of teacher policy in our country.

• Journal of Distribution Science
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• v.19 no.8
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• pp.25-35
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• 2021

Purpose: This study aims to propose an integrated MCDM model to support the qualified personnel selection in the distribution science. Research design, data, and methodology: The integrated approach of AHP and TOPSIS was employed to address the personnel selection problem. The AHP method was used to define the weights of the selection criteria, whereas the TOPSIS was applied to rank alternatives. The proposed model was then applied into a leading logistics company to select the best alternatives to be the sales deputy manager. Results: The results showed that Candidate 3 is the most qualified personnel for the sales deputy manager position as he is ranked first in the order of preference for recruitment. Conclusions: The proposed model provides the decision makers with more effective and time-saving methods than conventional ones. Therefore, the model can be applied to personnel selection around the world. In terms of theoretical contribution, this study proposes a personnel selection model for choosing the most appropriate candidates. In addition, the study adds to the theory of human resources management and logistics management the full set of personnel selection criteria including education, experience, skills, health, personality traits and foreign language.

• Korean Journal of Biological Psychiatry
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• v.19 no.4
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• pp.153-158
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• 2012

Understanding of a clinical trial is essential in developing clinical guideline and adopting evidence based practice. In designing and executing clinical trials, following ethical requirements should be considered : social value, scientific validity, fair subject selection, informed consent, favorable risk-benefit ratio, institutional review board, and respect for human subjects. According to the stage of drug development, purpose of trials, accumulated scientific data, clinical trials for drug development are classified as phase 1, 2, 3, and 4. Phases of clinical trials can be overlapped and the judgment of entering into the next phase should be considered highly strategically. In reading, evaluating and interpreting clinical trial reports, various skills and challenges exist. Patient sample composition, trial duration, selection of endpoints, responders and non-responders, placebo effect, patient recruitment, and extrapolation to the real world are the examples of those challenges. Treatment success will come from the well balanced approach of evidence based decision making and consideration of specific single case.

• Korean Management Science Review
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• v.10 no.2
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• pp.145-161
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• 1993

Human Resource Management (HRM) performs numerous activities in organizations including employee recruitment, selection, placement, job analysis, training and development, and labor relations. POSCO (Pohang Steel Company) has concerned with employee management related to job placement and analysis among these activities because of the problems of over-complexity of placement precedures for the variety of recruits, the frequency of selection, a large amount of job descriptions / specifications, and their changes. This study, as a phase of developing the entire HRM systems in the organization, briefly summarizes the preliminary information related and describes an implementation of expert system as a means for effective job placement based on the principle of right-person-in-right-place with identifying aptitudes and personalities of employees. Thus, a new approach for developing a job description/specification using a formal specification language like Z is also proposed. The result of this study will cultivate the performance of personnel, prevent conflicts between labor and management, promote overall productivity of organization, as well as helpfully verify job analysis.

• Journal of Gastric Cancer
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• v.14 no.1
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• pp.39-46
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• 2014

Purpose: According to current guidelines, perioperative chemotherapy is an integral part of the treatment strategy for advanced gastric cancer. Randomized controlled studies have been conducted in order to determine whether perioperative chemotherapy leads to improved R0 resection rates, fewer recurrences, and prolonged survival. The aim of our project was to critically appraise three major studies to establish whether perioperative chemotherapy for advanced, potentially resectable gastric cancer can be recommended on the basis of their findings. Materials and Methods: We analyzed the validity of the three most important studies (MAGIC, ACCORD, and EORTC) using a standardized questionnaire. Each study was evaluated for the study design, patient selection, randomization, changes in protocol, participating clinics, preoperative staging, chemotherapy, homogeneity of subjects, surgical quality, analysis of the results, and recruitment period. Results: All three studies had serious shortcomings with respect to patient selection, homogeneity of subjects, changes in protocol, surgical quality, and analysis of the results. The protocols of the MAGIC and ACCORD-studies were changed during the study period because of insufficient recruitment, such that carcinomas of the lower esophagus and the stomach were examined collectively. In neither the MAGIC study nor the ACCORD study did patients undergo adequate lymphadenectomy, and only about half of the patients in the chemotherapy group could undergo the treatment specified in the protocol. The EORTC study had insufficient statistical power. Conclusions: We concluded that none of the three studies was sufficiently robust to justify an unrestrained recommendation for perioperative chemotherapy in cases of advanced gastric cancer.

• Asia-Pacific Journal of Business
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• v.3 no.2
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• pp.23-33
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• 2012

Sustainable competitive advantage depends on formulation and implementation of appropriate human resource management (HRM) strategies and deployment of their competencies effectively in dynamic and complex environment. Competencies deployment is an approach to make decisions on the intentions and plans of organization concerning employment relationship and its recruitment, training, development, performance appraisal, reward and employee relations policies and practice. The improvement of organizational effectiveness is an overall objective of people management in organizations. In light of these, this study explores the present practices of HRM like: HR departments, HR policies and strategies, HR planning, recruitment selection and placement, training and development, performance appraisal, compensation and benefit, employee relations and communications. Based on the survey in 204 Nepalese organizations as a unit of analysis, the study concludes that HR practices in few organizations have action program for minorities, ethnic group, older employees and people with disabilities. Due to centralized organizational structure, most of HR decisions are taken into central office and line managers being involved highly in planning and implementing HR policies. In a nutshell, though HRM practices are not developed like developed countries, Nepalese organizations are realizing the significance of people management at work and changing their practices in the present dynamic environment.

• Fire Science and Engineering
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• v.23 no.6
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• pp.46-56
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• 2009

Disaster Management should be re-established and developed based on voluntary participations of individuals and groups, not only as a concern of the government. This paper proposes about improvement methods of managing volunteers for disaster management as follows: First, a necessity for publicity and recruitment focused on selfish motive to emphasize individual's development, selfrealization, worth and economic interesting relationship in a process of recruitment and selection, Second, a construction of process to commonly develop education program to volunteers for disaster management, Third, an activity area of volunteers for disaster management is enlarged to the intrinsic task of disaster management, Forth, an evaluation of quality for volunteer activity and compensation.

• The Journal of Asian Finance, Economics and Business
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• v.3 no.1
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• pp.43-48
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• 2016

The objective of this study is to investigate the effect of HR practices such as (Recruitment, empowerment, working condition and compensation) on Job satisfaction in the prospects of Hotel Industry of Pakistan. The sample size for this study was 100 employees who were selected through convenience sampling techniques. This study was restricted to 10 Hotels of Peshawar. Hypotheses of the study were tested through correlation and regression analysis to inspect the employee's satisfaction. The findings investigates that there is significant relationship between HR practices and job satisfaction. Moreover Recruitment and selection, empowerment and working condition have positive effect on job satisfaction, while compensation has negative effect on job satisfaction, which indicates that most of employees are not satisfied from payment of employer. Empirical findings concluded that best HR practices have significant and positive effect on employees job satisfaction. Therefore, it is suggested for HR manager to understand and implement the HR practices correctly to take good work from their employees.

• Korean Journal of Social Welfare
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• v.36
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• pp.101-127
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• 1998

The purpose of this study is to develop human resources and management system model for home-based welfare services. For the purpose of the study, both of method of literature review about home-based welfare services and previous research and survey were used in the study. The subjects of the survey were Junior and senior high school students, the employed, housewives, the disabled, and the aged. They were considered as human resources for the home-based welfare services. Based on the result of the survey and related theories, the study suggests the model for the development of volunteers and management system composed of recruitment, education and training, disposition, management and supervision, and evaluation for home-based welfare services. Assuming linking and cooperation between volunteer center and agency using volunteers which provide home-based welfare services, the model was developed. The role of volunteer center is recruitment, education and training. The agency using volunteers is responsible for education, disposition, supervision, and evaluation related to practice. In the stage of recruitment, elaborating strategy considering characteristics of group was suggested. In the campaign, use of mass media, selection of timing, equal opportunity for all group were suggested. Also outreach strategy as a effective recruitment strategy was presented. In the stage of education and training, method and content of education in each stage of primary education and re-education were presented. In the stage disposition, method and content for the right volunteer in the right place were suggested. In the stage of management and supervision, supervision by coordinator and necessity of using volunteers as para-professionals was suggested. Also the necessity of program operation for volunteer maintenance and management was discussed. In the stage of evaluation, time, main body, and method of evaluation was suggested.

• KIPS Transactions on Computer and Communication Systems
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• v.12 no.10
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• pp.291-298
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• 2023

In this paper, we study whether the programming questions of the Informatics·Computer recruitment tests were suitable for selecting teachers with required programming skills. The average points of the programming questions constituted 38%(20.8 points) of the total scores for the entire curriculum based on the results from analyzing the previous questions in the past 5 years. Moreover, the distribution of points for each evaluation criteria within programming and data structure, two exam subjects which have a high proportion of programming questions, demonstrated a large deviation ranging from 0% to 47% and 0% to 53% respectively. In this study, a questionnaire survey was conducted on 31 teachers to examine if the previous programming questions were suitable for measuring teachers' competency in programming abilities required in the actual teaching experience. Computational thinking ability was ranked the highest at 58% in response to the area that needs to be evaluated in the recruitment test. In response to the relevance of previous questions, problem solving ability was ranked the highest at 2.84 on a 5-point scale, but the overall appropriateness was deemed low. C language and Python were regarded as the computer languages suitable to be tested for programming questions with each ranked 55% and 45%. The finding confirms that teachers preferred Python and the incumbent C language to others. Based on the results of the questionnaire, we recommend changes in the programming questions to improve the selection criteria.