• Journal of KIISE:Computer Systems and Theory
• /
• v.35 no.5
• /
• pp.187-198
• /
• 2008

This paper develops a framework for efficient resource management within the grid service environment. Resource management is the core element of the grid service; therefore, GridRMF(Grid Resource Management Framework) is modeled and developed in order to respond to such variable characteristics of resources as accordingly as possible. GridRMF uses the participation level of grid resource as a basis of its hierarchical management. This hierarchical management divides managing domains into two parts: VMS(Virtual Organization Management System) for virtual organization management and RMS(Resource Management System) for metadata management. VMS mediates resources according to optimal virtual organization selection mechanism, and responds to malfunctions of the virtual organization by LRM(Local Resource Manager) automatic recovery mechanism. RMS, on the other hand, responds to load balance and fault by applying resource status monitoring information into adaptive performance-based task allocation algorithm.

• Journal of Families and Better Life
• /
• v.10 no.2
• /
• pp.163-178
• /
• 1992

This study is focused on causual relationship analysis among the components of family resource management system based on a theory of Deacon and Firebaugh. The system of family resource management is consisted for the component of input like on objective resource and level of resource perception, the component of throughput like a behavior pattern of the family resource management, and the component of output like a degree of the family life satisfaction. The instrument for resource perception level, behavior pattern of family resource management and degree of life satisfaction were developed for this study, and main investigation was executed through 1st and 2nd pre-test. The 800 questionnaire were distributed by cluster sampling to the homemakers in Seoul. The final data used in this study were 703, and analyzed by Cronback's coefficient, factor analysis. frequency. percentage, regression analysis and path analysis, and teated with SAS PC+. Consequently , the findings of this study were accepted hypothesis I, II, II, IV.

• Management & Information Systems Review
• /
• v.33 no.2
• /
• pp.135-153
• /
• 2014

Tendencies such as the increasing spread of market globalization, new technological developments, the reduction of product life cycles and aggressive competition, are generating high levels of environmental changes and uncertainty for organizations of all types. these circumstances require rapid responses through adaptation of organizational attitudes and capabilities, which lead to innovative management approaches and organizational methods. Human resource management researchers have struggled to elaborate the underlying mechanism explaining how human resource systems relate to organizational performance after universalistic perspectives were supported by a majority of studies investigating the positive relationship between human resource management system and firm performance. To fill the void, hypotheses in this study predicted human resource flexibility that would mediate the relationship between human resource management system and firm performance. The research model among the variables in this study was as follows: These theoretical models were tested with a sample of 138 firms in Korea. The analysis of data was undertaken by using AMOS. The Summary of the verification results is follows: Firstly, most of human resource management system and human resource flexibility had positive effects on human resource performance Secondly, most of human resource management system and human resource flexibility had positive effects on firm's financial performance Thirdly, human resource flexibility had mediated the relationship between human resource management system and firm performance The results of the present research may be demonstrated that organizations or managers could achieve a high level of management practices that lead to firm performance by enabling human resource to be flexible through high performance human resource management system.

• Proceedings of the Korea Association of Information Systems Conference
• /
• 2000.11a
• /
• pp.12-15
• /
• 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.

• Journal of Korean Society of Industrial and Systems Engineering
• /
• v.28 no.2
• /
• pp.81-93
• /
• 2005

The main purpose of this paper Is to develop the Management Resource Analysis System for KOTRA which is based on Activity Based Costing(ABC). Because the products and services of KOTRA are exclusive and include a government subsidy, we need develop a different system from the private firm's ABC system. The Management Resource Analysis System that we propose is embodied using JAVA and JSP within an UNIX environment and developed as a Web-enabling base. It is expected for aiding a manager's decision-making such as resource inquiry, standard resource analysis, estimating the ratio of a government subsidy, case based reasoning, what-if analysis. The results of this paper suggest what points are to be considered when we apply ABC for Government Investment Corporation.

• Culinary science and hospitality research
• /
• v.1
• /
• pp.5-23
• /
• 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.

• Journal of the Korean Society of Environmental Restoration Technology
• /
• v.5 no.6
• /
• pp.64-71
• /
• 2002

This study aimed to provide data for establishment of resource management system of Iriomote Island in Okinawa Japan. Nature resource management system of Iriomote Island can be categorized into eight stages which are equivalent to regional development stages. 1) Networking among local people, tourists, researchers, tour operators and government authorities enhanced collection of resource data. 2) On the early stage, resource data were available only to researchers and government authorities. From the third stage of this system, however, local people were also involved in resource investigation, so they became to well recognize the values of their local resources. 3) On the sixth stage, data on unfamiliar local resources and attractions became to be known to people by real-time data collection and data provision services. The tourist number gradually increased and their visitation patterns were dispersed into different sites and seasons. In addition, some tourists also participated in resource investigation and they were likely to visit the place again. 4) To achieve successful ecotourism development, it is necessary to establish a management system with a feed-back process to identify, evaluate, use and protect the resources.

• The Journal of Fisheries Business Administration
• /
• v.29 no.1
• /
• pp.65-88
• /
• 1998

The sustainable reduction of the fisheries resource is keenly raised an urgent problem of the fisheries policy in Korea, China and Japan. Then, 3 country, Korea, Japan, China, have established various system for fisheries resource management. Among these systems, qualitative fishing regulations have been commonly established. For example, its have been enforced to the prohibited fishing region, fishing period, fish size, net size, specified fishing methods. Also, different fisheries resource management policies have occasionally enforced by each country. For example, the prohibition of free sale and free possession has been established in Korea and Japan, but not China. And, In Korea, It has been enforced uniquely to entry system far fishing license number ana sea farming project for coastal fishing grounds by national government. The entry system for fishing license number has been enforced in Japan too, not national government, but local government. Nevertheless these three countries have put good system for fisheries resource management above mentioned, real enforcement has been not operated well. For efficient management on same fisheries, next problem will have been solved. First, it has to be guaranteed to transparency on the fisheries management, which is considered the priority problem on the fishing regulation. For reason, although efficient system is established in each country, if feasibility of the system was not trusted, mutual effort like that is very difficult to gain desired results. Then, each country has to establish transparency on the fisheries statistics and administration. Second, it has to be adjusting on the criteria or level of fisheries resource management. Now Korea, Japan and China have different criteria or level of fisheries resource management, for, example, prohibited fish size and prohibited fishing net sine. To solve above problems, three countries need to deeply discuss together. Then fisheries resource co-management scheme should be established in same fishing ground.

• Journal of Advanced Marine Engineering and Technology
• /
• v.36 no.2
• /
• pp.327-333
• /
• 2012

The Engine Room Resource Management System will be applied to ocean going ships according to the revision of 2010 STCW convention. This paper aims to study the practical procedures for establishing Engine Room Resource Management System in connection with the eight quality management principles of ISO 9001 and Korean law. For the purpose of this study. the definition and the necessity of Engine Room Resource Management System and customer, product, customer requirements in accordance with the requirements of the ISO 9001 are reviewed and discussed.

• Korea Journal of Hospital Management
• /
• v.17 no.1
• /
• pp.59-78
• /
• 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.