• The Journal of Asian Finance, Economics and Business
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• v.9 no.1
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• pp.105-119
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• 2022

This study aims to develop a concept based on empirical research on improving optimal business performance. This goal is achieved by examining the relationship between variables of entrepreneurial orientation, talent management, market orientation, and business performance. The construction of the relationship between research variables, namely entrepreneurial orientation, talent management, on business performance is mediated by market orientation on handicraft businesses in Indonesia. The sampling method was used to collect data from 145 businessmen in Indonesia, using surveys and questionnaires. Data was collected using a survey technique carried out from June 2020 to December 2020. The data obtained was analyzed using the PLS Pro 19. This study developed 9 hypotheses that were tested directly, indirectly, and through mediation. This study has five findings. First, Entrepreneurship Orientation does not directly affect Business Performance. Second, Entrepreneurship Orientation also has a significant direct effect on Talent Management and market orientation. Third, Talent Management and market orientation have a direct and significant impact on business performance. Fourth, market orientation mediates the effect of entrepreneurial orientation on business performance. Fifth, talent management mediates the effect of entrepreneurial orientation on business performance. The results show that entrepreneurial orientation mediated by talent management and market orientation can improve creative industry business performance for the better.

• International Commerce and Information Review
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• v.8 no.3
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• pp.385-396
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• 2006

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. Executive officer must present long term vision in order to expand enterprise continuously and establish long term management goal and strategy which are appropriate for key organizational skills of future management environment (Pfeffer, 1998). Also, long term talent management based on vision, goal and strategy and talent development strategy and employment management must be established (小池, 1994)). American HRM system's reformation cannot be defined without scientific management policy. However, currently widely discussed Japanese HRM system's reformation cannot be defined without organizational commitment focused Japanese employment system. (津田, 1992 ; 太田, 1994). Japan's development of the following policies are behind comparing to Europe : (1)Skill based talent management regardless of age, sex, nationality, race and academic background (2)Consideration of retirement age of 64 (3)Creativity and freedom promoting talent management policy. Also, there are problems to be solved. Solutions will be searched for by establishing new wage policy based on tasks and individuals in the basis of lifetime employment system.

• Proceedings of the Korean Institute of Information and Commucation Sciences Conference
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• 2014.05a
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• pp.635-636
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• 2014

최근 몇 년간 전세계적으로 모바일 기기의 사용이 급속도로 증가되고 있다. 이는 모바일 App 기반으로 하는 전자상거래 형태의 다양한 변화와 웹과 같은 영향력 있는 모바일 앱 스토어의 성장에 영향을 주었다. 그러나, 수많은 App스토어에 존재하고 있는 애플리케이션은 간편한 추천방법으로 사용자에게 뷰 정보를 제공하여 다수의 사용자는 원하는 아이템을 찾는데 많은 시간과 노력을 기울여야 한다. 이에 본 논문에서는 재능마켓으로 "재능쇼핑"을 위해 집단지성을 기반으로 하는 재능추천 시스템을 제안한다. 이는 집단 지성을 기반으로 사용자의 선호도 정보와 재능정보를 분석 평가하여 구매자에게 재능쇼핑에 대한 아이템을 자동 추천하도록 설계 구현하였다. 따라서 본 논문에서 제안한 시스템은 소비자에게는 맞춤형 구매정보 제공을 가능하게 하며, 오픈 마켓 관리자에게는 구매자의 니즈에 대한 자동분석과 사용자 구매 효율성의 증진이 향상될 것으로 기대한다.

• The Journal of Asian Finance, Economics and Business
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• v.7 no.6
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• pp.475-484
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• 2020

This study investigates determinants of talent retention in textile and garment companies located in Vietnam's Binh Duong province to propose feasible actions for their sustainable development in the current context of competition on the labor market. This study uses self-completed questionnaires to collect data which are then analysed with statistical methods including scale reliability, exploratory factor analysis, and multiple linear regression. Specifically, results from an official survey of 129 people who are regarded as talents in related companies show that there are ten determinants, ranked in descending order of their importance, including: working environment; training and promotion opportunities; salary and benefits; personal loyalty; relationship with colleagues; nature of work; organizational recognition; type of ownership; relationship with superiors; and working experience. Moreover, it is also found that foreign companies are better in retaining their talents than private domestic ones. These findings suggest that, depending on their available resources, organizations need to focus on some of these factors to improve their talent retention; among them, it is critical to provide creative space or create conductive working environment by providing talents with proper tools and equipment for them to feel excited with their work and get things done in an optimal, efficient and effective manner.

• Proceedings of the Korean Institute of Information and Commucation Sciences Conference
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• 2019.05a
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• pp.385-388
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• 2019

In recent years, China has faced unprecedented intelligent reforms. Artificial intelligence has become a hot topic in society. The deep learning framework is the core of artificial intelligence industrialization, and it has also attracted the attention of all parties. Among them, deep learning has been applied in the fields of computer vision, speech recognition, and language technology processing. This paper will introduce China's development status and future challenges in technology, talent, and market applications.

• Journal of Information Technology Applications and Management
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• v.25 no.3
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• pp.43-54
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• 2018

In recent years, international cooperation has become important not only at the humanitarian level but also at the socio-economic level. As a result, major foreign countries are increasing capital-intensive international cooperation. In this environment, Korea needs to look for differentiated international cooperation plans centered on sustainable talent cultivation and move away from capital-based international cooperation. In this study, we analyzed the case of HRD (Human Resource Development) center in Cambodia as an international cooperation model between industry-academia-college for training software (SW) workforce. The HRD Center in Cambodia is an educational institution that fosters SW talent and can be viewed as an international cooperation model that can influence the ICT industry in Cambodia as an educational platform. In fact, 190 people who have been hired so far have entered various fields. 97% of graduates have been satisfied with HRD center and 90% of them are willing to recommend the center. In particular, as highlighted in the case study, the HRD Center has had a positive effect on not only cultivating self-initiated learning-based SW talent, but also formulating positive image of Korea and Korean companies thereby facilitating entry into the global market. The HRD Center in Cambodia has developed a virtuous cycle of fostering human resources, providing education, advancing industry and building a cooperative network. Korea has transformed into a platform for international cooperation and human resource development and education by providing active support and aid. This case study will be utilized as a new model of international cooperation with SW expert training platform for Korea.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.6 no.1
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• pp.1-22
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• 2011

The challenge shop is a means of countermeasure for empty store at downtown in Japan and takes effect all part of the city from 2000. Local self-government, chamber of commerce and industry or other organizations introduce the challenge shop with the object of a nurture talent. Raises the talented man can be the commencement of an enterprise to empty store from the area. It will reduce the empty store. But it is hard to accomplish purpose of business only by the founder of recruitment in manage challenge shop. Even though the challenge shop is not making more active only one time that is contributing to business district. This study focuses on the key success factor based on the way of managing challenge shops in Japan and draws the conclusion from the domestic challenge shop of Anyang Central market and Daejeon underground Central market that one market-on-one university exclusive charge system produces founders of new business.

• Journal of Internet Computing and Services
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• v.19 no.1
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• pp.141-154
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• 2018

As the sharing economic market grows, the subject of sharing is expanding to intangible resources such as time, experience, and expertise. The phenomenon that an individual temporarily participates in the platform by utilizing own intangible resources is defined as a 'gig economy'. The gig economy has a positive expectation that can create new jobs, but also has negative warnings that it is only a temporary job based on low wages. The gig economy market is growing rapidly in Korea, however there are very few academic discussions. This study examines the experiences of resource providers in the Korean gig economic platform, and then explores future job changes based on the perception of resource providers. This study selected the subject of research as a talent sharing platform and conducted in-depth interviews with 16 resource providers. The results of the research were presented through content analysis, and their experiences and perceptions were classified into six themes. This study implies academic and practical significance in exploring in depth the overall experience of resource suppliers and in suggesting proposals for desirable successful market growth.

• Journal of the Korean Society of Clothing and Textiles
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• v.42 no.1
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• pp.133-147
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• 2018

This study examines the experience structure and success theme in the business experience of successful young entrepreneurs in the fashion field. The study was conducted as a qualitative case study. The participants were three CEOs with more than 10 years fashion businesses experience with small and medium enterprises. Data were collected from July 2016 to June 2017 through in-depth interviews in Seoul and Gwangju as well as literature collected from other journals, newspaper articles, and books. Collected data were first summarized in 284 meaning units and then reduced to 53 common meanings through description, analysis, and interpretation processes that produced 16 sub-themes. Finally, six successful themes were extracted. The study results are as follows. First, the experience structure for successful entrepreneurs is formed by the qualitative difference of experience according to time order. Second, there are six successful themes found in the fashion start-up process. 1. Developing talent as entrepreneurs with a sense of fashion and enthusiasm 2. Passing on trial and error as a chance to communicate with customers 3. Challenge the fashion retail market with global online start-up opportunities 4. Building a system that responds to market environment changes 5. Leading and distinguishing with expertise from entrepreneurs 6. Evolve into the coexistence of members.

• Journal of the Architectural Institute of Korea Planning & Design
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• v.34 no.9
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• pp.77-86
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• 2018

Demand for construction technology is expected to change due to changes in domestic and foreign construction markets and the fourth industrial revolution. In particular, demand for project management strategy and project management capability is even more increasing rather than existing production technology capability. However, the current re-education program for engineers and technicians in construction industry is not matching the need of improving capacity required to reflect the demand of construction technology from construction industry. Therefore, in this study, as a part of efforts in innovating the current global construction talent re-education system to cope with the change in the construction industry, we analyzed the difference between the demand of construction technology and the present condition of construction re-education program. In order to investigate the current status of re-education of construction, questionnaires were prepared to gather opinions from construction engineers who attended construction re-education program and also from industrial partners that are jointly doing business. This study can be an example to improve the construction re-education program as a system for substantially reinforcing the competence of engineers rather than those programs that are merely verifying and/or extending engineers' certification.