• The Journal of Asian Finance, Economics and Business
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• 제9권1호
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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.

• 통상정보연구
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• 제8권3호
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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.

• 한국정보통신학회:학술대회논문집
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• 한국정보통신학회 2014년도 춘계학술대회
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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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• 제7권6호
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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.

• 한국정보통신학회:학술대회논문집
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• 한국정보통신학회 2019년도 춘계학술대회
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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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• 제25권3호
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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.

• 벤처창업연구
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• 제6권1호
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• pp.1-22
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• 2011

일본의 경우 상점가나 중심 시가지의 빈 점포 대책의 대표적 수단으로 2000년부터 챌린지 숍의 운영이 전국 각지에서 실시되고 있다. 지방자치단체나 상공회의소 등이 챌린지 숍을 도입하는 목적은 사업추진을 통해 수년 후에는 그 지역에서 창업할 수 있는 인재를 길러 그 창업자가 빈 점포에 들어가게 하여 빈 점포를 줄여간다고 하는 것이다. 하지만 챌린지 숍 운영에 있어 단지 출점자를 모집하는 것만으로는 사업의 목적을 달성하는 것은 어렵다. 챌린지 숍은 중심 시가지나 상점가가 단번에 활기를 되찾는다고 말할 수는 없지만 상권을 촉진하는데 기여하고 있다. 본 연구에서는 일본의 챌린지 숍 운영사례를 기초로 그 성공요인을 정리해 보고, 국내챌린지 숍 운영사례로 대전 중앙지하상가와 안양 중앙시장의 1시장 1대학 전담제를 통한창업자를 배출하고 있는 사례를 통한 시사점을 도출하였다.

• 인터넷정보학회논문지
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• 제19권1호
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• pp.141-154
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• 2018

공유경제가 활성화됨에 따라 공유의 대상은 유형자원을 넘어 시간, 경험, 전문지식과 같은 무형자원으로 확대되고 있다. 개인이 자신의 무형자원을 활용하여 일시적으로 플랫폼에 참여하는 현상은 '긱 경제'라 칭해진다. 긱 경제는 향후 새로운 일자리가 될 것이라는 긍정적인 전망이 존재하나, 이는 저임금 기반의 임시직이기에 진정한 일자리가 아니라는 부정적인 인식 또한 존재한다. 한국에서도 긱 경제 기반의 다양한 플랫폼이 등장하며 관련 시장이 급속하게 성장하고 있으나, 이와 관련된 학술적 논의는 매우 미미한 실정으로, 대부분 현상학적 논의에 그쳐있다. 이에 본 연구에서는 한국의 긱 경제 플랫폼에 참여하고 있는 자원 공급자를 대상으로 그들의 경험을 살펴보고, 이에 근거하여 미래 일자리 변화에 대한 인식과 시장의 바람직한 성장방안을 탐색하고자 한다. 본 연구에서는 연구의 대상을 재능공유 플랫폼으로 선정하고, 재능공유 플랫폼에 참여하고 있는 2명의 자원 공급자를 대상으로 예비조사를 실시한 후, 16명의 자원 공급자를 대상으로 심층 인터뷰를 수행하였다. 연구결과는 내용분석을 통하여 제시하였으며, 그들의 경험과 인식을 총 6개의 주제로 분류하여 제시하였다. 본 연구는 긱 경제에 대한 관심이 증가하나 해당 시장에 대한 체계적인 이해가 부족한 현 시점에서 자원 공급자들의 총체적인 경험을 심층적으로 탐색하고, 관련 시장 성장을 위한 제언을 수행하였다는 데에 의의가 있다.

• 한국의류학회지
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• 제42권1호
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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.

• 대한건축학회논문집:계획계
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• 제34권9호
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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.