• Proceedings of the Korean Institute of Navigation and Port Research Conference
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• 2007.12a
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• pp.117-118
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• 2007

This paper was provided to apply the ITC-Hulls Clauses & ISM Code for the accident of sunken ship which was occurred by seamen's barratry. For the causes of the sunken accident, the underwriter insisted that shipowner submerged the vessel intentionally for the purpose of the insured amounts, while shipowner protests that the ship was submerged because of crews faults. In this connection, the judge sentenced that this accident was caused by humans errors as the Provisions of 6.2.4 of ITC-Hulls, however shipowner is responsible for hiring onboard qualified seafarers and carrying out the due diligence for performing ISM Code for ensuring ship's safety and seaworthiness.

• Korean Journal of Community Nutrition
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• v.14 no.2
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• pp.206-215
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• 2009

The purpose of this study was to investigate the current status of foodservice management in organizations delivering meal boxes for low-income children during summer vacation. A survey was conducted with persons in charge of meal box production and service of these organizations via mail. Out of 114 questionnaires distributed nationwide, 100 were analyzed(87.8% analysis rate). Over half(53%) of the organizations delivered meal boxes consisting of rice and side dishes while the rest delivered side dishes only. About 81% of the organizations received KRW 3,000 per meal from their local governments and the rest received KRW 3,500. Only 28% of organizations had employed a dietitian. Over one-third(38%) of the respondents were unaware of the official nutritional standard of the foodservice program for low-income children during vacation. Most of the organizations(94%) had menu planned in advance. The average percentage of food cost was 84.1%. Over 40% of the organizations did not keep food samples for sanitation test(43%) and did not take any measures for keeping food temperature during delivery(45%). The organizations delivering rice and side dishes were more likely to be located in cities rather than rural areas and received higher reimbursement rate. The organizations receiving reimbursement of KRW 3,500 or hiring a dietitian were more likely to use standardized recipes, keep food samples for sanitation test, or take measures for keeping food temperature during delivery compared to the counterparts. Respondents reported that increasing reimbursement rate was the most necessary for improving the quality of meal box. This study results showed that the meal box delivery service for low-income children was not properly managed during the vacation, with regards to menu planning and food production. It is recommended that reimbursement rate for meal boxes should be adjusted depending on meal box types and local conditions.

• The Journal of the Korea Contents Association
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• v.14 no.2
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• pp.234-246
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• 2014

This paper investigates how family-friendly the working environments of Korean community welfare centers are and analyze work-life balance of married female social workers. We conducted a mix-method exploiting survey and interviews in community welfare centers in four provinces (Seoul, Kyonggi, Kangwon and Kyongsang). 82 participants were involved in the survey and 10 in the in-depth interview. According to our analysis, the take up rate of maternity leave was comparatively high while flexible working hours and parental leave were substantially low. Working atmosphere of the center, difficulties in hiring replacements and peer pressure were found to be related to the low take up rates. Also the working hours and concentration of work in certain periods negatively effected work-life balance satisfaction. Lastly, we found a high need for welfare service related to child care provided by community welfare centers where participants-female social workers- worked at.

• The Journal of the Korea Contents Association
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• v.7 no.9
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• pp.139-147
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• 2007

The police is huge career civil service organization. In 1999, police organization employed 7,801 persons as a new hiring. The police had revised employment system several times for competent human resources. But, it is true that much improvements need yet for person's employment which equip eligibility. Specially, discussions need for many new hirings by duty police system abrogation. Career civil service system is impossible of dismissal after permanent appointment. It is true that competitive rate of police officer examination much rose. But it's not important about organization development in addition this unconnects with competent resources. Must change police officer employment system for organization's future development. This study proposed policy about improvement way of examination for service step, field training officer and appointment.

• Journal of Korean Library and Information Science Society
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• v.38 no.2
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• pp.337-352
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• 2007

The purpose of this study was to investigate the joint-use libraries from other countries and provide some directions for the joint use library of Korea. The analyses revealed that there were two types of joint-use libraries broadly. One was school/public library, and the other was academic/public library. The advantages of joint-use libraries were the hiring of professional staff, collection increase, various library programs, and the efficient use of library space. The disadvantages of joint use libraries were the problems of the joint-use library located in school, busy space, limited library collection, and the limited function of school library. Success factors for Joint use libraries were the population of community, process of formal planning, community involvement and support, written legal agreement. This study showed two types of joint-use libraries for Korea : school/public library for rural areas and academic/public library for small cities.

• The Journal of the Korea Contents Association
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• v.10 no.6
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• pp.222-235
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• 2010

After its remarkable success, "Avatar" brought another way of creating cinematic story; the stereoscopic 3-D cinema. Comparing conventional 2-D filmmaking, you need twice as much of budget and manpower in 3-D filmmaking because of the complicated process and slow production speed. The 3-D hardware like 3-D TV and 3-D projector are already showing at the retail stores while 3-D filmmaking is still in veil, and no major educational institution is yet to start 3-D related education. As 3-D movies get popular and demand more 3-D filmmaking professional crew, educating 3-D filmmaking to 2-D based film students will improve their hiring rate in the market. The successful result of the box office showing 3-D films like "Alice in Wonderland 3D" and "Titan 3D" forecasts that there will be more demand on 3-D related jobs very soon.

• Journal of Korea Technology Innovation Society
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• v.17 no.1
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• pp.68-94
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• 2014

SMEs in Korea are suffering from severe manpower shortage due to poor incentive system and employees' frequent change of jobs. So far, the government has made continuous efforts to solve these problems, but SMEs still have the same problem. It is critical for SMEs to maintain core employees for long term who can directly contribute to the business performance. However, Korean manpower policies for SMEs has mainly focused on hiring new recruits and attracting experienced high caliber employees to SMEs. Relatively, policies for attracting in-house employees to work for longer term were insufficient. This paper focuses on providing strategic policy options to make core employees stay in the company for longer term. For this, it identifies the concept and features of core employees and reviews the necessity of introducing the Mutual Aid Project. Also, it suggests the way to enhance the effectiveness of policy by analyzing current Mutual Aid Fund programs in Korea.

• The Journal of the Korea Contents Association
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• v.15 no.11
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• pp.422-432
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• 2015

The government provides various support systems for small-medium companies who perform a vital role for hiring and manufacturing: focusing on activating of start-up. Various governmental supports have been made and these entrepreneurship support systems have been contributed a certain point to start-up activation. Based on precedent study, this study has been setup the independent variables as five factors: mainly tax support system, financial support system, technology support system, management support system, self-employment infrastructure support program and empirically completed with the hypothesis how independent variables affect entrepreneurial intention. In this study, surveys which consist of measurements and questions allowing drawing variables and verifying the relationship between variables, and empirical study methods that prove in accordance with statistics process of measured data were implemented. To conclude, the results are as follows. It was showed in supplemental analysis performed through path analysis that tax support system and financial support system influence entrepreneurial intention.

• Journal of Navigation and Port Research
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• v.36 no.10
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• pp.911-916
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• 2012

The purpose of this study is to review and suggest coastal shipping policies for introduction of WIG craft into domenstic passenger shipping market. Two Korean companies are leading in the development of WIG craft as an innovative sea transportation vehicle, and it is awaiting for commercialization. WIG craft is expected to be commercialized from coastal passenger market and we used AHP method to investigate the major factors and its' priority for smooth market entry. The results shows that priorities are on the WIG craft legislation, dock installation and operation, port state control, and pilot hiring and training, craft maintenance, and ship's certification in order.

• Journal of Convergence Society for SMB
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• v.2 no.1
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• pp.59-67
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• 2012

As industrial software domain is recognizing with one of areas producing high added values, almost software company is running around in securing skilled workers. However, the hiring of software engineers without the consideration of long-term business goals can be caused the lack of manpower again. Also if there is no strategic workforce management plan, it is impossible to gain high performance despite many software engineers have been employed. One of ways to empower the software development capability, this paper identifies the software job functions in detail and proposes how to define the competency profile for the job function. We also propose the career path management scheme using the profile. The proposed workforce management approach which is based on the competency profile, enables to keep the appropriate size of human resources, and to achieve the business performance of software organization.