• 한국조리학회지
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• 제1권
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• pp.5-23
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• 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.

• The Journal of Asian Finance, Economics and Business
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• 제8권7호
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• pp.635-646
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• 2021

The objectives of this research are to establish and confirm the human resources competency components for listed companies in the Stock Exchange of Thailand. The sample group used in this research includes the company president, business owner, managing director, assistant managing director, general manager or human resources manager of 140 listed companies. The research instrument is a scale-estimated questionnaire. The obtained data were subjected to principal component analysis and were analyzed for the rotation of the perpendicular component using the Varimax method. Results were generated through the analysis of eight components, consisting of decision-making, creativity, strategic thinking, relationship and communication, teamwork, adaptability, self-management, and motivation. The research results demonstrate important components in human resource performance that are critical to the successful development of organizations. Organizations can apply these components to the development of human resource competencies in accordance with the operations that need to be adjusted to suit the changes that occur. These rapidly-changing conditions are important factors that can be studied and developed into variables and components that affect human resource performance in the future. As a result, organizations need to adjust to be well prepared to face problems and challenges in the harsh competitive environment in the future.

• 한국조리학회지
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• 제10권2호
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• pp.72-83
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• 2004

The study aimed at conducting comparative analysis of employees' job satisfaction between Korean brand restaurant and foreign's in the food service industry, and suggesting useful human resource management. As a result, the survey showed several findings; The first, workers in the Korean brand restaurant have more satisfied than foreign brand restaurant employee overall. The second, expecially employees in the Korean brand company have higher pride and vision than those of Foreign brand company in the restaurant business. The third, service staffs in the both recognized very low in the working schedule, fairness of promotion, and wage. Some implications are as followed; The first, works as a one day manager or unit manager who is one of the best employees. The second, use education & training video to increasing the communication. The third, attend in the decision making to being a part of co' and giving a motivation.

• 경영과정보연구
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• 제6권
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• pp.205-226
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• 2001

Under the pressure of competition and efficiency in the 21st century, many firms need to adapt the system of new labor relationship, labor management' innovation. In global economy and information time, country and company have become a business imperative core strategy. Industrial and Labor management culture is more innovation and sustain, development. Therefore, This paper review, the new era of 21st century of knowledged based information society, new labor management culture's shape and the possibility of strong corporate culture's impact. This study suggested several improvement ways of Labor Management. The directions of participation in decisions in labor relation as follows: A manager and employee cope with partnership each other, open management is to successfully operate. Then investment enlarge human resource development, career development, education & training's enforcement etc. Employee are creativity and innovation task centered interested in the working conditions. First of all, employee has to not only effort to productivity improvement, but also voluntarily capacity improvement. These changes are hot issues to employee as well as to manager. Also, Government role is very important. They provide to constructive infra and human resource management should be develop as well as supported to knowledge based employee in socially responsible management. Finally, new labor relations culture' practice can effort the growth to improve upgrading strategy the sound labor-manager.

• 한국병원경영학회지
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• 제17권1호
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• pp.59-78
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• 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.

• 디지털융복합연구
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• 제9권6호
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• pp.255-266
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• 2011

본 연구는 기업의 컨설팅 성과에 있어서 컨설턴트의 역량이 미치는 영향에 관해서 알아보고 이러한 관계에 있어서 프로젝트 매니저의 역량이 얼마나 조절효과가 있는가를 중소기업을 대상으로 분석해 보았다. 결과적으로 프로젝트 매니저의 역량을 중요한 조절 효과가 있는 것으로 나타났으나, 중소기업의 프로젝트의 규모적인 한계로 인해 관리능력은 유의하지 않은 결과가 나타났다.

• International Journal of Advanced Culture Technology
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• 제9권1호
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• pp.152-161
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• 2021

We study is to confirm the influence of the manager's learning support leadership perceived by the organizational members of small and medium-sized ICT companies on the learning agility and job satisfaction of the organizational members. In addition, this study was to confirm the relationship between learning agility and job satisfaction and the mediating effect of learning agility. To this end, the statistical package program SPSS 24.0 and SPSS PROCESS Macro Model were used for 352 copies. In other words, the results of analysis through frequency analysis, reliability analysis, factor analysis, regression analysis, and bootstrapping method to verify the established research hypothesis are as follows. First, the leadership of the manager's learning support showed a positive effect on job satisfaction. Second, the leadership of the manager's learning support showed a positive effect on learning agility. Third, learning agility was statistically significant in job satisfaction. Fourth, learning agility showed a mediating effect between learning support leadership and job satisfaction. As shown in the results of this study, it was shown that in order to improve the job satisfaction of organizational members, the learning support leadership of the manager and the learning agility of the members can be systematically improved. In other words, in terms of strategic human resource management and strategic human resource development, the organization was required to establish systematic systems and continue to implement them. In particular, there was a need for the development and operation of programs that could develop and improve competency for learning support leadership and learning agility.

• 스트레스연구
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• 제26권4호
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• pp.327-331
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• 2018

조직의 효율적 인적자원관리를 위해서는 여성관리자 본인과 조직구성원에게 영향을 미치는 여성관리자의 직무만족을 높이기 위한 방안을 모색하는 것이 필요하다. 이에 본 연구에서는 여성관리자의 직무스트레스와 관리효능감이 직무만족에 미치는 영향과 관리효능감의 조절효과를 탐색하였다. 연구대상은 여성관리자 1,537명으로, 2014 여성관리자패널 자료를 활용하였다. 연구결과 수입, 직무스트레스, 관리효능감은 직무만족에 통계적으로 유의한 영향을 미쳤다. 또한, 직무스트레스와 직무만족과의 관계에서 관리효능감의 조절효과가 통계적으로 유의하였다. 본 연구 결과는 직무만족을 높이기 위해서는 여성관리자의 관리효능감 증진이 인적자원관리 차원에서의 필요하다는 것을 확인하였다는 점에서 의의가 있다.

• 간호행정학회지
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• 제13권1호
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• pp.82-97
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• 2007

Purpose: This study was to investigate the relationships among nurse managers' participation in decision-making process relation to human resource management and the influencing factors. Method: The subjects were 198 nurse managers who were in general hospitals over 900 beds. The data were collected from January 13 to March 13, 2006. The SPSS PC+ 12.0 program was used to analyze the data. Result: The nurse managers had greater participation in the identification phase of decision making than selection phase. The mean scores of three phases were significantly different. The satisfaction of decision making was evaluated. The higher participation in decision making, the higher satisfaction of decision making. Nurse managers' decision style tended to be more participative than autocratic. Personal and organizational factors(age and decentralization) influenced positively on participation in decision making. Decentralization and span of control influenced positively on satisfaction in decision making. Conclusion: It is necessary to permit the participation in decision making for nurse managers.

• 한국철도학회:학술대회논문집
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• 한국철도학회 2010년도 춘계학술대회 논문집
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• pp.2040-2047
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• 2010

Railway system which has latent loss of lives and property by big accident with that human error such as locomotive driver, manager, signaller, and the others involved. So human error management is needed to control this complex system and to confirm safety of it. Rail human error research for managing human resource has grown rapidly in both quantity and quality of output over the past few years. The continual influences of safety concerns, new technical system opportunities, reorganization of the business, needs to increase effective, reliable and safe use of capacity, and increased society, media and government interest have now accelerated rail human factors research programmes in several countries. The objective of this research is to improve safety and to reduce accidents in korean railway system, through the application of research results to the investigation of requirement for human error.