• International Journal of Computer Science & Network Security
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• v.21 no.11
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• pp.271-275
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• 2021

The article assesses the role of the human factor in management, analyzes the personnel policy, as well as the style and methods of management at the enterprise. The purpose of the article is to study the place and role of personnel management in the general management system of an organization. Particular tasks of the research have been solved: the place and role of personnel management in the system of general management theory have been determined; determined the place of personnel management in the system of modern sciences.

• International Journal of Computer Science & Network Security
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• v.22 no.9
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• pp.89-94
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• 2022

The main purpose of the article is to analyze the system of digital management of labor resources in the context of ensuring personnel security and economic development. In the context of the digital transformation of the economy, much attention is paid to the creation of an innovative personnel management system, as the competition between organizations is intensifying, the victory in which guarantees greater economic benefits. Based on the results of the study, the features and key aspects of the digital management system of the enterprise's labor resources were characterized in the context of ensuring personnel security and economic development. Further research will include consideration of the practical aspects of the digital management system of the enterprise's labor resources.

• The Journal of the Korea Contents Association
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• v.13 no.12
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• pp.974-985
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• 2013

This research aimed to propose policy alternatives on acquisition and retention of SME's R&D personnel through the analysis of the status and problems of SME's R&D personnel. As research methods, literature review, survey analysis, domestic and foreign R&D personnel support system and practices benchmarking, human capital corporate panel (HCCP) and integrated survey DB material analysis, and case investigation by interview were used. The occupational status and problems of SME R&D personnel concerned on the corporate size, HRM practices on satisfaction and HRD problems, talent personnel management and training system status, the core talent management system and R&D personnel management system, and its complaints were organized. As conclusion, we have proposed alternatives on acquisition and retention of R&D personnel focused on the talent management. Suggestions were such as supports on R&D personnel management system and its dissemination, systematic career development programs, and excellency promotion on SME's and R&D talent personnel.

• The Journal of the Korea Contents Association
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• v.18 no.3
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• pp.550-556
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• 2018

This study conducted AHP analysis to find out the directional of human resource management through policy priorities for personnel innovation of local public officials. The results of the study were derived using the AHP analysis methodology. The results of the study are summarized as follows. First, the interchange of personnel system was the most important measure among the measurement areas of interchange of personnel system, education training system, recruitment management system and appointment management system. Second, from the point of view of evaluation item, it is as follows. In the personnel interchange system, it was found that the conversion of personnel management based on job performance and performance was important. In the position management system, it is important to appoint and expand professional positions. In the recruitment management system, the introduction of personality and aptitude tests used in the private sector is important. Development of customized curriculum programs is important in the education and training system.

• International Journal of Computer Science & Network Security
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• v.22 no.2
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• pp.283-289
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• 2022

The main purpose of the study is to determine the main aspects of the introduction of modern technologies in the personnel management system in the context of the development of the digital economy. The human factor is one of the most important resources of any organization, which has a significant impact on the success of its activities. It is people who are the source of advantages that provide the company with victory in the competition. Therefore, the primary task of the organization's management should be the formation of effective personnel management systems. As a result, the main features of the introduction of modern technologies into the personnel management system in the context of the development of the digital economy were identified.

• Journal of the Korea Safety Management & Science
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• v.12 no.4
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• pp.117-125
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• 2010

Today, many companies have introduced an ERP system - an enterprise resources planning - in order to improve corporate credibility through transparent management and for quick responses to market situations through quick decision making. After the construction of an ERP system, many companies are having difficulty in calculating the appropriate number of personnel required for running the system because of a lack of standard for doing so, as well as a lack of pertinent procedures. As a result, the companies are having to resort to a trial-and-error approach. Therefore this paper studied a model for calculating the appropriate number of personnel required for efficiently running an ERP system after its construction, as well as for constantly meeting its performance targets. The developed model was applied empirically to calculate an appropriate number of personnel required, and an organization was set up according to this. Therefore, the purpose of this study was to present an optimized model for calculating the number of personnel required for operating an ERP system, that which addresses problems of existing models, in order to help companies organize the operation personnel and its size, as well as to provide more objectivity to the calculated number of personnel required and to improve credibility.

• Asia pacific journal of information systems
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• v.9 no.4
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• pp.163-179
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• 1999

MIS personnel should not only be capable of developing technically sounded systems, but also act as the companion role of strategic management. For this reason, it is important to direct efficient human resource management for MIS personnel. For directing efficient MIS human resource management, this paper studies the relationship of major types of MIS career orientation, job satisfaction and organizational commitment based on the work area of MIS personnel, Based on the empirical analysis using questionnaires answered from MIS personnel of Korean public and private enterprises, the hypotheses of this study were proved. The result of this research shows most of the domestic MIS personnel tends to line up with technology and management favoritism for their career orientation. If an individual career orientation and his or her work area are matched, it presents higher job satisfaction. Furthermore, a group of management orientation shows higher organizational commitment than a group of technology arientation among MIS personnel with identical job satisfaction. Therefore, this study suggests that career orientation of MIS personnel affect the job satisfaction and organizational commitment. In the future, a career management system suitable to the MIS personnel should be developed to improve the effectiveness of MIS organization.

• Journal of Practical Engineering Education
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• v.14 no.3
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• pp.579-591
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• 2022

This study analyzed the effect of career development system and personnel management equity on career success for workers who experienced various career change environments. The results of empirical study were as follows: First, it was found that career adaptation partially mediated career development system and career success relationship. Second, it was found that the moderating effects of personnel management equity on career success and career adaptation respectively. Third, it was found that the moderating effect of personnel system fairness was mediated by career adaptability in the relationship between career development system and career success. The analysis results confirm the importance of career adaptability and personnel system fairness for individual career success and suggest that the effectiveness of the career development system can be increased when the characteristics of career development and the personnel system are combined.

• The Korean Journal of Archival Studies
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• no.77
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• pp.5-36
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• 2023

In the Republic of Korea, which has adopted a strong president-centered system as a political system, comprehensive personnel verification of work ability, reputation, and misconduct for positions where the president has personnel rights is not only fundamental to the administration of the country, but is also very important for maintaining the democratic system. As the records containing the personnel verification process produced during this process also has a wide range of data on important people in the country, they themselves are very important national-level information, and there is a great possibility that they will be used as useful materials for studying current national management in future generations. Therefore, it is assumed that after the enactment of the "Act on the Management of Presidential Records" in 2007, Senior Secretary for Civil Affairs of the Office of the President, which were responsible for the personnel verification, designated a wide range of personnel verification records as presidential designated records and transferred them to the Presidential Archives. However, with the launch of the 20th government, the agency responsible for personnel verification changed from Senior Secretary for Civil Affairs of the Office of the President to the "Personnel Information Management Team" of the Ministry of Justice from June 2022, a major change occurred in the personnel verification process that had been maintained and the preservation of related records. This paper examined what personnel verification records are and how they have been preserved and managed, and proposed what issues have arisen at the record management level due to this change in the agency in charge of personnel verification, and how those issues should be resolved on a practical and institutional level.

• International conference on construction engineering and project management
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• 2017.10a
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• pp.214-224
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• 2017

This paper focuses on bibliometrics analysis of personnel training in construction management specialty using visualization software CiteSpace from CNKI database. And points out the research situation and development trend of college personnel training on construction management in China. The results show : (1)the research of professional talents in colleges of construction management presents continued activity, and the source journals are widely. There are a lot of researchers pay attention to this issue, but collaborate little with each other; (2)Most of literature fasten on the practical talent training mode, practical teaching reform and course system reformation. Therefore, we should be further strengthened in academic cooperation, be further broadened research scope, be further enriched the insight of the research, and should follow with interest the issue on personnel training on construction management under the background of new engineering disciplines.