This study is to identify the present condition and level of human resource administration in domestic profit and non-profit organizations, and to investigate on the relation between human resource management and management performance in enterprise. This

본 연구는 역량기반 인적자원관리와 역량개발 프로세스 및 인적자원관리 성과에 대한 기존의 연구와 실제 사례를 고찰한 후, 인적자원의 전략적 활용이 특히 중시되는 해운․항만 물류기업을 대상으로 이들의 관계를 실증분석하였다. 역량기반 인적자원관리 활동을 통해 조직내 인적자원관리 성과가 향상될 것이라는 관점에서 역량기반 인적자원관리와 인적자원관리 성과와의 관계를 규명하고, 이들의 관계에 대해 역량기반 인적자원관리 활동과의 전략적 연계의 정도를 나타내는 핵심역량

건설업은 공사수행을 포함한 대부분의 기업 활동이 인력에 대한 의존도가 높은 산업으로서 원가구성 측면에서도 외주비와 재료비를 제외하고 가장 큰 원가항목이 인건비다. 따라서, 건설업의 인력관리 강화는 효율적인 인력 운용과 원가관리를 위해서도 가장 중요한 관리항목이다. 본 연구에서는 건설업에서 체계적인 인력 및 시간관리를 통해 인력운용의 효율을 높일 수 있고, 업무시간 실적 정보에 의해 업무에 대한 성과관리의 정확성을 높일 수 있는 제도운영 및 시간관리 시스템 (TMS: Time Management System) 구축 방안을 소개하였다. 이러한 시간관리는 높은 수준의 인력 및 업무 관리를 가능하게 하고 업무에 대한 우선순위 결정과 적정 시간 분석으로 관습적이고 비효율적인 업무요소를 파악하여 효율적인 인적자원 관리를 하고자하는 건설사뿐만 아니라 프로젝트 산업 군에 속하는 여러 기업들에게 도움을 줄 것으로 기대한다.

This study develops reeducation programs to satisfy needs conducted by the analyses of potential customers and present R&D education programs. The results of this study were derived using the data collected from 200 R&D researchers and control managers occupied in research centers. By analyses of the survey, results showed that the professional R&D reeducation institution and specialized education programs according to career and position were needed. To bring solution of the researcher's reeducation, the establishment of R&D Supreme Academy is essential for effective human resource development and management in R&D.

국내 게임 산업은 10년간 지속적인 발전을 하고 있지만 인력에 대한 구조와 양성에 대한 변화는 미흡하게 이루어지고 있다. 게임 산업이 중심이 되어 파생되는 새로운 산업은 증가하고 있지만 인력 구조 변화는 신규 직업과 맞지 않게 흐르고 있다. 따라서 본 연구에서는 국내 게임 시장의 인력 현황을 살펴보고 적재적소의 인력 배치 방안에 대해 고찰하고자 한다.

Generally, manpower education/training courses and contents required for game industry is designed to operational tasks. This reflects that the structure of manpower in game industry becomes specialized. Because of the rapid changes in the game industries and in internal and external environment, most game industries require workers that can perform a variety of job types to create a business values. In this research, we consider major reports related to the education and training needed for workers in game industry and then conduct overall survey on satisfaction with the education/training courses and contents of study. The results from analysis on the current education/training courses and contents for manpower in game industry will help development of policies for designing systematic education/training courses and contents, and are expected to be used for future education and training for manpower for game industry.

This research tests the effects of institutional pressures, the use of performance measurement systems and accountability, and moderation effects of human resource capability between institutional pressures and the use of performance measurement systems in the Local Government institutions in Indonesia. The research aims to provide empirical evidence both quantitatively and qualitatively that isomorphism institutional pressures occurred in the scope of implementation of the performance measurement system and accountability in the public sector organizations and to show the importance of human resource capability enhancement in reducing external pressure impact. In addition, it tries to develop the correlation model of institutional pressures, human resource capability, implementation of the performance measurement system, and accountability of public sector organizations. The research used mixed methods with sequential explanatory design. The data collection used surveys and interviews in 209 regency/Special Region of Yogyakarta and Central Java local governments as samples. The research result indicated that the institutionalization process of the performance measurement is influenced by institutional pressures, especially coercive and mimetic pressures. Human resource capability was unable to weaken institutional pressures effects in the performance measurement system implementation. The research also proved that the use of a performance measurement system was able to improve local government institution accountability.

This study seeks to determine the effect of the application of accounting information system (AIS), internal control system, and human resource (HR) competency on the quality of local government financial statements (FS). This study uses agency theory and compliance theory. Agency theory is used to explain that there is a link between the society as the principal and the government as the agent. Compliance theory is a theory, which states that every agency is obliged to comply with regulations because the law-drafting authority has the right to dictate behavior. The population in this study were employees of the financial division of local government organizations in one of the districts in Central Java, Indonesia. The total samples in this study was 106 respondents. The data used are primary data taken from distributing questionnaires to respondents. The method of analysis used to test the hypothesis was multiple linear regression analysis. The results of hypothesis testing indicate that HR competency has an effect on the quality of FS; however, the application of AIS and internal control system has no effect on the quality of FS. The implication of this research underlines the importance of HR competency to improve the quality of local government FS.

This research focuses on determining the impact of human resource management activities on the compatibility and work results of employees of Ho Chi Minh Stock Exchange (HOSE) listed companies. The paper includes five parts: introduction, literature review, research methodology, research results, and conclusion and policy implications. The data are collected from the survey of 350 listed companies in HOSE, in which 315 survey notes filled with sufficient information are used for analysis. The paper employs both qualitative method and quantitative method. Group discussion of 10 experts is for qualitative research. Quantitative method performs analysis of Statistics, Cronbach’s Alpha, EFA analysis, CFA analysis and SEM model. The results of the research clearly indicate that human resource management (HRM) activities are measured through improving the ability, improving the motivation and improving the opportunity. While compatibility is measured through suitability, connection and sacrifice; whereby HRM activities of ability improvement have a positive effect on the job suitability and connection; HRM activities of motivation improvement have a positive effect on the job suitability, connection and sacrifice; and HRM activities of opportunity improvement have a positive effect on the job suitability, sacrifice and connection; Finally, the job suitability, sacrifice and connection positively affect the work results of employees.

The study aims to define the career competency of HRD practitioners based on an intelligent career framework. This intelligent career framework has been described as having been achieved by the accumulation of career capital through the three ways of knowing, including knowing why, knowing how, and knowing with whom. The data were collected from the interviews with 15 HRD practitioners. Semi-structured interviews were used to collect data from the HRD practitioners. For the orientation about the interview, the researcher explained the importance of gathering data about the personal experiences of the respondents on their work and career. After that explanation, the researcher asked several questions based on the pre-structured interview guide. The data collected were qualitatively analyzed on the basis of the intelligent career framework. Based on the analysis of the interviews, the subcategories of each way of knowing competency were identified. For the knowing why, identity, credibility, and career clarity were identified. The subcategories of knowing how are remaining updates, hard skills, and soft skills, while the subcategories of knowing with whom are personal networking and professional networking. The interdependency among the three career competencies was found. The findings provide theoretical implications of applying an intelligent career framework.

Substantial growth in the economy and extensive use of natural resources has become a major issue in the modern world. Organizations have started to worry about the environment and are beginning to invest in and practice green strategies. Companies should be responsible for the environment and use sustainable methods to run their businesses. The main purpose of this study is to explore the conceptual approach to Green Human Resource Management (GHRM) practices and Corporate Environmental Responsibility (CER) in the hospitality industry. The theoretical framework of GHRM practices such as green recruitment, green selection, green training and development, green performance appraisal, green reward and compensation, and corporate environmental responsibility have been comprehensively studied for this purpose. Green Human Resource Management in the hospitality sector is a less studied and rarely implemented phenomenon. The integration of GHRM and CER along with green competitive advantage and green supply chain management in hospitality is new concept in hospitality industry. Study suggests that Corporate environmental responsibility (CER) and Green Human Resource Management (GHRM) have a significant role in the hospitality industry. However, for sustainable development of tourism and hospitality, this concept should be capitalized with necessary research and development.

Purpose - This study aims to explore and describe human resource management (HRM) in Nepalese organizations. Specifically, this study addresses three research questions: (a) what are the key human resource (HR) practices in Nepalese organizations?; (b) what are the major tasks and roles of HR departments in Nepalese organizations?; and (c) how is the status of the HR function expected to change within Nepalese organizations? Research design, data, and methodology - For this purpose, we implemented the Delphi method and developed an informed consensus among selected experts concerning the research questions. Results - The findings illustrate that organizations in Nepal adopt a wide range of HR practices commonly used in Western and developed countries. Simultaneously, some HR practices specific to the Nepalese context are also discovered. The experts’ consensus on the future of HRM confirms that the evolution of the HR function to a strategic partner of management is evident in Nepalese organizations. Conclusions – Domestic as well as foreign organizations in Nepal try to create HRM systems that place them on a par with global companies. At the same time, they incorporate cultural features specific to Nepal to compete effectively in local markets. While there are few empirical studies describing HR practices in Nepal, this study contributes to broadening our understanding of the current and future status of HRM in Nepal.

Purpose - The study sought to examine the relationship between individual characteristics and system features and Human Resource Information System (HRIS) success in Japanese manufacturing companies in Malaysia. Research Design, Data, and Methodology – This study adopt quantitative approach to investigate the relationship between individual characteristics and system features and HRIS. Toward this objective, a total of 700 questionnaires were mailed to a representative of the organization. A total of 187 questionnaires were returned, and only 145 were usable for further analysis, representing a response rate of 20.71%. Result - Results indicated that individual characteristics and two dimensions of system characteristics (ease of use and training) were significantly related to HRIS success. Unexpectedly, the results showed that the third dimension of system features (documentation) was unrelated to HRIS success. Conclusions - The results partially support the underlying arguments that individual characteristics and system characteristics have significant influences on HRIS success. The finding suggests that HRIS success in the organization can be generated as a result of good implementation of system support and employees’ readiness to apply HRIS in their jobs.

The 21st century belongs to biotechnology as it made profound impact in the field of health, food, agriculture and environmental protection. India's biotechnology industry is poised to record substantial growth, perhaps even overtake the robust IT industry. The objectives of the study are to determine the existing HR practices in Biotech Industry and to understand the need for the up gradation in existing HR Policies. Conclusive and descriptive research design has been used. Data is collected from 122 employees in 23 companies of Biotech Industry. It was found that Biotechnology companies require managers with unique qualities. The lack of solid managerial training and the associated risk of failure often have long-term consequences for the careers of research professionals. The efforts to achieve excellence through a focus on learning, quality, teamwork, and reengineering are driven by the way organizations get things done and how they treat people. Biotech industry is trying to establish itself in India for last one decade but is not showing any phenomenal growth because they still do not valuing their human resource as much they should be.

Purpose – This work aims to study the existing management process and methods of statistical evaluation of personnel mobility management, and propose improvement measures. This is particularly relevant in today's market economy because proper organization of personnel movement affects the availability and effective utilization of human resources in enterprises. Hence, it influences the volume, timely execution of work, equipment efficiency, and consequently the volume of production, its cost, profit, and other economic indicators. Research design, data, and methodology – We investigate the indicators that measure staff mobility, and their dependent consequences. Further, it analyses the factors influencing high staff turnover, which is a main indicator of staff mobility. Results – Measures for staff mobility development and prevention of turnover are proposed. Micom Systems is a sample case that has developed special programs to reduce staff turnover. Conclusions – Staff mobility leads to additional costs, significant loss of working time, and increase in defects. However, the advantages of staff mobility outweigh these negative factors. The role of staff mobility in a market economy cannot be overestimated.

게임업계 맞춤형 인력양성사업은 2009년부터 정부가 선정 및 지원하는 계약학과를 통하여 본격적으로 진행된 바, 본 논문에서는 가천대학교의 게임프로젝트트랙을 통하여 지난 3년간 진행되었던 게임인력 양성사례 및 그 성과를 분석한 것이다. 게임프로젝트트랙은 38개의 중견 게임업체와 산학협력계약을 체결한 후 교육과정개발 및 학생선발 등을 공동으로 추진하면서 체계적인 산학협력 시스템을 구축하였으며, 특히 게임업체에서 요구하는 현장밀착형 교육을 진행하기 위하여 협력업체 대표 혹은 개발팀장이 정규교육과정에 투입되면서 실무교육의 질을 한 차원 높였다. 또한 학기 중 부족한 게임개발 시간을 확보하기 위하여 방학 중 현업개발자의 게임개발 특강 및 협력업체에서의 인턴실습 등을 통하여 학생들의 현장적응 능력을 크게 강화한 결과, 졸업생 40명 중 39명(97.5%)이 채용되고 6개(8팀)의 외부공모전을 수상하는 등의 괄목할 만한 성과를 창출함으로써 게임업계의 인재양성에 필요한 산학협력교육의 새로운 패러다임을 제시하였다.