• Journal of Digital Convergence
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• v.11 no.3
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• pp.139-155
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• 2013

The purpose of this research is to study the impact of a consulting-recipient company's organizational characteristics have on consulting performance based on a case study of M manufacturing company that received HR consulting. Noticing that the subject company received HR consulting, consulting performance was evaluated in terms of two variables, HR effectiveness and organizational commitment, and the research focused on analyzing HR system improvement and change in awareness of employees. The result showed that all lower factors that describe organizational characteristics - closeness, delegation of responsibilities, ethical management, communication and shared values - had statistically positive impact on HR effectiveness at significance level p<.05. Also, the higher the HR effectiveness, the higher the positive impact on organizational commitment improvement. Moreover, it was shown that all lower factors in organizational characteristics had positive impact on overall consulting performance. Accordingly, the research concludes that, in order to improve consulting performance, i.e., HR effectiveness and organizational commitment, for blue collar workers, the company needs to create a family-oriented and closely-knit working environment, establish rules and systems to delegate responsibilities appropriately, actively promote ethical management and provide strategic activities to facilitate effective communication.

• East Asian Journal of Business Economics (EAJBE)
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• v.9 no.4
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• pp.1-15
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• 2021

Purpose - In a difficult time for a firm, it seems impossible to change circumstances by a firm. Nevertheless, the firm must do whatever it can do by however it can do. Therefore, the purpose of this study is to analyze the effect of HRM practice on organizational effectiveness with the status quo of the firm as a moderator. Based on the result of this study, the managerial implication could be suggested as a contextual response to each status quo of the firm in improving and managing organizational effectiveness by HRM practice. Research design, data, and methodology - This study measured organizational effectiveness with employee satisfaction and organizational commitment. HRM practice includes two HR management areas, HR system, and HR attitude. HR system includes education & training and additional wage welfare. HR attitude includes employee stress and empowerment. As for the status quo of the firm, this study considered three construct; firm feature, strategic feature, environment change feature. This study analyzed 397 employees of 24 company data from the 7th HCCP of KRIVET. Result - Hypothesis 1 through Hypothesis 3 were partially supported. The results of this study suggest that to increase organizational effectiveness(job satisfaction and organizational commitment), employee stress and education & training participation need to be managed. And circumstance of an organization as given the Status Quo of the firm needs to be managed differently like firm size, environment change in demand, and technology. Conclusion - This study suggests best-practice implications based on the result between HRM practice and organizational effectiveness. And also suggest differentiation in management to increase the best-fit in management.

• Journal of Digital Convergence
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• v.19 no.6
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• pp.175-184
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• 2021

The purpose of this study is to investigate the effect of the strategic role of the human resources department in the manufacturing industry on organizational effectiveness through education and training satisfaction. Among the data from the 7th human capital company panel survey, data from the manufacturing industry were used and analyzed through a structural equation model. The results of this study are as follows: First, the strategic role of the HR department has a positive effect on satisfaction with education and training. Second, satisfaction with education and training and the strategic role of HR departments have a positive effect on job satisfaction among organizational effectiveness. Third, it was confirmed that education and training satisfaction has a mediating effect on the relationship between the HR department's strategic role and job satisfaction. The results of this study are expected to become the basis for expanding the authority and responsibilities of the HR department, which is an important factor in overcoming the crisis faced by SMEs as well as innovation, and redefining their role.

• Management & Information Systems Review
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• v.38 no.2
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• pp.139-163
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• 2019

The purpose of this study is to identify the influence of the high performance and the work system recognized by the organizational members participating in the NCS enterprise utilization consulting on the organizational effectiveness and the influence of the organizational performance. In order to achieve the purpose of this study, the research hypotheses were verified by applying multiple regression analysis and co-integration regression analysis on the 145 usable results from using the statistical program of SPSS 24.0. The results of this study are as follows. First, hypothesis 1, the analysis of positive(+) influence on organizational effectiveness on the characteristics of the system (selection system, evaluation and compensation, education and training opportunity, member participation system, job stability) was adopted due to its' positive(+) and significant relationship. Second, hypothesis 2, an analysis that the organizational effectiveness would have a positive impact on organizational performance was adopted due to its' proven work. However, its' effectiveness will need verification. Third, regression analysis was conducted to confirm the role of the hypothesis 3, personnel management effectiveness, between the high performance and the work system (selection system, evaluation/compensation, education/training opportunity, member participation system, job stability). As a result, Hypothesis 3 showed that the selection system (H3-1), evaluation and compensation(H3-2), education and career opportunities(H3-3), member participation system(H3-4), job stability(H3-4) showed that organizational effectiveness has a moderating role in HR effectiveness. The main implication of this study is that the positive and working system recognized by the organizational members has positive affects on organizational effectiveness and organizational performance. In order to enhance the substantiality management system through improvement of organizational performance, a regular implementation plan on a high-performance working system along with education & training system to improve organizational effectiveness is required so that the members of the organization could form a consensus. Second, as a result of confirming the moderating effects of HR management effectiveness, the moderating role of HR management system and organization effectiveness was verified positive. Therefore, this study shows that the part that verifies both organizational effectiveness and organizational performance through high-performance working system and the part that confirmed the role of control between high-performance work system and organizational effectiveness are the biggest difference from the previous research.

• Journal of Industrial Convergence
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• v.20 no.7
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• pp.31-36
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• 2022

There is a growing perception that HR management that streamlines corporate resources is necessary to retain competitive advantage. In this study, data-based HR management is focused on the perception of HR job experts and data-based HR management execution and utilization prospects at corporate sites. The subjects of the study were three HR planning/management job experts of three firms specializing in IT services in Pangyo, and focused on identifying data-based HR management execution, measurement, analysis tools, and utilization level. As a research method, open coding, axis coding, selective coding procedure based on evidence theory was presented. As a result of in-depth interviews, corporate HR management measurement indicators were divided into three areas: employee, productivity, and culture. Through this study, it was possible to find the significance of perception of the company site as to what measurement tools and mechanisms the company implemented and measured the effectiveness and efficiency of HR management.

• Asia-Pacific Journal of Business
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• v.3 no.2
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• pp.23-33
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• 2012

Sustainable competitive advantage depends on formulation and implementation of appropriate human resource management (HRM) strategies and deployment of their competencies effectively in dynamic and complex environment. Competencies deployment is an approach to make decisions on the intentions and plans of organization concerning employment relationship and its recruitment, training, development, performance appraisal, reward and employee relations policies and practice. The improvement of organizational effectiveness is an overall objective of people management in organizations. In light of these, this study explores the present practices of HRM like: HR departments, HR policies and strategies, HR planning, recruitment selection and placement, training and development, performance appraisal, compensation and benefit, employee relations and communications. Based on the survey in 204 Nepalese organizations as a unit of analysis, the study concludes that HR practices in few organizations have action program for minorities, ethnic group, older employees and people with disabilities. Due to centralized organizational structure, most of HR decisions are taken into central office and line managers being involved highly in planning and implementing HR policies. In a nutshell, though HRM practices are not developed like developed countries, Nepalese organizations are realizing the significance of people management at work and changing their practices in the present dynamic environment.

• Korean Journal of Remote Sensing
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• v.39 no.4
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• pp.395-407
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• 2023

Super-resolution (SR) has great significance in image processing because it enables downstream vision tasks with high spatial resolution. Recently, SR studies have adopted deep learning networks and achieved remarkable SR performance compared to conventional example-based methods. Deep-learning-based SR models generally require low-resolution (LR) images and the corresponding high-resolution (HR) images as training dataset. Due to the difficulties in obtaining real-world LR-HR datasets, most SR models have used only HR images and generated LR images with predefined degradation such as bicubic downsampling. However, SR models trained on simple image degradation do not reflect the properties of the images and often result in deteriorated SR qualities when applied to real-world images. In this study, we propose an image degradation model for HR satellite images based on the modulation transfer function (MTF) of an imaging sensor. Because the proposed method determines the image degradation based on the sensor properties, it is more suitable for training SR models on remote sensing images. Experimental results on HR satellite image datasets demonstrated the effectiveness of applying MTF-based filters to construct a more realistic LR-HR training dataset.

• Korean Journal of Agricultural Science
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• v.43 no.4
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• pp.634-640
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• 2016

The objective of this study was to evaluate the effectiveness of using HR-GC/MS for the rapid screening of dieldrin residues in soils. Persistent organic pollutants (POPs) of organochlorine pesticides such as dieldrin, were analyzed in sedimentary rock and granite rock collected from greenhouses, Niigata, Japan. Dieldrin remains in Japanese farming soils, more than 40 years after their use as insecticides was prohibited. The averages in soil moisture ranged from 2.79% to 7.20% in soils derived from sedimentary rock and from 25.59% to 31.40% in soils derived from granite rock. Mean concentrations of dieldrin residues in sedimentary rock and granite rock were $39.7ng\;g^{-1}$ and $40.51ng\;g^{-1}$, respectively. Dieldrin residue was detected at a slightly higher concentration in granite rock than sedimentary rock samples. There was no consistency between the two soils or between surface and subsurface soils. The coefficients of variation of the two soils were 10.6% and 8.7%, respectively. These results suggest that our high-resolution mass spectrometry detector (HR-GC/MS) is effective at analyzing residual organochlorine pesticides in soil. In order to increase the precision and sensitivity for chemical analysis of POPs, high-resolution gas chromatography coupled with a HR-GC/MS is highly recommended.

• Knowledge Management Research
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• v.15 no.4
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• pp.57-78
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• 2014

Since team performance has become one of the core factors for companies' success, companies are putting every effort to raise team productivity. In this vein, the purpose of this study was to examine the influence of team learning behavior upon team dynamic capabilities, team effectiveness, and to verify the mediating effect of team dynamic capabilities in corporations. 312 employees were randomly selected to participate in an questionnaire survey. The result has shown that the static correlation exists between team learning behavior, team dynamic capabilities, and team effectiveness. Team dynamic capabilities mediated the relationship between team learning behavior and team effectiveness. Based on the findings, the study implies that learning behaviors among team members should be supported in order to improve its outcome, and HR representatives must help to develop dynamic capabilities.

• Quality Improvement in Health Care
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• v.27 no.2
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• pp.18-29
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• 2021

Purpose: Patients with hematologic malignancy (HM) typically have a high mortality rate when their condition deteriorates. The chronic progressive course of the disease makes it difficult to assess the effect of intervention on acute events. We investigated the effectiveness of a rapid response team (RRT) on in-hospital mortality in patients with HM. Methods: We retrospectively analyzed the data of patients with HM who admitted to the medical intensive care unit between 2006 and 2015. Clinical outcomes before and after RRT implementation were evaluated. Results: A total of 228 patients in the pre-RRT period and 781 patients in the post-RRT period were included. The overall in-hospital mortality was 55.4%. Patients in the post-RRT period had improved survival; however, they required more vasopressor therapy, continuous renal replacement therapy, and extracorporeal membrane oxygenation. Multivariate analysis revealed that in-hospital mortality was associated with RRT activation (hazard ratio [HR], 0.634; 95% confidence interval [CI], 0.498-0.807; p < .001), neurological disease (HR, 2.007; 95% CI, 1.439-2.800; p < .001), sequential organ failure assessment score (HR, 1.085; 95% CI, 1.057-1.112; p < .001), need for continuous renal replacement therapy (HR, 1.608; 95% CI, 1.206-1.895; p< .001), mechanical ventilation (HR, 1.512; 95% CI, 1.206-1.895; p< .001), vasopressor (HR, 1.598; 95% CI, 1.105-2.311; p = .013), and extracorporeal membrane oxygenation (HR, 1.728; 95% CI, 1.105-2.311; p = .030). Conclusion: RRT activation may be associated with improved survival in patients with HM.