http://chineseinput.net/에서 pinyin(병음)방식으로 중국어를 변환할 수 있습니다.
변환된 중국어를 복사하여 사용하시면 됩니다.
- 中文 을 입력하시려면 zhongwen을 입력하시고 space를누르시면됩니다.
- 北京 을 입력하시려면 beijing을 입력하시고 space를 누르시면 됩니다.
RISS 인기검색어
- 검색키워드
- 저자 : 김성수 ( Seongsu Kim ) (검색결과 53 건)
- 무료
- 기관 내 무료
- 유료
-
-
-
-
-
김성수(Seongsu Kim) 한국한의학연구원 2010 한국한의학연구원논문집 Vol.16 No.1
The smallpox or chanjin(瘡疹), from Korea Dynasty when the name concretely is discussed to Joseon Dynasty, was very one of the diseases which were important. Not only the public but also the royal family could not avoid the pain which is caused by with the smallpox. Also as a scar and fear that the smallpox leave on, the smallpox was called a God(痘瘡神). As the prayer and sacrificial rites primarily could not relieve the nation and the community from a smallpox, an intellectual finally had to remind that if people considered a factor which caused the smallpox, they could cure this disease. That was Nam Hyoon(南孝溫) who rejected a goast to cause a smallpox. And the compilation of " Changjinjip(瘡疹集)" changed recognition about a smallpox. Especially, the compilation of "Changjinjip" was very important in the history of Korean medicine. Because it told what "Uibanglyuchui(醫方類聚)" the national compilation project of medicine book that King Sejong promoted leaved. The "Changjinjip(瘡疹集)" adopted two kind methods. The one was the medical history or with medical theoretic history method: arranged a various medical theory about "changjin" like "Uibanglyuchui" . The other was the clinical method of presenting theories and prescriptions as causes and mutations: reformed contents of "Uibanglyuchui" . In addition to special medicine book of smallpox, "Changjinjip" gave knowledge about a paradigm of "Uibanglyuchui" and methods of medical book compilation in later.
-
김성수(Seongsu Kim),박지성(Ji Sung Park),박미혜(Mihye Park) 한국인사조직학회 2014 인사조직연구 Vol.22 No.1
지난 20년간 다수의 한국 기업들은 세계 시장에서 괄목할만한 성과를 거두어 왔다. 삼성전자는 매출액 기준으로 세계 최대의 기술회사(technology company)로 등극했고 현대자동차는 세계 자동차 시장점유율 10% 내외를 차지하여 세계 5위권의 자동차 제조기업으로 성장하였다. 이처럼 눈부신 한국 기업의 성장을 가능케 한 조직수준의 역량으로 실행력, 민첩성, 기술역량 등이 주목받고 있다. 이러한 역량의 개발은 우연히 이루어진 것이 아니고 세계 시장에서 경쟁하기 위해 한국 기업이 전략적으로 구축해온 것이며, 이 과정에서 인사부문이 중요한 역할을 수행하였다. 즉, 한국적 인사관리 방식을 통해 우수한 인재를 양성하고 성과주의에 입각한 동기부여를 통해 조직의 실행력, 민첩성, 기술역량을 높여온 것이다. 본 논문에서는 전략적 인사관리 연구문헌과 한국대표기업(삼성전자, 현대자동차)의 인사관리 방식을 연구하여 한국 기업의 인사관리특징과 성과를 설명한다. 그리고, 이를 기반으로 기존의 전략적 인사관리 연구들(특히 서구 중심의 전략적 인사관리 연구)이 간과해 왔던 연구 과제들을 제시한다. 즉, 기업의 인사관리가 조직역량(실행력, 민첩성, 기술역량)을 향상시킬 수 있다는 명제를 연구과제로 제시하고 이와 관련한 전략적 인사관리 분야의 연구 과제들을 살펴 본다. The rise of Korean companies in global markets is truly remarkable because they were relatively unknown and their competitiveness was quite low just 20 years ago. In order to change the company and boost its competitiveness, Samsung Electronics Company announced ‘New Management’ initiatives in 1993 and Chairman Lee Kun-hee called for complete changes of employees and organizations. New Management was followed by ‘New HR (Human Resource Management)’, which emphasized developing and acquiring top talent as well as performance-based evaluation and compensation systems. These all-out efforts transformed the company and, in 2013, Samsung Electronics Company became the biggest technology company with sales revenues topping $210 billion. Hyundai Motors Company followed a similar route by transforming its company from a relatively unknown car maker to one of the top five players in the global auto industry. Naturally much research has tried to identify the means by which these Korean companies have transformed themselves. Most of these studies found that Korean companies had unique organizational capabilities such as strong execution, agility, and technical competence that allowed them to excel rapidly. First, in terms of execution, Korean companies showed the ability to achieve what they planned to. Strong execution of Korean companies was possible because they strongly emphasized performance-based evaluations and compensation. It was also possible because Korean companies diligently developed and acquired global talent either through global talent development programs or global talent recruiting programs. Second, Korean companies are known for their agility which is considered highly important in this ever-changing competitive environment. Agility is the ability to swiftly reconfigure and adapt organizational resources and capabilities so the organization can better meet competitive challenges from markets and the environment in general. Sources of Korean companies' agility include intentionally loose definition of jobs which allows employees to tackle any problem in the team instead of just taking care of their own individual jobs. In fact, few Korean companies use job descriptions, allowing them to flexibly utilize employees according to the changing demands of markets. Third, Korean companies were able to catch up with companies in the advanced countries in terms of technical competence in a rather short period of time. Korea started quite late in terms of industrializing the nation because of colonization and the Korean War. However, companies such as Samsung Electronics Company and Hyundai Motors Company transformed themselves into technology powerhouses by aggressively investing in research and development and providing generous compensation packages to their scientists and engineers. Also these companies established dual-track career paths for their research and development staff so they could concentrate on their expertise throughout their careers and be amply rewarded in terms of promotion and accompanying compensation. One of the characteristics of Korean companies' human resource management (HRM) is that it helped companies to build organizational capabilities such as strong execution, agility, and technical competence. Researchers in strategic HR have tried to understand how HR contributes to the performance of firms by looking at the mechanism that link HR and the performance of firms. However, few researchers have studied the impact of HR on organizational capabilities. Studying the impact of HRM on organizational capabilities will provide valuable addition to better understanding the mechanism through which HR contributes to the performance of firms. Finally, in this paper, we discuss in detail the concepts and significance of organizational capabilities. We also discuss issues and challenges in studying the impact of HR on organizational capabilities and suggest future research agenda.
-
중국진출 한국기업에서 인사부서의 전략적 참여와 기업성과간의 관계
김성수(Seongsu Kim),이용진(Longzhen Li) 한국인사관리학회 2008 한국인사관리학회 학술대회 발표논문집 Vol.2008 No.1
본 논문은 중국에 진출한 한국기업들을 대상으로 전략적 인사관리연구에서 중요시되고 있는 인사부서의 전략적 참여와 몰입형 인사시스템 및 기업성과 간의 관계를 연구하였다. 그리고 경쟁전략이 몰입형 인사시스템에 미치는 직접영향을 검증하고 또한 경쟁전략이 인사부서의 전략적 참여와 몰입형 인사시스템 간에 미치는 조절효과를 검증하였다. 연구 자료는 한국기업들이 가장 많이 진출한 중국 산동성 연태, 위해, 청도 지역에서 50인 이상을 고용하고 있는 130개 기업이었다. 다중회귀분석방법을 채택하여 자료를 분석하였으며, 연구결과는 다음과 같다. 인사부서의 전략적 참여는 몰입형 인사시스템의 활용을 높이는 것으로 나타났으며 경쟁전략에서 차별화전략의 추구는 몰입형 인사시스템의 활용을 높이는 것으로 나타났다. 그리고 몰입형 인사시스템의 활용은 기업성과를 높이는 것으로 나타났다. 또한 원가우위전략을 활용할수록 인사부서의 전략적 참여가 몰입형 인사시스템의 활용을 높이는 것으로 나타났다. 이러한 결과는 중국진출 한국기업의 특수성과 관련되는 것으로 보인다. 이러한 연구결과를 바탕으로 본 연구의 시사점과 한계 및 향후의 연구 과제를 논의하였다. In this paper, we studied the relationship between HR involvement and Firm performance at Korean firms operating in China. Additional studied the competitive strategy's impact on Commitment-based HR system and tested the competitive strategy's moderate role within the HR involvement with Commitment-based HR system. To test hypotheses, we collected data from Korean firms having least over50 employees operating in Yantai, Weihai, Qingdao in Shandong Province of China. Questionnaires were sent to 200 firms and 139 firms replied to the survey. After dropping questionnares that comtained unanswered items, the final sample size for this study used is 130. Using hierarchical regression analysis the data. Research result revealed as below. HR involvement and competitive strategy with Commitment-based HR system both have positive relationship and the Commitment-based HR system with firm performance have positive relationship. For contingency factor, competitive strategy have moderate the HR involvement with Commitment-based HR system. Detailed explain for the moderate results, the cost leadership strategy moderate the HR involvement with Commitment-based HR system in positively, and differentiation strategy moderate HR involvement with Commitment-based HR system in negatively but not significantly in statistics. these results may be caused of Chinese characteristics. Based on above results discussed research implication and described future research direction.
-
김성수(Kim Seongsu) 한국한의학연구원 2007 한국한의학연구원논문집 Vol.13 No.2
Neo-Confucianism(性理學) which provided an ideological base to found Chosun Dynasty which substituted for Koryu Dynasty, presented In-Cheong(仁政) as ideal statecraft. In-Cheong(仁政) is realizing spirit of In(仁) which means a forever creating power(生生之心), for that reason it was a natural result that the ruling class of Chosun Dynasty had interest in medical science. Therefore they remarked "In-Cheong(仁政) has achieved" when medical books were published, also remarked Hwal-In-Seo(活人署) as an institute of realizing Wang-Cheong(王政) while Hwal-In-Seo(活人署) was placed in very low civil service grade, although the ruling class classified medical science as a Chap-Hak(雜學) which means not essential but necessary knowledge, and ranked it much lower than Confucianism. While had improved medical service system of Korea Dynasty. Chosun Dynasty had special interest in local medicine: expanding provincal medical centers, educating a medical student(醫生) in a medical school who was core human power in local medicine, etc. Nevertheless the local medicine was still depressed. The reasons are ; not providing enough medical center, not much fund to run each center and mobilizing a medical student(醫生) for miscellaneous labor. Depressed local medicine had changed when 土族 came to have an interest in medical science. 土族 had read a lots of medical books from the early Chosun Dynasty. 16th century they even wrote some books on medicine by themselves based on their experience as a provincial governor. On the other hand Yi-Mun-Geon(李文楗) who wrote Muk- Jae Diary (默齋日記) belongs to the latter. He did not use the art of acupucture, He was a civil official in Seoul. so he could get a lots of books and enough medical stuffs. After a while, he was exiled in Seong-Ju(星州) and took part in local medicine there. The local medicine was depressed in Seong-Ju(星州) at that time. Yi-Mun-Geon(李文楗) was a kind of medical consultant as well as a local doctor. Such medical doings by Sa-Jok(土族) may be a moment that provide power to local Sa-Jok(土族). Sa-Jok(土族) themselves were enthusiastic in treating their sick slaves because the slaves were financial foundation of Sa-Jok(土族). After17th century, however, the relative importance which Sa-Jok(土族) in the country had held in 16th century had decreased gradually while professional doctors bad increased.
-
-
KCI연관 검색어 추천
이 검색어로 많이 본 자료
활용도 높은 자료
