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Shigeto Nishida,Takenao Sugi,Akio Ikeda,Takashi Nagamine,Hiroshi Shibasaki,Masatoshi Nakamura 제어로봇시스템학회 2009 제어로봇시스템학회 국제학술대회 논문집 Vol.2009 No.8
A method for detecting spikes and slow burst in photic evoked electroencephalogram (EEG) was proposed. The spikes were detected by combining methods of the morphological filter and the similarity coefficient in the time domain. The slow burst was detected by using pole of AR model in the frequency domain. The proposed method was applied for the photic evoked EEG data containing spikes and slow burst, and brought satisfactory coincidence with the results interpreted by a qualified electroencephalographer.
Shigeto Sonoda,Hong Keun Jang,박준식(Joon Shik Park) 지역사회학회 2014 지역사회학 Vol.15 No.3
The rise of the Korean multinationals is one of the most dramatic stories of East Asian post-development era. Many of the front runners of Korean companies could even catch up with the Japanese multinationals and eventually became crucial global players in major manufacturing industries. The rise of the Korean companies in global business world has never been predicted by any of the existing social theories. In order to explain how companies really move in East Asia, we must look deeper into the managerial fields where real corporate people from different countries are working for the companies. This paper is a trial to find significant relations between ups and downs of Asian multinational companies in China by paying attention on human resources factors. This study is especially concerned on the role of Korean multinational expatriates in comparison with the Japanese and Taiwanese counterparts competing in China. We have been focusing on the uniqueness of Korean multinational expatriates and try to relate the recent achievement of the Korean multinationals with distinctive human factors of the Korean companies. This paper is trying to suggest meaningful connections between human factor and company performances, which has been largely neglected by existing political and economic theories. In conclusion, this paper is addressing 'human resources' as one of the essential factors explaining company performances. Even though it is very confined to limited number of global companies, Korean companies and their employees try to train, educate, and mobilize more experienced and talented international human resources in China compared with those of the Japanese and Taiwanese, and this may provide us one of the reasons for their higher performances.