A Study on e-Commerce of custom machined Parts with a Data Exchanged format based on XML

류옥현(Ok-Hyun Ryou),노성호(Seong-Ho Noh),이재광(Jae-Kwang Lee) 한국전자거래학회 2003 한국전자거래학회지 Vol.8 No.4

스마트폰 다중 센서 및 GPS 위치 신호를 활용한 DL-PDR 기법

김관수,신요안 한국통신학회 2021 한국통신학회 학술대회논문집 Vol.2021 No.2

본 논문에서는 스마트폰을 활용한 실내 위치 측위에서 많이 사용되는 보행자 위치 추정 기법에서 발생하는 사용자 걸음 길이 추정 문제, 보행 경로에 따라 발생하는 센서의 드리프트와 축적 오차 문제 등을 해결하기 위해, 사용자가 스마트폰을 가지고 걸을 때 얻을 수 있는 GPS 위치 신호와 센서값을 결합한 데이터를 심층 신경망으로 학습해 기존의 문제점을 보완하고 사용자의 실내 위치추정을 향상하기 위한 DL-PDR 기법을 제안한다. 이러한 센서 및 GPS 데이터는 별도에 추가 장비 없이 스마트폰만으로 일상생활 속에서 GPS 신호를 받으면서 건물 외부에서 무의식적으로 걸을 때 수집할 수 있고, 센서값과 GPS 변화량을 활용하여 실내에서는 다른 별도의 장치 없이 오직 스마트폰만으로 보행자 위치추정 시 발생하는 문제를 향상하고자 하였다. 본 논문을 검증하기 위해 Android OS에서 앱을 구축하였고 딥러닝에서 많이 사용되고 모바일 스마트폰에 이식이 쉬운 구글사의 프레임워크 TensorFlow를 사용하여 제안하는 DL-PDR의 기초 실험 결과를 확인하였다.

RFID 비즈니스 어플리케이션 개발 방법론 : RAM

류옥현(Ok-Hyun Ryou),이재광(Jae Kwang Lee),노성호(Seong Ho Roh) 한국IT서비스학회 2006 한국IT서비스학회지 Vol.5 No.2

  Most of the known RFID applications are derived from RFID technology and its functionalities not business analysis or requirements, so that companies may not obtain real competitive edges by implementing RFID application systems. Developing successful RFID applications is one of the key elements for prevailing RFID use by industries. Research objective is to propose an effective methodology for developing RFID applications based on analyzing business processes.<BR>  The approach is designed to figure out both technical and business requirements related to RFID applications based on BPR (Business process reengineering) and ISP (Information strategy planning) methodologies. To verify the effectiveness of our approach, we applied the proposed approach to real field cases. As RFID technologies get flourished, the proposed approach is expected to play a meaningful role as an effective tool for developing new RFID applications.

퍼지-AHP를 활용한 구직자의 기업평가 모형 개선 연구

이충석(Choong seok Lee),류옥현(Ok hyun Ryou) 한국산업경영시스템학회 2015 한국산업경영시스템학회지 Vol.38 No.1

This study is conducted to suggest ways to mitigate the mismatch phenomenon between job seekers who want to find right company for themselves and companies looking for appropriate new employees. For this purpose, this study improves the company assessment framework reflecting job seekers interests by using fuzzy analytic hierarchy process. The improved evaluation framework is a three-level hierarchical structure, where there are 4 groups at the top level, 12 factors at the intermediate level and 36 indexes at the bottom level. For the empirical analysis of the applicants preferences based on the improved model, a survey for F-AHP analysis is carried out to university students and then priorities of components in the evaluation model are calculated. Moreover, the differences of priority of the company assessment framework are analyzed for different genders, college years, and major divisions. The results show that job seekers' most concerning factors are wages, stability, working environments, and labor deal, which are ranked highly in this order and the differences in preferences for each type of job seekers (genders, college years, and major divisions) are obvious. The results also show that the male prefers wages to environment, on the other hand female does working environment to wages.

특별섹션 논문 : 구직자 유형별 직장선택 요인에 대한탐색적 연구

이충석 ( Choong Seok Lee ),류옥현 ( Ok Hyun Ryou ) 한국중소기업학회 2011 中小企業硏究 Vol.33 No.4

본 연구는 구인·구직의 중계(Matchmaking)에 실질적인 도움을 위하여 구직자의 성별, 연령별, 지역별, 대학·전문학별, 전공계열별 직장선택의 주요 고려 요인의 차이점을 분석하고자 하였다. 기존 연구에서 개발된 구직자 관점의 기업평가 모형을 활용하여 구직자 635명을 대상으로 AHP를 적용한 설문을 수행하여 구직자 유형별 고려요인의 차이를 분석하였다. 본 연구의 결과 다음 4가지 구직자관점의 의의를 찾을 수 있었다. 첫째, 구직자는 구직의사결정에서 많은 정보를 필요로 하나, 현재 얻을 수 있는 정보가 제한되어 있다는 것이다. 구직자에게 추가 정보를 효율적으로 제공한다면 보다 합리적인 구직의사결정이 가능할 것이다. 둘째, 구직자 유형별 직장선택 요인에 대한 중요도의 차이가 상이하다는 것이다. 특히 성별과 대학학제별 직장선택 요인의 경우 지표수준에서 차이가 나타났다. 이는 구직자 특성에 따른 직장선호 조건이 다르므로, 구직자 특성에 반영한 직장 추천이 필요함을 의미한다. 셋째, 지역별 직장선호도의 차이가 나타났으므로, 지역기업에서는 이를 반영하여 구인 시 활용하는 것이 필요하다. 넷째, 직장 경험 유무에 따라 중요도의 차이가 분석되었으며, 이는 직장경험이 없는 구직자를 대상으로 올바른 직장에 대한 인식과 직장선택을 위한 교육이 필요하고 볼 수 있다. 본 연구는 구직집단에 따라서 중요하게 고려하는 요인에 대한 차이가 존재한다는 것을 확인하였고, 한 집단에게 좋은 직장이 반드시 다른 집단에게도 좋다고 할 수 없음을 의미한다. 본 연구의 결과를 활용하여 집단 또는 개인의 특성을 파악하고 그에 합당한 직장 또는 직업을 제공할 수 있는 서비스의 제공 또한 현재의 중소기업과 구직자의 미스매치를 해결할 수 있는 방향과 정책 설정에 활용될 수 있을 것으로 기대된다. If a job seeker can easily access to or be provided with the information about a company of interest for being employed and know some companies provide what they want or other companies do not, it would be very helpful for choosing one among job alternatives. Even though lots of information on a specific company is available on the web or from enterprise information providers, this information mainly includes some specific contents which someone with a specific interest wants. Corporate information has been provided for several purposes in a variety of reasons. One is the information about company financial status for better and safer investment and the other may be the general overviews on company web sites for improving company image in public and etc. There is little corporate information available which is tailored to fit what a specific job seeker wants and none the less, it`s hard to find any service to compare alternative companies according to any job seeker`s preferences. In reality, well-known or major companies are preferred by job seekers just because job seekers are either familiar to the name and the image of the company or exposed to the company commercial advertisements. Therefore, Small and medium enterprises (SMEs), which have potentials of significant growth in future and providing better work environments, do have few means to deliver company information to potential employees, so have difficulties in recruiting preferred human resources. This research analyzes the differences of job seeker`s major concerning factors due to the job seeker`s differences of gender, age, region, university or major department. Using the company assessment framework previously developed by authors, an Analytic Hierarchy Process (AHP) survey is performed for job seekers and the differences of priorities of major concerning factors are analyzed. The company assessment framework is a 3 level hierarchical structure composed of 4 groups, 12 factors and 32 indexes. The four groups of the relative factors are each as following, (1) corporate types and sizes, (2) job stability and growth, (3) working conditions and (4) wage level and benefits. The factor(second) level consists of corporate type, size, stability, growth potential, profitability, credit, vacation policy, working environments, promotion, wages, benefits and educational supports. Over one thousand students who is going to find jobs near future in the second half of 2010 school year are surveyed and investigated for research purposes. The CI(Consistent Index) values and the individual weights in AHP analysis are calculated. Among one thousand survey papers collected, finally 635 papers are analyzed as 365 survey papers with CI values above 0.1 are excluded. ANOVA (Analysis of variance) is mainly used for analyzing the differences between job seekers types, and the Scheff post-analysis is performed in case of needing further analysis. From the re sults of this analysis, following four significant implications are found regarding the intent of job seekers First, the job seekers need more information in decision making than the limited information which is currently available. If additional information is effectively provided, job seekers are able to make more rational decisions. The priorities for the first level four groups are corporate types and sizes (0.274) stability and growth (0.265), working conditions (0.225), salary and welfare (0.236) in order. The priorities of the second level factors are determined as corporate type (0.153), size (0.120), wages (0.099), work environments (0.083), stability (0.082), and benefits (0.077) in the order. The top five of 12 factors accounts for 53.7 percents of the total significance. In the level three, the top 10 indices accounts for 50.34%, but the importance of sub-indices is quite big 49.66%. In general the company information for sub-indices of 49.66% is harder to obtain than that of the top 10 indices. This priority analysis shows: utilizing more information is critical for reasonable decision making but, the difficulty of the process of obtaining information or imperfect of the information provided makes this process difficult. Second, job seeker`s major concerning factors are different according to the job seeker`s gender, age, region, university or major department. In particular, the differences of priority in the ``index`` level of the company assessment framework are clear for different gender or type of colleges. Therefore, the job recommendations need to reflect job seekers characteristics. For different gender, only the working conditions in the first group level is detected with significant difference. In other words, the preference for corporate types and sizes, stability and growth, salary and welfare between the genders does not appear, but female job seekers consider the working conditions more seriously than male ones do. In the second factor level, the preference for corporate types, vacation policy and working environments is different between genders. Compared to women, men considers the corporate types more seriously and women think vacation policy and working conditions are more important when searching jobs. For different types of colleges (four-year or two-year college), the stability and growth in the first group level is detected with meaningful difference. Four-year college students compared to two-year college students are analyzed to consider the company stability and growth important. In the second factor level, two-year college students consider corporate size and vacation policy more seriously and four-year college students think three indices(stability, growth potential and profitability) are more important. Third, there were regional differences in job preferences. Local businesses need to take advantage of these differences, when they want to hire better employees. The ANOVA analysis for the regional differences shows that significant difference is detected in the first "group" level factors: stability and growth, working conditions and salary and welfare. In order to verify significance of differences between regional groups, the Scheffe post-analysis is conducted, but no significant differences are drawn in the second factor level. Significant differences are found in the third index level entries: the corporate type, size, profitability, credit grade, and paid vacation, work location, promotion, employee tuition support. Especially, differences in importance of profitability are appeared in the order of regions: Chungcheong, Kyungnam, Honam, Metropolitan, and Central regions. Job seekers in Metropolitan think working conditions and salary and welfare more seriously than the other regions. Forth, the significant differences are caught according to the job seeker`s work experience, so it show the need of educational program like right job awareness for job seekers without work experience This research shows and confirms that major job concerning factors vary due to the difference of job seeker`s various environmental states. This means good jobs for one group of job seekers might not be good for other groups. The implications of this research can be used to provide job offering services based on characterizing individual or group of job seekers, to reduce currently focused problem, job mismatching between job seekers and job opening companies and help policy-makers to tackle the problem of unemployment of young people. In the long term perspective, we hope that the Korean SMEs suffering the human resource shortage will have more chances to hire new capable employees easily and that job seekers will be given a reasonable model for evaluating job-opening alternatives.

수출입 물류의 e-Seal 적용 방안에 관한 연구

이재광 ( Jae Kwang Lee ),류옥현 ( Ok Hyun Ryou ),노성호 ( Seong Ho Roh ),최덕현 ( Duke Hyun Choi ) LGCNS 엔트루정보기술연구소 2008 Entrue Journal of Information Technology Vol.7 No.1

최근 각 국 정부와 산업계는 테러리스트들의 위협으로부터 국제무역 보호, 특히 해상 컨테이너 물류의 보안에 주목하게 되었다. e-Seal은 수출입 물류에서 컨테이너 문의 비정상적인 개폐, 또는 비정상적인 개폐의 시도를 감지하여 알려주고 그 이력을 유지해 줌으로써 보안 기능을 수행할 수 있다. 그러나 아직까지 비즈니스 분석과 요구 사항으로부터 도출된 e-Seal의 적용 방안에 관한 연구는 미비한 실정이다. 본 논문에서는 비즈니스 프로세스 분석에 기반하여 수출입 물류에 e-Seal을 어떻게 적용할 것인가 하는 방안을 제시하고자 한다. 이를 위해 수출입 업무 담당자, 관세 업무 담당자, 수출입 지원 정보시스템 운영자 등의 인터뷰를 수행하였다. 수출입 물류 비즈니스 프로세스 분석을 통하여 e-Seal 응용에 관련된 기술 및 비즈니스 요구 사항을 파악하고 e-Seal 적용 방안을 제안하였다. 본 연구는 e-Seal 도입을 위한 비즈니스 프로세스 재설계 및 응용 시스템 개발에 기여할 수 있을 것이다. Recently, governments and industry have given more attention to the security of containerized cargo shipments and e-Seal, an electronic device to check the authenticity and integrity of freight containers at the point of arrival. However, there are few publications on applying e-Seals derived from business analysis and requirements. In this paper, we proposed how to apply e-Seal for logistics in imports and exports based on business process analysis. For this objective, we conducted the study by collecting the necessary information on business process in imports and exports from shipping agents and Korea Customs Service. We figured out both technical and business requirements related to e-Seal applications based on analyzing logistics process in imports and exports. The proposed approach is expected to play a meaningful role as an effective way for developing new e-Seal application.

MRO공급업체의 B2B 서비스품질과 영업직원의 영업지향성이 관계품질에 미치는 영향

임경재(Kyoug-Jae Im),류옥현(Ok-Hyun Ryou),양회창(Hoe-Chang Yang) 인문사회과학기술융합학회 2018 예술인문사회융합멀티미디어논문지 Vol.8 No.7

본 연구에서는 B2B 산업재 거래에서 영업직원의 직접방문을 통한 영업에서 영업직원의 역할을 확인하고자 하였다. 이를 위해 MRO 산업재 공급기업에 대한 구매기업의 서비스품질 인식과 영업직원의 영업지향성이 구매기업과의 라포 형성에 어떤 영향을 미치는지, 그리고 형성된 라포가 관계품질에 미치는 영향을 확인하였다. 아울러 서비스품질과 관계 품질간, 그리고 영업직원의 영업지향성과관계품질간에 라포가 어떤 역할을 하는지를 확인하고자 하였다. 이를 위해 A회사의 MRO 구매기업들을 대상으로 회수한 총 246부의 설문지를 활용하여 구조방정식 경로분석 및 3단계 매개회귀분석을 실시하였다. 분석결과 공급업체의 서비스품질은 영업직원과의 라포 형성에 통계적으로 유의한 영향이 없는 것으로 확인되었다. 그러나 영업직원의 영업지향성은 라포를 형성하는데 상당히 긍정적인 영향을 미치는 것으로 확인되었으며, 형성된 라포 또한 관계품질을 높이는데 중요한 역할을 하는 것으로 확인되었다. 본 연구의 결과는 영업직원들에 대한 교육훈련을 통해 고객에 맞는 영향지향성을 갖고 적극적인 관계마케팅을 실시할 수 있도록 하여야 하며, 서비스품질에서 경쟁기업보다 차별성을 획득하여야함을 시사하였다. This study aims to verify the roles of sales employees, in B2B industrial business through their direct visits to customers. Also, it attempts to examine the effects of buyers recognitions on B2B service quality of suppliers and of the sales orientation of sales employees on the rapport-building, together with the role of the rapport to the relationship quality with customers and its mediating effect. This study was conducted in B2B MRO business setting with company A and the total number of usable respondents was 246. In this study, structure equation, path analysis and three-phase mediated regression analysis were completely done and the results show that the service quality of suppliers has no significant effect on establishment of rapports with customers. However, sales orientation of sales employees has significantly positive influence on it, and the rapports also play important roles in enhancing the relationship quality. The findings suggest that the relationship marketing should be actively implemented throughout education and training of sales employees and that the suppliers must provide better service quality than competitors to the customers to succeed in the market.

An Interactive Approach to Categorize Questions on the Internet BBSs

이재광(Jae-Kwang Lee),노성호(Seong-Ho Noh),류옥현(OK-Hyun Ryou) 한국전자거래학회 2003 한국전자거래학회지 Vol.8 No.3