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Del - Measure : Anew method to measure Prediction Success of Model
이무신(Mushin Lee) 한국정보과학회 1976 한국정보과학회 학술발표논문집 Vol.3 No.2
The Short paper introduces the basic idea of del - measure. a new technigue to measure the prediction success of models. developed by D K. Hildebrand. J. D. Laing and H. Rosenthal.
배터리 전압변동을 고려한 HEV용 모터시스템 효율 향상기법
김범식(Bumsik Kim),곽무신(Mushin Kwak),이영국(Youngkook Lee),정진환(Jinhwan Jung),이기상(Kisang Lee) 한국자동차공학회 2010 한국자동차공학회 학술대회 및 전시회 Vol.2010 No.11
Permanent-magnet Synchronous Motors (PMSMs) are suitable for the Hybrid Electric Vehicle (HEV) due to their high efficiency and torque/power density. Since the torque of a PMSM is determined by the stator currents, stator current control is essential in the torque control. Also, available torque of a PMSM is dependent on motor speed and battery voltage (dc-link voltage of the inverter). In this paper, a new current reference generation method is proposed, which can increase the system efficiency with high control accuracy even when the battery voltage varies. The performance of the proposed method is verified with experimental results.
국책 연구개발 프로그램에 대한 외국평가사례 분석 및 평가지침 개발
이무신,엄기용,심덕섭 한국경영과학회 1994 經營 科學 Vol.11 No.2
Regarding the study in innovation/R&D programs evaluation, twelve cases from the U.S., U.K., Germany, France, Sweden, Australia, Japan, and EC are analyzed, and its implications to Korean situation are investigated. From the analysis of the cases, some valuable guidelines for Korea are developed. Some of the guidelines are: the evaluation must be treated as an integral part of the Government supported programs, specialists in evaluation should be raised, the long-term effects and non-economic/social effects should also be included in the evaluation, various efforts to acquire more exact and versatile information necessary for quality evaluation should be made, and additional effort is required for the evaluation results to be actualized.
연구지원기관의 성과평가에 관한 연구 : 한국과학재단에 대한 평가항목을 중심으로 Focused on the Evaluation Items of KOSEF
이무신,엄기용,신용운 한국경영과학회 1997 經營 科學 Vol.14 No.1
This study concerns performance evaluation of the research-funding agencies focused on Korea Science and Engineering Foundation(KOSEF). On the basis of the constituents approach and the systems approach of organizational effectiveness theory, the evaluation items are derived reflecting generic characteristics of the research-funding agencies, and their priorities are determined using analytic hierarchy process(AHP). Three groups of constituents with differing interest and expections are identified, and their perceptions on the importance of the evaluation items are measured through questionnaire survey. Analyses show that the evaluation items perceived important by each constituency are significantly different from one another. The implications of the result to the Government and KOSEF are discussed.
국내기업의 인사고과시스템 현황 및 문제점 분석 : K기업의 사례를 중심으로 the Case of Company K
이무신,손병호,엄기용,신원준,김필성 한국경영과학회 1996 經營 科學 Vol.13 No.1
This paper identifies the current practice and problems of the performance appraisal system at a typical Korean company. We developed a general framework of performance appraisal system consisted of five subsystems. Along the components of this framework, we reviewed the internal documents and recent appraisal data in the firm, and analyzed the interview and questionnaire survey outcomes collected companywise. Main findings are as follows. The appraisal results are used solely for promotion decisions, and almost never for career development, rewarding, relocation and so on. The appraisal items are not clear in meaning, not comprehensive in scope, and do not adequately reflect characteristics of different jobs. The appraisal is made by superiors only, and needs to be complemented by peer and/or self reviews. The employees are appraised on the basis of subjective judgments of the superiors. The appraisal data are being accumulated, but due to inadequate formation and insufficient programs the database is not being used for the detection and correction of appraisal tendencies and errors. Appraisal results are not fedback to the employees for the constructive information exchange. Accordingly they perceive the effectiveness of the appraisal system as very poor. Finally, the implication of our finding for other companies is briefly discussed.