일반 : 윤리경영 선도기업의 추진사례와 성공요인 분석 -신세계, 포스코, 금호아시아나를 중심으로-

김승묵 ( Seung Mook Kim ) 한국윤리경영학회 2007 윤리경영연구 Vol.9 No.1

탄재내장 전기로 분진과 가열로 스케일 브리켓의 환원반응에 관한 연구

위창현 ( Chang Hyun Wi ),김승묵 ( Seung Muk Kim ),윤광원 ( Kwang Won Yun ),유병돈 ( Byung Don You ),김동식 ( Dong Sik Kim ),최회진 ( Hoe Jin Choi ) 대한금속재료학회 ( 구 대한금속학회 ) 2007 대한금속·재료학회지 Vol.45 No.6

AI를 활용한 한국 건축의 발전 가능성 연구 - StyleGAN을 활용한 뉴 타이폴로지 제안 -

천수경(Cheon, Su-Kyeong),김승묵(Kim, Seung-Mook),이상윤(Lee, Sang-Yun) 대한건축학회 2022 대한건축학회 학술발표대회 논문집 Vol.42 No.1

This study proposes a new method of reinterpreting traditional Korean architecture by applying their characteristics to modern architecture. Deviating from the existing studies where subjective opinions dominates, we have implemented non-biased AI to suggest a new way of research. We have analysed images through “GAN” that has been developed to derive general attributes from input images and traverse features across different images without involving our biases. While using GAN, we intended to focus on classifying the images of traditional Korean architectures under designated categories to extract dominant characteristics and to find a possibility of hybridising them with modern architecture. Via this process, we propose the potential of traditional Korean architecture and their development into a new typology.

연봉제 도입 선행요인 및 효과성에 관한 연구

김승묵 慶州大學校 2005 論文集 Vol.18 No.1

기업이 경쟁력을 확보하고 지속적인 발전을 유지하기 위해서는 근로자들에게 동기부여를 통한 생산성 향상을 추구해야 한다. 동가부여에는 여러 가지가 있겠으나 현재 우리나라 실정에서는 승진과 임금이 가장 중요한 변수임에 틀림이 없다. 역사적으로 볼때 그동안 우리나라에서는 임금의 중요성을 뒤늦게 깨달았다. 그동안 우리나라의 임금체계는 학력, 경력, 나이, 근속년수에 바탕을 둔 철저한 연공주의 체계였다. 직급별 호봉제인 기본급을 중심으로 복잡한 임금체계를 유지해 오면서 개인의 능력과 무관하게 동일노동 동일임금이라는 법적 테두리를 벗어날 수 없었다. 이는 곧 글로벌화 되어가는 국제 경쟁 속에서 경쟁력이 떨어지는 위기 상황에 처하게 된 요인이 되었다. 이런 배경으로 외국 기업을 중심으로 관심을 갖던 연봉제가 이젠 보편화되어 이를 도입하는 기업들이 급속히 증가하는 추세이다. 따라서 본 연구에서는 연봉제의 개념 및 특성을 정확히 이해하고 도입에 따른 효과를 분석하여 많은 기업들이 안정적으로 제도를 도입하는데 일조함으로써 산업발전에 기여함을 주 목적으로 하고 있다. 그동안 국내에서 발표된 연구논문들이 거의 사례중심이어서 이론적 근거로서의 선행 연구를 하는데 많은 어려움이 있었으며 외국 연구는 더욱 미약하여 기초적인 임금관리 이론만을 참고할 수 밖에 없었다. 본 연구에서는 두 부분으로 나누어 연구모형을 설정하였다. 우선 선행요인 모형에서는 기업특성이 연봉제 도입 결정에 미치는 영향관계이며, 둘째로는 연봉제의 여러가지 운영 형태에 따라 기업성과에 어떠한 효과를 가져오는가에 대한 분석이다. In order to obtain a competitive advantage and sustain the continuous development, organizations should pursue the improvement of profitability through the motivation toward their employees. Among several ways to raise the motivation, two methods ('Promotion' and 'Wages') are the most effective factors in the environment of Today's business in Korea. Historically, Korean business people realized the importance of 'Wages' late. In the early and middle of 1990, the importance of 'Wages' was not raised since the market condition was relatively activated and corporate management was positively stabilized. However, during the time Korea took part in WTO, OECD and experienced in IMF financial crisis, an ability-based compensation was occupied as a key in human resource management. Prior to the time, wage structure in Korea was strictly based on an academic background, working experience, age and working years. This Korean traditional wage system offered the same wage to all employees with maintaining the complex wage system even though some laborers have higher ability than others. Such an inefficient wage system, therefore, caused to drop down Korea's comparative advantage in the fierce international competition. In this background, annual salary wage system has been spread to organizations in Korea from foreign corporations at the beginning. Therefore, this study tries to comprehend the concept and attribute of the wage system exactly and to analyzed the effectiveness from the system. Fundamentally, the main purpose of this study is for companies to adopt the wage system without difficulties and, as a result, to contribute to industrial development.. Most treatises on this kind of study in the country have been focusing on case-studies, so there were difficulties for me to make a previous study. Moreover, studies from foreign countries were not less researched in this area. Therefore, I was only able to refer to the fundamental theory of wage management. This study divided models into two parts. The first part was the correlation between the characteristic of organizations and the decision making regarding the introduction of an annual salary wage system, and the second part was what effect organizations can get depending on the various forms of the salary system. Companies, which are relatively big-sized, non-union, the affiliates with large corporations, and have short history and multiplex workplace, actively adopted an annual salary wage system. Moreover, in terms of effectiveness, the system brought positive effects, the improvement of profitability and the change in employees' attitude, but there was not much change in the financial result. However, it has an affirmative effect on a financial achievement according to the way of evaluation and motive of system introduction. Therefore, it is needed to introduce to the companies and also it is very interested that a sale per person is increased according to the limit of application's expansion. This study analyzes an annual salary wage system effect in terms of a financial achievement and also it is advanced study compared to the former studies. However, I am inconvenienced by not having a good comparison regarding before and after the annual salary wage system. Moreover, it was difficult to explain the assumption basis enough because of lack of the former studies. We are currently in a time of transition between the seniority and an ability-based system. The organizational culture and SHRM should be facilitated properly for successful transformation from the seniority system to performance-based system. It is very important to be managed by CEO and evaluatedby managers appropriately because the most important thing is just the people to make an organization, system and its achievement.

RC同調 中間周波 增幅回路의 設計

朴柱台,金承默 영남이공대학 1992 論文集 Vol.21 No.-

A tuned amplifier circuit, using no coil components, was designed and tested. The circuit, consisting of resistors, capacitors and few transistrors, successfully realized ideal frequency characteristics of conventional IA, tuned circuit and featured variable bandwidth, free from body effect and temperature independent. A double tuned circuit was also devided by cascadeing two single tuned amplifiers and its merits werw evaluated. Series of measuremwnts, conducted on the experimental circuit especially designed for 455khz IF amplifier, verified the analytical results and dependability of the design procedures developed by the author.

E級 高效率 電力發振器 回路의 設計

朴柱台,金承默 영남이공대학 산업기술연구소 1992 産業技術硏究 Vol.6 No.-

This paper report's on a high efficiency power oscillator developed from E-class amplifier by adding L·C feedback network and its design procedures formulated by the author. Based on analysis of typical E-class amplifier composed of one switching BJT with a tuning network, it bas been found that the duty factor to achieve maximum efficiencg is 50% and the phase delay required for the feedback network to maintain oscillation is 196˚. though a series of analysis as well as experiments worked on sample models composed of a BJT and L·C feedback network, a set of formulas to determins appropriate valu of circuit components been derived its results evaluated. A sample designed under this method has exhibited 98% of efficiency at 5.5MHz with an output power of 3W delivered to a 25Ω load. The temperature characteristics as well as supply voltage dependecny of the set has shown satisfactory result and may be recommended for industrial application such as electronic heating devices.