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신동우(Dong-Woo Shin),조일형(Yil-Hyeong Cho),윤대현(Dae-Hyun Yoon),박삼식(Sam-Shik Park),하종필(Jong-Pil Ha) 한국마린엔지니어링학회 2002 한국마린엔지니어링학회 학술대회 논문집 Vol.2002 No.-
Extrusion formed ceramic honeycomb for De-NOx via selective catalytic reduction (SCR) was developed using the powder containing mainly TiO₂, Al₂O₃ and V₂O5. The plasticity of dough and the catalytic activity of honeycomb were evaluated as function of various forming additives. The optimum organic contents of water, MC and PEG for this system were 40, 3.5 and 3.5 part, respectively, with respect to the weight of starting powder. An extruded honeycomb was dried in the chamber controllable humidity and temperature. The stepwise drying process with the drying time longer than 10 days was developed to prevent any cracking. One inch honeycomb with cell density of 35cpsi was successfully dried prior to firing. The product showed a nearly 98% catalytic activity in a wide temperature range from 250℃ to 450℃ and significant strength. The processing developed in this study can be applied in manufacturing the SCR catalyst support for both stationary and moving NOx sources such as marine engine.
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朴三植 대구산업정보대학 1987 논문집 Vol.1 No.-
The development phases of personnel management were distinguished by many development phases in accordance with concern to human relations or to production with a result of making a study through literatures, counselling or a written inquiry with businessmen about growth tendency and task of personnel management. The growth tendency of future personnel management will be invested to the application and development of behavior science and theory of motivation which are mutual supplement of the interests of task and human relations. It is systematic and increasing tendency of equalization, approaching to system of model of welfare society which is decreasing width of status discrimination. The growth tendency of future personnel management will be studied to unite such systems as enterprise goal, individual goal and social goal.
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朴三植 대구산업정보대학 1988 논문집 Vol.2 No.-
This research studied the growth course and tendency of behavioral seience in sharing three parts largely (1) The formation side of behavioral science(Psychological, social organizational aspect) (2) The formative period of transitionary theory of behavioral science(Industry psychological, Industry Social, Organizational aspect) (3) The point at issue of behavioral theory of enterprise
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朴三植 대구산업정보대학 1993 논문집 Vol.7 No.-
This thesis addresses research and analysis on the various problems and solutions faced by the small to medium industrial enterprises in our country. The small to medium industrial enterprises are primarily responsible for the present and future national economy and form 97 per cent of the total industry, but receive less governmant support than the large industrial enterprises that are economically self-sustaining, have progressive exportation, follow national policy and receive financial support from the government. This research was done through records and analysis gathered through questionnaires and interviews with the small to medium enterprise managers, who directly confront the problems at their work place and consider solutions and alternatives. The thesis addresses problems and solutions concerning administration and control of human resources for the future small to medium industrial enterprises, which would not be subcontracted to any large enterprise, but would be an independent organization, free from outside influence so as to promote its own growth. The enterprises which are susceptibly affected by economic, social, technical, marketing, and international environment would inevitably encounter various problems between labor, management and interested praties. The problems may be caused by material or human resources, or be administrative, This thesis primarily addresses the problems which may be caused by the latter.
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朴三植 대구산업정보대학 1991 논문집 Vol.5 No.-
It is very difficult to post employee in the right person for the right job in modern enterprise machining and specializing. The aim of personnel rating is wage management to determine bonus and wage rate and to obtain elementary data of personnel changes to do promotin, dismissal and arrangement and there is too in efficiency comparison of person and discovery of competent person or education practice. So manager and enployee must try to ensure fairness of rating together with one accord because the fairness of personnel rating is to be destined for victory and defeat of enterprise and the man of personnel rating must try so as not to remain the aftermath. However(yet) an appraiser can not often ensure fairness because there is mentally or much influence from groups for him is too a man before a valuer. So in this thesis the author fine the point at issue and improvement when an appraiser estimate and tried to be wide the limitaion of objectification of personnel rating. There are a lot of field to be studid of the personnel management theory but in this chapter the writer studied on a fair valuation of personnel rating and studied and examined a lot of theory on personnel rating as the method and found out elimination and attention matters on valuation through conversation and question papers with appraisers working on the scene and concluded as follows on fair valuation of personnel rating. 1. Don't ignore ethical and moral thing 2. Estimate by personnel rating standard through job analysis and job evaluation. 3. You must care that employee don't have a sense of exception and an inferiority complex or a sense of attention and blank shot consciousness when you finished personnel rating. 4. Manager have to recognize that employee is a social man and self actualization man. 5. You have to try to set aside all personal considerations. 6. You must recognize that two straight lines not to parallel is some time a meeting point so that you may consolidate a point manager goal and employee goal and both persons have to try about fair evaluation of personnel rating.
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