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辛承國,權純七 龍仁大學校 1990 용인대학교 논문집 Vol.6 No.-
The purpose of this study is to explain minimum wage system as a personnel environment. In the course of Korea's industrialization, minimum wage problem now comes into existence as a primary challenge. So the Minimum Wage Law in Korea was promulgated on December 31, 1986 and has been effective since January 1, 1988. In this study, the influence of the minimum wage system on the personnel management considered as a fact in point of system. However, it is natural that the minimum wage system enhances the level of wage from the standpoint of the employer. To cope with this situation in personnel management more effectively, this study will suggest some effective solutions as follows. 1. Personnel departments must provide employees with training for increase of labor productivity. 2. Personnel departments should improve the wages and salary system of business. 3. Personnel departments should improve the relations between labor and management. And other personnel functions should be inproved in connection with above functions.
辛承國 龍仁大學校 1993 용인대학교 논문집 Vol.9 No.-
The seniority order system as the core of personnel management can be described as reflecting seniority factors-i.e., age, working year, school career, sex-to personnel system and has been formed by influences of traditional culture. The purpose of this article was to identify seniorty order system on the standpoint of theoretical background including the concept, characteristics andtecedent study and efficiency of seniority order system. The results of this paper would give a help in establishing more improved personnel system and to make empirical study. This paper covered the following subject areas. 1.The concept and characteristics of seniority order system 2.The antecedent study of seniority order system 3.The efficiency and limitation of seniority order system
組織文化와 賃金體系 受容態度의 關聯性에 관한 硏究(Ⅱ)
신승국,김종길 용인대학교 산업경영연구소 1998 산업경영논총 Vol.3 No.-
The purpose of this study is to devide the pattern of a wage system into the seniority system and the paying system according to ability, to investigate the pattern which is preferred by employees and to set up the relation of organization culture and preferred wage system. In advance, this article is to suggest literature's data about wage's concept and structure including organizational culture under the premises that wage structure will show choice's difference according to the type of organizational culture. The culture of an organization is composed of the level of achievements which is essential to the compensation system and the compensation contents which are related to them. This can be interpreted that the preferred wage system corresponds to the type of the organization's culture. When the types of cultures are classified into rational, developmental, consensual and hierachical, the result of the analysis shows that the groups which think themselves to belong to those of rational or developmental prefer the seniority system, and the groups which think themselves to belong to rational do not have any specially preferred wage system. Though, the groups which think themselves to belong to hierachical culture prefer the senority system to the paying system according to abilities.
辛承國 龍仁大學校 1991 용인대학교 논문집 Vol.7 No.-
The aim of this paper is to analyize systematically the theory which is forming seniority order system in order to provide a variety of informations and datas necessary for innovating personnel system and establishing rational seniority order system. The formation theory of seniority order system is explained by classifying the cultural logic and economic technical logic. In the case of the former is the living expenses guarantee theory and management-family theory and the latter is job rotation theory, human resource theory and secret skill theory. Accordingly this paper is focused on the theory mentioned above and consists of five section as follows I. The Suggestions of Problem Ⅱ. The Concepts of Seniority Order System Ⅲ. The Formation Thery of Seniority Order System 1. Secret Skill theory 2. Job Rotation theory 3. Human Resource theory 4. Living Expense Guarantee theory 5. Management-Family theory Ⅳ. Conclusions
신승국,박민아 용인대학교 산업경영연구소 1998 산업경영논총 Vol.4 No.-
In the past, Korean manufacturers have relied on retail outlets in order to distribute goods to consumers, however, a recent development is showing a diffusion toward other means of marketing. The most noticeable development in this new environment is the growth of direct marketing with the rise of borne-shopping on cable TV. marketers are searching for new sectors such as Cyber space arena using the Internet. The rise of women entering the work force, earning money, and therefore spending money has led marketers looking for way to satisfy relatively new consumer base. According to a related study of consumer prefercences between Korea and Japan, Japanese's consumers are not much better than Korean's but they are on a slightly higher level. Japanes consumers take advantage of good products at the right time, however, Korean's consumers either cannot recognize good products at the right time or cannot recognize them at all, which is adverse to the growth of the Korean economy. finally, this article is to suggert the enlargement devicers of direct marketing.