지원사업
학술연구/단체지원/교육 등 연구자 활동을 지속하도록 DBpia가 지원하고 있어요.
커뮤니티
연구자들이 자신의 연구와 전문성을 널리 알리고, 새로운 협력의 기회를 만들 수 있는 네트워킹 공간이에요.
논문 기본 정보
- 자료유형
- 학술대회자료
- 저자정보
- 발행연도
- 2003.10
- 수록면
- 635 - 637 (25page)
이용수
초록· 키워드
오류제보하기
The objective of this paper is to derive an alternative model for reducing significant gaps between the demand and supply of human resources of international e-trade personnels in Korea (i.e., in short we call them H/R). The importance of this problem has been recognized in many research communities and they keep asking for practical guidelines for resolving them. Most previous works have been explaining the necessity of human resources development by reflecting the fact that the absolute volume for those human resources is estimated to be very small to fulfill the demand. It is therefore important to study in more detail by investigating the fact why and what kinds of H/Rs should be educated and trained under what disciplines. If this inconsistent phenomenon will continue to be present, then all parties working in the international trade industry would have serous difficulties in achieving their business goals. Furthermore, if all these parties will nor prepare for nurturing necessary human resources in the near future, we would face unexpected bad outcomes in the global markets.
The research method adopted in this paper is shown in the Figure 1. The first step is to examine a comprehensive set of prior research works related to e-trade personnel problems. It is found that there is a strong need to define human resources in new format because most definitions in prior works had been explaining too much about technology staffs but less about business professionals combined with e-business technology expertises. Another observation is that many e-trade beginners trained in mostly technology courses have been offered by non e-trade professional institutions and thus they are quite lack of business domain knowledge in global business.
〈표참조〉
The H/R's are defined into three groups shown in the Table. A limited number of staffs are being provided by most universities and other training institutions and as a result, most companies both in the e-trade industry and in need of global e-business expertise are not satisfied with the performance of professionals. It implies that offering organizations need to reconsider their curriculum by listening to customers voices from industries and governments. On the other hand, the people looking for new jobs have to be more active to gather the job information and to continuously update their knowledges to be in the state of art. Therefore, we concluded that the H/R policy should consider three factors such as e-trade expertises, educational system and markets conditions.
For this regard, we suggest an exploratory portal model by utilizing enterprise information portal functionalities in resolving incongruity problems. Many results from case studies are consistent with the arguments for the portal implementation initiative discussed in the manuscript. More explanations in terms of the H/R portal function and their positive effects are made and their potential risks are also discussed. The portal should consist of 4 layers such as: (1) CRM Layer, (2) SCM Layer, (3) Supportive Layer, and (4) Management Layer. With this portal, many people who is currently working, and would be interested in future in the e-trade area could easily exchange their informations and knowledges; they could study through e-Learning facilities; they could gather job market informations for both employers and job applicants. Therefore, the H/R development center with its portal discussed in the paper would contribute to reducing the gaps in terms of international e-trade human resources. The main idea of constructing the H/R portal comes from the fact that incongruity mostly comes from the information asymmetry, and the government should support to develop the H/R infrastructure because only one party can solve this problems. Therefore, the government needs to consider an independent construction of the e-trade H/R Center to be operated in an effective and efficient manner. It is estimated that the e-trade H/R Center will be beneficial to both employers and job applicants. In addition, the person in the e-trade community will understand each other by exchanging their works and ideas. Future works combined with empirical tests would enhance the results reported in this paper.
The research method adopted in this paper is shown in the Figure 1. The first step is to examine a comprehensive set of prior research works related to e-trade personnel problems. It is found that there is a strong need to define human resources in new format because most definitions in prior works had been explaining too much about technology staffs but less about business professionals combined with e-business technology expertises. Another observation is that many e-trade beginners trained in mostly technology courses have been offered by non e-trade professional institutions and thus they are quite lack of business domain knowledge in global business.
〈표참조〉
The H/R's are defined into three groups shown in the Table. A limited number of staffs are being provided by most universities and other training institutions and as a result, most companies both in the e-trade industry and in need of global e-business expertise are not satisfied with the performance of professionals. It implies that offering organizations need to reconsider their curriculum by listening to customers voices from industries and governments. On the other hand, the people looking for new jobs have to be more active to gather the job information and to continuously update their knowledges to be in the state of art. Therefore, we concluded that the H/R policy should consider three factors such as e-trade expertises, educational system and markets conditions.
For this regard, we suggest an exploratory portal model by utilizing enterprise information portal functionalities in resolving incongruity problems. Many results from case studies are consistent with the arguments for the portal implementation initiative discussed in the manuscript. More explanations in terms of the H/R portal function and their positive effects are made and their potential risks are also discussed. The portal should consist of 4 layers such as: (1) CRM Layer, (2) SCM Layer, (3) Supportive Layer, and (4) Management Layer. With this portal, many people who is currently working, and would be interested in future in the e-trade area could easily exchange their informations and knowledges; they could study through e-Learning facilities; they could gather job market informations for both employers and job applicants. Therefore, the H/R development center with its portal discussed in the paper would contribute to reducing the gaps in terms of international e-trade human resources. The main idea of constructing the H/R portal comes from the fact that incongruity mostly comes from the information asymmetry, and the government should support to develop the H/R infrastructure because only one party can solve this problems. Therefore, the government needs to consider an independent construction of the e-trade H/R Center to be operated in an effective and efficient manner. It is estimated that the e-trade H/R Center will be beneficial to both employers and job applicants. In addition, the person in the e-trade community will understand each other by exchanging their works and ideas. Future works combined with empirical tests would enhance the results reported in this paper.
목차
ABSTRACT
Ⅰ. 서론
Ⅱ. 연구모형
Ⅲ. 개념모형 도출
Ⅳ. 전자무역 인력수급 포탈
Ⅳ. 결론
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