13.1 SYSTEMS AS PLANNED ORGANIZATIONAL CHANGE
Systems Development and Organizational Change
[그림]organizational change carries RISK
and RETURN
새로운 정보 시스템은 다양한 조직변화를 일으킴.
이러한 조직 변화는 위험과 보상을 수반하는 정도에 따라 4가지의 형태로 분류됨.
Automation(자동화)
√조직 변화의 가장
2. Purpose
In this study, we are going to have a closer look at the benefit’s definition and the types. And then analyze the real cases in our society to see how the reward systems are adopted to the organization in the real world. We pick up four companies out of the biggest corporations in Korea. To be specific, the analysis is about what kind of reward system they offer to their members and
우리 팀은 삼성전자에서 현재 사용되고 있는 GMAS(연계경영관리시스템)에 대한 분석을 하였다. 삼성전자의 GMAS(Global Management Analysis System)는 삼성SDS(경영대학원 안희수 원우 근무)에서 개발한 SYSTEM으로, 전세계적으로 판매되는 삼성전자의 제품에 대해, 법인별/ 제품별/ 브랜드별/ 시장 지역별로 P/L, 현금
system. Therefore, in order to solve this we should check how the current foreign workforce system is , what the effect of introduction of foreign workforce is , what policy of foreign workforce and it's problem and improvement direction is, and the necessity to watch whether or not there is any systems for our country to imitate at foreign workforce systems. At these contents are more treated
<Improvement of Bureaucratic System>
1. Solution of red tape
In bureaucracy system, people think method importantly than purpose. Red tape is to reverse means and purpose. Solution of red tape is to make document concise. That is, we must erase unnecessary contents and simplify form. Brief of means can maintain customer's convenience by erasing complex formality.