• Journal of Digital Convergence
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• v.10 no.2
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• pp.63-71
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• 2012

This paper investigates efficiency analysis to IT HRD programs in the dynamic perspective. First, empirical result shows that government fund of IT research center is significantly associated with SCI thesis and the more trial goods and SW development is connected with the more patent and technology transfer. Second, ITRC program has been operated efficiently since 2000. Finally, dynamic efficiency analysis implicates that ITRC program is more efficient than other IT SoC program and foreign student support program. The reason why ITRC program is more efficient is generated not from the effect of imitation by catch-up strategy to developed HRD programs, but new operation system introducing and utilizing HRD performance system.

• Journal of Korea Technology Innovation Society
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• v.12 no.1
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• pp.88-112
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• 2009

This study attempts to define IT high-level human resources and to investigate past IT high-level human resources development (HRD) policies in order to promote IT HRD policy efficiently. Benchmarking implications were derived from comparative studies of foreign high-level HRD policies and we suggest IT high-level HRD Policy in the framework of National Future Strategy. The results of this study are rich in implications for implementation of IT HRD related to national R&D road-map in the field of information technology, the supply spread maintenance and the vision change of high-level HRD to cultivate global competitiveness, IT-based Fusion Technology HRD, and R&D related HRD policies and action plans.

• Journal of Technology Innovation
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• v.25 no.4
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• pp.263-284
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• 2017

The purpose of this research is to analyze the performance of national R&D projects and to find out measures to improve the performance indicators, focusing on energy HRD projects. The main analysis target is 86 energy manpower projects supported since 2010. The performance indicators of the energy HRD projects are related to the research capacity, the number of emission workers, industry-university linkage, job creation and so on, and analyzed by using the 11 indicators of human resource performance index called KPI index. As a result of analyzing the attainment level of the proposed target by task, the index with the highest achievement level is the corporation linkage rate, and the index with the lowest achievement level is the participating company employment. As a result of examining the effects of job creation in company - linked activities, it was found that the greater the number of participating companies in the business, the greater the employment creation effect of the number of internships. As a result of the above analysis, the following policy alternatives are proposed. First, it is necessary to consider adding indicators that can express the quality performance of the business and performance indicators that can express actual business linkages. Second, it is necessary to strengthen the management of differentiated performance indicators according to policy performance targets and major target groups. Third, it is necessary to improve information input and accumulation system along with improvement of performance index.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.19 no.2
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• pp.219-227
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• 2018

The consortium for the HRD ability magnified program is part of the joint training program for SMEs in the strategic field and supports the infrastructure, training, personnel, and general operation expenses required for the joint training. The purpose of this study was to analyze the factors affecting the satisfaction of the education and training program, as perceived by the participants of the Consortium for the HRD Ability Magnified Program. The results of this study are as follows. Gender, trainer satisfaction, educational facilities and service satisfaction have a statistically significant effect on training program satisfaction. The impact on education and training satisfaction of gender, instructor satisfaction, educational (facilities) and service satisfaction was high and in that order. It was found that the male participants have a more positive effect on satisfaction of education and training than the female participants. Age, job group, and job title did not have a statistically significant effect on training program satisfaction. Based on the results of this study, the following suggestions are made. The capacity of the trainers should be strengthened. It is important to provide facilities that enable trainees to participate effectively in education and training and increase the transfer of education and training to the field. It is necessary to design and implement a curriculum that takes into consideration the female trainees' characteristics and situations. More effort is needed to improve the appropriateness of the education and training contents, education and training time, job relevance, and job contribution.

• Journal of Practical Engineering Education
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• v.7 no.1
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• pp.77-80
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• 2015

Vocational training efficiency and participation was intended to try to find a reliable demand survey methods to find ways that can be maximized. The exact demand investigation may be the most important factor that can improve the quality of training. Furthermore, the training is due to inaccurate demand as research shows the result of ineffective training because of low participation. Four methods of demand survey are used in the form of large mail, telephone, electronic and face-to-face. This paper describes the demand survey that has been carried out through the training of human resources in the training business that suits description local industry human resource development (HRD) consortium of Mokpo University country, proposed a method of effective demand survey.

• Journal of Technology Innovation
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• v.25 no.2
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• pp.153-179
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• 2017

Korean government has granted fixed indirect cost rates to several exceptional R&D programs which is lower than the predetermined rate by the government. It has been needed to evaluate the validity of exceptional R&D programs and determine the optimal indirect costs rate of the programs. This study analyzes the cost structure and explores drivers of indirect costs of exceptional R&D programs and evaluates the validity of current indirect costs rates. Finally, we propose the formulas for indirect costs rates of exceptional R&D programs. We analyze the cost structure of the exceptional R&D programs. Equipments and material costs are 50% in infra building program. Scholarship to students is 43% in HRD program. Equipments and material costs are 50% and R&D activity costs are 31% in international R&D program. Main cost components of evaluation program are salary(37%), R&D execution costs(21%) and R&D activity costs(19%). We propose three formulas of indirect costs for exceptional programs. 1) The cost items with exceptionally large amount are excluded in the base of formula for indirect costs. 2) Fixed indirect cost rate is applied for specific R&D programs. 3) Upper bound is set for the cost items with exceptionally large amount in the calculation of indirect costs rate. Our proposal is expected to contribute to the improvement of the efficiency of national R&D programs.

• The Journal of Korean Institute for Practical Engineering Education
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• v.2 no.1
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• pp.115-119
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• 2010

In Korea, there exist around 120 regional innovation centers(RICs) which have been established in many universities since the mid-nineties by Ministry of Knowledge Economy of Korea. These centers aim at higher competitiveness of their local industry by providing it with direct services using expensive testing or manufacturing equipment along with cooperative technology development and well trained work forces. Considering the nationwide importance of human resources development in the key industrial sectors, the RICs naturally should take part of responsibility because the most advanced equipments in each important industrial field have been invested during the last 15 years which amount over 500 million US dollars. In the present study, a brief concept for the industry-oriented human resources development program utilizing the already established RIC infrastructure is proposed.