• Journal of Digital Convergence
• /
• v.10 no.6
• /
• pp.99-109
• /
• 2012

The purpose of this study was to scrutinize and compare the perceptions of Global and Korean HRD Professionals in Workplace Learning and Performance(WLP) competencies in Korea. To answer these questions, the following research methods were employed. A questionnaire, which was modified and translates from the 2004 ASTD model for WLP, was distributed to 319 HRD consultants working in Seoul and Kyounggi-Do. It was sent out directly and by email. Among returned questionnaires, 205 were valid to be examined. The important findings of the study were as follows. First, the role of business partner ranked highest in the level of importance of WLP roles in Korean and the role of special professional ranked highest in global. For the competencies of WLP, effective communication ranked highest both Korean and global. Based on the findings of this study, the conclusion was as follows. First, the perceptions of WLP roles were different between Korean and global HRD professionals. The reason why it's differences is because the size of market are different. Second, the perceptions of WLP competencies were similar between Korean and global HRD professionals. HRD professionals should need to professionalize the communication skills continuously.

• Journal of Distribution Science
• /
• v.18 no.4
• /
• pp.27-37
• /
• 2020

Purpose: This exploratory research is to give managerial implication to sales personal management. This study focused on antecedents of job satisfaction and organizational commitment specially in HRD programs and system by participation and effect toward job. Research design, data and methodology: This research focuses on relationship analysis among job satisfaction, organizational commitment and HRD programs of logistics and sales personnel in Korea. HRD program consider two parts one is participation and other is effect toward job. And three HRD program is included education & training, system and self-directed Learning. This study used 7th HCCP data from KRIVET and 748 employee data is analyzed. SPSS18 is used and frequency, reliability, correlation and regression analysis are conducted. Results: Result shows that job satisfaction is positively affected by education & training participation, HRD system participation and HRD system effect toward job. Organizational commitment is positively affected by education & training participation, HRD system participation, education & training effect toward job and HRD system effect toward job. However self-directed Learning participation negatively affect organizational commitment. Lastly job satisfaction partially mediates between HRD and organizational commitment. Conclusions: Based on the results, this paper provide implication to academic, practical HRD and suggest feature research.

• East Asian Journal of Business Economics (EAJBE)
• /
• v.7 no.2
• /
• pp.11-20
• /
• 2019

Purposes - This study propose the following 4 methods to establish Global HRD system focusing on transferable skill which is attracting attention as future science and technology Manpower. The activation of convergence research creates new industries in the era of 4th industrial revolution. Research design and methodology -This study was conducted by using research methods and expert interviews focused on document analysis. This study also reflects trends through books and materials that cover the latest issues such as the Fourth Industrial Revolution. Results - 4 Things are reflecting the policies of S&T Manpower and securing execution capability, developing competence-based transferable skill model, enhancing science and technology convergence R&D and performance capability, and developing customized HRD program. Conclusions - Transferable skills will contribute to strengthen the national competitiveness of science and technology in the long term by establishing the foundation of technological innovation that can create new industries and secure future growth power in the 4th industrial revolution era. Practically, it was suggested that science and technology professionals should be able to refer to the HRD program design and HRD program design by suggesting the view of transferable skill and the activation plan reflecting the insight.

• Journal of Korea Technology Innovation Society
• /
• v.12 no.1
• /
• pp.88-112
• /
• 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 Digital Convergence
• /
• v.11 no.10
• /
• pp.95-102
• /
• 2013

The paradigm of SW industry has been rapidly changing into mobile and cloud technology environment. Research model based on PEST-SWOT analysis was employed to derive internal and external factors connected with PEST factors through analyzing the current status and problems of SW HRD system in Korea. Survey was conducted by 20 experts who are involved in SW companies, university, and R&D research institute using AHP(Analytic Hierarchy Process) model. The empirical result showed that SW fusion HRD, creativity-oriented university education in the field of software, global education and exchange, and revitalization of SW venture ecosystem are derived as policy visions of SW HRD for smart industry ecosystem. Another findings are that SW fusion HRD, revitalization of SW venture ecosystem, Job Creation through revitalization of SW start-up, Creation of coexistence between SW large enterprises and SMEs, creativity-oriented university education in the field of software, and global education and exchange are presented in order in terms of the importance of policy priority.

• The Journal of the Korea Contents Association
• /
• v.11 no.6
• /
• pp.350-359
• /
• 2011

The purpose of this study is to derive HRD programs for the government's priorities and HRD policy direction in the field of green technology to create green jobs. AHP methodology was employed by looking into "green job creation and HRD programs" announced by government. The empirical results showed that the most important one among 37 HRD programs was green education and research capacity building in engineering college and graduate school. And fostering green social enterprise, green education and research through university-research collaboration, green workers transition training, strategic partnership for green job are presented in order in terms of the importance. It suggested green creativity(0.384), green Industry growth (0.277), s정ustainable development (0.125), green technology spill-over effect (0.089), a global collaboration (0.084 ), and green cultural diffusion (0.042) as a green technology and HRD policy direction.

• Journal of Information Technology Applications and Management
• /
• v.25 no.3
• /
• pp.43-54
• /
• 2018

In recent years, international cooperation has become important not only at the humanitarian level but also at the socio-economic level. As a result, major foreign countries are increasing capital-intensive international cooperation. In this environment, Korea needs to look for differentiated international cooperation plans centered on sustainable talent cultivation and move away from capital-based international cooperation. In this study, we analyzed the case of HRD (Human Resource Development) center in Cambodia as an international cooperation model between industry-academia-college for training software (SW) workforce. The HRD Center in Cambodia is an educational institution that fosters SW talent and can be viewed as an international cooperation model that can influence the ICT industry in Cambodia as an educational platform. In fact, 190 people who have been hired so far have entered various fields. 97% of graduates have been satisfied with HRD center and 90% of them are willing to recommend the center. In particular, as highlighted in the case study, the HRD Center has had a positive effect on not only cultivating self-initiated learning-based SW talent, but also formulating positive image of Korea and Korean companies thereby facilitating entry into the global market. The HRD Center in Cambodia has developed a virtuous cycle of fostering human resources, providing education, advancing industry and building a cooperative network. Korea has transformed into a platform for international cooperation and human resource development and education by providing active support and aid. This case study will be utilized as a new model of international cooperation with SW expert training platform for Korea.

• Educational Technology International
• /
• v.21 no.1
• /
• pp.31-67
• /
• 2020

The purpose of this study was to propose an education cooperation model for Human Resources Development (HRD) in Asia-Pacific region in response to environmental changes in business and industry. In order to carry out the model, this study reviewed the key features of human resources in the APEC which is a symbolic regional integration entity in Asia-Pacific region, shaped critical issues related with HRD in this region and then analyzed the trends of education cooperation projects conducted by the APEC in terms of topics, implementation methods and proposing economies of the projects. In result, this study proposed a triangular education cooperation model for HRD consisting of three elements: Voluntary Partnership, Information on Needs and Support for Cooperation. These interconnected and interdependent elements were designed to encourage actors to participate in education cooperative activities with their own willingness, produce and manage research-based information required for sustainable cooperation and support communication and connectivity among actors for effective activities. Also, this study expected that this model would make a commitment to narrowing educational divides, enhancing global-standard skills development, facilitating public and private partnership and organizing the foundation of future education for cultivating creative talents in the era of innovation for APEC members.

• Educational Technology International
• /
• v.11 no.1
• /
• pp.47-68
• /
• 2010

The purpose of this study was to analyze majors trends and issues of e-Learning curriculum for human resource development in the corporate context. The e-Learning curriculum was chosen as the subject of research consists of 2,710 lectures that were given from 2007 to July 2009 for the recent three years by providing at Ministry of Labor and Korea Research Institute for Vocational Education & Training. In order to investigate trends and issues, it was employed theme analysis which is one of the types of document analysis that approach a qualitative research methodology. As a result of this research, 7 major trends and issues in e-Learning curriculum for HRD in the field of corporate education were drawn; ① Strengthening expertise through learning of job related professional knowledge, ② Cultivation of common & essential knowledge for a job to increase work performance efficiency ③ Organizational management strategy for improving performance, ④ Organizational management and operational strategy for actively responding to environmental changes, ⑤ Leadership as a strategy for cultivating core personnel and field-centered practical leadership. ⑥ Creating a happy workplace through the work-life balance, ⑦ Strengthening global communication skill. Based on these analysis, practicals and theoretical implications of e-Learning professionals and HR researchers for HRD were suggested.

• Journal of the Korean Society for Library and Information Science
• /
• v.40 no.1
• /
• pp.217-239
• /
• 2006

21st century is a knowledge and information society. Keeping pace with this global environment change. people demand various roles from a library First, they demand to play a role of an 'Information Connector' rather than a traditional role of a 'Book Container'. Second, they demand to be the place of the social integration for a solution to the information and learning gap and the place for a life-long learning for HRD(Human Resources Development) by the community unit. In addition, not only introducing a system of 'Deputy Prime Minister and Minister of Education & HRD' for national HRD and 'Five-Day Week' but the advent of 'an Aging Society' demand a change of a library. This study researches roles of a library inseparably related to such new paradigms in the life-long learning society as the knowledge. information, five-day week. aging and HRD, and shows the right direction of a library to pursue in the future.